- 13 hours ago
In conjunction with Mental Health Awareness Month 2026, NIAGA SPOTLIGHT focuses on why workforce wellbeing and employee mental health are critical to a more resilient economy.
Zurich Malaysia estimates mental health conditions could cost Malaysia RM34 billion in productivity losses by 2030, while more than 4 million Malaysians may be living with mental health conditions by the end of the decade.
At the same time, over half of Malaysian adults are overweight or obese, raising urgent concerns about the connection between burnout, inactivity and future workforce wellbeing.
Tehmina Kaoosji speaks to Lee Han Boon, Chief Proposition Management Officer (Life Segment), Zurich Malaysia and Teo Mye Lene, Chief People Officer, Zurich Malaysia about why Mental Health is not just a healthcare issue — it is increasingly an economic one, which employers can actively address and prepare for to ensure workforce wellbeing.
Zurich Malaysia estimates mental health conditions could cost Malaysia RM34 billion in productivity losses by 2030, while more than 4 million Malaysians may be living with mental health conditions by the end of the decade.
At the same time, over half of Malaysian adults are overweight or obese, raising urgent concerns about the connection between burnout, inactivity and future workforce wellbeing.
Tehmina Kaoosji speaks to Lee Han Boon, Chief Proposition Management Officer (Life Segment), Zurich Malaysia and Teo Mye Lene, Chief People Officer, Zurich Malaysia about why Mental Health is not just a healthcare issue — it is increasingly an economic one, which employers can actively address and prepare for to ensure workforce wellbeing.
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NewsTranscript
00:08Hello and welcome to Niaga Spotlight with me Tamina Kaosji. Niaga Spotlight takes us through
00:12the week in economic analysis and future affairs. Now today on future affairs our spotlight is on
00:19workforce well-being. So in conjunction with Mental Health Awareness Month attention is once again
00:25turning to a growing but often underestimated economic risk which is facing Malaysia's
00:30workforce. Now Zurich Malaysia estimates mental health conditions could be costing the economy
00:3634 billion ringgit in productivity losses by 2030 while more than 4 million Malaysians may be living
00:43with mental health conditions by the end of this decade alone. At the same time national health
00:50surveys also are showing that more than half of Malaysian adults are overweight or obese raising
00:56deeper questions about burnout inactivity and whether workplace culture itself is making people
01:02less healthy and ultimately less productive too. Today on Niaga Spotlight we examine the business
01:08advantages of workforce well-being. Joining me live in the studios for this most timely discussion are
01:14Lee Han Boon Chief Proposition Management Officer with a live segment at Zurich Malaysia
01:19together with Tio Meilin Chief People Officer at Zurich Malaysia. A very good morning to the both of you. How
01:26are you doing?
01:26Good morning. Thank you Demina. Fantastic. So Han Boon if I could get started off with
01:31Zurich's very interesting latest report which is telling us about Malaysia's mental health
01:36situation but of course looking at the workforce looking at employees so these productivity losses if they reach
01:43but potential estimated 34 billion ringgit by 2030 that's about 1.4 percent of GDP.
01:50No small number to look at. Now start off by telling us a little bit more about how Malaysian employers
01:56need to
01:58what we need to be able to do with these facts and figures that have just come out.
02:02Yeah thanks for having me today. So mental health actually affects how we work every day.
02:08Absolutely. Our ability to focus, handle pressure and also to make decisions.
02:14With the productivity losses potentially reaching to 34 billion by 2030 it shows that basically the
02:22mental health is not just a HR issue. It's a bigger picture and it affects the whole economy.
02:29Exactly. So when we're talking about it affecting the whole economy so we're basically speaking about
02:35anyone who is in full-time employment regardless of which sector right?
02:40Yeah correct. Many people think that mental health is just like people taking the sick leave.
02:45It's like normally taking medical leave MC but which is not real because actually the real concern is about
02:52the when people slowly disengage meaning that actually they are struggling in work and also that
02:59potentially or eventually they will leaving for the workforce. Okay so for the employers the step is very simple.
