Blog Category: Stress Treatment / PTSD

Will AI Take My Job? Career Anxiety, Retrenchment and the Skills Needed Now

When retrenchment numbers rise, people do not only read the news as economic data. They read it through their own fears.

A worker may wonder whether their company is next. A mid-career PMET may wonder whether their experience is still valued. A fresh graduate may wonder whether entry-level jobs will become harder to secure. A parent may look at housing loans, school fees, ageing parents and retirement needs, then quietly ask: “What if I lose my job too?”

That question has become sharper because of artificial intelligence. AI is now part of many workplace conversations. It appears in business updates, software rollouts, job advertisements, productivity plans and restructuring exercises. For some people, AI feels exciting. For others, it feels like a warning that work can be changed, reduced or replaced before they are ready.

The anxiety is understandable. Work is not only a salary. It is also identity, routine, confidence, social standing and a way of providing for people we love. When work feels uncertain, the fear can become very personal.

This article is not written to alarm workers. It is also not written to offer easy reassurance. The more honest position is this: AI is changing work, but the impact is uneven. Retrenchments can rise even when total employment continues to grow. New jobs may be created, but that does not automatically mean every lost job is replaced by an equivalent role in pay, fit, dignity, seniority or career direction.

For someone who has already been retrenched, or who is afraid of being retrenched, that distinction matters.

What the latest retrenchment news tells us, and what it does not tell us

The Straits Times reported that retrenchments in Singapore rose in the second quarter of 2026, even as the labour market continued to add jobs. MOM’s advance data showed total employment growing, while retrenchments increased from the previous quarter. The rise was concentrated in selected outward-oriented sectors and driven mainly by business restructuring.

That is the labour market story. The human story is more complicated.

When we say employment grew, we should not assume that the new jobs are equivalent to the ones lost. A displaced PMET may not be able to move easily into a newly created role if the new role requires different skills, offers a different salary, sits in a different sector, or does not match the worker’s stage of life and family needs.

This is why some workers do not feel reassured by broad labour market numbers. They are not simply asking whether there are jobs somewhere in the economy. They are asking whether there is a realistic path for them.

That question deserves empathy. It also deserves a practical answer.

Do not reduce AI anxiety to a slogan

A popular saying in recent years is that AI will not replace people, but people who know AI will replace people who do not. It sounds neat, but it is too simplistic.

Some workers are not avoiding AI because they are lazy or unwilling to learn. They may be carrying caregiving duties, health concerns, fatigue, financial pressure or the fear that they are already being judged as outdated. Some may be in roles where the company has not provided proper training. Others may be in jobs where AI adoption depends more on management decisions, budgets, systems and organisational priorities than on an individual worker’s effort alone.

A better way to think about AI and work is not through slogans, but through the nature of the work itself.

A more useful framework: Matter-of-time, Unlikely AI and Human-only work

We can look at their work in three broad categories. This makes the issue more practical and less frightening.

(1) Matter-of-time work

These are tasks that AI may be able to replace or significantly reduce, but where it has not happened yet. The delay may be due to implementation timing, funding, organisational readiness, regulatory considerations or the company’s internal priorities.

This often includes work that is highly administrative, repetitive, rules-based or mainly technical in a narrow cognitive sense. Examples may include routine documentation, simple information processing, basic report preparation, standardised data entry, first-level drafting or checking work that follows predictable rules.

If much of your role sits here, the aim is not to panic. The aim is to prepare early. Ask yourself:

  • Which of my current technical skills are transferable?
  • Which new technical skills do I need to acquire?
  • Which parts of my work can I learn to do better with AI tools?
  • Which human skills will make me more useful even when technology improves?
  • Where are the realistic job opportunities in my field or adjacent fields?
  • What kind of work still fits my strengths, interests and stage of life?

This preparation requires mental flexibility, open-mindedness and self-awareness. It is not only about attending another course. It is about understanding where your value can move next.

    (2) Unlikely AI work

    Some work is harder for AI to replace because it depends on human interaction beyond the exchange of information. It involves reading the other person’s unspoken or under-spoken concerns, noticing emotions and behaviours, sensing what is not being said, and responding with empathy and judgement.

    This includes work that requires trust, influence, persuasion, leadership, negotiation, caregiving, counselling, complex stakeholder management, conflict resolution and collaboration. In these situations, the worker is not simply processing information. The worker is engaging another human being.

    A person doing this kind of work needs empathy, good communication, emotional maturity and the ability to lead or synchronise with others. These skills are not soft in the sense of being optional. In many workplaces, they are the skills that hold teams, clients, families and organisations together.

    (3) Human-only work

    Some work must remain human because it involves accountability and decision-making. AI may perform analysis, identify patterns and propose options. But when a decision affects people, money, safety, compliance, regulation, shareholders, boards, authorities or public trust, a human being remains answerable.

    The law holds people and organisations accountable, not technology. This means good judgement, ethical reasoning and leadership remain important. In Singapore, this matters because many local SMEs, multinational corporations and international organisations operate under Singapore’s legal, regulatory and governance environment. That creates ongoing demand for human judgement and accountability, even when parts of the work are supported by AI.

    Most PMET jobs contain all three categories to different degrees. Some tasks may be matter-of-time. Some may be unlikely to be replaced by AI. Some may be human-only because they involve judgement, leadership or accountability. The roles that are likely to remain more resilient are those connected to products or services that are still needed, and those with higher levels of human interaction, judgement and accountability.

    The emotional impact: Why this feels bigger than a skills issue

    It is tempting to respond to career uncertainty by telling people to reskill. Reskilling is important, but it is not the whole answer.

    When someone has been retrenched, they may be grieving more than a job. They may be grieving a sense of identity, loyalty, routine, competence, social status and predictability. When someone has not been retrenched but sees colleagues being let go, they may experience fear, guilt, anger or demoralisation.

    Some workers become quiet. Some become hyper-alert. Some check job portals late at night. Some lose sleep. Some become short-tempered with family. Some lose appetite or overeat. Some feel embarrassed to tell friends. Some keep trying to appear composed while carrying a private sense of panic.

    These responses are not signs of weakness. They are signs that the person is trying to cope with uncertainty, threat and loss.

    The crux is this: do not think you are alone. Reach out for help, especially to someone who can pace with you.

    That last point matters. Advice can be useful, but not all advice is paced well. A person who has just been retrenched may not be ready to hear a long list of solutions on the first day. Someone overwhelmed by anxiety may not benefit from being told to simply move on, upskill or stay positive. Good support begins by meeting the person where they are, then helping them take the next manageable step.

    What you can do now

    Map your work honestly

    Write down your main tasks. Then sort them into three columns: matter-of-time, unlikely AI and human-only. This simple exercise can reduce vague fear because it gives shape to what is changing.

    Do not judge yourself harshly if many tasks fall under matter-of-time. That does not mean you have no value. It means your next step is to identify what can be transferred, upgraded or repositioned.

    Learn AI where it improves your real work

      You do not need to learn every AI tool. Start with one practical use case. Use AI to summarise notes, draft a structure, compare options, prepare a checklist, organise research or improve a repetitive process. Then practise reviewing the output with your own judgement.

      The goal is not to let AI think for you. The goal is to become more confident using technology while keeping your professional responsibility intact.

      Strengthen skills that depend on human judgement

        Workers should continue to build skills that remain valuable when tasks change. These include communication, empathy, leadership, stakeholder management, ethical judgement, decision-making, conflict management and the ability to make sense of ambiguity.

