Flexible Work Arrangements (FWAs) have evolved from a bonus to a fundamental workforce expectation in Singapore. As demographics change, caregiving needs grow, and global work cultures shift, employees now seek more control over their work schedules, locations, and methods.
To tackle this change, Singapore’s Ministry of Manpower (MOM), in partnership with NTUC and SNEF, launched the Tripartite Guidelines on Flexible Work Arrangement Requests (TG-FWAR) in 2025. These guidelines create a standard for companies to handle FWA requests ensuring fair, clear, and consistent practices across all sectors.
This complete guide gives employers all they need to handle FWAs in 2025—from what FWAs mean, to how the rules affect your company, and how to put them into action successfully.
Why Flexible Work Arrangements Are Important in 2025
FWAs have grown beyond a post-pandemic fad. They now serve as a key tool for:
1. Attracting Talent & Building Employer Brand
Singapore’s tight job market means job seekers favor companies that offer flexibility. Many now rank FWAs as a top factor in their job search—sometimes even more than pay.
2. Keeping and Engaging Employees
MOM studies reveal:
- Companies with flexible work arrangements see less staff turnover
- Staff who can work feel happier and stay longer
- People like it when their personal needs get support
3. Smart Workforce Planning for Teams of All Ages
Singapore’s workforce is getting older; more people over 50 keep working. Flexible work lets companies reshape jobs to keep experience while offering doable workloads.
4. More Output Through Freedom to Choose
Firms with well-established flexible work systems see gains in output because of:
- Less time spent traveling to work
- Better focus when people work at times that suit them
- Less stress and fewer burnouts
5. Variety, Inclusion, and Doing Good for Society
FWAs help working parents, caregivers, people with health issues, and employees who want to keep learning.
put — FWAs are now essential. They form the basis of a modern strong workforce.
Grasping the Hurdles Employers Face with FWAs
Although most employers see the upsides, many still hesitate because of practical worries. Common issues include:
1. Keeping Track of Work Done
Managers fret about staff “slacking off” when they’re not in the office. But, industry research shows output often goes up with well-planned FWAs.
2. Keeping Communication and Teamwork Smooth
Without set guidelines mixed or flexible teams might face gaps in talking to each other or working together.
3. Setting Schedules and Covering Shifts
Industries like F&B, healthcare, logistics, and retail are afraid of staff shortages during busy times.
4. No FWA Policies and Processes
Many businesses don’t have: • A written FWA request process • A fair approval system • HR tools to keep track of flexible schedules
5. Fear of FWA Misuse
Bosses worry that some might take advantage of flexibility if rules aren’t clear.
These real worries shaped the MOM’s 2025 Guidelines—to help companies use FWAs, not blindly.
Case Study: How Paradise Group Used FWAs
The Challenge
Paradise Group Holdings, a top F&B chain in Singapore, struggled with:
- High employee turnover
- Trouble finding new workers
- Tired staff working long hours
- Stress from not having enough people
Their Fix: A Flexible Work Setup with Many Choices
They brought in flexible work options that fit an industry where people often think flexibility can’t work:
- Half-Day Regulars Drew in older workers and people caring for others.
- Workday Regulars (School Hours) Worked well for parents.
- Weekend & Public Holiday Shifts Got students and people with other jobs interested.
- Three-Day Work Week Helped staff balance work and life better while keeping enough workers.
- Shift Swapping & Emergency Time-Off Requests Offered flexibility while ensuring fairness.
Impact
- 22% of staff stayed with the company for over five years
- Boosted morale and job satisfaction
- More stable workforce with predictable schedules
- Better talent draw across age groups
Key Insight
If F&B can make FWAs work, any industry can—given well-crafted frameworks, communication, and expectations.
The 2025 Tripartite Guidelines: What Employers Must Do
The 2025 TG-FWAR guidelines don’t force employers to say yes to all FWA requests—but they do require companies to handle requests fairly, consistently, and transparently.
Here’s a complete breakdown of what employers need to do:
1. Set up a Clear FWA Request Process (Required)
Workers need a structured way to ask for FWAs, like:
- An online form
- Company HRMS
- Email template
- Internal portal
Requests should include:
Type of FWA
- Proposed start date
- How long it will last
- How the job will get done
This makes things clear for everyone.
2. Answer Requests in a Timely Manner
Employers can’t ignore FWA requests or take forever to respond.
Companies need to reply within 2 months, as MOM suggests.
