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Singapore gives workers right to request for 4-day work week and work from home arrangements under new guidelines starting December 1, 2024. The new guidelines state that all employers in Singapore must have a process in place for workers to make formal requests for flexible work arrangements, adding that employers have to communicate their decision within 2 months of the request. The guidelines also note that while employers have the right to reject such requests, the decision should be backed by reasonable business grounds such as cost or productivity considerations. Unreasonable grounds for rejection were also laid out in the guideline. Minister of State for Manpower Gan Siow Huang explained that such guidelines are needed, especially with Singapore's tight labour market and ageing workforce. Read the full articles here: https://lnkd.in/gFPyTf69 https://lnkd.in/gD3DryiP

All employers must have process for workers to request flexible work arrangements from December Employers must give their decision on a flexible work arrangement request within two months, and provide the reason if it is rejected. Summary: Starting December, Singapore will implement new tripartite guidelines mandating all employers to establish a formal process for employees to request flexible work arrangements. Employers are required to respond to these requests within two months and justify any rejections based on reasonable business grounds. The initiative, part of a broader effort to adapt to a tight labor market and an ageing workforce, aims to facilitate employment for caregivers and seniors who wish to continue working. This policy was introduced after extensive consultations involving stakeholders like companies, trade associations, and community organizations concerned with women, seniors, and family issues. Employers failing to comply with these guidelines may face advisory actions from the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP). Key Points: Effective Date: The guidelines become effective from December 1. Types of Arrangements: Includes 'Flexi-place', 'Flexi-time', and 'Flexi-load' work arrangements. Employer Obligations: Employers must consider requests fairly and can only reject them based on substantial business impacts. Compliance and Enforcement: Non-compliance may lead employers to receive consultations and educational support from TAFEP. Support Measures: Initiatives such as the Productivity Solutions Grant will support employers in implementing these flexible work arrangements. The policy reflects Singapore's progressive approach towards modernizing work cultures and supporting inclusive employment. By not making these guidelines into rigid legislation immediately, the government shows a balanced method of ensuring flexibility while fostering a supportive environment for both employers and employees. #SingaporeEmployment #FlexibleWork #TripartiteGuidelines #WorkplaceInnovation #LaborPolicy #InclusiveEmployment #CaregiversSupport #AgeingWorkforce #WorkLifeBalance #TAFEP

🌟 Exciting News for Employers and Workers in Singapore! 🌟 Starting this December, all employers in Singapore will be required to have a process in place for workers to request flexible work arrangements, thanks to new tripartite guidelines. As part of these guidelines, employers must respond to requests within two months and provide reasonable grounds for any rejections. Flexible work arrangements aren't just about convenience; they're a crucial step towards empowering caregivers and seniors to stay in the workforce. With Singapore's tight labor market and aging population, it's more important than ever to ensure that everyone who wants to work has the opportunity to do so. We thrilled to see the collaboration between the government, unions, and employers in crafting these guidelines. It's a testament to Singapore's commitment to creating a sustainable and inclusive workforce. As we move towards 2030, where one in four Singaporeans will be aged 65 and above, these guidelines will play a vital role in shaping the future of work. Let's embrace flexibility and pave the way for a more productive and compassionate workplace. Are you ready to join the movement towards flexible work arrangements? Let's make #FlexibleWorkSG a reality! #Singapore #FutureOfWork #WorkLifeBalance #Empowerment Don't forget to follow us for more updates on the latest trends in employment practices and workplace innovation! 🚀 #linkedin #creation #creationsg #creationsingapore #hr #sgjob #flexibleworking #SG #news source: https://lnkd.in/gTQsBEk2

From December 1st, all employees in Singapore will be able to request flexible work arrangements (FWAs) from their employers. This initiative is part of the new Guidelines announced by the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP). This announcement come on the tail of the Flexible Working Bill coming into effect in the UK earlier this month, allowing employees to make similar requests. With more and more of our candidates prioritising flexibility and hybrid working as a key requirement in their job search, this is a great step that the Singapore Government is taking to encourage employees to request such arrangements, and a leap forward for Diversity as this initiative particularly supports caregivers, giving them more opportunities to find work! Are you keeping competitive in the job market as an employer? #flexiblework #SingaporeEmployment #TAFEP

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

New guidelines on #FWA (not legislation) which I see this as a positive change when Singapore is facing tight labour market and ageing workforce. This guideline ties in well with many benefits of #flexibleworkarrangement for employees. The guidelines only cover formal requests for flexible work arrangements, which are long-term arrangements that require planning to ensure business continuity, the workgroup said. The guidelines encourage employers and employees to discuss flexible work arrangements in an “open and constructive” manner. #talentretention #talentacquisition #progressiveworkculture #happyEmployeehappyEmployerhappyBusiness

In conclusion, Flexible Work Arrangements offer a multitude of benefits for both employees and employers, ranging from improved work-life balance and increased productivity to cost savings and environmental sustainability. Embracing FWAs not only enhances individual well-being but also fosters a more resilient, inclusive, and innovative workplace culture.

🔶 Embracing Flexibility: Singapore's New Guidelines and the Position in Malaysia🔶 The world's population is aging, and virtually every country is experiencing growth in the number and proportion of older persons. With longer life expectancy and fewer births, aging populations are becoming a common phenomenon. Singapore’s Minister of State for Manpower, Gan Siow Huang, emphasizes the necessity of flexible working arrangements in a tight labour market with an aging population. By 2030, about one in four Singaporeans will be aged 65 and above. In response, Singapore will implement new tripartite guidelines in December 2024 to mandate a formal process for requesting flexible work arrangements. This initiative reflects Singapore's commitment to a progressive labour market that recognizes the needs of a workforce that includes more caregivers and older adults desiring to remain professionally active. Similarly, Malaysia is facing demographic shifts with an aging population and the challenges of a tight labour market. According to the United Nations, Malaysia is expected to become an aged society by 2030, with 15% or more of its population aged 60 or older. The Department of Statistics Malaysia notes that by 2050, more than 15% of Malaysians will be over the age of 65. Flexible working arrangements are crucial for enabling this demographic to continue contributing economically while balancing health and personal needs. In Malaysia, flexible working provisions were integrated into the Employment Act 1955 with amendments made in 2022. These changes support workers by allowing more flexibility to manage work and personal commitments. However, though Section 60P of the EA states that the employee shall make an application for flexible working arrangements in writing in a form and manner determined by the Director General, no specific guidelines have been issued on what this entails. In the absence of such guidelines, employers are required to have a comprehensive Flexi-Working Arrangement and Work From Home Policies in place to ensure compliance with the EA. 🔷 Key provisions under the updated EA include 🔷 🔴 Right to Request Flexible Working Arrangements 🔴 Employer's Duty to Consider 🔴 Grounds for Refusal As businesses in both nations adapt to global changes in workforce dynamics, the focus should shift towards creating environments where flexibility is integral to organizational culture. This aids in retaining and attracting a diverse workforce ready to meet modern challenges. Both Singapore and Malaysia are at pivotal points in redefining workplace norms. By emulating Singapore's approach, Malaysian companies can enhance their attractiveness as progressive employers prepared to support their employees' diverse life circumstances. #FlexibleWorking #LabourMarket #AgingPopulation #HRPolicy #EmploymentLaw #WorkLifeBalance

Starting December 1, 2024, all employers in Singapore are required to fairly evaluate formal requests for flexible work arrangements (FWAs) as per the new Tripartite Guidelines on Flexible Work Arrangement Requests. These mandatory guidelines were introduced on April 15 by the tripartite workgroup, which has been developing them since September 2023. The co-chairs of this workgroup include Minister of State for Manpower Gan Siow Huang, honorary secretary of the Singapore National Employers Federation Edwin Ng, and assistant secretary-general of the National Trades Union Congress Ms. Yeo Wan Ling. The objective of the workgroup is to raise awareness among employers, especially small and medium-sized enterprises with less advanced human resource processes, regarding the consideration of flexi-time and flexi-load arrangements.

Singapore will introduce tripartite guidelines on flexible work arrangements (FWAs) later this year, according to Minister of State for Manpower Gan Siow Huang. The guidelines will cover work-from-home arrangements and employees in office jobs, alongside a range of FWAs that include flexible shift timings and flexible workloads. #SingaporeEconomy #SGSME