        For PMETs, the strongest career position is not merely knowing how to use tools. It is being able to combine technical fluency with maturity, perspective and accountability.

        Update your career story before a crisis

          • Many people update their resume only after they feel forced to. It is healthier to review your career story earlier. Ask:
          • What problems do I help solve?
          • What kinds of decisions do people trust me to make?
          • What industries, clients or systems do I understand?
          • What strengths have remained consistent across my career?
          • What skills do I need to refresh?
          • What roles may fit the next stage of my life?

          Your value is not only your job title. It may also be your judgement, experience, relationships, resilience, ability to work with people and understanding of complex situations.

          Seek career and emotional support together

            Career coaching can help with skills, job search and planning. Counselling can help with fear, shame, grief, anxiety and confidence. For many retrenched or worried workers, both forms of support may be useful.

            This is especially important when stress starts affecting sleep, mood, appetite, concentration, relationships or daily functioning. A worker who is emotionally overwhelmed may struggle to make good career decisions, even when the practical options are available.

            What employers should remember

            Restructuring is not only an operational event. It is also a human event.

            Words like optimisation, transformation, productivity and restructuring may be accurate in a corporate presentation, but employees may hear a much harsher message. They may hear that they are no longer valuable. They may hear that their years of service no longer matter. They may hear that they are being quietly moved aside.

            Employers cannot remove every difficult business decision. But they can communicate with clarity, empathy and respect. They can offer training early rather than after fear has already taken root. They can provide career transition support and mental health support. They can help managers have more humane conversations. They can avoid reducing people to cost lines.

            If companies want workers to adapt to technology, workers also need to feel that they are being treated as people, not just resources.

            When career anxiety needs professional support

            Some worry during uncertain times is normal. It can motivate preparation. But support may be needed when worry becomes persistent, overwhelming or disruptive. Consider speaking with a counsellor or mental health professional if you notice:

            • Poor sleep or frequent waking
            • Loss of appetite or overeating
            • Constant worry about retrenchment or AI
            • Difficulty concentrating
            • Loss of motivation
            • Irritability or emotional outbursts
            • Withdrawal from family or friends
            • Physical tension, headaches or stomach discomfort
            • Shame after retrenchment
            • Feeling hopeless, trapped or unable to take the next step

            Counselling offers space to slow down, separate facts from fear and rebuild steadiness. It can help a person process the loss of a role, understand what they are feeling, clarify what matters and take practical steps at a realistic pace.

            Sometimes the first helpful sentence is not “I need to fix everything now.” It is simply, “I am scared, and I need someone to walk through this with me.”

            Staying relevant without losing yourself

            AI will continue to change work. Some tasks will shrink. Some roles will be redesigned. Some expectations will rise. Some workers will need to reskill, some will need to pivot, and some will need time to recover from the emotional impact of job loss.

            But a person’s worth should never be reduced to one job title, one employer, one restructuring exercise or one technology shift.

            The work ahead is to stay practical without panicking. Understand your exposure. Build transferable skills. Strengthen human judgement. Learn technology where it helps. Seek support early. And most importantly, do not go through career uncertainty alone.

            How Promises Healthcare can support

            Career uncertainty can affect mental health, sleep, confidence and relationships. Counselling can help individuals process work-related stress, retrenchment anxiety, career transitions and the emotional impact of uncertainty.

            Kit Koh brings together mental health counselling, career counselling, organisational psychology and decades of business leadership experience across IT, fintech and hospitality. His work supports students, working adults, PMETs and individuals navigating anxiety, depression, work stress, caregiver fatigue, financial pressure and grief.

            If work uncertainty has been weighing on you, speaking with a counsellor can help you regain clarity and take the next step with more steadiness.

            Learn more about Kit Koh or arrange a confidential consultation with Promises Healthcare.

            Frequently asked questions, and here’s Kit response!

            Is AI taking away jobs in Singapore?
            AI is changing tasks, workflows and employer expectations. The more practical concern is not whether every job will disappear, but which parts of a role are more exposed to automation and which parts still require human judgement, empathy and accountability.

            Why are retrenchments rising if Singapore is still adding jobs?
            A labour market can grow overall while some company’s restructure. New jobs may be created in different sectors, functions or skill areas, but they may not be equivalent to the jobs that were lost.

            What should I do if I am worried AI will affect my job?
            Map your tasks into matter-of-time, unlikely AI and human-only work. Then identify transferable skills, learn practical AI tools, strengthen human skills and seek career guidance early.

            What kinds of work are harder for AI to replace?
            Work that depends on empathy, communication, leadership, ethical judgement, accountability, decision-making, relationship-building and reading human emotions or unspoken concerns is generally harder for AI to replace fully.

            Can career anxiety affect mental health?
            Yes. Career anxiety can affect sleep, mood, appetite, concentration, confidence and relationships. If the worry becomes persistent or overwhelming, counselling can help you process the stress and take practical next steps.

            How can counselling help with retrenchment or job insecurity?
            Counselling provides a safe space to work through fear, shame, grief and decision fatigue. Career counselling can also help clarify strengths, values, options and realistic next steps during a transition.

            Why Singapore PMETs Face Higher Retrenchment Risk, and How to Protect Your Career and Mental Health

            PMET retrenchment can be particularly disorienting because professional identity, income and status are often closely connected. A clear response requires more than sending out more applications.

            Professionals, managers, executives and technicians, commonly known as PMETs, recorded the highest retrenchment incidence among Singapore’s occupational groups in Q1 2026, at 2.6 per 1,000 resident employees. Degree holders also saw their incidence rise from 2.6 to 3.1 per 1,000 resident employees, the highest among qualification groups.

            These figures understandably create anxiety, especially among experienced professionals who have spent years building a specialised career. Yet they need to be read with the wider labour market picture. Job vacancies still exceeded the number of unemployed persons in March 2026, and PMET vacancies increased in areas including financial services and manufacturing.

            The issue is not simply that professional work has disappeared. It is that organisations are restructuring to capitalise on the prowess of AI and AI powered robots. Companies especially in the Infor-com, financial services, and professional services are proactively transforming as AI will enable entry of a new wave of individuals and small companies competing for the lucrative contracts that the more established incumbents used to enjoy.

            As such, these mature companies need to “obsolete” themselves before their new competitors do to them. This also means job requirements are changing and matching is becoming more demanding.

            Why PMET retrenchment can feel deeply personal

            For many PMETs, work provides more than salary. It provides status, routine, professional community and evidence of progress. A retrenchment can therefore create several losses at the same time.

            • Loss of identity: The person may have introduced himself or herself through a role, organisation or area of expertise for many years.
            • Loss of certainty: A structured career path can suddenly become an open-ended search with no guaranteed timeline.
            • Loss of social position: Former colleagues continue with meetings, projects and promotions while the retrenched person feels left behind.
            • Loss of financial confidence: Higher salaries often come with higher commitments, including housing, family expenses and retirement planning.
            • Loss of perceived control: PMETs are used to solving problems. Job loss can be especially frustrating because effort does not always produce an immediate result.

            This emotional impact can produce two unhelpful extremes. Some people apply for dozens of roles every day without a strategy. Others avoid the search because each application feels like a test of personal worth. Both responses are understandable, but neither is sustainable.

