Flexible Work Arrangement Policy: Why It Matters and How to Get Started

With the introduction of the Tripartite Guidelines on Flexible Work Arrangement Requests (TG-FWAR), every employer should have a process in place to consider formal Flexible Work Arrangement (FWA) requests.

FWAs go beyond just work-from-home arrangements, covering a wide range of options such as staggered time and compressed work schedule. FWAs have also become more prevalent in workplaces, with 72.7% of organisations in Singapore offering FWAs in 2024.

While the TG-FWAR does not mandate organisations to have an FWA policy, having one offers valuable clarity and structure for both employer and employee as it communicates how FWAs will be managed within the organisation¹.

Why Develop an FWA Policy?

Having an FWA policy ensures that everyone in the organisation shares a common understanding of the processes and expectations for using and requesting FWAs.

Some key benefits of having an FWA policy include:

• Smoother implementation of FWA processes, as there is transparency on how such processes will be managed.
• Enables employees to self-assess their suitability for specific FWAs prior to submitting a request, and to prepare to meet the relevant expectations for using them.
• Guides supervisors to manage FWAs and FWA requests consistently and fairly, in line with the organisation’s processes.

What to Include in an FWA Policy?

Employers can include key information such as:

1. Objective and guiding values
   • Convey the organisation’s objective in offering FWAs.
   • Share guiding values that will contribute to the success of FWA implementation, for example:

     
     “There should be trust and respect between supervisor and employee - trust that job commitments and responsibilities will be met and respect for the employee’s needs and desire to fulfil work responsibilities.”

      

2. Types of FWAs available
   • Specify the FWAs available in your organisation, along with details on how each arrangement will work in practice. You may refer to this list for the different types of FWAs.
   • Include the eligibility guidelines for each FWA, for example:

     
     “Considerations such as staffing needs, the employee's performance, the nature of the job role and client’s requirements will be considered before approval is granted for Staggered Time arrangement.”

      

3. FWA request process

   Outline the process for submitting and managing FWA requests, for example:

   • The template FWA request form to be used, the information employees should furnish, and the party to whom the completed form should be sent.
   • Evaluation criteria for reviewing an FWA request.
   • Where required, supervisors may arrange meetings to clarify and discuss the FWA request with the employee.
   • A written decision on the FWA request to be shared with the employee within two months from the date of request, in line with the TG-FWAR.
     
     

    

4. Roles and responsibilities

Communicate that all stakeholders in the organisation play important roles in ensuring the success of FWA implementation, for example:

• [For Employees] Set expectations on the responsible use of FWAs, for example:

  
  “FWAs are based on mutual trust. Employees are expected to maintain the same standards of professionalism, responsiveness, and performance while on FWA.”

• [For Supervisors] Communicate performance management principles for employees on FWAs, for example:
  
  “Instead of valuing employees based on their work hours, supervisors are encouraged to measure performance by outcomes.”

How to Make your FWA Policy Effective

Kickstart your organisation’s FWA policy by using this FWA policy template and tailor it to fit your organisation’s unique business needs.

Once the FWA policy is in place, communicate clearly what it covers and how employees can access it. Also, equip supervisors with training so they can manage FWAs effectively and in accordance with the FWA policy. 

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