The benefits of flexible working arrangements (FWA) for companies and employees, as seen in the Singapore case studies

As Singapore moves forward with the implementation of Flexible Work Arrangements (FWA), we introduce what kinds of effects businesses and employees can expect. Here we deliver a detailed analysis of how creating a more accommodating work environment contributes to improving corporate competitiveness and employee satisfaction.

Social and Economic Effects of FWA

The widespread adoption of Flexible Work Arrangements (FWA) in Singapore plays a particularly vital role for working parents and individuals with caregiving responsibilities. According to a government white paper, the COVID-19 pandemic highlighted the benefits of remote work, leading more companies to adopt FWA.
As a result, businesses are increasingly recognizing flexible working arrangements as a key strategy for attracting and retaining top talent. In particular, FWA has become an important step toward promoting women’s participation in the workforce and achieving gender equality.

Specifically, employees are requesting flexible working styles such as remote work and flextime systems, with a growing number preferring to work from home on certain days of the week. Among employees aged 25 to 64 who need FWA, 90% are now able to access their desired work arrangements—an increase from 60% in 2014.

Opinions and Concerns About FWA

Young workers have mixed opinions about the guidelines. Their main concern is that, because the guidelines are not legally binding, employers who are reluctant to implement FWA might simply ignore them. In particular, some employees hesitate to request FWA out of fear that doing so could negatively affect their chances for promotion or career progression. Some also worry that requesting FWA may cause colleagues to perceive them as “lazy.” Additionally, workplace culture and supervisors’ attitudes can sometimes make it difficult to request flexible arrangements. These concerns often hinder workers from actively seeking FWA.

For example, according to a TODAY article published in April 2024, Melissa Sta Maria, a marketing executive, believed her three-hour daily commute could be used more productively. She proposed remote work to cut down on travel time, but her supervisor rejected the idea outright, calling it “ridiculous.” Similarly, a communications professional named Tang wished to work from home to care for a new pet but was accused by her employer of having lazy intentions. Both Maria and Tang commented that had the “Tripartite Guidelines on Flexible Work Arrangement Requests” existed at the time, these conflicts might have been avoided.

On the other hand, since the guidelines do not mandate outcomes, “whether a request is approved may depend heavily on the employee’s reputation,” said Ong, who works in the finance industry. “Even if a request is denied for an unreasonable reason, the employer can twist the explanation to make it seem reasonable,” Ong added. Lu, who works in the education sector, said that workers might hesitate to request FWA due to concerns about how their colleagues would perceive it.
“They might see it as entitlement, unfairness, or laziness,” she added.

How to Implement FWA and Its Benefits

To change workplace culture, role-modeling behavior by management is essential. According to the TODAY article published in April 2024, Natalie Chia, Assistant Director of Research at a non-profit organization, said that when supervisors and senior staff themselves practice FWA, younger employees feel more confident in submitting requests. “As a mother of two, seeing my boss using FWA or taking parental leave without hesitation gave me the confidence to ask for it too,” she added.
“Because I take my family responsibilities seriously, I never felt I was neglecting my team.” Paul, who works at a client service company, pointed out a key challenge for traditional work environments adopting FWA: “No matter how flexible the plans or how attractive the incentives are, if the culture is punitive and feels like you’re being monitored like a schoolchild, it won’t change anything. Employees should be treated as equal partners contributing to the company’s success as adults.”

Furthermore, companies need to take concrete steps to make FWA accessible to employees. For example, introducing a trial period can demonstrate the effectiveness of FWA. It is also important to acknowledge employees’ “right to disconnect”—that is, the right to avoid work-related communication outside of working hours. This helps employees secure private time and makes it easier to balance work and life.

Kenji Naito, Group CEO of recruitment firm Reeracoen, stressed the importance of open and constructive dialogue with employers to secure FWA. He stated that employees should first confirm the formal request process with their employer to ensure transparency and alignment of expectations. “It’s important to clearly explain how FWA will benefit both oneself and the organization and emphasize how it contributes to productivity and employee well-being,” he added.

Nilay Khandelwal, Managing Director of Michael Page Singapore and Indonesia, similarly advised that providing examples of successful cases in similar roles or industries can help prepare for negotiations. Even if a request is denied, showing a willingness to understand the employer’s perspective and continuing the dialogue has value, said Khandelwal. Discussing the reasons for rejection can provide insight into the employer’s concerns. “Employees should ask whether there are alternative solutions that satisfy both their needs and the employer’s expectations, and whether a trial period could be arranged to prove feasibility,” he added.

