As flexible-work becomes increasingly prevalent in Singapore, concerns arise among employers about its impact on local employment. Some companies fear embracing flexible work arrangements could lead them to consider hiring overseas instead. Implementing tripartite guidelines requiring fair consideration of employees’ requests for flexible work arrangements may prompt a re-evaluation of local hiring practices.
Local employers, such as Ms Tan Wan Ting of Weave Asia and Mr Felix Sim of Salad Ventures, expressed concerns that widespread adoption of flexible work arrangements may result in hiring overseas talent due to the lower cost and the potential for a more significant pool of skilled workers. The importance of upskilling for Singaporeans was emphasized by Ms Tan, who believes that the workforce needs to level up to compete with talents from other countries.
While the benefits of flexible-work in promoting employee well-being and loyalty were acknowledged, challenges in implementing fair arrangements across different roles within a company were highlighted. Employers expressed the need to review performance evaluation models and manage a dispersed workforce effectively.
Implementing flexible work arrangements may pose specific challenges for various industries. Companies with frontline functions, such as OMS and Old Hen Coffee Bar, voiced concerns about ensuring fairness and practicality in facilitating flexi-work for employees in customer-facing roles.
To address these challenges, employers are encouraged to foster a positive working culture and maintain clear communication with employees regarding the parameters and purpose of flexible work arrangements. This not only promotes a supportive work environment but also helps in the successful implementation of flexible work arrangements.
While the guidelines lay a foundation for establishing formal and explicit flexible work policies, Ms Sher-li Torrey, founder of Mums@Work, noted gaps in protecting workers. She believes that the guidelines primarily focus on talent retention and could do more to ensure that jobseekers looking for flexibility are considered and protected.
Overall, the guidelines, combined with training and resources provided by the tripartite workgroup, aim to balance employer and employee needs while promoting fair consideration of flexible work arrangements. Implementing flexible work practices presents both challenges and opportunities for businesses, requiring a strategic and inclusive approach to uphold fairness and productivity.
