Guide to Requesting and Using Flexible Work Arrangements (For Employees)

To assess the suitability of a specific FWA for your situation, you should familiarise yourself with your organisation's policies, guidelines, and eligibility requirements, if available. You should also assess whether the nature of your job and work style are suitable for the FWA. Keep in mind that there could be different FWAs that would help address your situation and allow you to continue to carry out your work responsibilities effectively.

Consider these operational aspects prior to raising the FWA request with your supervisor:

• Reason for FWA request.
• Proposed work schedule and location, if applicable.
• Start and end dates for the proposed FWA.
• How you will remain contactable and responsive to your team and customers while working flexibly, and how you will continue to deliver on work outcomes.
• Alternative work arrangements if the proposed FWA is unsuitable or not feasible.

If the FWAs offered by your organisation are not suitable, you may try discussing other types of flexible work arrangements with your supervisor.

A formal FWA request is one that is made in writing. The request should include the following information:

• The date of the request.
• The FWA requested for, including its expected frequency and duration.
• Reason for the FWA request.
• Requested start and end dates (if relevant).

Eligibility to make a formal FWA request
Under the TG-FWAR, employees who have completed the probationary period stipulated by their employer are eligible to make a formal FWA request.   

Acceptance and rejection of FWA requests
Employers make the final decision on FWA requests from employees. An FWA request may be rejected based on reasonable business needs.

Communication of final decision on formal FWA requests: 

• You should receive a written decision from your employer within two months of receiving the request.
• If the request is rejected, your employer should communicate the reason for rejection in the written decision.
• Your employer is also encouraged to discuss alternatives with you, if the FWA request is rejected.

Addressing concerns where mutual understanding cannot be reached
If you have a concern regarding your formal FWA request (e.g., it is not properly considered according to the TG-FWAR) and are unable to resolve this with your supervisor, you should raise your concerns through the organisation’s internal grievance handling procedure as far as possible. Unionised employees can also seek advice and assistance from their unions. 

Employee Resources:
Employees may use the Template FWA Request Form in Annex A of the TG-FWAR.
Employees may refer to the Types of FWAs.

Certain types of FWAs (e.g. part-time work), may result in a change in your work scope and responsibilities. If your FWA involves a reduced work schedule, your salary and benefits may be pro-rated. You are encouraged to have a candid conversation with your supervisor before applying for the FWA, including about its feasibility, expectations, key performance indicators, and deliverables.

• Clarify your role and responsibilities with your supervisor. Knowing your expected deliverables within the team and projects is essential to help you plan and deliver on work targets. 
• Discuss and determine clear guidelines on availability with your supervisor. Have an open discussion on how/when you will need to be available, acceptable response times and communication channels.
• Maintain accountability for work deliverables. If your working hours are different from your supervisor, make the effort to constantly communicate your work progress and provide updates.
• Inform co-workers and customers about your working arrangements in advance to minimise work disruptions and remain contactable during work hours.
• Establish regular check‑ins with your supervisor, team members and clients, either virtually or in person, to discuss project progress, address concerns and maintain alignment on goals.
• Leverage technology tools such as video conferencing, instant messaging, and collaboration platforms to stay connected with colleagues and clients regardless of location.
• Prioritise workplace emergencies over your work arrangements, where necessary (e.g., return to office for urgent meetings when telecommuting).
• Familiarise yourself with communication guidelines (e.g., accessibility and response times, and what to do when workplace emergencies occur).
• Be mindful of business confidentiality when working remotely and take the necessary precautions to safeguard all work-related information and materials.

Employee Resources:
Work-Life Harmony Guide for Businesses: The Role of Employees
Telecommuting tips: Success Strategies for Employees

If you have a concern regarding your formal FWA request (e.g., it is not properly considered according to the TG-FWAR) and are unable to resolve this in the initial discussions with your supervisor, you should raise your concerns through the organisation’s internal grievance handling procedure as far as possible. 

Your organisation’s grievance handling policy may be found in your employee handbook or your organisation's intranet. 

If your organisation is unionised and you are a union member, please approach the Union to assist you in raising your grievance to management.

Alternatively, you may approach NTUC for assistance and related resources via:

NTUC Workplace Advisory	An online service offering members advice and help on workplace and employment-related issues
U PME Centre	A one-stop workplace advisory centre for professionals, managers and executives (PMEs) who are NTUC union members

If you are unable to resolve the incident within your organisation, or if there is no channel for you to report the incident within your organisation, please contact us for advice and assistance.

Based on your report, TAFEP will make an assessment on the follow-up needed.

1. Will TAFEP investigate if I make an anonymous complaint on my employer, or keep my identity confidential if requested to do so?
   
   It is advisable to first attempt to resolve the matter with your employer internally, as flexible work arrangement (FWA) matters can be specific to each individual.
   
