Introduction
Welcome to our workshop on Flexible Work Arrangements (FWAs) in Singapore!
In today's dynamic work environment, traditional 9-to-5 schedules and rigid work structures are increasingly seen as outdated. To attract top talent, enhance productivity, and improve work-life balance, many organisations are adopting Flexible Work Arrangements (FWAs) such as work-from-home, flexitime, compressed workweeks, and telecommuting. These arrangements are designed with employees’ needs in mind, allowing for an effective balance between personal and professional life.
However, recent developments in 2024 have shown that some companies, such as Amazon and Grab, are re-evaluating their FWA policies. Amazon's CEO, Andy Jassy, and Grab’s CEO, Anthony Tan, have both recently announced a return to office-based work. Such changes are justified on the ground that they would enhance collaboration, interaction, and overall productivity. Interestingly, companies have also warned that non-compliance may lead to disciplinary action.
Despite these shifts, Singapore remains at the forefront of promoting FWAs to foster an inclusive and supportive work culture. Starting 1 December 2024, new Tripartite Guidelines on Flexible Work Arrangement Requests (“Guidelines”) will facilitate employee requests for FWAs while maintaining employers' discretion over work arrangements. The Guidelines are mandatory—where employers are recalcitrant or wilfully refuse to comply with the guidelines, the Ministry of Manpower may issue a warning and require them to attend corrective workshops.
Yet, the Guidelines do not explain how FWAs should be implemented in practice. How should employers practically decide whether to allow requests for FWAs? If an employer allows a request for FWA, what policies should apply? What can be done to prevent potential abuse that would otherwise make employers hesitant to offer FWA? How do employers manage potential disputes about FWAs and non-compliance with FWA policies?
Implementing FWAs is a complex task that requires a thoughtful and structured approach, ensuring compliance with the Guidelines and other statutory and common laws. Our two-day workshop is designed to provide a comprehensive learning experience, equipping you with the knowledge and tools needed to navigate these challenges, understand the legal framework, and smoothly transition from policy to practice. Join us to empower yourself to make informed decisions and lead your organisation in modern work arrangements.
Arthur Khong, HR Law Academy
28 October 2024
**Note: Sample HR policies and procedures on the various FWA schemes will be provided.
Learning Objectives
Understand the benefits and challenges of flexible work arrangements (FWAs):
- Identify the advantages of FWAs for employees and employers.
- Recognize potential challenges and concerns.
Know the legal framework for FWAs in Singapore:
- Familiarize yourself with the employment statutory law and relevant regulations.
- Understand tripartite guidelines and advisories.
Develop effective FWA policies and procedures:
- Learn how to create a clear and comprehensive FWA policy.
- Understand how to establish procedures for requesting and approving FWAs.
Manage employee performance and productivity in FWAs:
- Identify strategies for setting goals and monitoring progress.
- Learn how to address performance concerns and provide feedback.
Communicate effectively with employees and managers about FWAs:
- Understand how to explain FWA policies and procedures clearly.
- Learn how to address questions and concerns from employees and managers.
Address managerial and employee concerns about FWAs:
- Identify common concerns and misconceptions.
- Develop strategies for addressing these concerns.
Implement technology and tools to support FWAs:
- Learn about remote work software and platforms.
- Understand how to use communication and collaboration tools effectively.
Evaluate the success of FWAs and identify areas for improvement:
- Develop metrics and benchmarks to measure FWA effectiveness.
- Learn how to gather feedback and make adjustments to FWA policies and procedures.
Develop a business case for FWA:
- Identify cost savings and productivity gains.
- Learn how to present a compelling case for FWA to leadership and stakeholders.
Create a culture that supports work-life balance and FWAs:
- Understand the importance of work-life balance.
- Learn how to promote a culture that supports employee well-being and flexibility.
Prepared by: Arthur Khong, HR Law Academy
Course Outline
A competent HR practitioner must have the skills and knowledge of the following:
- Understand the benefits and disadvantages of flexible work arrangements (FWAs):
Identify the advantages of FWAs for employees and employers.
a) recruitment and retention of employees.
b) work-life balance.
c) productive and reduce business costs.
Identify the disadvantages such as:
a) lack of structure.
b) Inequity and fairness concerns.
c) Expectations of employees working remotely.
d) Risk of data protection concerns, which include data breaches.
Know the legal framework for FWAs in Singapore:- Familiarize yourself with the relevant statutes and regulations, such as:
a) Employment Act.
b) Employment of Part-Time Employee Regulations.
c) Employment of Foreign Manpower Act.
d) Central Provident Act and relevant regulations.
e) Understand tripartite guidelines and advisories on FWAs.
f) Workplace Safety Health Act
g) Industrial Relations Act
i) Industrial Relations Act
j) Tripartite Guidelines and Advisories on FWAs.
