Read on to learn about the key insights shared during the recent TAFEP session with co-operators held on June 21, 2024.

TAFEP representative Mr Jason Chan speaking at the recent Embracing Flexibility and Empowering New Leaders event

On June 21 2024, the Singapore National Co-operative Federation (SNCF) organised a sit-down session with representatives from the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) attended by 26 co-operators.

The goal? To address queries and  demystify  the process of incorporating Flexible Work Arrangement (FWA) guidelines within their co-operatives. For the uninitiated, all employers in Singapore must fairly consider and process all flexi-work requests from 1 December 2024.


Mr Willie Goh from SG TUFF Co-Operative Ltd asking questions on the new FWA guidelines

These guidelines aim to support employees, including caregivers and seniors, in balancing work and personal responsibilities, while also ensuring that employers retain the right to assess such requests based on reasonable business grounds. Ultimately, it seeks to foster a more inclusive and adaptable work environment, enhancing both employee satisfaction while ensuring continued business productivity.

What are Flexible Work Arrangements? Why are they important?


Co-operators from various co-ops learning about the importance of FWA and its affect on employers and employees 

With many within Singapore’s workforce having additional caregiving and other types of family duties, FWA is essential in supporting these individuals to continue working should they wish to, while also minimising the impact it may have on the business’ operational efficiency.

The guidelines categorise the flexible working arrangements into three distinct categories - ‘Flexi-place’, ‘Flexi-time’, and ‘Flexi-load’. 

Flexi-Place
‘Flexi-place’ arrangements allow employees to work anywhere from outside the office. This might involve setting up a home office or using co-working facilities, allowing them to maintain their productivity without needing to commute daily to the office.

This flexibility can be particularly beneficial for those who live far from the office or need to manage other responsibilities, such as caregiving, alongside their work commitments.

Flexi-Time

‘Flexi-time’ arrangements allow employees to work at varying times, without impacting their total number of hours worked or workload. This could include adjusted hours, more shift flexibility, or a condensed schedule.

Flexi-Load

‘Flexi-load’ arrangements let employees handle different amounts of work that they are able to produce, while being able to fulfil their other needs. This could mean that a full-time employee who also has caregiving responsibilities could opt for a job-sharing arrangement, where they split their role with another person. This way, they work fewer hours each week but still contribute effectively.

Alternatively, they might choose part-time work to better manage their caregiving duties, while maintaining a balance between their job and personal responsibilities.

What Should Employers Do to Implement FWA?

In a nutshell, employers are required to implement a process to manage the formal FWA requests submitted by their employees.

However, while these guidelines ensure a more robust channel for discussion on flexible working arrangements between employers and their employees, employers are not mandated to implement FWAs across the organisation, or to have a specific FWA policy if they do not already have one. Nonetheless, SNCF has in place grants and support for co-operatives if they choose to adopt FWA on their own.

Here are some of the steps employers and employees should follow: 

Step 1: Employee submits a formal FWA request to employer
(a formal FWA request is one that’s made in writing, and would include the date of the request, the FWA requested for, and the expected frequency and duration)
Step 2: Employer to properly consider the FWA request based on business needs
Step 3: Employer should communicate the decision within two months
Step 4: (If the request is rejected) Employer is strongly encouraged to engage employee on alternatives

While employers retain the right to reject FWA requests, they must base these decisions on reasonable business grounds, such as significant cost increases or impacts on productivity. Personal biases, traditional workplace norms, or preferences for employees to be physically present in the office are not considered valid reasons for denial under the guidelines.

Employers should strive to accommodate FWAs as far as practical, to foster a supportive and flexible work environment that can help attract and retain talent, especially among those with previously mentioned caregiving responsibilities or other personal commitments.

Should you wish to find out more about the FWA guidelines and how to best tailor them to the needs of your organisation, you may refer to the additional sources below.

Links
Ministry of Manpower

Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP)

Documents
Template for Employees to Submit a Formal FWA Request
HR Policy for Flexible Work Arrangements