03:07Make the support easy to access. Okay so build the awareness among the employees so that basically
03:15everyone's can spot the early signs. It's very important because actually the early sign will tell us
03:20more about that the mental health of the specific employees and make sure that actually we're able to
03:28support the employees when they are returning to work. So mental health or the overall employees
03:34well-being is just not like the it should be something similar to the workforce so-called the safety and
03:42also that the workforce healthcare. Brilliant I love the framing Bun Han because I think everybody is very familiar with
03:48our
03:48OSHA related obligations both employers as well as employees but of course mental health is a newer
03:55part of the conversation. Malin moving over to you let's talk about productivity and generally when we
04:02also speak about productivity for decades the conversation has focused more around the macro issues which
04:08undeniably are super important as well. We've talked about technology wages and skills but now there is a
04:17focus and a shift into the micro factors the human itself tell us more. So productivity is not only seen
04:27about how work is done but how people can perform sustainably. Productivity is not about just output
04:36Tamina it's also about how people can perform how people can sustain performance and employees may still be
04:44able to meet deadlines for example but stress burnout and basically poor health can quietly reduce their
04:52effectiveness and this often shows up as low energy and and you know sort of lack of engagement rather than
05:02absenteeism and that's why organisations need to see well-being as a core part of what drives productivity
05:12and the priority here is to create a workplace a workplace that is safe a workplace where employees are
05:20not only expected to perform but are supported you know in staying healthy and staying resilient and with that
05:29you know being able to contribute to long term. Exactly consider that of course those in full-time employment do
05:36spend a major part of their day not just getting to work and getting back home but also the chunk
05:42of
05:42hours at least eight to nine physically at work. Thanks Melin. Bunhan stepping back into and picking up on
05:49one of the points that you made about the bigger risk actually being disengagement when it comes to productivity
05:56losses. Let's talk about how Malaysian workplaces are currently built and what some of the challenges are
06:05when it comes to mental health also becoming an essential part of this conversation.
06:11So in Malaysia's 95% of the productivity losses come from the people leaving the workforce and also
06:19not fully participating so the real concern is not about the medical sick leave it's about people
06:25can't returning to work or unable to stay in the work so it affects many groups started from the young
06:33people who are starting their career actually for example those that actually facing the health
06:39conditions the caregiver especially and those that vulnerable groups as well as those that without the
06:45strong support yeah all right thank you for that uh we take a quick break we'll be back right after
06:51with the rest of the discussion don't go anywhere
07:10welcome back to Niagara Spotlight still with me Tamina Khosdry and continuing the discussion with
07:15representatives from Zurich Malaysia on of course workforce well-being in conjunction with Mental Health
07:20Awareness Month 2026 so jumping right back in Millie let's talk about the fact that in the modern
07:27workplace an undeniable factor is that exhaustion is quite often normalized in corporate circles so at what
07:36point does high performing actually become also a productivity related issue especially when we're talking
07:44about mental health so high performance becomes a productivity leak when over extension becomes the norm
07:53right I think many of many of us are taught to see that long hours and always being available
08:01as a sign of commitment but over time that can quietly wear people down
08:07and when people don't have a space to to rest or recharge it starts to affect their work and also
08:16how
08:17they show up for others true performance is not always about being on all the time it's about helping people
08:26do
08:26their best work and help them stay healthy supported and give the best their best over time ultimately a strong
08:35performance culture should not normalize burnout it helps employees deliver well while protecting their
08:43energy recovery and resilience that they keep to you know they need to keep contributing and I think of
08:50course another dimension that can definitely be considered as adding to high performance would actually
08:57be the pandemic related especially work from home experience that most of us have been through which
09:03definitely extended it beyond the traditional nine-to-five right thank you melian um and boon now um going back
09:12into the numbers um the report also is um speaking and alluding to the fact that Malaysians with mental health
09:17conditions are estimated to be 18 likely to be employed and employment rates are quite dismal uh just about 56
09:28percent
09:28compared to 74 percent for Malaysians who do not have any mental health issues that they're living with
09:34so are we missing out on something when it comes to this cost yeah the data actually show that some
09:41people want
09:42to work but they are facing barriers especially entering staying in and also returning to the employments so when this
09:51happens the cost goes beyond individual family carry more burdens and then the most important importantly
09:59that employers basically they will lose a valuable talents and experience okay so the real questions for
10:06employers is not really just about the performance it's about the inclusions what support would help an employee to
10:16continue to continue to participate in the workforce okay so a strong productivity conversation should
10:22not just focus on the performance but also include the people that basically they are able to participate and
