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Want to work from home (WFH)? Singapore employers must consider formal flexible work arrangement requests from 1 Dec
In the latest Tripartite Guidelines on Flexible Work Arrangement Requests, companies should set up processes for employees to submit formal FWA requests.
SINGAPORE — Employers in Singapore will have to consider flexible work arrangements (FWA) such as work-from-home (WFH) days, where formally requested by employees when a new set of guidelines kick on 1 December 2024.
Announced by the Tripartite Workgroup on Flexible Work Arrangements – comprising representatives from government, unions, employer and human resources groups – on Tuesday (16 April), the Tripartite Guidelines on Flexible Work Arrangement Requests covers FWAs such as four-day work weeks, working from home and staggered work timings.
What are the different types of Flexible Work Arrangements (FWAs)?
FWAs include:
Flexi-place, where employees work flexibly from different locations aside from their usual office location (e.g. telecommuting, work from home).
Flexi-time, where employees work flexibly at different timings with no changes to total work hours and workload (e.g. flexi-hours, staggered hours, flexi-shift, compressed work schedule).
Flexi-load, where employees work flexibly with different workloads and with commensurate remuneration (e.g. job sharing, part-time work).
While not enforceable by law, the guidelines say that companies should set up processes for employees – who have completed their probation – to submit formal FWA requests, and make share how these request will be handled.
The guidelines stipulate that "employers should consider employees' FWA requests properly". "When assessing an employee's FWA request, employers should focus on factors related to the employee's job, as well as how the requested FWA may affect the business or the employee's performance of the job."
Rejection of FWA requests should be made on reasonable business grounds, which include:
Cost: if the TWA leads to significant increase in cost burden to the employer.
Detrimental to productivity or output: if the TWA leads to a significant decrease in the quantity or quality of the individual's, team's or organisation's productivity or output, or negatively impacts the organisation's ability to meet customer needs.
Feasibility or practicality: if it is not feasible or impractical due to nature of job role, or there is no capacity to change other employees' work arrangements, or requires the need to hire new employees, to accommodate the FWA request.
Reasons that are not acceptable for employers to reject FWA requests are those not directly linked to business outcomes, such as "management does not believe in FWAs" or the "supervisor prefers to have direct sight of employee in office", the guidelines stated.
Also read: Over half of S'pore workers would consider quitting if made to return to workplace full-time
Also read: Public Service officers can WFH an average of 2 days weekly: Chan Chun Sing
Also read: 4 in 10 Singapore workers seek new jobs for more pay; flexi-work comes second: Survey
Manpower Ministry accepts FWA guidelines
The MOM in a statement on Tuesday said that "the government has accepted all 10 recommendations by the Tripartite Workgroup on the Tripartite Guidelines on Flexible Work Arrangement (FWA) Requests".
"The Guidelines are aimed at making it easier for employees to request for FWAs, while acknowledging that employers continue to have the prerogative to decide on work arrangements. The Public Service will continue to champion FWAs and adopt the principles outlined in the Guidelines," MOM added.
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