Singapore's New Flexible Work Policy: Can Employees Choose Remote Hours?

Yesterday (April 16), Singapore's Ministry of Manpower announced a major update: starting December 1, employees may submit a written request for a Flexible Work Arrangement (FWA) and employers must reply in writing within two months.

What is a Flexible Work Arrangement?

FWA (Flexible Work Arrangement) refers to remote work or work‑from‑home, encompassing three main aspects: remote work location, flexi‑time, and flexi‑load.

Types of Flexible Arrangements

Employers can implement different types of FWA based on circumstances, such as allowing employees to work from home or remotely while keeping workload and hours unchanged.

Flexi‑time may include staggered start/end times, compressed work weeks, or reduced‑day schedules, without affecting overall workload.

Flexi‑load allows employees to share duties or work part‑time, reducing hours and consequently salary.

Application Requirements

Date of the request

Start and end dates of the flexible arrangement

Type of flexible arrangement chosen

Reason for the request

Key Principles

Make it easy for employees to request flexibility and ensure they can perform well under the arrangement.

All levels of management must clearly support flexibility to avoid misunderstandings.

Employees should understand the rules, eligibility, approval process, and performance metrics to dispel concerns about career impact.

These principles are not legally binding; the final decision rests with the employer. If an employer refuses a request, they must provide reasons and discuss alternative solutions, and employees may seek assistance from the Trade Union and Labour Relations Association (TAFEP).

Survey Insights

A June survey by DBS Bank showed that over 80% of local employees desire some form of flexible work arrangement: 21% want work‑from‑home, 39% hybrid, 25% other flexible options, while only 16% prefer full‑time office work. Additionally, about 80% of employees favor a four‑day work week.

Global Four‑Day Work‑Week Experiments

New Zealand’s “Global 4‑Day Workweek” pioneered trials in 2018, followed by Spain’s “Sun Software” in 2020, Iceland’s 86% of workers moving to 35‑hour weeks, Microsoft Japan’s five‑week trial with a 40% efficiency boost, and the UK’s 2022 trial involving 70 companies and 3,300 employees, reducing weekly hours from 40 to 32 without salary cuts.

Research indicates 78% of employees feel happier and less stressed, while 63% of companies find it easier to attract and retain talent under a four‑day schedule.

Regional Perspectives

In China, a 2018 social science institute report suggested a “four‑days‑on, three‑days‑off” schedule starting in 2030, though practical implementation remains challenging. National statistics show average weekly work hours rose from 40.2 hours in 2020 to 49.0 hours in 2023.