04/06/2026
Against the backdrop of recent discussions on workforce restructuring, including cases where organisations have relocated functions overseas and invited employees to reapply for roles in other markets, important conversations have emerged around how workforce transitions are managed and communicated.
Commenting on broader workforce trends, IHRP Senior Professional Archana Srinivasan observed that organisations facing economic pressures, regionalisation efforts and technological change are increasingly undertaking restructuring or workforce calibration exercises. While many of these initiatives are driven by legitimate business considerations such as automation, operational efficiency or regional operating models, they can also result in changes to roles and workforce composition.
She noted that the terminology used to describe such exercises does not change the underlying impact when positions are no longer required. Where a role in Singapore becomes redundant as a result of restructuring or relocation, the situation may still be regarded as a retrenchment regardless of how the exercise is framed.
Ultimately, while restructuring decisions are often shaped by business needs, the way organisations engage and support their people throughout the process can leave a lasting impression. HR professionals play a pivotal role in shaping these experiences, guiding organisations to navigate change with empathy, transparency and integrity. Through thoughtful workforce practices and a people-centred approach, HR can help organisations build trust, strengthen resilience and create workplaces where employees continue to feel valued, even during periods of significant transformation.
📰 Read more at https://www.channelnewsasia.com/singapore/retrenchment-disguised-job-loss-apply-overseas-new-opportunity-6155641
Some employers take this approach in order to avoid the optics of a retrenchment, say manpower experts.
