Guidelines for Flexible Work Arrangements (FWAs) – 01 December 2024 Deadline

Introduction

As businesses face challenges in a tight labor market, the need for more effective workforce management has become paramount. The introduction of Flexible Work Arrangements (FWAs) is one such solution aimed at addressing this challenge. FWAs allow employers to tap into a broader pool of manpower and help retain employees, especially in competitive industries. Additionally, these arrangements offer flexibility to caregivers and seniors, enabling them to continue working while managing personal responsibilities.

What the Guidelines cover

Starting from 1 December 2024, new guidelines for FWAs will take effect, applying to all employers and employees who have passed their probationary period. These guidelines aim to simplify the process for employees requesting flexible work arrangements, while recognizing that employers retain the prerogative to make the final decisions on work setups. According to the Ministry of Manpower (MOM), the guidelines strike a balance between employee flexibility and business needs, offering both sides the clarity they need in managing work arrangements.

Types of FWAs

The guidelines outline three main types of Flexible Work Arrangements (FWAs) that employers may offer:

1. Flexi-Place: Allows employees to work from locations other than the office, such as from home or co-working spaces.

2. Flexi-Time: Enables employees to vary their working hours, offering greater control over when they begin and end their workday.

3. Flexi-Load: Involves adjusting an employee's workload, either by reducing or redistributing tasks over a given period.

   
   

These flexible options aim to provide employees with greater work-life balance, while ensuring that employers can still meet business objectives.

Implementation of FWA Request System (4-Step Approach)

To implement these guidelines effectively, a 4-step approach has been established to manage FWA requests.

Step 1: Requirement for Formal FWA request

Employees wishing to request an FWA must submit a formal request, ensuring that their choice of arrangement is in line with both personal and professional needs. It’s essential that employees consider the potential impact on their workload, performance, and team dynamics before making such a request. Where applicable, they should also assess the implications for clients and the broader business.

Step 2: Employer to Review FWA request

Once a formal request is received, employers should review it carefully and explore ways to accommodate the request. This may involve adjusting work processes or redistributing tasks among team members to maintain productivity while still meeting clients’ needs. Each request should be evaluated on a case-by-case basis, with employers taking into account the potential business implications. In some cases, businesses may not extend the requested arrangement to all employees if there are valid business grounds.

Step 3: Communicate with Employees on decision

Employers are required to communicate their decision regarding the FWA request to the employee within two months. If a request is rejected, employers must provide clear reasons for the rejection, ensuring transparency in the decision-making process.

Step 4: If Request is Rejected, Employers to discuss possible alternatives

If an FWA request is not granted, employers should engage in discussions with the employee to explore potential alternatives. The goal is to find a solution that accommodates both the employee's needs and the company's requirements. In cases where no alternative can be reached, the employee has the option to approach the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) or the relevant trade unions for further support. TAFEP may facilitate or directly engage with the company to discuss the matter further. Companies that refuse to comply with the guidelines may face warnings or corrective actions from MOM, including mandatory workshops.

Conclusion

The introduction of these guidelines provides a structured framework for managing Flexible Work Arrangements in a way that benefits both employers and employees. While the guidelines give employees the opportunity to request more flexibility, they also ensure that business needs are respected. By following the 4-step approach, businesses can address FWA requests fairly, transparently, and in a manner that supports long-term productivity and employee retention.

We had included a process chart that was sourced from the Ministry of Manpower and subsequently reported in The Straits Times, Singapore on 17 April 2024. Should your company face any difficulty in the implementation or the administrative portion, feel free to get in touch with us. Our experienced Human Resource Consulting Team will be able to provide you with the necessary advice.

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DISCLAIMER: The views and opinions expressed in this article are those of the author and do not necessarily represent the views and opinions of any individuals or organizations with which the author may be affiliated, either in a professional or personal capacity, unless explicitly stated.

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