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COMPANIES ENCOURAGED TO SUSTAIN AND PROMOTE FLEXIBLE WORK ARRANGEMENTS AS PERMANENT FEATURE OF THE WORKPLACE
Flexible Work Arrangements (FWAs) have strengthened the resilience of workplaces during the COVID-19 pandemic. Practices such as telecommuting and staggered work hours have become more prevalent, as more employers and employees recognise the benefits of FWAs. Globally, employers increasingly embrace FWAs as part of the future of work.
Flexible Work Arrangements as Permanent Feature of the Workplace
2. Employers are strongly encouraged to continue offering FWAs to employees, and to promote FWAs as a permanent feature of the workplace. FWAs help employees achieve better work-life harmony and promote a more engaged and productive workforce. This in turn benefits employers. Employers who offer FWAs will also benefit from talent attraction and retention. In addition, these employers will be able to tap on a larger pool of manpower, such as caregivers and seniors, who might otherwise not be able to remain in or join the workforce.
3. To ensure operational effectiveness and sustainability in the long-run, employers should regularly engage with their employees in deciding on the FWAs that best suit business needs and work-life needs.
Recommendations
4. We encourage employers and employees to adopt sustainable FWAs as a key permanent feature of the workplace, specifically:
Putting in Place Telecommuting Practices
5. We encourage employers to allow their employees to telecommute as part of the permanent FWAs, even as more employees who can work from home may now return to the workplace. The following could be considered:
6. Besides telecommuting, other forms of FWAs (e.g. flexi-time and flexi-load) continue to be important, as not all employees can telecommute. For example, frontline employees who are not able to telecommute may benefit from other FWAs such as part-time work and ad-hoc time-off from work, to better manage personal or family responsibilities while still contributing effectively at work.
7. The public service will take the lead. All public agencies have adopted the Tripartite Standard on FWAs. Eligible public officers in job roles which are conducive to hybrid work will be allowed to telecommute for an average of two days a week. The Public Service will also seek to develop new supervisory skills in terms of managing teams effectively in a hybrid work environment.
Support in implementing FWAs
8. The tripartite partners, comprising the Ministry of Manpower, National Trades Union Congress (NTUC), and Singapore National Employers Federation (SNEF), recognise that not all companies are ready to implement FWAs to the same extent. We will work together to support employers and employees on this journey.
9. Employers may also consider the following resources:
The playbook provides guidance, case studies and resources on how to implement suitable practices, such as fair and effective management, assessment and appraisal of employees regardless of working arrangements.
10. To further encourage the provision of FWAs, the tripartite partners will also consult widely to develop a set of Tripartite Guidelines by 2024. The Guidelines will set out practices that employers should adopt to assess and communicate decisions on FWA requests.
11. The tripartite partners will also continue to grow the community of Work-Life Ambassadors to champion work-life practices at their workplaces. These are employers, union leaders, HR professionals or employees who are willing to do their part in raising awareness and promoting such practices to the workplaces.
[1] FWAs can take the form of flexi-time, flexi-place or flexi-load.
[2] This includes digital solutions for accounting and sales management, HR services, and inventory management.