   TAFEP will assess all complaints, including anonymous ones, and follow-up with your employer if a potential TG-FWAR breach is identified. It is therefore helpful to provide your contact details  so TAFEP can obtain more information on the case if needed. TAFEP will not disclose your identity to your employer if you request to remain anonymous. However, anonymity may limit the case-specific follow-up actions TAFEP can take. In some circumstances, you may still be identified due to the uniqueness of your situation when TAFEP approach your employer even if TAFEP did not disclose your identity.
    
2. Can I apply for a specific type of FWA that is not currently covered under my employer’s FWA policy?
   
   You may request for alternative forms of FWAs beyond those set out in your employer's FWA policy. Your employer should consider the request on a case-by-case basis and assess whether it is feasible from a business perspective. However, employers can approve or reject FWA requests, subject to reasonable business needs.
   
   Employees should request and use FWAs responsibly, bearing in mind the possible impact on their workload and performance, as well as on their team and clients, where relevant to their role. 
   
   
3. What can I do if my employer rejects my FWA request?
   
   Employers may reject an FWA request based on reasonable business needs. This may include factors related to the employee’s job and how the requested FWA may affect business operations or work output.
   
   If your request was rejected, you can first seek clarification from your employer to better understand their considerations. You can also discuss alternative flexible work arrangements that may be suitable for you and your employer.
   
   If you believe that your organisation’s practices are not aligned with the TG-FWAR, you can approach TAFEP for advice and assistance. 
   
   
4. Can TAFEP help me to request my employer to reconsider or approve my FWA request?
   
   Under the TG-FWAR, employers can reject employees’ FWA requests based on reasonable business needs. 
   
   You are strongly encouraged to discuss and resolve disagreements on FWAs with your employer through internal grievance handling mechanisms. This allows for a  constructive and open conversation to understand your employer’s constraints and explain your circumstances, so that both parties can work towards a mutually beneficial arrangement. 
   
   
5. Can my employer set how long the FWA will be in place for?
   
   Under the TG-FWAR, FWAs may have an agreed start date, end date, duration and review date. Employers and employees should discuss and agree on the duration and review arrangements for an FWA, taking into account business and operational needs. 
   
   If you have concerns about the duration of the FWA, you may wish to discuss with your employer to better understand the rationale. You can also explain your circumstances and explore with your employer whether any adjustments can be made to the duration of the FWA in a manner that suits both your needs and the organisation’s needs.
   
   
6. Can my employer review previously approved FWA requests earlier than the agreed review date?
   
   Yes. Under the TG-FWAR, employers may review FWAs, including FWAs already granted, and make adjustments where necessary to meet business needs.
   
   If you require the existing FWA to continue, you may wish to have a discussion with your employer to better understand the reasons for the review. You can also explain your needs and explore whether the current arrangement can be maintained, or whether any adjustments can be made in a way that suits both your needs and the organisation’s needs.
   
   
7. My employer informed me that they will not entertain FWAs and/or there are no formal processes for me to apply for FWAs. What can I do?
   
   Under the TG-FWAR, employers should have a process for employees to submit formal FWA requests (e.g. submit via work portal or via email to supervisor) and properly consider them. Employers should still assess and respond to formal FWA requests even if they do not have FWA policies or do not provide FWAs. 
   
   We encourage you to first clarify the FWA application process with your employer and reasons why your FWA may not be considered. If your employer does not have a stipulated process for making an FWA request, you can submit a formal FWA request in writing, using the FWA Request Form available on TAFEP’s website. The formal request should include:
   
   a. The date of request
   b. The FWA requested for, including its expected frequency and duration
   c. Reason for the request
   d. Requested start date and end date (if relevant)
   
   If the formal FWA request is rejected, employers should provide the reason for rejection, which should be based on reasonable business needs.
   
   If you believe that your organisation’s practices are not aligned with the TG-FWAR, you can contact TAFEP for advice and assistance.
   
   
8. What can I do if I disagree with my employer’s rejection of my FWA request?
   
   Under the TG-FWAR, employers can assess employees’ FWA requests on a case-by-case basis before approval, subject to reasonable business needs. In assessing an employee’s FWA request, employers should focus on factors related to the employee’s job, as well as how the requested FWA may affect the business or the employee’s performance of the job. 
   
   If you disagree with the rejection reason provided, you are strongly encouraged to discuss and resolve disagreements on FWAs with your employer through internal grievance handling mechanisms. This will allow you to have a constructive and open conversation with your employer to understand the constraints and explain your circumstances further so that both sides can work out mutually beneficial arrangements.
   
   If you believe that your FWA request was not reviewed in accordance with the TG-FWAR, you can contact TAFEP for advice and assistance.