            What the data says, and what it does not say

            The Ministry of Manpower (MOM) 2026 First Quarter (Q1) report noted that retrenchment among PMETs remained higher than among clerical, sales and service workers, and production-related workers. It also found that degree holders had lower re-entry rates than some other educational groups, partly because specialised and senior roles may take longer to match.

            At the same time, PMET re-entry within six months improved from 56.4% to 59.6%. This matters because headlines naturally focus on the increase in retrenchments, while recovery is less visible. A difficult market can be both selective and active. Some functions are shrinking, while others are expanding. Some employers are reducing headcount, while others cannot fill specialised vacancies.

            The practical question is therefore not “Are PMET jobs safe?” No job category can offer absolute safety. A more useful question is “How clearly can I connect my experience to the problems employers are paying to solve now?”

            Structure the “destructured” Life

            The first few days after a retrenchment can be strange as there is a loss of demand to wake up by a certain time to go to the office or start log-in into systems. The lack of structure could potentially cause confusion, anxiety, and demotivation. If prolonged, it may lead to depression.

            Importantly, create a useful structure to have a productive and meaningful day.

            The following suggests one such structure:

            • Start the day with exercise. Surprisingly very useful,
            • Strategy before tactic. Most time spent in this aspect, but many mishandled by diving straight into resume writing and job application.
            • Moral & Emotional Support. Without which the retrenched may feel depressive.
            • Me Time.

            Start the day with Exercise. Wake up at the same time one would for work, but start the day with exercises. A 30-minutes exercise helps the body produce the “happy” hormones like Dopamine that keep one motivated and focused, and Serotonin that helps regulate emotion and keep one calm and grounded.

            Strategy before Tactic. Except for a few being chased after by executive hunters or employers, most of us need preparation to look for the next job.

            Do note that job or career pivoting is like a full-time job, it needs effort, thoughtfulness, and focus. However, resume writing and job application are the tactical implementation. The key is a clear strategy.

            One needs to know where he/she wants to go next. That requires understanding of:

            • where the jobs are?,
            • what jobs one likes and suitable?
            • whether one has the needed skills for any of the jobs?
            • how to acquire necessary skills?
            • does one need to pivot to another industry?
            • What would the remuneration be like?
            • does one go for full time employment or become a part-timer, freelancer, or entrepreneur?

            All these may require soul searching on “Who am I?”, “what stage of life am I at now?”, “What gives me meaning in life going forward?”, before determining “where am I going?”, and with direction and goals set then one ‘plan on “How do I get there?”

            Instead of immediately diving into writing the CV and applying for jobs, it’s time for one to itemise one’s “transferrable skills” and “job specific skills”.

            Transferrable skills comprises soft skills, such as leadership, communication, and some technical skills that are still usable. The latter are usually technical skills and some may have been obsoleted or outdated. Reskill will be needed to help one gain new technical skills in demand, and outdated skills will need an update and upskill. Our experiences are only valuable if we know what values are in there for us to carry forward.

            It is also a good time for one to reconsider the next job based on one’s values, interest and passion, personalities, and strengths (“VIPS”). I strongly encourage engaging a career counsellor to work with. Many of us got into jobs without the VIPS consideration. Along the way, we sometimes felt dissatisfied and burnout.

            As the cliche goes “a crisis is too precious to be wasted”.

            One should capitalise on such opportunity to strategise career goals based on VIPS.

            However, don’t spend more than 8 hours per day on this to avoid fast burnout. A lot of the soul searching and knowledge acquisition work needs time to crystalize.

            Reality Check

            One also needs to assess his/her financial situation to know how long one could last without a pay-job.

            It would also be useful to know what would be the minimum pay one needs to maintain a decent living for the family. The former is to understand the urgency of getting the next job (and could be a bridging job), and the latter is to understand affordability to pivot to an unfamiliar but perhaps a job one is passionate to pursue (potentially leading to career pivoting), as an unfamiliar job may require one taking a pay cut.

            Intelligence Gathering

            One should also reach out to friends, ex-colleagues, acquaintances, LinkedIn, and join industrial conferences and networking sessions to gather information and understand where the jobs are.

            If the abovementioned were done properly, one would have a clearer strategy of what new job to look for, where the opportunities are, what skills to acquire or upgrade, and what strengths one has to form a good “selling proposition”.

            Tactical Importance

            Next is the tactical implementations which include resume writing, job application, interview practice. Good to have a Coach (formal or informal) to work with.

            It is worth sending out signals to friends and acquaintances as well as through professional platforms like LinkedIn that you are looking for a job, and let people know what kind of jobs you are seeking. Use multiple channels, and don’t be afraid to request connection with people and ask whether about opportunities or information.

            Needless to say, application success rate is highly related to tactical execution. The more one is prepared the better.

            Moral and Emotional Support

            Unsurprisingly, many would feel angry, anxious, unsafe, rejected, or even betrayed when being retrenched. All of us need social communities to live meaningfully. It is a necessity to surround one with family members, loved ones, and or friends to provide the needed moral and emotional support.

            This is one aspect one should invest time on and not avoid. Use this opportunity to catch up with family meters, loved ones, and friends that one didn’t have enough time to do due to previous work schedule.

            Activities could range from having coffee and meals together, playing a game of pickleball, Karaoke, to just sitting down and sharing each other’s life.

            Me Time

            Personal time for resting, sleeping, or entertainment are all important. This aspect was always neglected during busy work period. Me time allows for self-care and let one feel a sense of agency (having control over oneself).

            A final perspective

            PMET retrenchment is not evidence that education and experience no longer matter. It is evidence that their value must be continuously translated into a changing market.

            The work is demanding, particularly when confidence has been shaken. Progress begins when the search becomes a business process rather than a daily referendum on self-worth.

            Frequently asked questions, and here’s Kit response!

            Why do PMETs have a higher retrenchment incidence in Singapore?
            Recent restructuring has been concentrated in professional and knowledge-intensive sectors. PMET roles may also be more exposed to organisational redesign, role consolidation and changing skills requirements. Higher incidence does not mean that overall demand for PMETs has disappeared.

            Are degree holders more likely to be retrenched?
            In Q1 2026, degree holders recorded the highest retrenchment incidence among qualification groups, at 3.1 per 1,000 resident employees. This is a quarterly measure and should be interpreted with vacancy, employment and re-entry data.

            What skills should PMETs learn now?
            Start with target roles and identify specific gaps. Common areas include data literacy, AI-assisted workflows, stakeholder communication, commercial judgement, change management and specialised technical knowledge.

            Should an experienced PMET consider contract work?
            Contract or project work can provide income, recent evidence and new relationships. Assess the duration, scope, benefits, learning value and likelihood of future opportunities before deciding.

            How can counselling support a retrenched executive?
            Counselling can address anxiety, identity loss, shame, family pressure and decision fatigue. Career counselling can also help clarify values, strengths and options.

            A practical next step
            Career uncertainty can affect sleep, concentration, confidence and relationships. Speaking with a counsellor can help you make sense of the emotional impact while developing practical next steps for work and life.

            Learn more about Kit Koh or arrange a confidential consultation with Promises Healthcare.

            Sources and References

            Retrenched in Your 50s? How to Cope With Job Loss and Rebuild in Singapore

            Retrenchment in your 50s can feel especially destabilising because it often affects several parts of life at once: income, retirement plans, family responsibilities, health, confidence and identity. Recovery usually requires two parallel plans, one for practical career and financial decisions, and another for emotional wellbeing.

