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Flexible Work Arrangements



  1. Flexible work arrangements (FWAs) contribute to a supportive and conducive work environment. They benefit both employers and employees:
    1. Employers can better attract and retain employees, including back-to- work individuals, and become more nimble in manpower deployment.
    2. Employees can become more productive and achieve good work and personal outcomes.


  1. A member of the senior management is appointed to champion FWAs.

  2. Employers offer FWAs to employees.

  3. Employees can request for FWAs offered by the company. They are informed about the types of FWAs offered, the process to request for them, and the expectations on the responsible use of FWAs (e.g. in company’s staff website, HR policy, circular or memo).

  4. Outcomes of FWA applications are communicated to the employees in a timely manner and are documented. If a request for FWA cannot be granted, supervisors engage employees on the reasons and where possible, discuss suitable alternatives that better meet the needs of both employer and employee.

  5. Supervisors are trained1 to:
    1. Objectively evaluate employees’ applications for FWA based on the suitability of the FWA, considering the needs of the job and the employees in areas such as work performance, job requirements, compensation and safety; and
    2. Set work expectations, manage and appraise employees on FWAs fairly based on work outcomes.

1 Training includes programmes or training workshops for supervisors on FWAs.


  1. FWAs refer to variations from usual work arrangements. These include:
    1. Flexi-load (e.g. part-time or job-sharing)
    2. Flexi-time (e.g. staggered hours and compressed work week)
    3. Flexi-place (e.g. telecommuting)

For more information on the various FWAs, please click here.

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