EMPLOYERS will soon need to establish a process for considering and responding to formal flexible work arrangement (FWA) requests, under a new set of tripartite guidelines.
From Dec 1, 2024, guidelines on FWAs launched on Monday (Apr 15) by a tripartite workgroup – comprising representatives from the government, the National Trades Union Congress (NTUC), the Singapore National Employers Federation (SNEF) – will take effect.
The government has accepted all recommendations made under the guidelines, said Minister of State for Manpower Gan Siow Huang at the launch.
These guidelines will govern the process for requesting FWAs, not the outcome of the requests, the workgroup said, noting that they must be viable from the business perspective. They will make it easier for employees to make FWA requests, while preserving the employers’ prerogative to decide, it added.
While mandatory, they are focused on enabling and equipping workplaces to make FWAs sustainable, and thus legislation may not be the best solution at this point, added Gan.
The guidelines will be applicable to all firms and all employees who have completed probation.
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Employers will be required to have a formal FWA request process in place, such as submitting requests through a work portal or via e-mail to a supervisor. They must provide a written decision on the request within two months, as well as explain their reasoning in the case of rejections.
The guidelines include a non-exhaustive list of examples of permitted grounds for refusal. Only business-related factors should be considered in deciding whether to grant a FWA request. Employers are also encouraged to discuss alternatives if the original request is not possible.
Employees should follow employers’ specified requirements for their requests by default, if any. Otherwise, a valid formal written request should include the date of the request; the FWA requested for, including its expected frequency and duration; their reason for the request; and the requested start date and end date, if relevant.
Informal FWA requests such as those made verbally should continue to be used if they work, the tripartite workgroup added, noting that formal requests may pose an administrative burden, particularly for ad-hoc requests.
The new framework provides a template where it may be lacking, it added, and may be more helpful for long-term arrangements, by giving companies time to make adjustments for business continuity.
The guidelines will apply not only to flexi-place arrangements, but will also include flexi-time arrangements such as staggered work hours, as well as flexi-load arrangements such as part time work.
Employees should consider the impact of their request on their workload and performance, as well as on other parties, the tripartite workgroup said. Employers, meanwhile, should try to accommodate these requests while maintaining productivity, such as through reviewing work processes or reassigning work.
The focus on process rather than results is similar to right-to-request legislation in other jurisdictions such as the UK, Australia and New Zealand, it said.
Singapore’s guidelines have no legal teeth. Workplaces should not be combative and litigious, but instead operate on mutual trust and open communication, the tripartite workgroup said. Parties should first try to discuss and resolve disagreements internally, and engage their unions if necessary.
But employees whose employers did not adhere to guidelines can approach the Tripartite Alliance for Fair and Progressive Employment (Tafep), which will engage the employer and advise them to comply.
Tafep and the Institute for Human Resource Professionals will also provide training and resources to help businesses implement FWAs effectively.
Amid a tight labour market, FWAs are a tool for businesses to attract and retain talent, the workgroup said, adding that market forces will also drive changes in practices.
Gan noted that job postings offering FWAs attract two to three times more applications.
In 2023, 68 per cent of firms in the Ministry of Manpower’s Conditions of Employment survey offered at least one scheduled FWA.
This was down from its peak of 91 per cent in 2021, but up from pre-pandemic 2019’s 53 per cent. The sweet spot is somewhere in between, the workgroup said, noting that the Covid high was forced and had its downsides.
By being progressive and inclusive, businesses will be able to tap a bigger workforce, said Gan, adding that caregivers and seniors especially may benefit.
The guidelines were launched by the workgroup during a company visit to McDonald’s. The fast food giant in Singapore allows employees to pursue FWAs, for example by swapping shifts to suit their needs.
They may choose to do so, depending on the business’ requirements, in order to attend upskilling courses, accommodate academic commitments, or spend time with family, for instance, said McDonald’s Singapore head of people Lynn Hong.
Corporate employees are also able to work from home.
FWAs are a win-win for employers and employers, she added. “We’ve seen positive impact from better retention of employees to stronger employee engagement to smarter optimisation of people resources.”
Radha Exports, a small and medium-sized enterprise that deals in fast-moving consumer goods, also allows employees to adjust their working hours. The company is behind brands such as ABC Bargain Centre and Valu$.
“Sometimes, people really need that flexibility,” said chief executive officer Anandani Deepak Partab. “And at the end of the day, when they come back, they’re relieved and their productivity shoots up. They also know they have to deliver.”
