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#4DayWeek #NewFlexiWorkSingapore New Flexi-Work Arrangements in Singapore Starting December: What You Need to Know Big changes are coming for employees in Singapore! Starting December 1st, all employees will be able to request flexible work arrangements (FWAs) from their employers. This initiative is part of the new Tripartite Guidelines on Flexible Work Arrangement Requests announced by the Tripartite Alliance for Fair and Progressive Employment Practices (Tafep). Key Takeaways: Variety of FWAs: Employees can request changes such as flexi-place (working from different locations), flexi-time (adjusting work timings without altering total hours), and flexi-load (modifying workloads with corresponding remuneration adjustments). Formal Request Process: Firms must establish a formal process through which employees can submit FWA requests, which must be considered and responded to within two months. Reasonable Grounds for Rejection: Employers may reject FWA requests, but must base their decisions on reasonable business grounds such as cost, impact on productivity, or feasibility, and provide written explanations. Support for Implementation: Tafep, along with the Singapore National Employers Federation and the Institute for Human Resource Professionals, will provide resources to help organizations adjust to and implement these guidelines. These guidelines aim to create a more adaptable, supportive work environment that caters to the evolving needs of the workforce. They are crucial as Singapore faces slowing workforce growth and increased caregiving needs. FWAs not only help attract and retain talent but also support workers with caregiving responsibilities and parenthood aspirations. How do you think these changes will impact our workplace culture and productivity? Will this impact you as an employee? If you are a retailer operating in Singapore and you want to find productive ways to look after after your staff whilst maximizing productivity and your payroll costs, reach out for an initial consultant Mayne & Loh Pte Ltd #FlexibleWork #SingaporeEmployment #HumanResources #Tafep #WorkplaceInnovation #TheMaynePage Yvette Lim Dr. YONG Hsin Ning Friska Wirya Francis Goh, CCXP, Digital Innovation CX Leader Roy Yeo Matthew Barsing Brigette Hyacinth https://lnkd.in/gF38bGWW

From Dec. 1, 2024, employers in Singapore will be required to have processes in place for their workers to request flexible work arrangements (FWA). This was announced by the Ministry of Manpower after the Singapore government accepted a set of 10 recommendations by a tripartite workgroup on the matter. The new set of guidelines will cover employees who have completed their probation and submit formal requests for FWA arrangements in writing. The guidelines use a broader definition of FWA which includes flexible work hours, staggered shifts and part-time work, on top of telecommuting and work-from-home arrangements. Under the new rules, employers must consider employees' FWA requests fairly. They should focus on job-related factors, as well as how the requested arrangement might affect the business or the employee's job performance. If they do decide to reject the request, it must be based on reasonable business grounds and not on personal bias against such work arrangements. They should also communicate the decision to the employee within two months of the request. The guidelines will apply to all Singapore employers, including Small and Medium Enterprises (SMEs). Gan Siow Huang, Minister of State for Manpower and co-chair of the Tripartite Workgroup, noted that FWA could be mutually beneficial for employees and employers. She asserted that employees can enjoy better work-life harmony while offering employers an advantage in talent attraction and retention. Read more: https://lnkd.in/gtW67bCm Photo credit: Unsplash

This morning saw the announcement of the new Tripartite Guidelines on Flexible Work Arrangement Requests which will come into effect on 1 December 2024. As a guideline, it does not have force of law but will be highly persuasive. In summary, once the Guidelines come into effect employers in Singapore are encouraged to consider flexible working arrangement requests reasonably and communicate its decision within 2 months from the receipt of the request. If an employer rejects the request the decision has to be backed up by reasonable business grounds (eg. it will lead to an increase in business costs). The mechanism is very similar to the position in Malaysia which has been in effect since January 2023. The major difference is the fact that Malaysia introduced their framework by amending their Employment Act meaning theirs has force of law, whereas Singapore has not done so. This move is a step in the right direction but thinking as a practitioner without a proper enforcement regime it may not have the catalytic effect that the MOM may wish for it to have to push companies to embrace flexible working. It will be interesting to see how these Guidelines will change our labour landscape. Would like to hear your thoughts as well! #employmentlaw #flexibleworking #HR

Are your flexible work policies up-to-date? 📈 Dive into our latest article to master the new Tripartite Guidelines on Flexible Work Arrangements (#FWA) coming into effect on December 1, 2024 in #Singapore. As a #business owner or #HR manager, how do the new guidelines affect you, and how can you prepare for the incoming changes? Read all about it here: https://lnkd.in/gh9nCMqi

By the end of the year, workers in Singapore will be entitled to request flexible work arrangements, including four-day workweeks, remote work, and flexible hours, according to a press release from the Tripartite Alliance for Fair and Progressive Employment Practices, under the Ministry of Manpower, which developed the legislation. How far are we, from being able to bring this law in, in Europe? How amazing would it be to be able to choose how, where and when you work? https://lnkd.in/eY9sXH3v

