Employers should see them as a tool to facilitate discussions on flexi-work arrangement requests
The new tripartite guidelines on flexible work arrangement (FWA) requests, launched on April 15 by a tripartite workgroup, are not designed to prescribe blanket outcomes for employers or influence how and where they hire their workforce, according to the Singapore National Employers Federation (SNEF).
Edwin Ng, SNEF’s honorary secretary, emphasized that the guidelines do not mandate specific FWA outcomes or dictate particular forms of FWAs for businesses. He addressed concerns during a media interview organized by the Ministry of Manpower, where it was clarified that the guidelines should be seen as tools to facilitate discussions between employers and employees about flexible work options, rather than mandates.
The guidelines are set to be mandatory for all employers by December 1, 2024, requiring companies to establish a formal process for employees to request FWAs. These arrangements include flexi-place options like work-from-home, flexi-time such as staggered work hours, and flexi-load like part-time work.
However, SNEF clarified that employers are not obligated to accept every FWA request due to “practical reasons and constraints.” Not all roles are suitable for all forms of FWAs, and any arrangements must not negatively impact the productivity or service quality of the company, team, or individual. Ng acknowledged that the release of these guidelines had stirred strong reactions from employers, reflecting the complexities and challenges businesses face in implementing flexible work policies.
