How important are flexible work arrangements in Singapore?

Marketer Ailsa Tan describes herself as the “weird” boss who would tell her employees at The Boutique Agency to go home if they had no looming deadlines – no matter if the day had just begun.

“When we would get stuck creatively, I would chase people out of the office to do an activity that would spark their creativity, whether it’s going to the movies or heading home for a bath. Many people could not understand that because it broke the traditional business model, but I believe that it’s the results that matter. Sometimes, the best work we can do is not behind a desk.”

When she left for a different organisation, she implemented a WFH routine once a week there. This was pre-pandemic, and long before WFH became ubiquitous and part of the working lexicon. Ailsa says she “met with much resistance from the ground due to deep-seated mistrust in the organisation”.

“The challenges in changing the culture were significant, as many were accustomed to a more traditional work environment. However, when Covid hit, we were operationally ready to work remotely through the WFH scheme, which benefited the organisation.”

Today, as the founder of Singapore marketing agency Boing! Group, Ailsa continues to champion flexible work arrangements.

“We work around each individual’s schedule, be it childcare needs or parental care needs. All we ask for is accountability, and for each individual to update us so we can ‘cover’ for each other during those hours when they are not at their desk,” she says.

Since the pandemic, the concept of flexible work has emerged as a cornerstone for job satisfaction and employee retention. The traditional 9-to-6 model is giving way to more adaptable schedules, remote work options, and innovative approaches like compressed workweeks.

In April this year, the Singapore Government announced that all employers must have a process in place for workers to make formal requests for flexible work arrangements from December, when new tripartite guidelines come into effect.

What does a flexible work schedule entail? It encompasses a range of practices including remote working, flexible hours, hybrid working models combining remote and in-office work, and compressed workweeks, also known as the four-day workweek.

The four-day workweek, in particular, is gaining interest, and has garnered plenty of discussion with its potential to enhance both productivity and employee well-being. While still in experimental stages, businesses are exploring its feasibility amid a growing demand for improved work-life balance.

“The four-day workweek is not widely adopted in Singapore yet, but there is growing interest in exploring this model,” says Godelieve van Dooren, CEO of Marsh McLennan Southeast Asia & Mercer Asean Leader. “The potential benefits include increased employee satisfaction, improved work- life balance, and reduced stress levels.”

While no country has fully implemented a four- day workweek, several nations, including the UK, Japan, Iceland and Belgium, are experimenting with it or have policies allowing workers to request shorter schedules.

The UK conducted the world’s largest four- day workweek trial from June to December 2022, involving nearly 3,000 workers across 61 companies. Organised by the nonprofit 4 Day Week Global and the think tank Autonomy, this six-month experiment produced positive results.

Companies reported high business performance and productivity, increased revenue, and reduced turnover. The trial followed a 100-80-100 model: Employees received 100 per cent of their pay for working 80 per cent of the time, provided they maintained 100 per cent of their usual output.

According to the think tank World Population Review, early data from various four-day workweek trials are promising. Reducing the average workweek’s length appears to improve work-life balance and overall happiness, while reducing stress levels, particularly in overworked nations.

However, it also highlights that the four-day workweek can place unsustainable financial pressure on employers. For instance, a trial of six- hour workdays (a concept similar to the four-day week) at a Swedish healthcare facility resulted in 68 nurses experiencing reduced stress and improved quality of life. However, to compensate for the lost productivity, the facility had to hire 17 additional employees.

Godelieve notes that this model may present challenges, such as ensuring adequate coverage during all business hours, and managing workload distribution fairly. Ironically, employees might have to sacrifice flexibility during the work days to achieve their targets, and require careful planning of personal activities.

“Poor management of this balance could result in increased stress and reduced productivity,” says Godelieve.

Reaping the benefits of a flexible work arrangement

According to Her World’s annual What Women Want survey, a staggering seven in 10 women in Singapore are willing to take a pay cut for a job that offers better perks and benefits, with a flexible work schedule being a top priority.