            For many people in their 50s, retrenchment is not only a career setback. It can arrive during a demanding stage of life shaped by ageing parents, health concerns, financial responsibilities and questions about identity.

            The Ministry of Manpower reported that workers aged 50 to 59 had the highest retrenchment incidence among age groups in the first quarter of 2026. The rate rose from 2.8 to 3.1 retrenched employees per 1,000 employees. This does not mean that every worker in this age group is at immediate risk, but it does explain why many people in their 50s are feeling unsettled, even when they remain employed.

            The labour market data also carries a more hopeful point. The six-month re-entry rate for retrenched residents aged 50 to 59 improved from 45.2% to 51.8%. Re-employment may take time, particularly when a person is seeking a role that matches seniority, experience and salary expectations, but a slower search is not the same as a hopeless one.

            Why retrenchment in your 50s can feel like a “Perfect Storm”

            In counselling sessions, I often see that job loss is rarely an isolated event. For someone in their 50s, it may arrive when several other pressures are already present. I describe this as a Perfect Storm, not to dramatise the situation, but to recognise the weight that the person may already be carrying.

            • Ageing parents: Parents may be in their seventies, eighties or beyond. Some workers are managing medical appointments, caregiving decisions, rising expenses or grief.
            • Health and energy: Midlife can bring changes in stamina, sleep and physical health. Stress may intensify existing symptoms or make healthy routines harder to maintain.
            • Financial pressure: Retirement no longer feels distant. A sudden interruption to income can trigger fear about mortgage payments, insurance, daily expenses and whether savings will be enough.
            • Children and family transitions: Some parents are still supporting children through tertiary education. Others are adjusting to children becoming independent, changes in the marriage or an empty home.
            • Career identity: After decades of work, a title, organisation and professional network may have become closely tied to self-worth. Losing the role can feel like losing a familiar answer to the question, “Who am I?”

            This is why well-meant advice such as “just upskill” or “think positive” can feel inadequate. Skills training may be useful, but it does not automatically address grief, shame, anger, fear or the sense of being discarded.

            Retrenchment is an event, not a verdict on your value

            The Q1 2026 report found that most retrenchments were attributed to business reorganisation or restructuring rather than direct cost cutting. Organisational language, however, does not remove the personal impact. A person may still hear an unspoken message that his or her experience is no longer valuable.

            It is important to separate a company decision from a personal judgement. Organisations restructure for many reasons, including changes in strategy, technology, market conditions, business models and leadership priorities. The decision may affect you deeply, but it does not provide an objective measurement of your intelligence, character, contribution or future potential.
            A more helpful statement is: “A role ended. My experience did not disappear with it.” This is not empty reassurance. It is a way to prevent one painful event from defining the whole person.

            What to do in the first two weeks

            1. Create breathing room. Avoid making every major life decision in the first few days unless there is an urgent deadline. Shock can narrow thinking and make the future appear more dangerous than it is.

            2. Clarify the facts. Review the retrenchment package, notice period, leave balance, insurance coverage, references and any career transition support. Write questions down before speaking with Human Resources.

            3. Tell a small circle of safe people. Choose family members or friends who can listen without immediately judging, comparing or giving instructions.

            4. Build a temporary weekly structure. Keep regular sleep and mealtimes, add physical movement, and assign limited hours to job searching. An unstructured day can quickly become a cycle of worry and avoidance.

            5. Pause unnecessary spending, not all living. A practical budget review can restore a sense of control. At the same time, removing every modest source of pleasure can make the period feel like punishment.

            How to talk to your family without carrying everything alone

            Many midlife workers feel responsible for protecting everyone else from worry. They may hide the retrenchment, minimise their distress or promise that a new job will come quickly. Secrecy can create more pressure, especially when family spending and plans need to change.

            A useful family conversation can cover three points: what has happened, what is known today and what the family will review together. It is reasonable to say, “I do not have every answer yet, but I have started working on the next steps.” This communicates honesty without surrendering to panic.

            Spouses and adult children may also feel frightened after seeing someone they love lose a role. Their reactions may include repeated questions, unsolicited advice or pressure to accept the first available job. These responses are often driven by their own anxiety. Naming that anxiety can make the conversation less combative.

            Rebuild your career story before rewriting your CV

            A CV lists responsibilities and achievements. A career story explains the value behind them. Before applying widely, review the last ten to fifteen years of work and identify patterns that remain useful across industries.

            • Problems you repeatedly solved
            • Teams, customers or stakeholders you were trusted to manage
            • Decisions that required judgement rather than routine execution
            • Changes you led, including difficult transitions
            • Knowledge that younger or less experienced colleagues often sought from you
            • Skills that can transfer into consulting, project work, training, operations, governance or client-facing roles

            The goal is not to pretend that age bias or market constraints do not exist. It is to present experience in a way that is relevant to current business needs. Employers are less persuaded by years alone than by evidence that those years have produced judgement, adaptability and results.

            Use a two-track recovery plan

            Career recovery and emotional recovery should support each other. Focusing only on job applications can lead to exhaustion, while focusing only on feelings can delay practical action. A two-track plan creates balance.

            • Career track: Career coaching, CV positioning, targeted networking, skills assessment, job applications, project work and exploration of adjacent roles.
            • Wellbeing track: Counselling, sleep routines, exercise, grief processing, family communication, stress management and rebuilding confidence outside work.

            This is also an area where employers and public support systems can do more. Career coaching is valuable, but some retrenched workers need access to counselling as well. A humane transition programme should recognise both employability and emotional health.

            Singapore’s support options to explore

            • SkillsFuture Jobseeker Support scheme: Eligible involuntarily unemployed Singapore Citizens and Permanent Residents may receive temporary financial support of up to S$6,000 over six months while completing active job-search activities.
            • Workforce Singapore and e2i career services: Career coaches, job matching, workshops and retrenchment support can help jobseekers identify realistic pathways and communicate their experience more effectively.
            • SkillsFuture Mid-Career support: Singapore Citizens aged 40 and above may qualify for enhanced course fee subsidies and selected training allowances, depending on the programme.
            • Professional counselling and guidance: Counselling may be helpful when shame, anxiety, anger, grief or family conflict is making it harder to think clearly and take action.

            When should you seek professional mental health support?

            Distress after retrenchment is understandable. Consider speaking with a mental health professional when the distress remains intense, affects daily functioning or begins to shape harmful decisions. Warning signs can include persistent insomnia, panic, social withdrawal, frequent conflict, hopelessness, loss of interest, heavy reliance on alcohol or other substances, or thoughts of self-harm.

            Seeking counselling does not mean you are unable to cope. It can provide a structured space to process what happened, examine unhelpful conclusions and rebuild a sense of direction. Career decisions are often clearer when the nervous system is no longer operating in a constant state of threat.

            A final perspective

            Being retrenched in your 50s may change the shape of your working life, but it does not erase the capability, relationships and wisdom built over decades. The next role may not be a replica of the last one. It may involve a different title, sector, working arrangement or definition of success. That can be painful to accept, but it can also create room for a career that is more sustainable and more closely aligned with the person you are now.

            You do not need to solve the next ten years this week. Start by stabilising the next few days, then make the next useful decision.

            A-Level Results Are Out: A Parent’s Guide to Support Your Teen Without Pressure or Panic

            For many families, this season of the GCE A-Level results release can matter deeply.

