Addressing Informal Deterrence at Workplaces for Flexible Work Arrangement Requests
Ministry of ManpowerSpeakers
Summary
This question concerns measures to address workplace stigma regarding flexible work arrangement (FWA) requests and the availability of studies on the impact of FWAs on business performance. Ms Hazlina Abdul Halim asked the Acting Minister for Manpower about steps taken to tackle informal deterrence beyond legal compliance and the effects of FWAs on firm productivity and retention across sectors. In response, Ms Jasmin Lau stated that the Ministry of Manpower takes an educational and enabling approach through the Tripartite Guidelines on Flexible Work Arrangement Requests. Employees facing improperly considered requests can seek assistance from the Tripartite Alliance for Fair and Progressive Employment Practices, which will guide employers to comply. Additionally, Ministry surveys show that about seven in 10 firms offering FWAs reported improved retention and six in 10 saw higher productivity, especially in the financial and insurance services and information and communications sectors.
Transcript
96 Ms Hazlina Abdul Halim asked the Acting Minister for Manpower in light of surveys showing that more than one in three employees fear stigma when requesting flexible work arrangements (FWAs) (a) what measures, beyond legal compliance, are being considered to address informal deterrence at the workplace; and (b) whether the Ministry has conducted any studies on the impact of FWAs on firm-level productivity and retention rates, disaggregated by sector.
Ms Jasmin Lau: The Ministry of Manpower (MOM) takes an educational and enabling approach towards flexible work arrangement (FWA) implementation, to achieve mutually beneficial outcomes for employees and employers. The Tripartite Guidelines on Flexible Work Arrangement Requests (TG-FWAR) provide guidance on how employees should request for FWAs and use them and how employers, and supervisors should consider these requests on reasonable business grounds.
Employees who feel that their FWA requests are not properly considered may approach the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) for assistance, and TAFEP will assess the case. If employers are found not to have assessed the FWA request properly, TAFEP will guide them to comply with the TG-FWAR.
MOM has conducted survey-based studies on the impact of FWAs on firm-level retention and productivity. About seven in 10 firms offering FWAs reported improved retention and six in 10 reported higher productivity. The effects were more pronounced in the financial and insurance services, and information and communications sectors. Members may refer to the Ministry's report on Conditions of Employment for further details.