Exciting news for Singaporean employees and employers alike! Employees can formally request Flexible Work Arrangements (FWAs), with employers required to consider and respond within two months. FWAs include 👉 flexi-place (telecommuting, work-from-home) 👉 flexi-time (flexi-hours, staggered hours) 👉 flexi-load (part-time work, job sharing) Rejections, if any, should be based on reasonable business grounds. Acceptable reasons for rejection include cost implications, productivity concerns, or practicality issues. Unacceptable reasons include personal preferences or traditional norms. These guidelines were recently announced by TAFEP Tripartite Alliance for Fair and Progressive Employment Practices. TAFEP is an agency by the Ministry of Manpower, National Trades Union Congress (NTUC) and Singapore National Employers Federation (SNEF). While the guidelines are not enforceable by law, FWAs help maintain labour force participation and attract talent in a tight job market. Businesses have until December to adapt to the new guidelines. --- Eos Global Expansion is a global leader in Employer of Record (EOR) and outsourced HR services. Hire staff quickly & compliantly, without the cost, delays, or resource drain of setting up a foreign subsidiary. Follow us to stay updated with the latest trends and changes that affect your global expansion. 🔗eosglobalexpansion.com 📧 inquiries@eosglobalexpansion.com

With effect from 1 December 2024, all employers in Singapore are expected to fairly consider formal requests from employees for flexible work arrangements (FWAs). The compulsory guidelines fall under the new Tripartite Guidelines on Flexible Work Arrangement Requests. This was announced a few days back on 15 April 2024 by the tripartite group which comprises of representatives from the Government, the National Trades Union Congress (NTUC), the Singapore National Employers Federation (SNEF), and other union and professional professional bodies. The aim is to sensitise employers, particularly small and medium-sized enterprises with less advanced human resource processes, to consider flexi-time and flexi-load arrangements too. Some examples of such arrangements include staggered work hours, part-time work or job sharing. Kudos, Singapore! 🇸🇬 #flexibleworkarrangements #FWA #worklifebalance #Singapore #rothmanandroman #winningwithpurpose #publicrelations https://lnkd.in/gTQsBEk2

Why does the government have to interfere in this issue when it should be the market factors that decide if the companies should be doing this? My point is, if a company make itself unattractive to employees and loses employees or is unable to hire good employees, due to them not implementing a flexible work policy, they should seriously consider how to make themselves attractive to employees. And seriously not every job is suitable, so what does it mean? Comparisons and discontent amongst the citizens who are employees because everything is relative. Financial and operational burdens for companies who hire Singaporeans as they have to dedicate resources to handle these requests. Not all companies have that luxury. The current economic situation is not favourable and our neighboring countries are already gaining experiences by being outsourced parties for many years. Even if the government implement this within the government sector, we have to ensure that we have the transparency to see the economic costs and benefits of this move and not just use taxpayers money to cover the costs of hiring more to ensure all job types are covered due to the flexi work policy. Should the government step in instead of market forces? Seriously, what is the short/long term effect and end goal for the government to implement this policy?

𝐅𝐥𝐞𝐱𝐢𝐛𝐥𝐞 𝐖𝐨𝐫𝐤 𝐀𝐫𝐫𝐚𝐧𝐠𝐞𝐦𝐞𝐧𝐭𝐬 (𝐅𝐖𝐀) “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.” While the devil is in the details during actual execution, I think this is a positive move towards a more inclusive and compassionate workplace, which will also go a long way in enhancing the employer branding for companies. Covid has shown us that employees can be equally if not more productive when they work from home. With the exception of jobs, say in manufacturing or operations, which require an employee to be on-site, most other jobs can actually be done from anywhere. When Covid was no longer a pandemic, many companies have made Return To Office (RTO) the default policy. I feel most of the time, this is more of a personal preference of managers vs a real necessity. Indeed, there will be employees who abuse FWA and employers cannot fully trust them so I can understand their concerns. I also do see value in having employees back in office from time to time to build stronger relationships, bonds and trust. So finding a right mix that works for everyone will be key. From my interactions with candidates in recent times, this new guideline will definitely be welcome news. Many need to juggle family and personal commitments with work and FWA will allow them to be gainfully employed while tending to their non-work commitments. For employers who are not doing it yet, it would make sense to have a process to better evaluate the actual output/ performance of employees than just counting the hours that they spend in office, which may not be all that productive after all. Does your company support Flexible Work Arrangements? For employers, what challenges do you foresee in following this new guideline? #flexibleworkarrangements #worklifebalance #futureofwork   Ministry of Manpower National Trades Union Congress (NTUC) Singapore National Employers Federation (SNEF) TAFEP Tripartite Alliance for Fair and Progressive Employment Practices

Are you looking for flexible work arrangements for your employees? Check out this course for tips and resources on how to implement flexible work arrangements in your organisation. #flexiblework #worklifebalance #HRmanagement [Link to article: https://lnkd.in/gdsWp_Kw] HRSINGAPORE is the first HR Network in Singapore and organises HR Workshops and provides HR Consultancy. Visit www.hrsingapore.org #hr #Singapore