10:30continue stay in the workforce for the longer time so this is the so-called the most important part that
10:36employers may always overlook for this anchor exactly um we often discuss it in terms of the risk of
10:44employee turnover but perhaps that is the hidden factor which results in a lot of attrition particularly
10:50in higher stress industries as well right thank you um milin now let's talk about the fact that managers
10:56usually are um they have technical expertise certainly which leads to them being promoted into certain roles
11:04but however a lot of workplace related um distress and associated mental health um issues can actually come
11:13from poor work and managerial management habits let's discuss this okay um workload is only one part
11:24of the workplace distress um and often the bigger issue here is um how the workload is actually
11:31structured um how it's communicated and how it's supported um what we're seeing is that people can handle
11:38stress and pressure when the expectations are clear when the leaders are supportive and also how people are treated
11:48is of the utmost importance now in fact mckinsey studies mckinsey studies across 15 asian countries found
11:57that toxic workplace behavior is the biggest driver for burnout and the intent to leave the workplace
12:05um it's a reminder that it's not just about workload um it's about how people feel respected how people feel
12:13safe
12:15that's why organizations need to really focus on building strong and caring leaders and leaders with
12:22empathy um and not just asking the individuals to cope better exactly so um quite often when it comes to
12:31the managerial roles um also regarding the power distance that comes with asian workplace cultures
12:37that can be an issue so awareness is one point but from there i think reframing it as an organizational
12:45productivity and health risk would perhaps be quite helpful for those who are in the c-suite at least who
12:51want to be looking at these numbers closely um hanbud so now mental health also cannot be separated from
12:57physical health uh another interesting data point that is coming out according to percasal related health screenings
13:03found that around 59.2 percent of screen workers in malaysia are overweight or obese now our national
13:12health and morbidity survey numbers are also showing us that at least more than 50 percent of malaysian's
13:19adults are also obese so from an insurer's viewpoint how do obesity inactivity and also chronic workplace
13:29stress actually combine together to make for a not so comfortable soup yeah so physical and mental health
13:39often influence each other's when someone is managing like conditions like obesity or chronic disease it can
13:47affect their energy their sleep and their confidence at the same times mental distress can make it harder
13:55to stay active okay stay connected with others and also seek help early when physical and mental health
14:02come together we see the impact grow quickly in the workplace through the higher medical needs more absence
14:10and lower focus or lower engagement so that's why we need to have the holistic approach for the employees
14:17well-being so the goal basically is to step in earlier and reduce the escalations this is to help people
14:25to
14:25manage both physical and mental health before the whole issue blow out and escalated okay so for employers the key
14:33is connect those effort together instead of we look at the all the program individually or separately for example mental
14:42health support early screening
14:44okay so for help for physical activity return to work pathway you need to work together so that it will
14:52able to help the people connect and continue in the workforce longer
14:57exactly and it's interesting because we do already have the pre-existing physical health data points
15:05basically if employers were able to look at particularly how the invisible elements meaning mental health could
15:14interact with the existing physical factors that the workforce is already living with perhaps it can lead to better
15:21solutions for each workplace and each industry million now psychological safety is also widely discussed but at the same time
15:29on an employee level there is also existing and justified fears of disclosing mental health conditions because of
15:40perceptions that it may and in many cases it has actually come true that people have suffered lacking workplace
15:48promotions and other issues if they disclose how do we go from here well tamina up to four in five
15:56people
15:56with mental disorder in malaysia may not be assessing care or professional care the stigma is the lack
16:05the it's it's stigma is lack of awareness and also misconceptions acting as major barriers here
16:13so in many organizations or many workplaces employees may hesitate to speak up like you said because of
16:20worry that it could affect their credibility it could affect their career true psychological safety means
16:27people can actually seek support without fear now at zurich malaysia we have made support more accessible to our
16:37employees through initiatives like ask hr flexible benefits digital health tools but more importantly it's about building trust
16:50and when employees see that asking for help doesn't come at a cost that is where the true culture of
16:59well-being
17:00becomes real and trust is built when employees see that support doesn't come at an expense of career progression or
17:10their credibility
17:12and ultimately genuine genuine psychological safety is when employees know that they can be honest about their well-being
17:21and still be respected still be supported and be given the opportunity to grow
17:27de-stigmatizing and actually having that in practice is actually just as important right as having the
17:33provisions because of course people do discuss what happens within smaller work groups as well
17:39great now zurich's report also hanbun it estimates that malaysian families and caregivers could be providing
17:45over and this is staggering number 123 million hours of unpaid mental health related care direct care within
