Did you know that 80% of workers globally want to work at home or remotely at least 3 times a week? To cater to this trend, the TG-FWAR has established guidelines on (1) how employees should request and (2) how employers should manage FWA. Singapore-registered companies with at least 30% local ownership can also apply for the PSG to fund FWA tools — such as remote collaboration software, video conferencing platforms, and project management tools — as long as those tools are used within Singapore.
If you haven’t adopted flexible work arrangements yet, now is a good time to do so. Here at Adaptive Pay, we offer an all-in-one cloud HRMS in Singapore to support your transition to a flexible work setup. Our platform is meticulously updated and managed to help you fulfil local labour laws such as the Employment Act and tripartite guidelines. Read on as we share an overview of these guidelines and how our HRMS solution can help your organisation comply.
Understanding flexible work arrangements
FWAs are based on mutual agreements between you and your employees to deviate from standard work arrangements. This could mean allowing employees to work from home or any location outside the traditional office as long as they meet their responsibilities. FWA can also include adjustments to work hours or workloads to accommodate individual employee preferences and needs.
The importance of FWA
Technological advancements and an evolving society are changing how we work, resulting in FWA becoming a strategic way to attract top talent, foster employee satisfaction, and enhance your company’s agility. Essentially, it encourages a more adaptable and inclusive work environment.
On April 16, 2024, the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) issued and announced the latest Tripartite Guidelines on FWA Requests. These guidelines became effective on December 1, 2024, and mandated the minimum requirements for Singapore employers to consider formal requests from employees regarding FWA.
Adaptive Pay HRMS in Singapore can help your organisation adopt flexible work arrangements and comply with the TAFEP.
Types of FWA
Flexible work arrangements in Singapore fall into one or more of these categories.
Flexi-place allows employees to work flexibly from different locations besides the usual office, as in the case of working from home or telecommuting.
Flexi-time lets employees adjust their work schedules, choosing when they start and finish work, as long as they complete their required total hours and workload.
Flexi-load (often used for part-time work or job-sharing arrangements) lets employees choose their work hours and workload, with corresponding adjustments to their pay.
Which flexible work arrangements are you adopting? Regardless of your choices, make sure you have a reliable HRMS in Singapore to keep track of payroll, claims, attendance, and more, even when your employees are not in the office.
Who qualifies for FWA?
The new guidelines state that all organisations and non-probation employees are eligible to request flexible work arrangements. This shows Singapore’s inclusive approach and commitment to empowering workers and honing an innovative and flexible workplace culture.
Recommendations for Tripartite Guidelines on FWA Requests
Singapore’s government approved several recommendations from the Tripartite Workgroup to establish sufficient expectations and norms on flexible work arrangements. These guidelines also outline the process for requesting FWAs and how supervisors and employers can manage requests. Here are some of the key recommendations:
Establish clear workplace norms for FWA requests and approvals to manage expectations for everyone involved.
Use the Tripartite Guidelines on Flexible Work Arrangement Requests (TG-FWAR) as the primary resource for handling FWA requests.
Consider FWA requests based on legitimate business reasons while also encouraging employees to use FWAs responsibly.
Formalise the FWA request process by using the TG-FWAR and documenting all relevant information for informed decision-making.
The TG-FWAR guidelines apply to all employees who have completed their probation period.
While job seekers aren't required to request FWAs during the hiring process, employers are encouraged to share their FWA policies in job interviews and advertisements.
Ensure your organisation's FWA policies are inclusive and accessible to all employees.
Provide employees with training and resources on how to effectively request and utilise FWAs.
Considerations when implementing FWA
How will you handle benefits and salaries when employees' responsibilities or workloads change under an FWA? Prorated compensation may be necessary.
Traditional performance reviews may need to be adapted for remote or flexible work. Consider implementing online performance evaluation and appraisal systems.
Clear KPIs and expectations are essential for successful FWAs. Determine how you'll measure performance and what criteria employees must meet to be eligible for and maintain their FWA.
Ensure smoother FWA adoption with Adaptive Pay
Let Adaptive Pay take the guesswork out of implementing flexible work arrangements. Learn more about our HRMS in Singapore by requesting a demo here.
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