More firms offered flexi-work arrangements (FWA) on both formal and ad-hoc bases in 2018, as compared to 2017.
The Manpower Ministry revealed this in its Conditions of Employment 2018 report released on 16 January 2019.
The report captured responses from 3,700 businesses which employed over 1.3 million individuals between June and September 2018.
According to the report, the proportion of companies that provided at least one formal form of FWA in 2018 stood at 53 per cent – a 3 per cent increase from 2017.
Meanwhile, firms that offer at least one form of ad-hoc FWA increased by 9 per cent – from 75 per cent in 2017 to 84 per cent in 2018.
The report also stated that was an increase in the number of employees that had access to at least one form of FWA.
Now, 72 per cent of employees work in companies that have a formal form of FWA – a 2 per cent increase from 70 per cent in 2017.
More Accessible Flexible Work Arrangements
The number of employees that had access to ad-hoc FWA rose by as much as 6 per cent – from 81 per cent in 2017 to 87 per cent in 2018.
Among formal FWAs, part-time work remained the most prevalent, with two in five companies offering it to staff in 2018. This was followed by flexi-time or staggered hours and formal teleworking.
Among ad-hoc FWAs, unplanned time off was more common than teleworking.
Retaining Employees
Minister of State for Manpower Zaqy Mohamad said that it makes business sense for companies to offer FWAs as employees are more likely to stay with the company.
He was speaking at an event organised by the Singapore Human Resources Institute (SHRI) at the NTUC Centre.
The report found that not offering FWA played the most significant role in a company’s resignation rate. This was followed by companies offering less than 15 days of annual leave and making employees work more than five days a week.
“Employees, likewise, when offered flexible work arrangements, see it as a sign that they are valued by the company and that the company is willing to accommodate employees’ responsibilities outside of work. It is also about trust. Employees feel ‘you trust me to get the work done even though I’m not sitting at my desk’,” said Mr Zaqy.