Kesejahteraan Sosial

16 KOMPENDIUM REKOMENDASI POLISI KESEJAHTERAAN PSIKOLOGI PERKHIDMATAN AWAM KESEJAHTERAAN SOSIAL By integrating the ERRC framework, Malaysia can take meaningful steps towards more equitable and supportive work-family policies. The framework provides a transformative lens through which work and family policies can be redefined, anchored in the principles of inclusivity, equity and flexibility. Its structured approach facilitates the removal of institutional barriers, the reduction of inequalities in the workplace, the raising of caregiving standards and the creation of a sustainable, family-centred Malaysian Psychology Act. The ERRC model goes beyond addressing existing gaps and promotes a culture of shared responsibility and adaptability that reflects the evolving needs of contemporary families. By incorporating ERRC principles into policy refinements, Malaysia can promote a more integrated approach to work and family life, one that promotes employee well-being while supporting the broader goals of societal development and economic resilience. 5.0 POLICYREFINEMENTSANDEVIDENCE-BASEDRECOMMENDATIONS Malaysia’s work-family policies have made remarkable progress in recent years, particularly with the introduction of statutory maternity and paternity leave, yet significant gaps and inconsistencies in policy options and their implementation remain. While the existing framework is a step in the right direction, it often does not fully address the needs of working parents and their families. This inadequacy is evident in several areas, including the limited duration for maternity leave, the minimal provisions for paternity leave, the absence of flexible working arrangements and insufficient on-site childcare facilities (see Table 1). The proposed informed policy refinements and evidence-based recommendations aim to alleviate the time-based conflict between work and family by promoting comprehensive family leave policies, supportive childcare, flexible working arrangements, and establishment of Malaysian Psychology Act as illustrated in Figure 1. By drawing on international best practices and aligning with ILO guidelines, these recommendations aim to create a working environment that recognizes the diverse needs of working women and supports their ability to manage their time more effectively.