17:55family circles by 2030 by 2030 so are employers underestimating how caregiving burdens at home also then
18:05naturally shape the work experience for people yeah caregiving actually orphans is not visible in the workplace
18:13okay so but it's because you kind of leave work life and family life separate right so many of us
18:20basically
18:20is taking care someone at home i think even though three of us i believe that we will be doing
18:24so
18:25okay so basically the impact did show up when the through the urgent leave and the we the when the
18:32people
18:32is stressed fatigue or could be low in engagements so in fact this unpaid care right is significant but often
18:41unseen as part of the malaysia's mental health burdens an estimated value is around three billions
18:48three billions by 2030 so it's very huge amounts so for employers basically uh they are actually can
18:56no need to know everything's about the personal details what they need to do is to recognize this reality
19:03but allowing a practical support for example like my lynn say flexibles working arrangements
19:10urgent leave create the awareness among the employees that will help a lot that will not only help employees to
19:18manage
19:18their personal and caregiving duty and also able to stay engaged at work
19:24absolutely now another very interesting data point would be the fact that many of those who are adults
19:31with young families also happen to be part of this sandwich generation in malaysia meaning which they
19:37have care burdens not just for their young children but also for aging parents and particularly when it comes
19:43to women um presenteeism at work but also at the same time punctuality and this eventually may also affect
19:51women's workforce participation uh too much of stress build up too much of pressure can actually lead to
19:58less than ideal employment um mainly now looking at the fact uh that on the health side of things
20:06the discussion around obesity can very quickly become judgmental demoralizing how can employers encourage
20:15not just uh healthier routines and active lifestyles without going into and crossing the boundary of um
20:23shaming employees who are already of course dealing with a lot on their plate well when we talk about
20:30obesity and also physical health the conversation needs to be handled with empathy and not judgment that's
20:38the start um health is not just personal help i know how work is set up is also very important
20:47uh when
20:48people are too busy or too tired it is harder to stay healthy sure and at zurich malaysia what we
20:55do
20:56is we make well-being a part of everyday work and everyday life at zurich through our healing hours program
21:03um we have uh health screenings we have preventative care we also have flexible health benefits that our
21:11employees uh may access um and uh recently uh a mental health support and also you know um like han
21:21bun said
21:22um keeping healthy you know we have sport activities also for for our employees and when we feel that when
21:30employees feel supported they're more likely to take care of themselves and sustain their performance
21:36over time and um a healthier workplace uh we believe is not you know simply create it's not created simply
21:44by telling people uh what to do but also designing an environment that makes well-being more practical
21:52for everyday working life exactly and also um not having it as a one-off right but something which is
22:01a continuous process which people can be a part of all right thank you very much for the conversation
22:07and so far uh we'll be right back after a brief break with the rest of the conversation on work
22:13workforce well-being in conjunction with mental health awareness month 2026
22:36uh welcome back to niaga spotlight with me tamina kowski jumping right back into discussion on workforce
22:42well-being with representatives from zurich malaysia today um so um let's go into the fact that the report
22:50also notes that up to four and five people with a mental health um issue in malaysia may not be
22:57accessing professional care and more towards that around 42 percent of treatment costs actually are
23:04projected to be paid right out of pocket instead what is this telling you it shows that many people
23:10are still not getting the health they needed okay it could be either due to the accessibility
23:15affordability affordability or comfort in seeking help in today's many people are managing mental health
23:23privately i believe that everyone agree that so through a shelf care or family support or potentially
23:30delaying the treatments but when the mental health treatment is delayed okay the burdens become
23:38heavier it's not only for the individual but it's also for the family members it will affect the
23:44employers as well as whole healthcare system okay this sits within the wider protection gaps so as of 2023
23:54only 7.7 malaysians will cover under medical and health insurance you can imagine that many of us
24:02is still not having sufficient financial support when the health needs arise so that's not even one
24:09third of our total population right which is almost at 35 million yeah so by true the insurance covered alone
24:16is not enough basically we not we need the employers we need insurers we need the healthcare provider and
24:23communities all work together to reduce the burdens individually and the whole family so that the people
24:31were able to get the support before the whole issue is escalating exactly because of course when issues
24:37escalate related to mental health costs also escalate commensurately and that of course brings us to a
24:44fact that it will be costlier and will likely lead to workforce attrition with people leaving the workforce
24:51either part-time or entirely if they're not able to handle it million that brings us to an interesting
24:57interjection which is the fact that now Malaysian workplaces are multi-generational we have younger workers from the
25:05gen z cohort as well as of course millennials we've also got gen x and of course some older workers
25:12as well