Future Outlook and Expectations

The Singapore government aims to further increase FWA adoption, taking a significant step toward promoting workplace gender equality and enabling employees to achieve healthier, more balanced work styles.According to the White Paper, by 2020, 86% of employees had access to some form of FWA on a regular basis.

Wider adoption of FWA requires a transformation in workplace culture. Companies need to understand employees’ needs and continue efforts to implement FWA.
At the same time, employees must actively embrace change and foster a culture of trust and collaboration in the workplace. When employees proactively request FWA and management responds, a more sustainable and equitable work environment can be achieved.

To succeed, companies must prioritize employee well-being and provide a supportive work environment. Implementing FWA contributes to long-term workforce retention and enhances corporate competitiveness. By embracing FWA, Singapore is expected to become a model society where work-life balance and productivity coexist.

Furthermore, the spread of FWA helps boost employee motivation and reduce stress. Providing an environment where employees can work at their own pace improves creativity and productivity, thereby enhancing overall corporate performance. Especially when employees can better balance work and family responsibilities, it positively influences long-term career development.

FWA also serves as an important tool for attracting and retaining a diverse workforce. By creating a more accommodating work environment for people with disabilities or seniors, the labor market becomes more diverse, and innovation is promoted. This enables companies to strengthen competitiveness and achieve sustainable growth.

Implementing FWA is also a crucial part of fulfilling corporate social responsibility (CSR). By demonstrating a commitment to employee well-being, companies gain trust from society. This, in turn, enhances brand image and makes it easier to gain support from customers and investors.

Thus, the FWA guidelines in Singapore are more than just a change in work styles—they contribute to gender equality and the improvement of workers’ quality of life across society. The key to Singapore’s future development lies in building a culture where both companies and employees cooperate to embrace FWA.

Summary

The widespread adoption of Flexible Work Arrangements (FWA) in Singapore brings significant benefits to working individuals. Companies value FWA as a crucial tool to attract and retain talent while supporting employee health and quality of life. In particular, FWA promotes women’s participation in the workforce and serves as an essential step toward gender equality.

Moreover, the transformation of workplace culture, combined with exemplary behavior by management, empowers employees to confidently request flexible work styles. By taking concrete steps tailored to employee needs, companies demonstrate the effectiveness of FWA and achieve long-term workforce retention and increased competitiveness.

The Singapore government will continue to promote FWA adoption, aiming to realize gender equality and healthier working styles in the workplace. Building a culture where businesses and employees work together to embrace flexible arrangements leads to a more sustainable and equitable work environment.

For companies to succeed, prioritizing employee well-being and creating a supportive work environment is essential. By implementing FWA, Singapore is expected to build a model society that balances ease of working with productivity. This initiative is likely to make a major contribution to improved corporate performance and sustainable growth.

Reference：
1）Davina Tham「IN FOCUS: A ‘right to disconnect’ from work – do Singapore employees even want such a law?」, CNA, https://www.channelnewsasia.com/singapore/right-disconnect-work-life-balance-harmony-jobs-careers-4178131
2）Davina Tham「’Singaporeans need to level up’: Companies say flexi-work could push them to hire overseas」, TODAY, https://www.todayonline.com/singapore/singaporeans-need-level-companies-say-flexi-work-could-push-them-hire-overseas-2406286
3）Nasyrah Abdul Rohim、Calvin Yang「Flexible work arrangements increasingly important as more Singaporeans take on caregiving roles: Gan Siow Huang」, CNA, https://www.channelnewsasia.com/singapore/flexible-work-arrangements-increasingly-important-more-singaporeans-take-caregiving-roles-gan-siow-huang-4138821
4）Renald Loh「New flexi-work guidelines a good start, but unclear if they would shift some employers’ mindsets, say younger workers」, TODAY, https://www.todayonline.com/singapore/flexi-work-guidelines-shift-mindset-young-workers-2405721?cid=internal_inarticlelinks_web_24072024_tdy
5）Charlene Goh「More flexible work arrangements needed to create ‘pervasive, sustainable workplace norm’: Govt White Paper」, TODAY, https://www.todayonline.com/singapore/expanding-flexible-work-arrangements-singapore-1855226?cid=internal_inarticlelinks_web_24072024_tdy