Oral Answer to PQ on Queries on TG-FWAR
NOTICE PAPER NO. 2763 OF 2024 FOR THE SITTING ON 07 MAY 2024
QUESTION NO. 6038 FOR ORAL ANSWER
MP: Miss Cheryl Chan Wei Ling
To ask the Minister for Manpower (a) what likely impact will the Tripartite Guidelines on Flexible Work Arrangement Requests have on senior PMETs aged 45 and above; (b) which sectors may be more impacted by the implementation of the guidelines; and (c) what is the positive impact on the Singapore economy in adopting the guidelines.
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NOTICE PAPER NO. 2774 OF 2024 FOR THE SITTING ON 07 MAY 2024
QUESTION NO. 6068 FOR ORAL ANSWER
MP: Mr Chua Kheng Wee Louis
To ask the Minister for Manpower with the introduction of the Tripartite Guidelines on Flexible Work Arrangement (FWAs) Requests from December 2024 (a) whether there is any target or expected percentage of (i) firms that offer and (ii) employees that are covered by, formal FWAs; and (b) whether there are any legal ramifications for firms that do not adequately implement the guidelines.
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NOTICE PAPER NO. 2770 OF 2024 FOR THE SITTING ON 07 MAY 2024
QUESTION NO. 6055 FOR ORAL ANSWER
MP: Mr Desmond Choo
To ask the Minister for Manpower (a) how has the Ministry ensured that employers are prepared to implement the Tripartite Guidelines on Flexible Work Arrangement Requests, particularly regarding timelines and considerations for rejecting requests; (b) whether the Ministry can elaborate on the support and resources available, including any training initiatives, to assist businesses, particularly small and medium enterprises, in adapting to these new guidelines; and (c) how can we mitigate against employers turning towards outsourcing of work to overseas workers.
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NOTICE PAPER NO. 2756 OF 2024 FOR THE SITTING ON 07 MAY 2024
QUESTION NO. 6013 FOR ORAL ANSWER
MP: Mr Edward Chia Bing Hui
To ask the Minister for Manpower in line with the implementation of the Tripartite Guidelines on Flexible Work Arrangements, what initiatives are being planned to support small and medium enterprises in offering flexible work arrangements to their employees and enhance workplace productivity.
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NOTICE PAPER NO. 2756 OF 2024 FOR THE SITTING ON 07 MAY 2024
QUESTION NO. 6014 FOR ORAL ANSWER
MP: Mr Edward Chia Bing Hui
To ask the Minister for Manpower what additional measures are being considered to support Singaporean workers whose employer offer flexible work arrangements and remote work from potential job displacement, considering the increasing trend of companies hiring workers located overseas.
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NOTICE PAPER NO. 2778 OF 2024 FOR THE SITTING ON 07 MAY 2024
QUESTION NO. 6072 FOR ORAL ANSWER
MP: Mr Liang Eng Hwa
To ask the Minister for Manpower following the acceptance of the Tripartite Guidelines on Flexible Work Arrangement (FWA) Requests by the Government (a) what supportive measures will the Ministry be introducing to assist more companies during their transition in adopting these guidelines; and (b) whether there will be more resources made available to strengthen trust and harmonious workplace culture, including more avenues for mediation and dispute resolutions.
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NOTICE PAPER NO. 2756 OF 2024 FOR THE SITTING ON 07 MAY 2024
QUESTION NO. 6016 FOR ORAL ANSWER
MP: Mr Lim Biow Chuan
To ask the Minister for Manpower whether the recent guidelines mandating the need for employers to consider requests for flexible work arrangements will make Singapore a less attractive place for companies to do business.
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NOTICE PAPER NO. 2760 OF 2024 FOR THE SITTING ON 07 MAY 2024
QUESTION NO. 6021 FOR ORAL ANSWER
MP: Mr Louis Ng Kok Kwang
To ask the Minister for Manpower with regard to the new Tripartite Guidelines on Flexible Work Arrangement Requests coming into effect, whether the Ministry has considered mandating a shorter timeframe for employers to communicate their decision on a request for flexible work arrangements instead of the two months’ timeframe.
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NOTICE PAPER NO. 2764 OF 2024 FOR THE SITTING ON 07 MAY 2024
QUESTION NO. 6044 FOR ORAL ANSWER
MP: Dr Wan Rizal
To ask the Minister for Manpower in view that all employers in Singapore must fairly consider requests for flexible work arrangements from 1 December 2024 under the new Tripartite Guidelines on Flexible Work Arrangement Requests (a) whether the Ministry can clarify what constitutes a "fair consideration"; and (b) how are employers held accountable for their decisions to accept or reject such requests.
Answer:
I thank Members for their questions on Flexible Work Arrangements (FWAs) and the recently launched Tripartite Guidelines on FWA Requests (TG-FWAR). In the past few years, many Members in this House have called for the Government to do more to encourage FWAs. It is indeed important for us to make our workplaces more flexible. We have a rapidly ageing population, and one in four Singaporeans will be above 65 years old by 2030. More of us will have to juggle caregiving responsibilities while working. There will also be more seniors who want to continue working but in a more flexible manner. Flexible work arrangements are therefore another important initiative to help us optimise our local workforce potential in the long term. Employers who implement FWAs well will also benefit, as they will be able to hire from a larger local manpower pool.