            Whatever the outcome, it’s natural for parents to want to support their teens right away. Often, we try to do this not by talking about feelings, but by offering reassurance, advice, or discussing next steps.

            Especially when results are not what we hoped for, we may move even faster into problem-solving mode — trying to “make things better” as soon as possible by offering suggestions, advice, or planning. This instinct often comes from a place of care, concern, and even anxiety about the future.

            However, in this season, what your teen needs more is not a plan — but your presence, acceptance, and understanding.

            So how can parents best support their teens?

            Consider moving through these 3 simple steps, before going full throttle into future planning:

            1. Be emotionally present
            2. Validate your teen’s feelings
            3. Model calm and resilience

            1) Be emotionally present first — problem-solve later

            Why this matters:

            For many teenagers, receiving their A-Level results is not just about grades — it also represents identity, efforts, and their hopes for the future.

            Your teen has likely poured many months of effort, time, and emotional energy into this exam. It is therefore natural that whatever the results may be, their emotional response will be complex and layered.

            Your teen may be feeling:

            • Relief… mixed with disappointment (“maybe it could have been better”)
            • Joy… mixed with anticipatory anxiety (“what if I still can’t get in?”)
            • Grief… perhaps this was not an outcome they had envisioned
            • Confusion… “what does this mean for my future?”
            • Frustration… wishing they had done something differently (“if only I had…”)

            These emotions can exist all at the same time.

            When emotions are raw or complex, the most powerful thing a parent can do is hold space.

            This means being mindful not to assume you know how your teen feels, and not to impose your own interpretations of the situation.

            What helps:

            • “I love you, I’m here with you.”
            • “I’m here however you feel.”
            • “You can take your time to process this, we are here to support you.”
            • “How are you feeling? There’s no hurry, tell me more when you’re ready.”

            What to avoid (even when well-meaning):

            • “See, I told you.”
            • “It’s not that bad… others did worse”
            • “You did well — why are you upset?”
            • “At least you can still go somewhere.”

            2) Validate your teen’s feelings

            After being emotionally present, the next step is to help your teen feel understood.

            What validation means:

            Validation is simply acknowledging your teen’s emotional experience — without judging it, correcting it, or immediately trying to change it.

            Even if you think you already know how your teen feels, remember their emotional experiences could be layered and complex, or may not look the way we expect. Some teens may appear calm on the outside but feel a mix of relief and disappointment on the inside. Others may withdraw, appear indifferent, or express themselves with heightened anger and irritability — which can sometimes be a way of coping with hurt or shame.

            Validation can sound like:

            • “Given how much effort you put in, it makes sense that this hurts.”
            • “I hear you… this is not easy”
            • “This really mattered to you.”

            Parents can be mindful to avoid assumptions, or to impose their own perceptions of the current situation.

            Remember that the emphasis here is on the emotional experiences of your teen.

            3) Model calm and resilience

            In moments like this, I would encourage parents to also take the opportunity to guide your teens through modelling.

            A-Level examinations are after all, a milestone with considerations of future aspirations that your teen has not yet acquired experience about. Your teen will be watching closely — not just what you say, but also how you respond to disappointment and uncertainties.

            When you are able to respond with a calm, steady, and resilient demeanour, you send a powerful message: “Grades do not define you. You are loved and supported, we will get through this together.”

            3Rs that parents can consider:

            Regulate → Reframe → Respond

            — Regulate your emotions

            • Pause: take 1–2 slow, grounding breaths before you speak.
            • Acknowledge and name your own emotions quietly: I feel….

            — Reframe your thoughts

            • Notice and acknowledge your own internal thoughts to the situation (e.g., “What will this mean for university?”)
            • Gently shift and reframe the focus to your relationship with your teen:
              • “I may feel disappointed about the outcome… but my child is more important, and I fully love and support her.”
              • “I feel frustrated that more could have been done… but what does my teen need from me now?”

            This could allow you to shift your response from one that is reactive, to one that is supportive.

            — Respond calmly

            • Speak in a steady and measured tone
            • Use calm, supportive language:
              • “We will figure this out together, a step at a time.”
              • “There are many paths to meaningful futures.”
            • Avoid blame and comparisons
            • Allow space before making bigger decisions.

            You do not have to be a perfect parent in this moment.

            However, when you are able to stay present, validate your teen’s experiences, and provide safety and assurances by modelling calm, you give your teen something far more valuable than any result — the confidence that they are supported, and that they can face what comes next.

            Watch for Red Flags and Act Early

            In supporting teenagers in this crucial time, do also keep in mind signs that they may require more support. These could include:

            • Withdrawal from family or friends for prolonged periods
            • Drastic changes in sleep or appetite
            • Loss of interest in activities they used to enjoy
            • Self harm or risk-taking behaviours
            • Thoughts relating to death or suicide, or behaviours such as giving away possessions

            We support parents and teens through academic related stress. If you would like a confidential space to talk through this and get practical next steps, our clinicians are available to support you and your teen.

            After A-Level Results: How to Recover Emotionally and Plan Your Next Step Without Panic

            Many students feel worse after the 2025 Singapore Cambridge GCE A-Level examination results day, not better, and that’s completely normal. Your nervous system is simply coming out of threat mode – the adrenaline is gone, and your brain finally releases everything it was holding onto. This might result in feeling tired, irritable, teary, empty, or stuck.

            Stabilise Your Body

            • Sleep repair: Insomnia is a not uncommon difficulty that students face at this time, but luckily, there are lots of ways to combat it. Evidence-based approaches focus on reducing arousal, reshaping sleep habits, and calming the mind. Try waking up at the same time each day, avoid screens for an hour before bed, establish a calming and peaceful night routine, and if you are awake for long, get up briefly for a quiet activity before returning. It can be helpful to remind yourself that just by lying in bed, even if you can’t sleep, your body is still benefitting both physically and mentally.
            • Eat proper meals and get some movement: Even if you have no appetite, aim for something warm and filling. Eat it slowly and take small bites. Move for 10 minutes by walking downstairs or stretching; movement helps metabolise stress. If you’re up for it, higher intensity exercises like dance cardio can also reduce stress and trigger feelings of happiness and motivation by releasing “happy chemicals” like endorphins, dopamine and serotonin.
            • One safe conversation: It’s okay if you need to speak (or even vent) to someone about your worries or frustrations; most people understand that results day is a stressful time. Pick someone that you trust and let them know that you’re not looking for solutions, just a listening ear.

            Gradually Plan Your Next Steps

            • Step 1 (Day 1-2) – Information: Assemble all important information, such as entry requirements and any deadlines, in one place. Counsellors are a reliable source as well, so reach out if you need any help or clarification.
            • Step 2 (Day 3-7) – Options: Explore local and overseas university courses, polytechnic pathways, private education routes, taking a gap year, or retaking specific subjects.
            • Step 3 (Week 2 onwards) – Decision: Make your choice based on how it best fits you, not out of fear or pressure to conform to someone else’s wishes. Ask yourself what kind of life you want in 5 years, what environment helps you grow, and what support you need to stay mentally well.

            A Word About Shame

            Shame is a voice in our heads, and it often says things like,: “I am bad,” or “I’m a failure.” But these are our thoughts, not facts, and it is very important to challenge the truth of what our thoughts tell us. Try talking to yourself like you would a friend, weighing up the evidence that supports or opposes your thoughts, or writing two alternative outcomes to scary predictions that your brain cooks up. A more accurate thought may look like: “I had a hard moment, but I can still build a good path”.