25:13so basically younger workers enter the labor force the workforce with very different expectations around
25:21flexibility and also well-being so how is this changing the landscape there there is definitely a shift in expectations
25:31especially among our younger employees entering the workforce today many young many young employees are very driven
25:41they are ambitious but they are also more open about wanting flexibility clear boundaries and healthy working
25:49healthy way of working now it's sometimes misunderstood as a lack of commitment when it's really about finding a more
25:58sustainable way to perform
26:00at Zurich Malaysia we try to strike that balance with hybrid work supporting flexibility while staying clear on our expectations
26:11and also our accountability
26:13and because in the end it's about helping people do their best in work you know in in the work
26:21that they can maintain over time
26:23and a healthy workplace culture will be able to allow them to grow to perform and contribute meaningfully without feeling
26:33that well-being and career ambition must compete with one another
26:39exactly so rather than having a cultural mismatch it's actually possible and perhaps could lead to a healthier overall workforce
26:48demographic
26:49if employers are willing to listen and understand where that's coming from right
26:54so many companies at the same time as well han boon definitely they offer wellness talks annual health checks but
27:02the question is whether interventions actually change outcomes
27:07what do employers need to be looking at now that we have newer numbers to reflect on
27:13yeah wellness talks actually is good annual screening is fantastic but the really impact on matters is the real impact
27:21okay so the focus should not on the just that doing a lot of program within a year
27:27it's more skill towards that what will be the every programs bring to the difference quality of the programs
27:35so employers can do very simple kind of the indicators for example they can look at the awareness do a
27:42simple survey
27:43ask for the employees that whether they're aware or those support that provided by the employees
27:48and utilization of those support is also very important indicator turn over rates especially for those people that
27:57um having the long period of time of whether they are returning to work or not this is a field
28:02indicator that
28:03can help the employers to build out their overall well-being program so that basically it wouldn't be left out
28:11by those employees
28:12yeah yeah and also i think following up once programs have occurred right in addition to having them not only
28:19once a year
28:20yeah so if the indicator is not strong enough that means that actually people do not aware that kind of
28:28support
28:29or maybe they are not trust on those support or not comfortable to use it the most important thing that
28:36the employer should start looking at all those programs and see that whether it's bring to the value to the
28:43overall
28:44organizations as far especially on the employee side absolutely and also melin direct report also talks about
28:52support um quite often coming but a tad too late now distress has already been um shown in the workforce
29:03why are people being absent why are people actually uh disengaging at work and what can be done so that
29:10early
29:11warning signs can be picked up rather than us just year on year collating the outcome of not having acted
29:18in time
29:20mental health affects how people work and we know that and we know when support comes too late people can
29:29fall out of the workforce altogether this report highlights an 18 percent employment gap for malaysians
29:37with mental health conditions very often the signs are already there in very small ways
29:44uh like people feeling overwhelmed and you know withdrawing um at zurich malaysia we encourage early check-ins
29:52we encourage open conversations employee engagement activities and we do very regular well-being
30:00communications to normalize seeking support so it doesn't seem um you know it doesn't seem strange to our
30:08employees because when we respond early we're not just protecting performance but we're showing people
30:15that they truly matter and sort of like humanizing the conversation constantly so that people um or at
30:24least um hr managers perhaps are not blindsided when suddenly you have formal absence that appears it
30:30starts to become periodic so meaning which um right from the get-go when employees preferably join an
30:37organization we need to have these uh mechanisms in place right now let's talk about ai and automation
30:45definitely um not an issue to be ignored when it comes to how it's impacting uh worker and also
30:52employment utility right uh han bun so zurich is also warning that vulnerable workers may also risk
30:59more labor market exclusion because of related ai developments some thoughts on this yeah
31:06ai and automations are reshipping our jobs especially on the entry levels since january 2024 we did see that
31:16the entry level job posting has declined to by 29 as ai continue change the rules handled by these juniors
31:26employees okay so you can imagine that for people that already managing the mental health the physical
31:33health so it's make them even harder to adapt to those changes okay so the divide may not be just
31:41about
31:41the skill but it also about the health the resilience and also the access to support the employees provided
31:48by the employers so the goal is to help more people adapt in these changing environments and continue
31:56learning as well as to stay employable as much as possible so this is very important elements for
32:02every one of us to learn to continue evolve in this ai world so an almost 30 contraction in entry
32:10-level
32:10roles actually speaks to most likely more pressure for those who are in mid and other senior level
32:17management roles so clearly it's time to talk about it and to take action uh mailin what would you say
32:23is
32:23one workplace practice which malaysian companies should retire because it damages uh worker and workforce
