Handling flexible work arrangement requests: what the Tripartite Guidelines mean for employers

Singapore’s Tripartite Guidelines on Flexible Work Arrangement Requests took effect on 1 December 2024. They require employers to have a process for formal flexible work requests, consider each request properly and give a written decision within two months. Employers do not have to approve every request, but a rejection must be based on reasonable business grounds and explained in writing.

Key takeaways

• The guidelines (TG-FWAR) apply from 1 December 2024 and all employers are expected to comply.
• They cover how requests are handled, not the outcome. You can still say no for sound business reasons.
• Employees who have completed probation can make formal requests in writing.
• A written decision is due within two months of receiving a formal request, with reasons if you reject it.
• Employees who feel their request was not properly considered can approach TAFEP, which will guide non-compliant employers.

What are the Tripartite Guidelines on flexible work arrangement requests?

They are a set of rules agreed by MOM, NTUC and the Singapore National Employers Federation that set out how employers should handle formal requests for flexible work. They replaced earlier guidance from 2014 and 2017.

The guidelines set minimum requirements for the process. They do not require you to offer flexible work arrangements (FWAs), though employers are encouraged to. The point is that a formal request gets a fair hearing and a clear answer.

The guidelines recognise three broad types of FWA:

Who can make a formal FWA request?

Any employee who has completed probation can make a formal request. You may choose to consider requests from staff still on probation, but the guidelines do not require it.

For a request to count as formal, it must be in writing. Per MOM, it should include:

1. The date of the request.
2. The type of FWA requested, including expected frequency and duration.
3. The reason for the request.
4. The requested start date and end date, if relevant.

If your company has its own process, such as a form or an HR system, employees should use it. Informal requests, like a passing mention to a supervisor, are not covered, and TAFEP will not look into complaints about requests that do not meet the formal requirements. It still makes sense to point staff to the right channel rather than ignore a casual ask.

What must employers do when they receive a request?

Consider it properly and reply in writing within two months. Here is a practical sequence that fits the guidelines.

1. Acknowledge the request and confirm who will decide on it. Employers can decide who approves FWA requests.
2. Talk to the employee. Understand the reason and discuss how the work would get done.
3. Assess the business impact. Look at costs, productivity, team coverage, client needs and whether the role can be done that way.
4. Consider alternatives if the request as made will not work, such as fewer home days or a trial period.
5. Give a written decision within two months of receiving the request. If you reject it, include the reason.
6. Agree on review points if you approve. You can set when the arrangement will be reviewed.

Setting this out in your employee handbook helps managers apply it the same way across teams. Put the process, the request form and the approving manager in writing, and make sure staff know where to find it.

What are reasonable grounds to reject a request?

Reasonable grounds relate to the business. The guidelines give cost, harm to productivity and feasibility or practicality as examples.

When you reject a request, explain the business reason in the written decision and, where possible, suggest an alternative. For example, a retail supervisor may not be able to work from home, but flexi-time around store opening hours might work.

What happens if an employer does not follow the guidelines?

Employees who feel their request was not properly considered can approach TAFEP (the Tripartite Alliance for Fair and Progressive Employment Practices). Unionised employees can also approach NTUC or their union.

Per MOM, TAFEP will assess the case. If it finds the employer did not assess the request properly, TAFEP will guide the employer to comply. Beyond any formal follow-up, poor handling tends to cost you in trust and retention, which is often the bigger price.

How can employers make flexible work run well?

Treat flexible work as a way of organising work, not a perk to be rationed. The firms that do this well set clear expectations on output and communication.

• Define outcomes. Agree on deliverables and deadlines, not just hours at a desk.
• Set core hours. Pick a window when everyone is reachable for meetings.
• