Flexible Work Arrangements in Singapore 2026: MOM Guidelines & Examples

MOM and TAFEP Join Forces for Fairer FWAs Guidelines

In a move to promote fair and progressive employment practices, the Ministry of Manpower (MOM) and the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) have teamed up to provide a structured framework on Flexible Work Arrangement Requests (TG-FWAR) and ensure organisations effectively implement the updated guidelines.

These guidelines set out the basic requirements for employers when handling formal FWA requests. All employers must establish a process to properly consider such requests.

Are the New FWA Guidelines Mandatory?

Starting December 2024, employers are now legally obligated to respond to employees’ formal requests for Flexible Work Arrangements (FWAs).

The TG-FWAR mandates employers to establish formal procedures to process these applications within a reasonable timeframe.

Types of Flexible Work Arrangements (FWAs) in Singapore

Singapore recognises three primary categories of FWAs:

Flexi-Place: Employees work from different locations other than the traditional office setting. (e.g. Telecommuting, Remote work, Work from Home (WFH))

Flexi-Load: Employees have varying workloads with corresponding adjustments in compensation. (e.g. Job sharing, Part-time)

Flexi-Time: Employees work at different times without altering their total work hours or workload. (e.g. Flexi-hours, Staggered shifts)

Understanding Formal vs. Non-Formal FWA Requests

Many workplaces today use both formal and non-formal ways to process FWA requests. These can range from informal verbal agreements to structured written applications.

Existing practices, whether formal or informal, should be maintained if they support both employee and employer needs.

However, if a workplace lacks specific FWA request procedures, employers should establish a clear process for managing formal FWA requests, aligned with the TG-FWAR guidelines.

Who Can Make a Formal Request for FWAs

Employees who have completed their probationary period can formally request flexible work arrangements (FWAs).

While not required, employers are encouraged to clearly communicate their FWA policy during recruitment and to consider FWA requests from employees on probation.

What Should Be Included in a Formal FWA Request

A formal FWA request must be submitted in writing and include the following:

• The date of the request
• The type of FWA requested
• The reason for the request
• The requested start and end dates

Submitting Formal FWA Requests

Summary of Process to Request and Consider Formal FWA Requests

• 1. Employee submits formal FWA request to employer
• 2. Employer should communicate the decision within 2 months
• 3. Employer should properly consider FWA request based on business needs
• 4. (If request is rejected) Employer encouraged to engage employee on alternative

Examples of Unreasonable Grounds for Denying FWA Requests

When evaluating FWA requests, HR professionals must ensure decisions are based on objective business needs and outcomes, not subjective preferences or outdated practices.

Rejecting an FWA request for reasons unrelated to business impact is inappropriate.

Here are examples of unacceptable reasons for denying an FWA request:

Managerial Disbelief

A manager's personal opinion or lack of faith in the effectiveness of FWAs is not a valid reason for denial. Decisions must be grounded in business rationale, not personal bias.

Supervisor’s Preference for In-Office Visibility

A supervisor's desire to visually monitor an employee, despite consistently satisfactory performance, is not a legitimate justification.

Performance should be evaluated based on output and results, not physical presence. This reflects a potential lack of trust and micromanagement, rather than a focus on productivity.

Organisational Tradition or Custom

Simply adhering to past practices or fearing an increase in FWA requests is not a sound business reason.

Organisations should adapt to modern work practices and evaluate each request on its merits, rather than relying on outdated traditions.

Examples of Formal FWA Requests

Understanding how to manage FWA requests, both formal and informal, is crucial for HR professionals.

Let’s clarify the nuances of FWA requests so you can ensure compliant and transparent process.

Scenario 1: Established HR Portal Process

An employee emails their supervisor: "I'd like to change my work hours to 6 am-3 pm, Monday to Friday, from January 1, 2025, to June 31, 2025, to accommodate my academic schedule and attend all of my classes."

While this request is in writing and includes essential details like the proposed schedule, duration, and reason, it might not be considered a valid formal request if the company has a designated HR portal for FWA submissions.

In this case, the HR team should guide the employee to resubmit their request through the correct channel, emphasising the importance of adhering to established procedures. This ensures consistency and proper documentation.

Scenario 2: No Established Formal Process

The same employee emails their supervisor with the same request. In the absence of a formal submission process (e.g., an HR portal), this email itself constitutes a formal FWA request.

It's in writing, clearly outlines the desired arrangement, its duration, and the reason behind it. The email's timestamp serves as documentation of the request date.

This highlights the need for organisations to establish clear FWA request processes to avoid ambiguity.

Examples of Non-formal FWA Requests

Informal FWA requests are typically verbal, occurring during conversations between an employee and their supervisor.

For example:

An employee tells their supervisor, "I'd like to shift my hours to 6 am-3 pm, Monday to Friday, to attend my academic classes."

While employers can choose to consider informal requests, it's important to understand their implications.

These requests lack the documentation and structure of formal requests, potentially leading to misunderstandings or inconsistencies.

Even if the employer decides to accommodate the informal request, they should follow up with a written confirmation outlining the agreed-upon arrangement.

The Easiest Way to Manage FWA Requests

Singapore's updated Flexible Work Arrangement (FWA) guidelines require businesses to handle requests efficiently and fairly.

QuickHR FWA Module streamlines this process, allowing HR and employees to:

• Submit, track, and manage all FWA requests in one place
• Integrated calendar for easy workforce scheduling and visibility
• Ensure full compliance with the latest MOM and TAFEP guidelines
• Streamlined approval process with real-time notifications
• Generate insightful reports to track FWA usage
• Keep your data safe and sound with strict user access control

Ready to Update Your FWA Guidelines?

Try QuickHR for free today and experience the ease of managing your FWA requests firsthand!