In fact, 91 per cent of respondents rated flexible work schedules as “very/fairly important”, highlighting its critical role in modern employment.

Emily Tan*, a 26-year-old wealth management executive, relates to these numbers. She is currently seeking other work opportunities as her current job requires her to go into the office five days a week, but she desires to have the freedom to travel and work in different countries.

“I’m ready to sacrifice a portion of my salary to have the freedom to work from anywhere I want,” she shares. “My current company’s lack of flexibility makes me feel constrained and stifled, to be honest. I feel that since I’m young now, I really want to travel the world and experience as much as I can, so a job with flexible work arrangements would really benefit me.”

According to human resource consulting services Mercer, flexible work arrangements can have a positive impact on employee satisfaction and engagement. When employees have the autonomy to manage their schedules, they often experience reduced stress and increased job satisfaction. This sense of control over their work- life balance translates to higher productivity and loyalty to the organisation.

“Flexible work arrangements can also influence employee retention rates, as it is mentioned as one of the top reasons for employees in Asia and Singapore to stay with their employer,” says Godelieve.

She adds: “On top of that, our studies show that 57 per cent of employees would consider leaving their job if their employer no longer offered remote work. Of course, not all businesses are equipped to offer remote work, due to the nature of jobs that can be performed on-site only.

“Then it is important to offer other forms of flexibility (such as flexi-hours or flexible shifts) or other benefits that are meaningful when an employee needs to be on-site 100 per cent – a tasty and healthy lunch, for example!”

The benefits of flexible work are especially pronounced for parents, particularly working mothers. Flexible schedules allow them to juggle career and family responsibilities more effectively, reducing the pressure of traditional work hours that often conflict with childcare needs.

“Women have been the traditional caregivers of the family; in modern-day society, we wear many hats. Flexible work schedules help us integrate work and life, while fulfilling the other roles we have within our families,” says Ailsa.

“As a working mother with a 12-year-old child, my company’s hybrid working policy allows me to balance my career and parenting responsibilities effectively,” says Marissa Lim, a real estate agent.

“Being able to adjust my work hours or occasionally work from home means I can attend important school events and appointments without feeling guilty or stressed about missing work commitments. This shift, especially post-pandemic, has really helped reduce my working mother’s guilt.”

Godelieve shares that flexibility in work hours and location enables parents to balance their caregiving responsibilities with their careers, making remote work an attractive option for them.

Are such arrangements all that they’re hyped up to be?

Unfortunately, flexible work arrangements can negatively impact career advancement, especially for women. Those who take advantage of flexible work options may face unconscious bias from their co-workers and supervisors, who may assume that they are less committed to their careers.

Moreover, the boundaries between work and personal lives can blur, leading to potential burnout if not managed properly. Organisations must ensure that flexible work policies are supported by a culture that respects personal time and sets clear expectations.

For Marissa, juggling this equilibrium can be challenging when she’s working from home and her child needs attention, especially during work calls. However, despite these challenges, she finds that the benefits of flexible work arrangements outweigh the drawbacks.

“To mitigate these risks, organisations can implement clear performance evaluation criteria, provide mentoring and sponsorship programs, and ensure equal access to career development opportunities for all employees,” suggests Godelieve.

“We also observe that even with remote preferences, employees still crave some form of social contact, which is why workers often choose hybrid positions, or are attracted to companies with a strong company culture that brings employees, even remote ones, together.”

Emily agrees, noting that while she is seeking a remote job, she values companies that offer co-working space memberships, or have active worker communities in various countries where she could possibly meet up and connect with colleagues.

“Besides alleviating the loneliness that could come from working remotely, having these options would enhance my work experience and sense of belonging,” she emphasises.

“I feel that even when it comes to remote working, it’s all about balance: a good balance between face-to-face interactions, which are invaluable for bonding with colleagues and fostering a collaborative environment, and WFH – or in my case, working from anywhere – which will give me the work-life balance I need.”

*Names have been changed