3. Judge FWAs Based on Business Reasons
Employers should evaluate FWA requests considering reasonable factors such as:
Valid reasons for rejection
- Job needs on-site work (customer-facing, machine operation, laboratory tasks)
- Effect on team output/client care
- Too many staff asking for the same hours
- Safety, security, or compliance issues
- No other suitable positions open
Invalid reasons include
- Personal dislike
- Ideas about gender roles
- Age-related thinking
- “We’ve never tried this before”
4. Give Clear Written Explanations for Refusals
Companies should:
- Explain the business reasons
- Skip vague “it’s our policy” answers
- Suggest other options when possible
Example: Instead of “Your request is rejected,” write: “We can’t let you work from home every day because your job needs you to handle equipment on-site. But we can offer you one day a week to work.”
5. Keep Records to Stay Transparent
Companies should track:
- Requests to work
- Decisions on approvals
- Written explanations
- Changed work setups
This shields employers from arguments and keeps things consistent.
6. Teach Managers to Apply Flexible Work
Managers need to know:
- How to judge requests
- What to tell employees
- How to check work of flexible teams
- How to avoid unfair judgments
Bosses who don’t get training are the top reason flexible work plans don’t work out.
Types of Flexible Work Arrangements (Recognized by MOM)
Singapore acknowledges three main groups:
1. Flexi-Time Arrangements
Workers change their start and end times while meeting total hours.
Examples:
- Staggered hours
- Compressed workweek
- Shift-swapping
- Part-time roles
2. Flexi-Place Arrangements
Employees do their jobs or from different locations.
Examples:
- Work-from-home
- Remote work
- Satellite/location-based work
3. Flexi-Load Arrangements
Workload shifts without changing job scope.
Examples:
- Job sharing
- Project-based workload
- Reduced hours
How FWAs Have an Impact on Workforce Strategy in 2025
1. To Attract Younger Workers
FWAs make employers more appealing and help blend work and personal life.
2. To Support Mid-Career Workers
Helps workers juggle looking after kids or elderly parents.
3. To Keep Senior Workers
Lets older employees keep working with less physical strain.
4. To Benefit Companies
Boosts worker involvement, cuts down on people quitting, and makes operations more adaptable.
How HRMS Software Makes FWA Management Easier
Handling FWAs by hand gets tricky. HRMS systems fix this by:
1. Streamlining FWA Requests
Workers send requests through an app; bosses give the go-ahead with everything out in the open.
2. Keeping Records to Follow Rules
FWA choices, papers, and explanations get saved without manual input.
3. Keeping Tabs on Attendance with Flexible Schedules
Phone-based sign-in, location tagging, work assignment mixed work tracking.
4. Connecting Time Info to Wages
Auto-math for extra hours showing up, and bonuses, cutting down mistakes.
5. Making Staff Planning Possible
HR can spot worker shortages and fix schedules as needed.
This keeps FWAs organized, rule-following, and simple to handle.
Closing Thoughts
Singapore’s 2025 FWA Rules are a big move towards a newer, fairer, and worker-focused job scene. Companies that get and use FWAs will get big plus points:
- Increased employee retention
- Enhanced company reputation
- Improved worker output
- Wider and more varied talent selection
Flexible work options shape the future workplace — companies that adopt them now will become the top employers of tomorrow.
To roll out flexible work options using HR management software offers the quickest and most rule-abiding approach.
Want To Make Your Workplace Ready For the Future? Check Out Our Flexible Work Arrangement Software Now!
Frequently Asked Questions:
What’s a Flexible Work Arrangement (FWA) & Why’s it Important?
A Flexible Work Arrangement (FWA) lets employees choose their work hours, location, and way of doing tasks. Imagine working from different places choosing your own hours short weeks or sharing your job with someone else. By 2025, all the companies that offer this kind of freedom will be the ones with happy and productive employees.
Are Businesses Required To Approve Every FWA Proposal?
No, employees can ask for a Flexible Work Arrangement (FWA), but that’s no guarantee they’ll get a yes. The managers have to think through these requests with unbiased outlook and can turn them down for solid reasons such as the need to keep operations smooth or making sure the team stays on the same page.
Won’t FWAs Just Make Employees Slack Off?
Not a chance, if you play your cards right. Lots of businesses notice their teams getting more done after putting well-organized FWAs in place. The magic formula? Set goals clear as crystal, keep a sharp eye on how everyone’s doing.
How Can HR Tech Simplify Handling FWAs?
Managing flexible job arrangements can turn into a real headache. But hey, that’s what HR tech is for. These functional HRMS software, programs let companies set up automatic green lights, keep an eye on who’s showing up, stay on top of how employees are doing, and make sure they’re playing by the newest rulebook.
