A recent survey commissioned by SHRI revealed a significant awareness gap regarding the upcoming Tripartite Guidelines on flexible work arrangement requests (FWAR). While over 80% of the respondents were somewhat familiar to very familiar of the guidelines, less than a quarter felt prepared to implement them without additional training or support.
This survey, conducted after the announcement of the new guidelines, surveyed 489 local HR professionals, ranging from HR executives to HR leaders and CEOs across various company sizes.
According to the Ministry of Manpower (MOM), these guidelines are in place to manage formal requests for FWAs. This allows employees to balance family responsibilities, while allowing employers to access a larger talent pool and retain talent more effectively in a competitive job market. Such FWAs typically fall under the following broad categories: flexi-place, flexi-time, and flexi-load. These requests must undergo a structured process, and grounds for rejection must be reasonable.
However, despite a high level of awareness, close to half (46.8%) indicated a lack of sufficient information about the new guidelines.
Additionally, the compulsory nature of these guidelines has raised concerns about the implementation. Respondents highlighted their top three concerns as:
- Managing employee expectations (77.3%)
- Ensuring fair and consistent application of the guidelines (71%)
- Communicating the changes to employees effectively (40.5%)
The concerns selected by respondents regarding implementing the guidelines
These concerns were echoes in the sentiments of some respondents. An HR director of an SME said, “Unfortunately, there will always be dissatisfied people despite the changes. I believe it is also very hard for businesses to manage employee expectations.”
A senior HR manager further elaborated, “Employees might feel a sense of unfairness when each request is evaluated with a different outcome. Although some requests can be granted, employees might expect this every time, leading to unhappiness if future requests are rejected.”
As such, many believe that more support is necessary to facilitate this transition. Respondents identified their top three recommendations as:
- A detailed implementation guide (70.8%)
- Templates and toolkits (66.5%)
- Training sessions/workshops for HR/Line Managers (55.8%)
The types of support respondents believe would best assist with implementing the guidelines
“To facilitate the FWA implementation, TAFEP can arrange for complimentary webinars for HR and Line Managers,” suggested an HR manager of a MNC. Meanwhile, an HR Business Partner of an SME added, “Besides briefing the employers, it would be good if the relevant authorities can address or brief the employees to help manage their expectations.”
These insights highlight the potential for both employers and employees to benefit from the new FWA guidelines, provided they are equipped with adequate information and support. With the right resources, employers can effectively handle FWA requests, while employees can better understand their rights and adjust their expectations accordingly.
Furthermore, some respondents remain ambivalent about the topic. Although they acknowledge the benefits of FWAs, they expressed other concerns that shaped their stance on implementation. A general manager of an SME noted, “Implementing new policies takes extra effort and time, especially when assessing their effectiveness. This results in extra work, but does it guarantee an improvement to productivity and business performance? SMEs prefer to work lean.”
Another HR director of an SME added, “While FWAs are an excellent initiative, all organisations should learn how to balance both business needs and employees’ needs. Only when both needs are met, FWAs will be successful in attracting and retaining talent, while ensuring productivity and profitability.”
Several respondents also expressed a desire to learn from case studies to gain additional insights into FWAs. Some respondents suggested sharing success stories from organisations with front line or shift workers, while others proposed more write-ups or email newsletters to showcase how other companies are adopting the FWA approach.
Overall, many believe that implementing FWAs will be beneficial. Respondents identified their top three expected benefits as:
- Better work-life balance for employees (78.9%)
- Attraction and retention of talent (72.8%)
- Increased employee satisfaction (72.2%)
The benefits respondents believe will result from the new guidelines
The fact that 80.8% of respondents reported that their organisations already offer FWAs, indicates a belief in their benefits. While some remain hesitant, the suggestions offered by our respondents suggest that organisations will become more receptive to the FWA guidelines with the right support. Ultimately, this will lead to both employers and employees reaping the benefits of implementing FWAs.
“We are practising FWAs to the best of our best knowledge. We look forward to future workshops from the Tripartite Guidelines on FWAs to better understand the guidelines, and how employers and employees can both benefit,” said a director of an SME.
Additionally, a majority 59.5% of respondents rated their employee satisfaction with the current FWAs as very positively or positively. This positive perception suggests that despite initial concerns, most respondents would grow to enjoy the new arrangements.
SHRI has also collaborated with MOM to host an event that discussed more about FWAs. Strategies were explored for implementing flexible work policies, highlighting the pivotal role of employers in shaping Singapore's future of work. Topics like SHRI's decision tree, emphasising trust between employers and employees, effective management practices, and fostering inclusive workplace cultures were also mentioned, ensuring participants understood more about the new guidelines.
“As Singapore’s employment landscape evolves, where flexible work arrangements become the norm, our survey results have shown that building and maintaining corporate trust between employers and employees has never been more crucial. Trust forms the foundation of a productive and engaged workforce, especially in a dynamic environment where remote work, hybrid models, and unconventional work hours challenge traditional management practices. Though we recognise that there will be teething issues for all of us in some form, the long-term perspective is and will be beneficial for all,” shared Alvin Goh, Executive Director of SHRI.
Our Executive Director, Alvin Goh, sharing more about understanding the FWAR Guidelines
Even though FWAs will eventually be the norm, the processes involved in implementing the guidelines and adapting to them can still pose a challenge. To aid in understanding them and developing feasible solutions, SHRI provides consultancy services to ensure your business is able to effectively overcome these challenges, resulting in a smooth transition to FWAs.
For training and consultancy services, reach out to us at [email protected].
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