Flexibility at work is a desire shared by many, yet granted to few. However, in Singapore, the odds of obtaining it may be higher. By the end of this year, a new law will empower employees to formally request various workplace benefits, such as four-day workweeks, guaranteed remote work days, and flexible schedules. This initiative, aimed at fostering a harmonious workplace culture built on trust and reciprocity, is outlined in a recent statement by Singapore’s Ministry of Manpower, responsible for overseeing the nation’s workforce.
Flexible work is not just a valuable asset for all workers, but it particularly benefits individuals from marginalized and historically underrepresented communities. According to Yeo Wan Ling, co-chair of the Tripartite Workgroup, access to flexible work arrangements (FWAs) is a crucial factor for caregivers, women workers, and senior workers when deciding whether to remain in or return to the workforce. Building a culture of trust in the workplace is essential for the successful implementation of FWAs.
Singapore’s government, by mandating that companies take flexible work requests seriously, is aligning itself with other progressive nations such as the United Kingdom, Ireland, Finland, Portugal, and Belgium, all of which have recently implemented similar requirements.
A recent ADP survey revealed that over one in five Singaporean workers report that their employers already offer four-day workweeks, aiming to promote improved mental health and work-life balance—the highest percentage in the APAC region. Additionally, nearly seven in ten Singaporean workers have some level of flexibility in their working arrangements, surpassing the regional average.
Although the new guidelines are not technically mandatory under Singaporean law, they require all companies operating in the country to establish and uphold a formal process for employees to request flexible arrangements.
However, it’s important to note that these guidelines are not a cure-all. Employers still have the legal right to reject a worker’s request for additional time off if they believe it would hinder job performance and increase costs. However, they cannot deny the request solely based on personal preferences or historical operating norms.
Yvonne Teo, vice president of HR for ADP’s APAC region, emphasizes that flexibility is not merely a perk but a fundamental expectation. According to her, Singaporean employees rank flexibility as the third most important factor in a job, after salary and job security, highlighting the importance for employers to offer flexible work arrangements to attract and retain talent.
The initiative originated from Singapore’s Tripartite Workgroup, comprising representatives from the government, trade unions, workers, business leaders, and HR professionals. Their goal was to develop the country’s flexible work guidance, resulting in ten recommendations that Singapore is actively implementing.
Minister of State for Manpower and co-chair of the Tripartite Workgroup, Gan Siow Huang, emphasizes that flexible work arrangements promote work-life harmony and provide employers with a competitive edge in talent attraction and retention, ultimately fostering more inclusive workplaces where everyone benefits.