32:32well-being while aiming to drive productivity well tamina one practice companies should retire is equating
32:42visibility with productivity okay it's easy to assume that the person that's always online and always
32:49visible is the most productive but that's not always true and we know that over time it can create
32:56pressure to always appear available and even when people are tired and you know you you're unwell and
33:04you're not at your best um it affects your well-being and and your real performance um what really matters
33:10is whether people can do meaningful work and whether that meaningful work can be sustained over time
33:17that is why we need to focus less on visibility and more on clear outcomes and trust and supporting
33:27our people our employees to give them you know the best consistency the goal is not to reduce
33:34accountability but to move towards a culture where performance is measured by impact and not by constant
33:42visibility and of course the constant visibility does become uh almost unavoidable loop particularly
33:50depending on which sector and which industry that you might be but it bears saying that it actually
33:55weakens actual productivity perhaps if you're just this um obsessed in a sense with showing the work
34:03rather than doing the work how much do you actually get done lots of questions there but thank you
34:08so as we close out and intend to land the discussion um well malaysia is definitely leading with mental
34:16health pressures rising obesity we've got chronic disease risk we've also got a fairly aging workforce
34:22on one segment of it are we looking at a future where workforce health uh uh han bun becomes a
34:29more of a
34:30national competitiveness issue yep when employees is healthier physically and mentally
34:38they are more productive and also they will stay in the workforce for the longer periods
34:43so for the companies employees well-being is no longer as nice to have it's become a key part of
34:50how the
34:52organizations stay resilient and competitive including practical support i think i like that is the flexible working
34:59arrangements so this is very important as a business right to compete for the talents as well as to prepare
35:06for a changing
35:07workplace today we're no longer nine to five true but at the same time also ensuring that doesn't mean
35:14you have to be nine to nine if you have some w work from home arrangements um melin do you
35:20feel that
35:21ideally speaking preventive well-being should be as important in corporate malaysia as medical screening has
35:29become most of us are very accustomed to that but what about the former i believe so i mean preventative
35:37you know preventing well-being has to be addressed early definitely and um you know it comes
35:45um this comes later i mean real impact often comes later not just through absence or disengagement right
35:54um i do feel i do feel um that it's not a one-off effort it needs to be part
36:03of how we work
36:04every day it's about giving people the right support um early intervention flexibility
36:13and more importantly about making sure that people feel truly supported and and stay engaged
36:19now at the heart of it the goal is very simple helping people stay healthy supported and able to
36:25contribute in a sustainable way um if we get this right workplace well-being can support both employees
36:33and the business while strengthening malaysia's overall workforce resilience and key to that of
36:39course is everything needs to be done earlier than it is currently so early screening um earlier reporting
36:45on risk-related issues and also of course mental health support um hanbun if you had to convince a
36:53skeptical ceo to basically in one minute what would be the business case to make uh for investing in
37:00employee well-being or perhaps even maylene if you'd like to take that before problems actually
37:06show up because generally um we're used to also as systems acting upon outcomes so it can be a little
37:15bit of a hard sell but tell us what would be ideal i mean the simplest way to frame it
37:19tamina is that
37:20the cost is already there it's whether it's whether companies measure it or not
37:25um the report highlights that when well-being is not addressed early enough the real impact comes
37:33later we know this right and it's just not through um disengaged people or people leaving the workforce
37:39or people also struggling to return to the workforce by the time the signs these signs appear
37:47um it's it the issue has already been building for quite some time sure so for the ceo this means
37:54well-being is just not just isn't just about benefits it's also about sustaining talent and
38:01performance and often the most meaningful impact comes from very simple early actions
38:08that support people before things actually escalate now the business case is not only about doing
38:16the right thing from the employees from the employees but it's about protecting the organization's
38:22ability to perform sustainably absolutely and if we are basically serious about protecting both
38:28people and productivity this history has to be a bigger part of the malaysian workforce agenda by 2030
38:36and we keep talking about 2030 as though it's so distant but now it's less than three years away
38:41all right um han boon as well as meline thank you very much for the most insightful conversation we
38:46hope the corporate leaders um the business owners the smes in particular who very often deal with really
38:52high employee attrition rates are listening and they will take action right so there you have it so
38:58that was uh lihan boon chief proposition management officer live segment with zurich malaysia together
39:03with tia melin chief people officer zurich malaysia now malaysia's ambitions for a more productive
39:09economy cannot stop at technology or wages alone workforce well-being and mental health is now an economic
39:16imperative that's all we have time for today here's to a productive week ahead i'm tamina kowski
39:22signing off for now
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