SINGAPORE: As the city-state continues to evolve its workplace practices, a recent survey featured in HRD Asia shows that most employers are ready to embrace the new Tripartite Guidelines on Flexible Work Arrangement Requests (TG-FWAR). These guidelines, which took effect in December 2024, are designed to ensure that employees who request flexible work arrangements (FWAs) receive fair consideration, contributing to a more balanced and supportive work environment. However, while employers are optimistic about positive outcomes, challenges remain in their implementation.
The growing confidence in flexibility
The joint survey by the Singapore University of Social Sciences (SUSS) and the Singapore National Employers Federation (SNEF) found that 81% of employers are prepared to adopt the new guidelines. This shows a high confidence level in aligning with the new government mandates, which aim to improve work-life balance, enhance employee well-being, and help companies attract and retain top talent.
Additionally, over half of employers across various industries are confident that their HR and line managers can effectively handle flexible work requests. This indicates a growing acknowledgement that workplace flexibility is not just a trend but a strategic necessity for the modern workforce.
Balancing the benefits and challenges
Recognising the benefits FWAs bring to businesses can lead to a positive outlook. Among the key advantages, employers believe flexible work arrangements contribute significantly to better work-life balance, improved mental well-being, and enhanced employee retention. These benefits are not just theoretical—many employers are already experiencing them. A retailer surveyed highlighted how flexible arrangements have expanded the talent pool by enabling individuals with personal constraints to enter the workforce.
However, while the potential rewards are clear, introducing flexible work models is not challenging. Among the most frequently cited concerns are the logistical difficulties in scheduling meetings for flex-time, ensuring adequate staffing levels, and maintaining clear communication. For flexi-place arrangements, company data security and performance monitoring were major concerns. Additionally, balancing workloads and maintaining accountability for flexi-load arrangements proved significant challenges.
Larger firms and small businesses — Different perspectives
The survey also revealed that the scale of a business influences how flexible work is perceived and implemented. Larger organizations view flexible work as a strategic advantage, using it to retain employees and differentiate themselves. On the other hand, smaller firms face unique challenges in managing flexible work, particularly regarding staffing and its potential impact on operational costs.
These differences highlight the need for tailored approaches to flexible work based on the size and nature of the business. While larger organizations may have more resources to absorb the challenges, smaller companies must navigate these hurdles with fewer resources and more specific constraints.
Embracing change with caution
Singapore’s move towards widespread adoption of flexible work arrangements represents a significant step in improving workplace culture and competitiveness. While most employers are ready to embrace the new guidelines and are optimistic about the benefits, it’s clear that thoughtful planning and adaptation will be necessary to overcome the logistical and operational challenges. As more businesses work through the complexities of TG-FWAR, the success of these changes will largely depend on how well they balance the demands of flexibility with the needs of their operations.