Employers must give their decision on a flexible work arrangement request within two months, and provide the reason if it is rejected.
Office workers walk out for a lunch break at Raffles Place central business district in Singapore on Oct 6, 2022. SINGAPORE: All employers must have a process in place for workers to make formal requests for flexible work arrangements from December, when new tripartite guidelines come into effect.
Explaining the need for the guidelines, Minister of State for Manpower Gan Siow Huang pointed to Singapore's tight labour market and ageing workforce, with Women’s involvement in the workforce increased to 76.6 per cent last year. But about 260,000 women of economic age remain outside the workforce. Asked why the workgroup decided to introduce mandatory guidelines instead of legislation, Ms Gan said it had to take a “progressive” approach to flexible work arrangements.
“Secondly, for employers that perhaps don’t comply with the guidelines in terms of having a process to evaluate the flexible arrangement request from their employees, TAFEP will come in to advise them and also educate them on what it means for them to follow the guidelines,” she said, referring to the Tripartite Alliance for Fair and Progressive Employment Practices.
They hence govern the process for requesting flexible work arrangements, but not the outcome of the request. This is similar to other countries that legislate the right to request flexible work arrangements, the tripartite workgroup said.“Flexi-place” arrangements where employees can work from locations outside the office. This includes telecommuting and working from home.
Informal requests, such as an ad hoc arrangement to come into work later on one day, are not covered. Employers should explore ways to accommodate requests “as far as reasonably practical”, such as by reviewing work processes or reassigning work. Employers can communicate information to help employees assess their suitability for flexible work arrangements. These can include employers’ expectations about work deliverables and remaining contactable during work hours.
Employers should not reject flexible work arrangement requests for reasons not directly linked to business outcomes. If the request is rejected, employers must provide the reason in writing. They are also encouraged to discuss alternatives with the employee. CEO Deepak Partab Anandani told reporters that having flexible work arrangements has resulted in a “happier team” that returns to work with higher productivity.
MOM Ministry Of Manpower NTUC Jobs
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