Better Care Support Needed to Keep Women in The Workforce

Malaysian women have made progress in workforce participation and career advancement over the years, but experts believe a gap remains between the opportunities available to them and their ability to fully benefit from them.

They think women’s empowerment should not be measured solely by their labour force participation rate but also by the quality of jobs they hold, their access to leadership positions and their ability to control their income and make independent financial decisions.

The Department of Statistics Malaysia (DOSM) recorded a female labour force participation rate of 56.6 percent, compared with 83.3 percent for men, in the fourth quarter of 2025, indicating considerable room for improvement in women’s economic participation.

SHARING OF RESPONSIBILITIES

Universiti Utara Malaysia (UUM) Centre for Applied Psychology, Policy and Social Work senior lecturer Associate Prof Dr Rajwani Md Zain said the true measure of empowerment is the extent to which women have the choice to work, advance their careers and build financial security.

Associate Prof Dr Rajwani Md Zain.

She said one of the main challenges facing women in the country is the unequal sharing of family caregiving responsibilities, particularly for single mothers and female heads of households. This is compounded by the high cost of childcare, especially in urban areas, and a lack of childcare services that align with the working hours of mothers.

Workplace cultures that lack an understanding of family needs also present a challenge – for instance, mothers who require time to breastfeed their children may not be granted any flexibility by their employers.

“These challenges vary according to income, location, employment status and the level of family support available. Therefore, (women) empowerment policies must pay particular attention to single mothers, low-income women, those in rural areas and women working in the informal sector,” she said in an interview with Bernama here, recently.

Elaborating, Rajwani said childcare and family responsibilities significantly influence women’s decisions to return to work. For instance, after childbirth, mothers have to adjust to physical recovery, breastfeeding, newborn care routines and emotional changes, while also having to meet the demands of their jobs.

Without adequate family support and access to affordable childcare, returning to work can become a daunting challenge for many mothers.

LONG-TERM CONSEQUENCES

Citing DOSM’s 2025 time-use data, Rajwani said women spent about six hours and seven minutes daily on unpaid domestic and caregiving responsibilities, including looking after babies.

One of the main challenges facing women in the country is the unequal sharing of family caregiving responsibilities.

This, she said, could lead women to reduce their working hours, turn down promotion opportunities or even leave their jobs altogether.

“For example, when a promotion involves relocating to another area, many women are reluctant to move away from their families.

“The consequences can be far-reaching as the loss of income also affects work experience, salary progression and retirement savings in the future. Women’s decisions to leave their jobs should not be viewed merely as a personal choice, but examined in the context of the constraints they face and the support available to them,” she said.

She also noted that reports of child neglect and abuse at childcare institutions have heightened parents’ concerns about their children’s safety.

Commenting on the increase in maternity leave entitlement from 360 to 490 days for civil servants, as announced by Prime Minister Datuk Seri Anwar Ibrahim during the 2027 Budget presentation, Rajwani described the move as recognition of mothers’ recovery needs and family responsibilities.

She said the extended leave could help mothers navigate the crucial early period after childbirth more comfortably and reduce pressure to return to work earlier.

Postnatal care support could also help mothers manage their own recovery and their babies’ needs, making the transition back to work easier.

“However, this measure must be complemented by support after maternity leave ends. This includes affordable, quality childcare centres with operating hours suited to working parents, particularly shift workers; breastfeeding facilities; and flexible working arrangements where job requirements permit.

“Employers should consider providing such facilities or, at the very least, offering greater flexibility to mothers, especially first-time mothers,” she added.

WOMEN EMPOWERING WOMEN

Meanwhile, pointing to the care economy, which has the potential to create employment and entrepreneurship opportunities in the care services sector, Rajwani said it would enable more women to enter or return to the workforce.

She stressed that caregiving services should not be limited to infant care but should also cover maternal care during the confinement period.

“Opportunities in prenatal and postnatal care include providing daily assistance at home, preparing meals, helping with household management and caring for mothers and babies, according to the training and competencies of service providers.

“This could also include clinical services, provided by qualified professionals,” she said.

On Sept 15, Women, Family and Community Development Minister Datuk Seri Nancy Shukri said Malaysia needed to strengthen its care economy to support more women in joining or returning to the workforce.

In her speech, Nancy said 42.8 percent of the 4.89 million women outside the labour force cited household responsibilities and caring for family members as their main reasons for not participating in the workforce.

Commenting on the figures, Rajwani said they highlighted the link between access to caregiving support and women’s economic participation, rather than indicating the number of new jobs that could be created.

She explained that any vacancy arising from women’s withdrawal from the labour force could be filled by workers of either gender.

“Developing the care economy requires collaboration among the government, private sector and communities to provide more secure career opportunities, social protection and quality services that families can afford.

“The sector’s success should not be measured solely by the well-being of those receiving care but also by whether the people providing these services receive proper recognition, protection and fair remuneration,” she said.

PLATFORM SUPPORT

Among the organisations tapping into the potential of the care services sector is iBidan, a home-based prenatal and postnatal care platform.

iBidan recently signed a memorandum of understanding (MoU) with Wanita Berdaya Selangor (WBS) in conjunction with the Selangor International Care Expo (SICE) 2026. From left WBS chief executive officer Siti Faridah Abdul Samad, Selangor State Executive Council member Anfaal Saari and iBidan founder Shannon Eu.

iBidan founder Shannon Eu said her platform leverages women’s traditional caregiving skills to help them earn an income without having to establish or operate their own care service centres.

It also provides mothers with opportunities to balance their career aspirations with family responsibilities.

iBidan connects experienced midwives with clients through a structured booking system, operational support, professional skills development and opportunities for midwives to build more organised careers. The platform now has a network of more than 500 midwives in Malaysia and Singapore.

“This approach demonstrates how existing caregiving skills can be integrated into a modern service delivery system to create professional career opportunities in maternal care,” Eu said.

She also said that iBidan recently signed a memorandum of understanding (MoU) with Wanita Berdaya Selangor (WBS) in conjunction with the Selangor International Care Expo (SICE) 2026 that was held here recently.

WBS, a subsidiary of Menteri Besar Selangor (Incorporated), supports the Selangor government’s women’s empowerment agenda. The signing ceremony was also attended by WBS chief executive officer Siti Faridah Abdul Samad and Selangor State Executive Council member Anfaal Saari.

“This collaboration provides both organisations with an opportunity to explore initiatives in community education and postnatal maternal care support, as well as develop the professional skills and careers of midwives, whose jobs hold both economic and social value.

“Through this MoU, iBidan and WBS hope to explore collaborative opportunities that will support the development of a skilled female workforce and contribute to a more inclusive and sustainable care economy,” Eu said.

iBidan, a home-based prenatal and postnatal care platform.

In conjunction with SICE 2026, iBidan also organised a special forum, titled ‘Building Careers. Changing Lives – Real Stories from the Women Behind iBidan’, featuring three midwives who shared their experiences, challenges and career opportunities in the caregiving services sector.

The forum also explored how professional skills, easy access to clients and platform support could help women rebuild their careers while improving their families’ well-being. For more information on iBidan, please visit www.ibidan.com.my or www.ibidan.com.sg.