Is work life balance a myth? How can companies help women navigate stress and motherhood?

Her World’s “Can We Just Talk: Career Edition” is based on our 2024 What Women Want survey, which is an islandwide questionnaire where we profiled Singaporean women largely between 25 to their 40s to find out their thoughts on the most pressing issues when it comes to the career and the workplace.

In this episode on work life balance, Dr. Jade Kua, physician and founder of Jade Life and Wellness Coaching Clinic & Academy and Sabrina Tan, founder and CEO of Skin Inc and +Sabi AI speak with Her World’s editor-in-chief Elizabeth Lee and digital editor Cheryl Chan about what it truly means to them, how to properly support employees, and the importance of destigmatising and normalising conversations around mental health. 

Ask yourself a question — do you think you have work life balance? According to Her World’s What Women Want 2024 survey, 86% of respondents do not believe so and, in fact, regularly experience burnout or workplace-related anxiety. While this figure appears daunting, it is unfortunately a reality for many in today’s working climate. 

Working long hours shouldn’t equate to promotion at the workplace

“If you only highlight people who have worked extra hours, that says something about you as an employer,” comments Dr. Jade Kua, physician and founder of Jade Life and Wellness Coaching Clinic & Academy.

With 54% of respondents stating that they work overtime weekly, there seems to be a lingering perception that working long hours is the essence of a better employee. This is especially the case in Asian societies where the prominence of hierarchy leads to employees staying late to avoid appearing uncommitted to their bosses. Jade goes on to validate that as an employer, she believes that such a mindset is unhealthy, and companies have a responsibility to actively discourage such behaviour. 

“Some of my employees say, “Don’t worry, Dr Jade, we’ll give 200% of ourselves.” I don’t want that, though. First of all, there isn’t 200% of you. There’s 100% of you. And part of that goes to work, to the causes you care about, your family or just yourself. So I don’t want 200% of yourself, and that’s not really the attitude that I want you to feel you need to have to impress me as the employer,” expresses Jade. 

While it is understandable that some require more time to complete their tasks, digital editor Cheryl Chan expresses the struggle among many who fear the idea of getting “punished” with more work given their efficiency. Sabrina Tan, founder and CEO of Skin Inc and +Sabi AI thus stresses the need for companies to be transparent in what they are looking for in their employees. Some companies may prioritise visibility and prefer for their employees to be present at their desks. Whereas others might be okay with a hybrid arrangement as long as work processes aren’t disrupted. 

“Once you have a spirit of excellence that is a bearing within you, you will find the best way to solve a problem or create an impact, [because] you are self governed. That is the kind of employee you want to reward because they lead themselves – and that doesn’t only equate to the hours you work,” says Sabrina.

To this, Jade shares the importance of companies upholding a holistic mindset and recognising the efforts of an employee regardless of working hours. 

Showing compassion to employees is more than just a mandatory check in.

With the continued stigma around mental health, particularly in Asian societies, many are shy to begin these conversations as they do not want to be categorised as having an “issue”. It is crucial that companies walk the talk, and create a safe space for employees to seek help without judgment. 

“[It’s more than having] a PDF checklist of mental health issues and resources that you provide for employees somewhere in your intranet,” voices Jade. She believes that companies should take the time to find out about the distinctive needs of their employees, bearing in mind that it would very much differ from person to person. 

Alluding to transparency, Jade also shares the importance of a strong support system for employees. From offering referrals to mental wellness resources to allowing mental wellness day-offs that need not require employees to produce an MC, these are just some of the small but meaningful ways in which they can feel valued. 

Sabrina goes on to share that simply asking an employee how they are doing shows that the company truly cares for their well-being and can foster greater transparency and openness between parties. “Happy employees are generally better employees,” expresses Jade. And it really isn’t that difficult to put a smile on an employee’s face with the tips that Jade and Sabrina have shared. 

After all, it is okay to not be okay, and it is even more okay to speak about mental health. 

Parenting skills ought to be valued in the workplace 

41% of respondents expressed that becoming a mum contributed to their career setbacks. 

“When I saw that statistic, I felt a bit sad, because I think starting a family is very much part of the human life,” empathises editor-in-chief Elizabeth Lee. Jade reasons that companies tend to hold the assumption that mums are “left behind” when they return to the workforce after being on parental leave. This is, however, a huge misconception. 

“When one becomes a parent, incredible skills are learned as they figure out how to deal with human resources, finance, priorities, strategies, short-term solutions and long-term forecasts. When they return to the workforce, they are actually much more resourced than before. Unfortunately, this is not recognised,” shares Jade who emphasises the need for a shift in this mentality. 

“These are really soft skills that the workplace doesn’t teach you! But you really equip yourself by being a mum” Sabrina chimes in. 

Fortunately, the increase in maternity and paternity leave in 2025 signifies that the nation is moving in the right direction. Such systemic efforts will further shed light on the importance of parenting journeys to raise and nurture a child. 

Parent or not, understanding that work life balance varies for each individual and cannot be bounded by the same factors is crucial. As summed up by Sabrina, “If you’re very clear of your three big rocks in your life, the rest of the pebbles can come into the jar, right? So my three big rocks are my family, my work and my God. I surround my decision-making around those. And it’s no longer about what takes time away from me, but how I can give more life to the time I have on hand.”

ART DIRECTION RAY TICSAY
PRODUCER CHERYL LAI-LIM, CHERYL CHAN
MAKEUP LASALLE LEE, USING BOBBI BROWN
HAIR GREGO, USING KEUNE HAIR COSMETICS
PRODUCED BY STUDIO+65