Beginning December 1, 2024, Singapore will require employers to have a policy to accommodate flexible work arrangement (FWA) requests, including location, work hours, and workload.
Embracing Remote Work in Singapore
In Singapore, remote work is becoming an increasingly popular option. Home-based work, where employees work primarily from home using Information Communication Technology, has become a viable alternative to the traditional office setting.
To support this, Singapore is moving towards establishing clear guidelines around flexible work arrangements (FWAs) to ensure both employers and employees have a clear framework to operate within.For companies embracing remote work, it’s essential to develop a formal, written policy covering key aspects like job descriptions, deliverables, and key performance indicators (KPIs). This ensures everyone is aligned on expectations and responsibilities.
Employers are also encouraged to provide employees with the necessary skills to work effectively from home. This can include training on IT software, Standard Operating Procedures (SOPs) for communication, and even the use of social networking tools.
Notably, employers are not required to provide equipment or compensate employees specifically for working from home, giving organizations flexibility in how they approach remote work resources.
Flexible Work Arrangements Requests
Employees who have completed their probationary period may formally request flexible work arrangements, including adjustments to work location, hours, and workload. These formal requests need to outline details such as the requested arrangement, start and end dates, and the reason for the request.
Employers are expected to respond within two months of receiving a formal request and must provide a written response detailing their decision. If the request is denied, the response should include reasons for the decision, ensuring transparency and encouraging open communication.
Implications for Singaporean Employers
Employers will need to develop a comprehensive policy detailing job expectations, deliverables, KPIs, and guidelines for remote work.
From December 2024, companies must prepare to handle formal FWA requests from eligible employees. Employers must reply within two months and provide written responses, with reasons for any denials, to maintain compliance and transparency.