Assistance for Companies Considering Implementing Shorter Work Weeks

11 Mr Yip Hon Weng asked the Minister for Manpower (a) how many companies in Singapore currently practise some form of a shorter work week; and (b) whether assistance and guidance can be provided for companies considering to implement shorter work weeks.

The Minister of State for Manpower (Ms Gan Siow Huang) (for the Minister for Manpower): Compressed work week is one of several flexible work arrangements that employers may offer to their employees. A standard work week is condensed into fewer than five days; and employees complete their expected workload within a shorter work week, with the total number of hours worked remaining the same. In such arrangements, the employee does not need to contemplate reducing his income in exchange for greater flexibility in work days, since the actual workload and total hours worked in a week do not differ from that of a person on a standard work week.

In 2020, about one in 10 establishments offered compressed work week as a flexible work arrangement to their employees.

Companies can refer to the Tripartite Alliance for Fair and Progressive Employment Practices’ (TAFEP) website for more information and resources on how to implement compressed work week arrangements, including policy templates and case studies of companies that have successfully done so.

Mr Deputy Speaker, the Government will continue to work with tripartite partners to promote flexible work arrangements. It is useful to remember that flexible work arrangements are not limited only to remote work or hybrid work. The concept of a compressed work week is a form of flexible work arrangement that is suitable for certain jobs and some employees, but not all. In promoting workplace flexibility, we encourage companies to implement the type of flexible work arrangement that best suits their business and their employees.

Mr Deputy Speaker: Mr Yip Hon Weng.

Mr Yip Hon Weng (Yio Chu Kang): Thank you, Mr Deputy Speaker. I thank the Minister of State for her reply. Can MOM further recognise HR best practices, such as shorter work weeks and flexible work arrangements?

Also, to what extent are HR practices a factor in tender specifications, for instance, either as a tie breaker or hygiene factor? Are there plans to ensure that good HR practices are further recognised in Government tenders and procurement processes?

Ms Gan Siow Huang: I thank the hon Member for the supplementary question. It is in our interest to recognise companies with good workplace practices that are progressive. Indeed, one example is the Human Capital Partnership (HCP) which recognises such employers. Employers that are in HCP enjoy faster response and better service standards from a dedicated hotline that they can call and to get advice on schemes and grants from the Government to promote human capital development and also to support the companies in implementing flexible work arrangements. There are about 600 companies in the list right now and we do encourage more companies to be nominated to be part of this HCP.

On the Member's suggestion that for tender specifications and Government procurement, for us to include this as a consideration, I think we will have to recognise that for tender specifications, it is important that we try to keep it as objective, to make sure that the basic fundamentals of KPI, work performances, business requirements, all these which are basic, remain core. For recognition of progressive workplaces and progressive employers, we do have other ways to recognise them as well.

Mr Deputy Speaker: Dr Janil Puthucheary.