Introduction: FWA and the Future of Work in Singapore
Work-life balance stands as a key element of today’s job market. In Singapore, the government’s newest initiatives show this change — making sure companies and workers can use flexible work.
From 1 December 2024, all employers must give fair thought to official requests for Flexible Work Arrangements (FWAs) under the Tripartite Guidelines on FWA Requests created together by MOM, NTUC, and SNEF.
This guide breaks down the new FWA system — including the kinds of FWAs, how to apply, and ways employers can follow the rules while using HR tech to make management easier.
Starting December 2024, all companies in Singapore must give fair consideration to employee requests for Flexible Work Arrangements (FWA) as spelled out in MOM’s Tripartite Guidelines.
What’s the Deal with Flexible Work Arrangements (FWA)?
Flexible Work Arrangements (FWAs) offer workers options beyond the usual 9-to-5 office grind — helping people balance their work and personal lives better while getting more done.
Main FWA options in Singapore (according to MOM):
| FWA Type | Description | Examples |
| Flexi-Place | Work from locations other than the main office. | Telecommuting, Work-from-Home (WFH), Co-working spaces |
| Flexi-Time | Flexible working hours while maintaining total workload. | Staggered hours, Compressed workweeks, Flexi-shifts |
| Flexi-Load | Adjusted workloads with proportional pay. | Part-time work, Job-sharing, Project-based assignments |
Note: Companies don’t have to approve every FWA, but they must look at all formal requests and without bias.
Who Can Ask for FWAs?
All workers who have finished their probation period can make a formal request to have a Flexible Work Arrangement.
This Includes:
- Workers with full-time, part-time, and contract positions.
- Employees with and without union representation.
Steps to Request a Flexible Work Arrangement
The Tripartite FWA Guidelines 2025 require the process to be official, recorded, and clear.
Step 1: Worker Request
Workers submit a written application — through email, HR system, or document — that includes:
- Application date
- FWA type (such as flexible hours remote work)
- Desired start date, length, and how often
- Explanation for the request
Step 2: Company Evaluation
Companies must review each application based on business requirements and look at:
- Whether the job suits the arrangement
- How it affects work output
- If the suggested time or place is doable
Step 3: Time to Answer
Companies need to give an answer within two months after they get the request.
If they say no, they must give a good business reason (not personal opinions).
Good Business Reasons to Say No to FWA Requests
Even though the law likes flexibility, bosses can say no if it causes work problems.
Here are Some Good Business Reasons to Say No:
- Money Issues: Big money strain from changing things or hiring more people.
- Work Output Worries: Possible drop in how much gets done or how good the work is.
- Whether it Works for the Job: Some jobs need you to be there or work with others in ways you can’t do from far away.
Good Practice: When possible, offer options like hybrid workdays or modified schedules instead of flat-out saying no.
What Employers Must Do Under the Tripartite FWA Guidelines
1. Set Up a Clear Internal System
Companies need a standard FWA request system such as online forms or submission portals.
If there’s no system in place, the written request should contain all key info (date, type reason how long).
2. Communicate Transparently
Have honest chats to find workable answers. This builds trust and teamwork between HR and staff.
Union members can ask their union for help if they can’t agree.
3. Give Fair Thought
Companies must review flexible work requests — avoiding bias based on gender, family duties, or job level.
Tip: Document all flex work requests and decisions to show you’re following the rules if checked or questioned.
Advantages of Offering Flexible Work Options
Putting flexible work policies in place isn’t just about following rules — it’s about building a workforce ready for what’s next and able to adapt.
1. Better Balance Between Work and Life
Staff can handle personal tasks more, which cuts down on stress and makes them more invested in their work.
2. Happier Employees
Freedom to choose how they work makes staff feel good about their job and more loyal to the company.
3. Keeping and Attracting Top Talent
Companies that welcome flexible work arrangements (FWAs) draw in a wide range of talent. This includes people with family responsibilities, those raising kids, and workers who prefer a mix of office and remote work. These policies also help cut down on the costs of replacing employees who leave.
4. Better Business Continuity
FWAs help keep things running when problems hit. Whether it’s a health crisis or transport troubles having remote work options means the business can keep going.
5. More Productive Workers
Research from MOM shows that businesses offering FWAs see up to 30% happier employees and fewer people calling in sick.
How Info-Tech’s FWA Software Makes Following Rules Easy
Trying to manage FWAs by hand can cause mix-ups missed approvals, and record-keeping headaches. Info-Tech’s Flexible Work Arrangement (FWA) Software takes care of everything:
- Online Submission & Approvals: Employees submit requests; managers review and approve them in the system.
- Compliance Tracking: The system logs request dates, decisions, and reasons to ensure transparency.
- Integration with HRMS & Payroll: The software adjusts attendance, scheduling, and pay without manual input.
- Analytics Dashboard: Users can check adoption rates, performance trends, and get insights into productivity.
Result: HR teams cut down on time lower bias, and keep MOM-compliant records with ease.
Final Thoughts: Flexibility with Accountability
Singapore’s FWA Guidelines 2025 signal a major change in how companies see work — moving from strict schedules to flexibility based on results.
Companies that adopt these changes can create a work culture that prizes both getting things done and keeping workers happy. Info-Tech’s FWA software makes it easy to handle flexible work rules, keep things open, and follow all the rules.
Give your team more power, build up trust, and be ready for what’s next with FWA answers that follow the rules and use tech.
Book a Demo: See how Info-Tech’s Flexible Work Arrangement Software helps create fair, compliant, and smooth flexible work processes.
Frequently Asked Questions:
What are the new FWA requirements in Singapore (2025)?
Starting December 2024, Singapore employers must give fair consideration to formal FWA requests under MOM’s Tripartite Guidelines.
Who is eligible to apply for a Flexible Work Arrangement?
Any worker who’s finished their probation can apply. This includes full-time, part-time, and contract employees.
How long do employers have to respond to FWA requests?
Employers need to answer within two months. If they say no, they must provide a good business reason.
What qualifies as a valid business reason for rejecting FWA?
Valid reasons include high costs to operate, effects on productivity, or jobs that can’t be done.
How can software help with FWA compliance?
Info-Tech’s FWA Software makes submissions automatic, keeps track of decisions, and makes sure documents line up with MOM’s Tripartite FWA guidelines.