The key points of the Tripartite Guidelines on FWAs:
a. Definition of FWAs.
b. Eligibility.
c. Types of FWAs.
d. Requesting FWAs.
e. Employer considerations.
Operational and manpower considerations are to be taken for implementing FWAs:
- Local employees versus foreign employees (work pass holders)
- Unionised versus non-unionised companies.
- Types of industries or sectors: manufacturing, construction, service, process and marine.
- Operational versus non-operational employees.
- Quotas and Levy.
- CPF contributions.
- Pay structure.
- Develop effective FWA policies and procedures:
- Learn how to create a clear and comprehensive FWA policy.
- Understand how to establish policies and procedures for requesting and approving FWAs.
- Necessary explanations for rejecting FWAs.
- Abiding tripartite guidelines on turning down requests from employees for FWAs.
- Drafting terms of the employment contract governing FWAs:
- Contract of service versus contract for service.
- Permanent contract.
- Fixed-term contract.
- Part-time contract.
- Temporary employees.
- Casual labour contract.
- Outsourced employees.
- Variations of terms of the FWAs.
- Incorporating FWAs terms in the contract.
- Communicate effectively with employees and managers on the terms and conditions of FWAs:
- Understand how to explain FWA policies and procedures clearly.
- Learn how to address questions and concerns from employees and managers.
- Interpreting the terms of FWAs in the employment contract, which includes reverting to the status quo, i.e. without FWAs.
- Learn how to communicate FWA policies and procedures to all employees.
- Recruitment and retention in relation to FWAs:
- Broader talent pool and attracting job candidates.
- Competitive advantage over traditional hiring.
- Hiring foreigners without needing a work pass, i.e. no levy and quotas.
- Compensation program employment with FWAs (working remotely at any place):
- Structuring salary scale, fixed pay or combination of different compensation modes.
- Piece rate.
- Consolidated salary versus non-consolidated salary.
- Performance bonus scheme.
- Commission scheme.
- Incentive scheme.
- Performance bonus scheme.
- Annual Wage Supplement.
- Overtime.
- Fixed allowance.
- Working remotely on non-working/off days, rest days, and public holidays.
- Work injury compensation insurance/personal Accident insurance whilst working remotely.
- Technology and Tools for FWAs:
- Remote work software and platforms.
- Communication and collaboration tools.
- Time tracking and productivity monitoring.
- Workfront: a cloud-based project management platform for tracking remote worker productivity.
- Hive Desk: a project management platform that tracks remote workers' productivity by taking automatic screenshots.
- Tsheets: a time and attendance software that uses GPS to track workers' locations.
Analyse the different types of FWAs and decide which FWAs to implement based on industry and job nature:
a. Telecommuting or Remote Work
b. Flexible Hours.
c. Job Sharing.
d. Part-Time Work.
e. Leave Arrangements.
f. Flexible Work Schedules.
g. Work-Life Balance Program.
h. Core Working Hours.
i. Flexible Start and End Times.
j. Work-from- Anywhere.
k. Compressed work week- 3 days, 4 days and 5 days’ work week.
l. Autonomy and Self-Directed Worke, i.e. contract for service.
Unionised companies involving FWAs for employees:
a. Collective Bargaining.
b. Advocacy.
c. Support and Guidance.
d. Negotiating Flexible Working Hours.
e. Employee Wellness.
Best Practices for Flexible Work Arrangements:
- Establish clear boundaries and expectations.
- Use technology to stay connected and productive.
- Prioritize communication and feedback.
- Set measurable goals and objectives.
- Foster a culture of trust and flexibility.
- Address managerial and employee concerns about FWAs:
- Identify common concerns and misconceptions.
- Develop strategies for addressing these concerns.
- Learn how to gather feedback and adjust FWA policies and procedures.
- Challenges and Solutions:
- Common challenges: abuse of flexibility, lack of communication, technology issues.
- Solutions: set clear guidelines, regular check-ins, technology support.
- Legal issues and dispute resolution.
- Create a culture that supports work-life balance and FWAs:
- Understand the importance of work-life balance.
- Learn how to promote a culture that supports employee well-being and flexibility.
- Managing long-service senior managers' adaptability to FWAs.
- Case Studies:
- Examples of successful flexible work arrangements in various industries.
- Lessons learned and best practices.
- Flexible work arrangements in the hotel industry, banking industry, manufacturing industry, etc.
By achieving these learning objectives, participants will be equipped to effectively implement and manage flexible work arrangements in their organisations, leading to improved employee well-being, productivity, and business success.
Prepared by:
Arthur Khong,
HR Law Academy
Methodologies
Lecture and case study.
Who Should Attend
- Human Resource Practitioners
- Industrial Relations Practitioners
- Lawyers
- In-House Legal Counsels
- Line Managers/Executives
- Any other persons interested in grasping a good understanding of the Employment Act.
Workshop Registration
Please visit this page to register.