2. Hence, we formed a Tripartite Workgroup last year to develop a set of Tripartite Guidelines on FWA Requests. The Guidelines will take effect on 1 Dec this year. The Workgroup consulted extensively with employees, the unions, employers, and HR professionals. The consensus was that we should not mandate FWAs or set hard targets. There are a myriad and spectrum of businesses, service types and sector specific needs which vary widely that serve different segments of the economy, including essential services. For FWAs to be successful, it must make businesses sustainable for employers. It does not make sense to require businesses to offer FWAs even when it negatively impacts their business and affect employment prospects for Singaporeans. Employers should therefore continue to have the prerogative to determine work arrangements that work for the team, business and clients.
3. What the Guidelines does instead is to require that employers properly consider employees’ formal FWA requests. The aim is to establish the right norms and enable employees and employers to have constructive discussions, so that both sides can work out FWAs that are mutually beneficial. Employers must therefore consider FWA requests based on business grounds, such as job requirements and impact to business productivity. Tripartite partners agree that this is a reasonable and practical approach which balances the needs of both employers and employees.
4. In the same spirit, the Workgroup felt that employers should be given sufficient time to discuss with employees their FWA requests and consider how they can adjust workplace practices to accommodate FWAs. Otherwise, employers may decide to reject requests outright. The Workgroup landed on two months, which is similar to other jurisdictions such as the UK.
5. Employees who feel that their employers have not considered their FWA requests based on a proper process should first discuss and try to resolve disagreements internally through their company’s grievance handling process. Unionised employees can also seek advice from their respective unions. Thereafter, if the dispute is still not resolved, they may also seek help from TAFEP. TAFEP will take an educational approach and engage the employer to help them comply with the Guidelines. Employers who are recalcitrant may be issued a warning by MOM and be asked to attend mandatory HR training.
Impact of FWAs on Employers and the Support Available
6. Several members have asked about the impact of the Guidelines on employers in different sectors, and how we can help employers comply. I must emphasise that FWAs do not equate to work from home only. There is a variety of FWAs that employers can adopt depending on their industry context and the specific job role, while still maintaining productivity and ensuring that business needs are met. For instance, those in sectors and jobs where the work must be done onsite may not be able to work from home, but employers can still explore options such as flexi-time and flexi-load.
7. To be clear, the formal process for requesting FWAs as recommended in the Guidelines would be useful mainly for organisations that do not have any process yet for their employees to request for FWAs. Where there is an existing process, whether formal or informal, and it is working well for both employer and employee, the employee should use the process stipulated by the company to request for FWAs. What is more important is for employees and employers to be able to discuss and land on arrangements that address their respective needs and constraints, and maintain harmonious working relationships.
8. To help employers, TAFEP and the Institute for Human Resource Professionals will be rolling out a range of resources this year. Besides self-help resources such as case studies, templates, and e-learning modules which can already be found on TAFEP’s website, TAFEP will also be conducting monthly briefings for all employers starting from May. The first few runs have already been fully subscribed. TAFEP will also provide more guidance to help employers understand the types of FWAs they can offer to employees with different needs, such as senior employees who may prefer flexi-load, or mobility-challenged workers who may need telecommuting arrangements. These resources and briefings will guide employers on how to comply with the Guidelines, but more importantly, how to implement FWAs well such that it supports business needs. Employers can also tap on grants such as the Productivity Solutions Grant to offset the costs of adopting FWAs, such as for consultancy services to redesign jobs or business processes and upgrade their IT systems to support FWAs.
9. Small and Medium Enterprises, or SMEs, may require more targeted support. TAFEP and IHRP will also work closely with the Association for Small and Medium Enterprises and the SME Centres to organise briefings and training sessions for SMEs in FWA implementation.
Impact on Employability of Locals and Attractiveness as a Business Hub
10. Members have also asked about the potential impact of the Guidelines on Singaporeans’ employment prospects, be it through increased outsourcing to remote workers elsewhere, or a greater reliance on foreign manpower.
11. With or without the Guidelines, remote work and outsourcing are already global trends, particularly after the COVID pandemic. Whether the trend will continue depends on whether employers feel that it makes business sense, and employers will need to weigh the pros and cons. Similarly, even if foreigners are not working in Singapore, they will still be competing with us when working in companies overseas. What is more important is for our workers to continually upskill, sharpen our competitive edge, and stay productive. We will then be able to compete effectively for jobs not just in Singapore, but globally.
Conclusion
12. Mr Speaker, to conclude, I would like to emphasise a few key points. FWAs are an increasingly important tool for employers to attract talent both locally and globally. The Guidelines specify the need for a process for requesting and considering FWA requests, but does not mandate that every FWA request must be approved. The Guidelines allow employers to decide on FWA requests depending on what works for their team, business and clients. The Guidelines aim to shape the right norms and expectations around FWAs. Employees ought to use FWAs responsibly, even as employers develop HR processes and capabilities to implement FWAs well and productively. Finally, we will continue to provide resources and tools to support this, and hope that employers and employees will both do their part to achieve win-win outcomes, and ultimately, more inclusive workplaces in Singapore.