            Signs You Should Not Ignore

            Please seek support if you notice panic attacks that keep happening, not eating for a day or more, self-harm urges, an inability to get out of bed, or if alcohol, gaming, or gambling is being used to numb the pain. Our clinicians would be all too happy to offer you a confidential space.

            A-Level Results Day 2026: A Gentle Checklist for Students

            Today is big, so make it smaller on purpose.

            On 27th February 2026, it is the 2025 Singapore Cambridge GCE A-Level examination results day. If you feel nauseous, shaky, numb, or strangely calm, all of those can be stress responses. You do not need a “perfect reaction”; you only need a plan for the next few hours.

            A Gentle Checklist to Kickstart the Day

            • Eat something boring and safe: Toast, porridge, a banana, or cereal. Your brain needs glucose to regulate emotions.
            • Pick your “support team” (one to three people): Choose who you want around you after you receive your results. Not who “should” be there.
            • Decide on your first 30 minutes after the results: Many students crash emotionally, even if the results are good. Decide now if you will grab bubble tea, take a quick walk, spend quiet time by yourself, or have a meal with your family or friends.

            A Grounding Script Before You Collect Results

            Try this quietly: “I am here. My body is anxious because this matters. I can take one breath at a time. Whatever I see on paper, I will still be me”. Slow breathing and mindful breathing practices have evidence for reducing test anxiety and stress responses. Keep it simple: inhale for 4 counts, hold for 7 counts and exhale for 8 counts, and repeat until you feel better.

            When You See the Grades, What Now?

            Your mind may immediately compare with friends, calculate pathways at lightning speed, imagine disappointment, or feel nothing before feeling everything later. Here is a healthier order:

            1. Breathe and read twice: Your eyes can misread when your body is in threat mode.
            2. Name the feelings: Pay attention to your body sensations e.g. tightness, butterflies or sinking feeling in your stomach and any urges e.g. to run, fight, or freeze. You will then be able to identify your feelings and tell yourself “I feel shocked,” “I feel relieved,” or “I feel embarrassed” and allow yourself to ride it like a wave, watching them build up and then reduce in intensity Feelings come and go, and you are not your emotions, so say “I feeling sad” instead of “I am sad”.
            3. Delay big decisions for 24 hours: Unless you must meet an immediate deadline, there is no rush to decide your entire future in the first hour. Give yourself time to carefully think things through. Eat, sleep and talk to trusted people first.

            If Your Results Are Not What You Hoped For

            This is the part that needs the most compassion. Right now, your brain will try to turn grades into identity. Please do not let it, remember, your grades do not define who you are. They are just one datapoint in your life.

            Instead, ask yourself the following questions:

            • What would my best friend say to me?
            • What might my future self say about this?
            • What options are still open?
            • What support do I need this week?
            • What is one next step I can take by Monday?

            Do not suppress your emotions, you are allowed to let out your emotions by talking to others, journalling, and expressing yourself through creative outlets. Do not judge or invalidate yourself and increase the intensity of your negative emotions. Even if others say, “it is not a big deal,” your emotions make sense to you, and you have permission to feel them.

            If you feel unsafe, or your thoughts turn dark

            If results day triggers panic and you would like a confidential and safe space to talk through your anxiety, panic attacks, or conflict at home, our clinicians can support students and families with practical coping skills and next-step actionable planning.

            Waiting for A-Level Results in Singapore: How to Calm the “What If” Spiral This Week

            The waiting week is hard, and it makes sense.

            If you are counting down to the 2025 Singapore Cambridge GCE A-Level examination results day on 27th February 2026, and your stomach feels tight or your mind will not slow down, you are not “too sensitive”; you are human. When something important is out of your control, your brain tries to protect you. It scans for danger. It imagines worst-case scenarios. The problem is not that your mind is doing this. The problem is that it does not know when to stop. Waiting can quietly become its own form of stress.

            This week is not about forcing yourself to “stay positive” or pretending you do not care. It is about reducing unnecessary suffering, protecting your sleep, and relating to your thoughts with a little more steadiness.

            A Simple Plan for the Next Few Days. You do not need a perfect routine; you need a steady one.

            • Pick one “anchor” activity for morning and night: Anchors tell your nervous system, “We are safe enough right now”. For your morning anchor, choose one thing like a shower, a 10-minute walk, or having breakfast at the same time. For your night anchor, you could put your phone down 30 minutes before bed, have a warm drink, do some gentle stretching, or practice slow breathing.
            • Create a small “worry window”: Waiting makes you want to replay everything: the papers, the tuition, the answers, what your friends said, or what your parents might think. It is understandable, and it is also exhausting. Instead of fighting the thoughts all day, try containing them. Set a timer for 15 minutes, once a day. During that time, write what you are worried about, then write one next step you can take, or one thing you will only know after results day. When the timer ends, stop. If the thoughts return later, gently say to yourself, “Not now, later in the worry window”. This is not suppression. It is training your mind to respect boundaries.
            • Sleep is the priority, not productivity: If your sleep gets wrecked, everything feels heavier. If you cannot sleep because your thoughts are loud, use a structured approach like CBT strategies for sleep and anxiety, which often combine calming the body and changing unhelpful thinking patterns. Put your phone out of reach. Lie down, inhale slowly for 4 counts, exhale for 6 counts, and repeat 10 times. If your mind argues, label it gently: “worrying”, “predicting”, or “replaying”, then return to the breath. You are not trying to eliminate thoughts. You are practising not getting pulled into every single one.

            Three Fast Tools for Sudden Panic When your chest feels tight or your mind starts racing, do not debate it. Regulate first.

            1. The 5-4-3-2-1 Grounding Reset (2 minutes): Name 5 things you can see, 4 things you can feel, 3 things you can hear, 2 things you can smell, and 1 thing you can taste. This gently pulls your brain out of the imagined future and back into the present moment.
            2. “Name the story” (30 seconds): Try saying: “I am having the thought that I will disappoint everyone,” instead of “I will disappoint everyone”. This small shift creates space. You are not the thought. You are the one noticing.
            3. Text one safe person one sentence: “Hey, I am spiralling, can you just remind me I am not alone?”. You do not need a long explanation.  Regulation often happens in connection.

            What to Say to Yourself When Your Mind Turns Mean

            Waiting week often brings harsh inner voices. Here are kinder replacements that still feel believable:

            • “I do not need certainty to breathe.”
            • “Results are information. They do not define me..”
            • “One difficult day does not erase years of effort.”
            • “Whatever happens, I will respond to it when it comes.”

            Compassion is not weakness. It is steadiness.

            If You Are a Parent Reading This

            Your child may look calm but feel stormy inside. What helps most is not lecturing, predicting or comparing. It is being calm, predictable, and warm. Remind them: “Whatever happens, we will figure it out together,” or “I am proud of the effort you put in”.

            When to Get Extra Support

            If the anxiety feels overwhelming – panic attacks, constant insomnia, intrusive thoughts, or intense family pressure – you do not have to manage it alone.

            Speaking to a professional can provide a confidential space to:

            • Untangle catastrophic thinking
            • Work with panic responses
            • Process family expectations
            • Clarify realistic next steps

            Waiting is uncomfortable. But it does not have to be endured in isolation.

            And whatever the results say, they will be information – not a verdict on your worth.

