Workplace trends in 2026 will be defined by skills-first hiring, artificial intelligence (AI)-driven transformation, hybrid work recalibration, mental health integration into human resource (HR) policies, and growth of a contingent workforce.
They present opportunities and challenges for workers and employers alike. For workers, adaptability, continuous upgrading, and self-love are vital; for employers, strategic planning, and investments in AI as well as employees, are key to drive productivity in the new year.
Here are five workplace trends for Singapore.
Employers in Singapore are increasingly placing less emphasis on academic qualifications when hiring, according to a Job Vacancies Report released by the Ministry of Manpower (MOM) in March 2025. While academic qualifications are important, employers who prioritise skills-based hiring have reported better outcomes, such as a faster hiring process and improved employee performance.
This trend is expected to continue into 2026, with employers prioritising both technical and soft skills. Certifications and micro-credentials – such as those attained through continuous development courses on current topics including AI and sustainability – and demonstrable expertise, are also valued over traditional academic qualifications.
According to recruitment firm Robert Half, “human + AI roles are moving to the mainstream”. As AI increasingly takes over entry-level tasks, workers must commit to continuous upskilling, so they do not get displaced. Employers, on their part, need to ensure that their people have the right capabilities to work with the AI systems that have been integrated into the workflow.
An interesting development is that a new generation of workers could be headed for careers in trades that AI cannot touch. Some examples are roles in healthcare, which requires technical knowledge and human compassion; the creative professions, which need cultural awareness, emotional depth and personal connections; and social service jobs, for which empathy and compassion, and ethical judgement are vital.
COVID-19 provided workers with a taste of flexi-work conditions, including hybrid and work-from-home options. Given the positive reception and growing demand for such arrangements, MOM, NTUC and SNEF produced the Tripartite Guidelines on Flexible Work Arrangement Requests, and mandated that all firms must have a process for flexi-work arrangements from December 2024.
Smaller companies with fewer staff may face challenges in managing their flexi-work schedules, and these include balancing employee satisfaction with financial sustainability. One potential solution is to “unretire” older workers or maintain a pool of former workers who are able to step in to provide additional support when the need arises.
Mental health is fast becoming a formal part of workplace HR policy. In the new year, workers can continue to expect a more balanced and conducive work environment that respects personal boundaries.
In Singapore, mental health issues came to the forefront in a big way post-COVID-19, as lost productivity cost Singapore some S$15.7 billion, or 2.9% of GDP, suggested a study conducted by Duke-NUS Medical School and the Institute of Mental Health.
While Singapore does not have a mandate for mental wellness policies at the workplace, the government has launched the National Mental Health and Well-Being Strategy in 2023 to address mental health as a health and social issue. Employers are encouraged to integrate wellness programmes, counselling services, and digital mental health platforms into employee benefits.
A significant workplace trend in 2025 was the reliance on contract and interim workers to keep projects going, and as a way to access hard-to-find skills. This is expected to continue in 2026, according to recruitment firms Robert Half and CXC.
Blended or contract hiring provide companies with several advantages, including:
