As haze levels worsen in Singapore, concerns about the impact on home-based learning (HBL) have once again come to the forefront, highlighting the critical link between education, public health, and workplace flexibility. With particulate matter (PM2.5) readings nearing 300 as of October 14, parents across the island are monitoring updates closely, preparing for possible school closures and a transition to online learning.

Education Minister Desmond Lee indicated on October 16 that the Ministry of Education (MOE) would consider shifting to HBL if the Pollutant Standards Index (PSI) forecast reaches the hazardous range of 301 or above. Such measures aim to protect students from the immediate health risks posed by poor air quality, particularly those with respiratory issues or underlying medical conditions.

However, experience from the Covid-19 pandemic has shown that remote learning is not simply a matter of switching to digital platforms. It demands significant hands-on guidance from caregivers, often requiring them to juggle multiple roles including supervising assignments, troubleshooting technology, and providing emotional support. For families, this means balancing caregiving responsibilities with professional obligations, a challenge made more acute when workplace flexibility is limited.

While some employers provide adjustable arrangements and supportive management, others face operational limitations, making flexible work options less accessible. Unlike the pandemic period when remote work was widely mandated, current haze-related HBL requires parents to individually negotiate flexibility with their employers. This can introduce disparities depending on the nature of one’s job and workplace culture.

The pressures are especially pronounced for families with younger children or those whose children have learning difficulties or emotional needs. These children often require more continuous supervision, and disruptions to school routines can contribute to increased stress and behavioral challenges.

Experts stress that school closures do not eliminate educational demands but rather shift significant supervision and emotional labor onto parents and caregivers. Households differ widely in their capacity to manage these demands; for some, the availability of extended family, domestic help, or flexible job schedules offers support, while others—such as single-parent families—may contend with greater strain.

In response, workplace policies that recognize and accommodate the caregiving context are seen as essential. Since the implementation of Singapore’s Tripartite Guidelines on Flexible Work Arrangement Requests in late 2024, flexible work has become a more institutionalized practice. Still, it requires thoughtful application, with managers encouraged to engage in dialogue to tailor arrangements that balance employee needs with operational continuity.

As haze episodes are often unpredictable and may persist for days or even weeks, enabling parents to adapt work schedules—through measures such as adjusted hours, meeting rescheduling, remote work options, or caregiver leave—can alleviate some of the burden. Such accommodations acknowledge the intersecting roles employees play during public health challenges.

Some businesses, including the author’s own workplace, have proactively issued memos encouraging staff with health or caregiving concerns to discuss possible flexibility with supervisors, signaling a growing awareness of the intersection between workplace policies and family well-being.

If HBL remains a key component of Singapore’s strategy for safeguarding children during severe haze episodes, experts argue that flexible work arrangements must be integrated as part of the broader national resilience framework. This approach not only addresses immediate health concerns but also tests the strength of societal commitments to family support as a fundamental pillar.