            Improving Mental Health at Work

            Workplace mental health is becoming an attractive proposition for employees and employers alike. Having a mentally healthy environment can help employees become happier, more productive and motivated individuals. Yet, mental health issues are often swept under the rug, simply because they can be touchy subjects to handle. In Singapore, the Health Promotion Board (HPB) drew from data culled from 1000 respondents, and found that compared to an n representative of Singapore’s general population, the mental well-being of working adults was found listing – 13% more worse off, to be exact. In addition, another survey also found that 1-in-6 working adults experience “a relatively high level of stress”, compared to 1-in-10 non-working adults who expressed the same concerns. This stark contrast makes us wonder – Does working for ‘The Man’ make us miserable?  Does that mean we can curtly reply “Money”, when the interviewer wants to know why we want that job?

            Singapore is notorious for a fast pace of living, a country where your career helps to define you. With career advancement already firmly ensconced within our list of priorities (for the average Singaporean, at least), many tend to devote a good part of their waking hours to work, with less and less time being set apart for leisure and recreation. It makes sense then, that we should look to the workplace as a concept just as deeply implicated in our happiness (or lack thereof) as home and family.

            Employers who pay scant attention to the mental health issues of their employees will soon find that such a business model doesn’t pay long-term dividends. In fact, it may end up costing them – there are countless studies out there detailing and actually quantifying the monetary costs of poorly managing workplace mental health. Intuitively, we’ve already known this without having to be told – if the only free time you’re allotted for a restroom break has to be taken during your 10-minute lunch, then you’ve probably seen fit to leave your bootstraps in the toilet. Employers, too, know the sting of cynical, burned out employees making full use of paid medical leave.

            In this case, not only does the organisation have to pony up the employee’s sick leave entitlement, they also have to incur the opportunity cost of the work the employee would have contributed if they were present and productive. The organisation thus suffers financially. Moreover, mental health issues can precipitate workplace bullying and harassment. Employees may start feeling disempowered, demotivated and dissatisfied with their jobs. The overall workplace morale takes a plunge.

            In light of this, we have to acknowledge that we, more often than not, overlook an extremely important factor which makes or breaks the mental well-being of employees in the workplace.

            I am reminded of the movement of person-centered decision making in the workplace by the pithy saying: “Nothing About Me Without Me”.¹ It serves to remind people that even though individuals with mental health issues may be deprived of 100% lucidity and perspicacious decision making abilities, others should, as a principle, accord them the same respect, and not make any decisions without consulting with them. This is especially so if these potential choices might affect the employee’s quality of life. When making considerations which may impinge on another’s life, it’s only good manners to make sure that everyone affected is a stakeholder.

            Mental health issues tend to attract the kind of hushed conversations that we want to avoid. It’s simply improper to gossip about such deeply personal issues. Conversations regarding the affected individual shouldn’t take place without their “blessing”, either. If I were to take a charitable interpretation of such water-cooler talk, I might say, after all, people may not know the right approach to handle these situations, or they may simply be misguided in their good intentions!

            Some useful guidelines for professionalism at the workplace. If you are, for example, a HR-manager and suspect that an employee of yours requires help with a personal mental health issue, do not:

            • Apprise superiors of his condition without seeking his permission first
            • Try to “ease his burden” by lessening his workload in an attempt to “help” him cope with his condition without consulting him beforehand

            Instead, as soon as any discussion is started about the individual, he should be brought into the fray and  not be left in the dark. The point here is about giving back control to the person in question, and allowing him to understand that he is still equally respected regardless of his mental health.

            What happens if these pointers are neglected? Unfortunately, diminishing the employee’s workload without consulting him first may chip away at his sense of self-worth, since he is stripped of the ability to demonstrate his capabilities. Moreover, having your superiors talk about you behind your back can in some ways, make you feel discriminated against for having a mental disorder. This breeds a sense of distrust amongst colleagues, which erodes the fabric of work cooperation. Not respecting someone’s dignity and right to make decisions can also hinder his/her mental recovery process. Needless to say, such workplace environments are deeply unprofessional outfits which detract from productivity and dignity.

            We should thus focus on what we can do to make our workspaces better places, and mentally healthier ones. We should start taking “Nothing About Me Without Me” seriouusly. We need to start recognising its importance to a well-oiled outfit and how it helps foster pride and dignity. In fact, we should help this principle take root at the organisational level, such as including people with past experiences of mental health issues in the development and expansion of workplace mental health policies, or seeking their input when it comes to planning activities in service of mental well-being. Policies centered on transparency and proper communication should also be developed as adjuncts to ensure that the organisation is committed to making sure employees’ voices are heard when it comes to issues of mental health and their careers. If more organisations are willing to take these steps, there’s no doubt our workplaces will slowly become more conducive and nurturing environments. How is your company contributing towards making your workplace a mentally healthier one? Share your thoughts in the comment section below, so we’re all better off for having heard these ideas.

            ¹ Golding, E. and Diaz, P. (2020) Mental Wealth. New York: Morgan James Publishing.

            Protecting Mental Health During COVID-19

            Amidst the COVID-19 pandemic, there is evidently a growing sense of distress amongst the public – from panic-buying at supermarkets to wearing several layers of masks for fear of being infected. While ensuring our physical well-being is of great importance, we cannot deny that our mental health is also equally important – especially during the stress of a pandemic. The ever-changing situation can cast a shadow of uncertainty over us, creating feelings of vulnerability and helplessness.

            However, allowing coronavirus related fear to overcome us certainly isn’t the way to go. Let’s take a look at how we can help ourselves by avoiding the pitfalls of anxiety and depression.

            CNN recently published an article on how to keep coronavirus fears from placing an undue burden on our mental well-being. In the same vein, we would like to emphasise the utmost importance of self-care during these trying times.

            In the context of this pandemic, what does self-care entail? By keeping our minds from straying into muddled uncertainty, we can avoid the toxicity of excessive worry – with the world already so volatile, it’s in our best interest to try to stay cool-headed to better make decisions. There’s no point expending precious processing power on unwarranted concerns. With the influx of information and ease of access to social media, it can be mentally exhausting if we choose to hang on every update. If you feel the urge to check your phones for up-to-date news constantly, learn to walk away. Know when to put away your phones if necessary.

            Depending on the individual, the idea of self-care may vary, but ultimately, it is still a means of managing our stress and anxiety levels.

            During this period, some of you may well experience higher levels of mental stress. Worry over your own health and your loved ones’ may consume your mind, in turn leading to knock on effects such as – changes in sleep and eating habits; worsening of chronic illnesses; and increased substance usage. Needless to say, we would do well to guard against the deterioration of our mental health, to better cope with our negative emotions appropriately.

            Connecting with our own feelings is a great place to start. It’s important to stay in touch with our feelings, taking care to identify our worries and concerns. Try naming your emotions. It sounds simple enough, but you’ll soon learn that there are nuances that set apart sensations, emotions and feelings.

            Is there anything specific about the situation that is heightening your stress level? Emotional awareness is often neglected, with some studies showing that only 1-in-3 people have the ability to correctly identify them. If you have reached a state of panic or hysteria regarding the virus, you might want to start considering how realistic your concerns are. There is a high chance that we often over-magnify our fears and underestimate our capacity to handle the situation.

            As mentioned, there is a need for us to remain cool-headed and not plagued by excessive worry in these trying times. Here are some tips that may help you to get through this difficult time, if you ever find yourself feeling overwhelmed with anxiety or fear.

