Women want to return to work but struggle to find suitable jobs: NTUC-SCWO study

Eight in 10 women who are on or have taken a career break intend to return to work, but many struggle to find jobs that match their experience and caregiving needs, a new study by the Singapore Council of Women’s Organisations (SCWO) and NTUC Women and Family has found.

Nearly seven in 10 women surveyed said taking a career break made it harder to find suitable employment, while 61 per cent identified flexible work arrangements as the support they most wanted when returning to work.

The findings were released on 18 September at SCWO's Summit for Action on Gender Equality 2026. The study examined women's experiences across the workforce re-entry journey, including taking a career break, preparing to return, finding employment and remaining in work.

The research drew on 20 focus group discussions involving 120 women in July, an online poll of 502 women aged 24 and above in August, and a review of return-to-work initiatives in Singapore and overseas. The researchers noted that the findings are not nationally representative of all women in Singapore.

Career gaps can make re-entry harder

The study found that many women preparing to return to work were already taking steps such as refreshing their skills, updating their CVs and searching for jobs through multiple channels. However, finding roles that matched both their experience and need for flexibility remained difficult.

The challenges varied according to the length of the career break, career stage and type of work sought. Women returning after shorter breaks generally required less retraining, while those away from work for longer periods could face weaker professional networks and changes in technology and workplace practices.

PMETs, professionals, managers, executives and technicians, placed greater importance on support tailored to their sector, role and seniority. Non-PMET women were more concerned about practical training, predictable schedules, accessible workplaces and viable pay.

NTUC Assistant Secretary-General and NTUC Women and Family Director Yeo Wan Ling said returning to work could involve challenges ranging from caregiving responsibilities to rebuilding confidence and refreshing skills.

She urged employers to look beyond career gaps and consider the experience, skills and potential of women seeking to re-enter the workforce.

Flexibility could help women stay in work

The research also highlighted the importance of supporting women before they leave employment. Greater flexibility over when and where work is performed could help women manage caregiving responsibilities while remaining in the workforce, potentially reducing the need for career breaks in the first place.

The finding echoes a 2023 joint survey by NTUC Women and Family and the PAP Women’s Wing, in which 87 per cent of women surveyed said flexible work arrangements were an important factor in deciding whether to remain in or leave a job.

SCWO President Seow Yian San said workforce re-entry should be viewed as a longer journey rather than simply the point at which women begin searching for jobs.

The study found that securing employment was also not necessarily enough to ensure a successful return. Some women reported accepting lower pay or less senior roles in exchange for working arrangements that better suited their circumstances.

Researchers noted that flexibility alone may not be sufficient where employees face unmanageable workloads or limited opportunities for career progression.

Support needs to extend beyond job placement

Singapore already has a network of programmes aimed at supporting women returning to work. SCWO identified 33 non-government initiatives run by 26 organisations, alongside existing public support.

The research suggested that the focus should be on better connecting job preparation, suitable employment opportunities, employer practices and support after women are hired, rather than simply adding more programmes.

SCWO plans to use the findings to develop recommendations for employers, policymakers and other stakeholders. Its Women's Workforce Inclusion & Re-Entry Working Group will work with member organisations, non-profits, tripartite partners and sector representatives to identify gaps and potential areas for action.

The work will cover measures to retain women before they leave employment, improve access to suitable and flexible jobs, strengthen recruitment practices and provide support tailored to different stages of the return-to-work journey.