Flexible Work Arrangements for Lower-wage Frontline and Blue-collar Workers to Grant Time-off for Caregiving and Skills Training
Ministry of ManpowerSpeakers
Summary
This question concerns Mr Yip Hon Weng's inquiry on introducing flexible work arrangements (FWAs) for lower-wage frontline and blue-collar workers for caregiving and upskilling, and the measures to protect their career progression. Minister for Manpower Dr Tan See Leng replied that the Tripartite Workgroup is considering options like flexible-shift scheduling and staggered hours, as telecommuting is often unsuitable for such roles. He stressed that the upcoming Tripartite Guidelines will require employers to assess FWA requests fairly and evaluate employees based on performance to ensure job security and productivity. The Minister noted that in a tight labour market, it is in the best interests of employers to offer FWAs to attract and retain talent while maintaining business output. He also highlighted existing recognition frameworks, such as the Tripartite Standard on FWAs and Tripartite Alliance Awards, which celebrate and promote the best practices of progressive employers.
Transcript
55 Mr Yip Hon Weng asked the Minister for Manpower (a) whether the Tripartite Workgroup formed to develop the Tripartite Guidelines on Flexible Work Arrangements (FWAs) will introduce FWAs tailored to lower-wage frontline and blue-collar workers to allow time-off for caregiving and upskilling; (b) what measures are in place to ensure that employers support FWAs without hindering the job security or career progression of such workers; and (c) whether there is a framework in development to recognise and reward employers who embrace and implement FWAs for their blue-collar workforce.
Dr Tan See Leng: The Tripartite Workgroup for the Tripartite Guidelines on Flexible Work Arrangement Requests (TG-FWAR) is currently discussing what the scope of the Guidelines should be.
We recognise that there is no one-size-fits-all approach to Flexible Work Arrangements (FWAs). The size of a firm, the nature of its business and jobs and the needs of different workers can vary widely. There is also a variety of FWAs that could be implemented, depending on the needs of businesses and the workers. For example, while telecommuting may not be suitable for frontline workers, other arrangements, such as flexible-shift scheduling and staggered hours may be implemented.
Hence, providing FWAs should not be overly prescriptive for employers as they would know how to optimally balance the needs of their business with those of their employees, whether it is to support caregiving or upskilling. We are mindful to not take a rigid approach, which may affect workers' employability and firms' productivity. Instead, we want to build up a norm where employers and employees can discuss constructively what kinds of FWAs work best for them. The Tripartite Guidelines will lay out how employers can assess FWA requests fairly and require them to do so. At the same time, it will also lay out how FWAs should be used responsibly by employees. Employers should also manage and appraise employees on FWAs fairly, in line with the Tripartite Guidelines on Fair Employment Practices.
With a tight labour market, it is in employers' best interests to offer the right FWAs that allow them to maintain productivity while attracting and retaining talent. We also recognise employers that adopt FWAs through the Tripartite Standard on FWAs and the Tripartite Alliance Awards. For example, 12 firms were recognised just last week in 2023's Tripartite Alliance Awards for their efforts to support work-life harmony, including through implementing FWAs. The Workgroup will discuss how to further profile progressive employers with FWAs and promulgate their best practices.