            Firstly, it is of great importance to consider if your worry is solvable. Is the problem within your control? In the case of the COVID-19, you may be constantly worrying about contracting the virus. However, if you are certain that you have done your part, such as washing your hands occasionally and not touching your face unnecessarily, does worrying excessively help in any way?

            In some cases, excessive anxiety may cause one to hyperventilate – and this is where proper breathing techniques will come to your rescue. The 7/11 breathing technique is an exercise where one breathes in for a count of 7 seconds and exhales for a subsequent count of 11 seconds. This exercise is very simple, yet proven to be extremely effective in helping one regain his or her composure. Try this for approximately 5 minutes (or whatever duration that is best for you), and you’ll eventually feel calmer and be able to think more clearly.

            Remember, while you may not have power over what happens to you, you are able to control how you react to it hence your state of mind. 

            Avoidance and escapism from acknowledging the root of our uneasiness is not a healthy method of coping. Coming to terms with and recognising our concerns can in fact help us to better seek social support. Stay connected and start talking to the people you trust. Talk to them about your feelings and worries. Get them to share theirs too, and by the end of it, you’ll realise that you are not alone. Understanding others’ perspectives on the situation and recognising that they are most probably experiencing the same concerns will surely help to calm your nerves and help you feel less lonely and vulnerable.

            It is also important that we spend more time with our families and friends. Taking a break from our busy lifestyles and hectic work schedules will benefit your mental health. Make sure to take time off to unwind, and to do activities that you enjoy. This could mean exercising, socialising, or some form of recreation in your spare time.

            Although socialising may be slightly more of a challenge due to the increased need for social distancing, it is still largely possible, especially with technological advancements. Now and then, you can opt to organise your own get-together through ‘Zoom’ or ‘Skype’, and perhaps have lunch with your friends over video-calls. Do you have something you’ve always wanted to learn, but could never find time for? Well, this might just be the right time for it too. In addition, some places of interest have started providing virtual tours. With this, one can explore and discover new areas whilst staying in the comforts of his/her home. With countless things to do on the internet, one can easily find various means to unwind and to de-stress.

            Doing things you love will help to ease the burden on your shoulders and distract you from your fears and concerns. Life goes on even with the COVID-19 situation, and constant worrying is in nobody’s interests.

            One crucial thing to note is that you should never feel guilty or ashamed of your fears, and neither should you blame yourself for worrying. It is completely normal to worry, especially with uncertainty at every turn. After all, evolutionary biology dictates that it’s perfectly natural to feel threatened and afraid during a pandemic.

            Do not hesitate to seek help and support when the going gets tough. If you ever find yourself barely treading water, there’s absolutely no shame in reaching for a helping hand. Stay safe!

            _____________________________________________________________________________________

            Bibliography

            https://edition.cnn.com/2020/03/14/health/coronavirus-fears-mental-health-wellness-trnd/index.html  (Retrieved 18/3/20)

            https://www.cdc.gov/coronavirus/2019-ncov/prepare/managing-stress-anxiety.html?CDC_AA_refVal=https%3A%2F%2Fwww.cdc.gov%2Fcoronavirus%2F2019-ncov%2Fabout%2Fcoping.html (Retrieved 18/3/20)

            https://www.apa.org/practice/programs/dmhi/research-information/pandemics?utm_source=linkedin&utm_medium=social&utm_campaign=apa-pandemics&utm_content=pandemics-resources (Retrieved 18/3/20)

            COVID-19 Easing and Mental Health in Singapore

            The COVID-19 pandemic is unprecedented. The ubiquitous influence of the pandemic has been—and continues to be— felt by individuals globally. Many experiences the fear of being infected or infecting others, disruptions in their daily routines, social isolation, the likelihood of unemployment, financial hardship and the looming economic uncertainty (Ministry of Health Singapore, 2020). As such, there is a detrimental impact on the mental health and wellbeing of individuals, including an increased risk of suicidal behaviour.

            Globally, the prevalence rates for depression and anxiety in the COVID-19 pandemic were 28.0% and 26.9% respectively (Nochaiwong et al., 2021). Factors contributing to depression and anxiety include suffering, fear or potential death, grief and financial stressors (World Health Organization, WHO 2022).

            Young people have been identified as at increased risk for suicidal and self-harming behaviours (WHO, 2022). Women’s mental health, compared to men’s, has been more adversely impacted by the pandemic (WHO, 2022). In addition, people with existing medical conditions such as asthma, cancer and heart diseases, have been found to be at higher risk for developing mental health disorders (WHO, 2022).

            In Singapore, a study conducted by the Institute of Mental Health (IMH) (Ministry of Health Singapore, 2020) found that 8.7% of Singapore residents reported having clinical depression, 9.4% reported having clinical anxiety and 9.3% reported mild to severe stress levels.  Older adults were identified as a vulnerable group, particularly, those who lived alone. Similar to the findings from WHO (2022), youths in Singapore were also identified as vulnerable to experiencing poor mental health in response to the pandemic. There is an urgency for countries to boost their mental health and psychosocial support services as part of the pandemic response plan.

            According to the COVID-19 mental wellness task force, initiatives in Singapore include providing psychological support via helplines such as the National CARE hotline and a mental health help bot (‘Belle’), incorporating mental health materials in the school curriculum, fostering family resilience and supporting parents with parenting skills.

            Here are some recommendations for mental health support during this pandemic:

            • Parents are encouraged to have conversations with their children about their children’s worries and responses to the pandemic. Parents have been found to underestimate such responses (Pfefferbaum & North, 2020). Such “talk time” can also help in trust and bond-building
            • Seniors can be equipped with digital skills and also expand their options for help and support i.e. the provision of telehealth counselling and support services (Brydon et al., 2022).
            • Health care workers can monitor their stress responses and seek assistance in relation to both their work and personal lives from a mental health professional (Pfefferbaum & North, 2020).
            • People can be encouraged to limit their consumption of news related to COVID-19 to once a day and to focus solely on credible news sources.
            • Having social interactions with family and friends and offering to help support one another during this difficult period can also be particularly beneficial.
            • Being outdoors and exercising are good habits for maintaining healthy wellbeing.

            As restrictions are slowly easing around the world, it can also be challenging for most people to adjust back to when restrictions were first introduced (during lockdowns). With new changes and uncertainty, being mindful of one’s mental health and well-being is crucial. For example, larger social gatherings (e.g. group of 10) may seem overwhelming at first, therefore it is important for people to recognise their anxiety levels related to social gatherings.

            Here are some suggestions that might help regulate your emotions as you enter this new season of Singapore opening up amidst the COVID-19 Pandemic (Black Dog Institute, 2022):

            • Gradually, increase your time spent in a larger social gathering at your own pace.
            • You can also start to focus on things that are within your ability and control. For instance, you can engage in different relaxation techniques such as deep breathing and focusing on being in the present in order to better cope with your stress levels (American Psychological Association, 2021).
            • it can be useful to discuss reasonable adjustments back to work with your managers such as flexible working arrangements and other training opportunities in order to increase work efficacy
            • Seek professional help if there are concerns regarding stress levels related to the easing of restrictions.

            It is particularly evident that the COVID-19 pandemic has taken a toll on the well-being of Singaporeans and the rest of the world. The pandemic has highlighted the importance of mental health and wellbeing and there is an urgent call for countries worldwide to provide people with mental health and psychosocial support to help them maintain psychological wellness.

            Some Local Helplines and support: