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After the COVID-19 pandemic, 80% of employees desired to work from home at least three times a week. As a result, many businesses have adopted flexible work arrangements (FWA). It's no wonder a 2024 Flex Index study reveals that 67% of firms offer work location flexibility.

Flexible work has proven beneficial to organizations. It allows employees to achieve work-life balance and helps employers attract, motivate, and retain top talent.

However, to implement flexible work arrangements Singapore, HR teams must comply with local labor laws, including Singapore’s Employment Act and tripartite guidelines. Otherwise, non-compliance can lead to legal or reputational risks. This guide details how to apply for flexi work Singapore and create a more conducive and supportive work environment.

What are the types of flexible work arrangement Singapore?

Flexible work arrangements Singapore are non-traditional work schedules that give employees more control over how, when, and where they work. The Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) classified FWA Singapore into three categories:

Flexi-place: This includes telecommuting or remote work. Here, employees can request to work from locations outside the office, such as their homes or a co-working space.
Flexi-time: This flexi work Singapore allows employees to adjust their start and end working hours without changing their total working hours or workload. Flexible working schedules include compressed work weeks and staggered working hours.
Flexi-load: This includes part-time work or job sharing. The arrangement allows employees to work less than a standard full-time schedule or share responsibilities with another employee and receive commensurate remuneration. For example, switching from a full-time to a part-time position and receiving prorated pay accordingly.

These arrangements allow employers to meet organizational goals and employee needs while increasing efficiency and job satisfaction.

What is flexi time in Singapore?

Flexi-time is a work policy that allows full-time employees to start and finish work at times different from their contractual hours so long as they complete a stipulated number of hours each day. It is otherwise known as flexible working hours, where employees start and finish work earlier or later without changing their total work hours or workload.

This arrangement empowers employees to choose their work schedules without impacting their productivity. Many employees choose the scheme to avoid the morning and evening rush hours. It is also popular among Muslim staff during their fasting month, employees who struggle to wake up early, and those with childcare duties.

Under the flexible time arrangement, employees can report at 8AM, 9AM, or 9.30AM and end their working day at 4.50PM, 5.50PM, or 6.20PM, respectively. In most cases, employees must be present during specific "core hours," typically between the latest authorized start time and the earliest permissible finish time.

Flexible work schedules help workers to balance their work and personal lives better and be productive without wasting much time at the beginning of the workday.

Is flexible work arrangement mandatory in Singapore?

No, flexible work arrangements are not mandatory in Singapore. However, employers are encouraged to offer flexi work Singapore to employees, as it helps to attract and retain talent while fostering employee engagement and job satisfaction. To facilitate this, the Singapore government has mandated all employers to set up a formal process to consider employee requests for flexible work arrangements Singapore by 1 December 2024.

This is under the new Tripartite Guidelines on Flexible Work Arrangements, which outline formalized and clear processes for workers to request flexible work arrangements Singapore. The Ministry of Manpower (MOM) issued the guidelines to help employers in Singapore navigate flexible working by fairly evaluating each request even though they aren’t obligated to grant all.

Learn More: Understanding Singapore's 2024 Tripartite Guidelines For Flexible Work Arrangements (FWA)

Who qualifies for flexi work Singapore?

The Tripartite Guidelines provide that employees in Singapore who have completed their probation period are eligible to formally request flexible work arrangements Singapore from their employer. While employers can consider flexible working requests from probationary employees, they aren’t obligated to approve them.

What is the flexible work arrangements Singapore application process?

The application process for flexi work Singapore follows a straightforward approach. All employees must submit a formal written request to their employer. This should include:

The date of request
Their current work arrangement
The desired FWA, including its expected frequency and duration.
Reason for the FWA request.
Requested start date and end date.

Employees may use the Template FWA Request Form to draft their formal FWA request. The employer will then consider the request based on the company’s needs. They’ll also communicate the decision, usually a written response, within two months. In cases of rejection, employers should explain the reasons for the refusal and discuss alternative work arrangements with the employees. Employers may respond using the Template Employer Response Form.

What are the employer requirements for flexi work Singapore?

All employers are expected to do the following when administering flexible work arrangements Singapore:

Establish a standardized process

Create a process for employees to submit formal FWA requests. This standardized process can be sent to supervisors via the company’s HR portal, email, or Slack channel. Additionally, indicate the required format or template for such requests in your employee handbook so employees are aware of it.

Discuss FWA requests in an open and transparent manner

Have open and fair conversations with employees regarding FWA requests, including their work deliverables, to arrive at a decision that meets the company’s and employees’ needs. If disagreements arise, both parties should resolve them through the organisation’s internal grievance-handling procedures. This transparency helps maintain a positive and productive workplace culture.

Consider FWA requests properly

When reviewing an employee’s FWA request, consider the job requirement and the potential impact on the business or employee’s performance. Furthermore, assess each FWA request individually and ensure it's reasonable from the business perspective. While employers have the right to reject flexible work arrangements Singapore requests, decisions should be based on valid business reasons rather than personal bias.

Employers should also implement strategies to accommodate flexi work Singapore requests, including adjusting work processes or reassigning tasks among team members. These adjustments will ensure the operation maintains its productivity at all times.

What employees should know about flexi work Singapore

Employees must do the following for successful flexible work arrangements Singapore:

Before applying for flexible work arrangements Singapore, discuss feasibility, expectations, key performance indicators, and deliverables with your employer or supervisor.
Review your organization's policies, guidelines, and eligibility criteria.
Consider if your job duties and work style align with the proposed flexible work arrangements Singapore.
Request flexi work Singapore responsibly using your company’s format or template, if available.
Consider how the FWA will affect your workload, performance, and the organization.
Expect a prorated salary or benefits if your flexi work Singapore results in a reduced work schedule.
Seek a mutually beneficial solution that meets both employee and organisational needs.
Understand it’s up to your employer to make the final decision on FWA requests. So, they may reject your application for valid business reasons.
Prioritize workplace emergencies over your new work arrangements. For example, return to the office for urgent meetings when working remotely.

How do employees request flexible working arrangements Singapore?

Employees in Singapore can request flexible working arrangements (FWAs) by following these steps:

1. Submission of formal flexi work request

Write a formal FWA request following your company’s stipulated guidelines for flexible work arrangements Singapore. If your organization doesn’t have its own requirements or procedures for FWA requests, write your request, indicating the date and reason for it, the requested flexible working arrangement, and the proposed start and end date.

Get our free flexible working policy template to streamline your process!

2. Employer to acknowledge and communicate decision within 2 months

Employers must provide a written decision on FWA requests within two months of receiving it. This includes discussing clarifications with the employee and letting them know if the request is approved or rejected. If an employer denies a request, they must give reasons for the rejection in the written decision and discuss other work arrangements with the employee.

Proper consideration based on business needs

Employers should consider how an employee’s flexible work arrangements Singapore will affect team collaboration and overall productivity. Where necessary, adjust HR workflows or redistribute tasks to ensure business continuity.

Engagement on alternatives if request rejected

If rejected, discuss alternatives with employees. Also, inform them about the types of FWAs they can request, why certain job roles aren’t suitable for some FWAs, and why their requests are denied.

Here are some valid business reasons for rejecting flexible work arrangements Singapore:

If the adjustment increases the cost of business operations.
If it significantly reduces team productivity or output.
If the flexible work arrangement Singapore isn’t feasible due to the job scope.
If the flexi work Singapore requires hiring new employees to accommodate changes in the work schedule.

Streamline FWA Applications with Omni

Flexible working arrangements bring about plenty of benefits to the organization, such as employee retention, satisfaction, and productivity. A clear and direct guideline on how to apply for flexible work arrangements Singapore is crucial to ensuring the success of managing flexi work within your organization.

Omni’s centralized document management solution makes it easy to gather the necessary data required to create the flexible working policy that suits your organizational needs. With customized workflows and automated reminders, HR can help empower employees to manage the deadlines and documentation requirements for flexible work arrangements as required within your flex time policy. And centralized documents and real-time data make it easy for employees to get notified on their request status.

Book a demo with our team to learn more about how Omni can streamline your flexible working options.

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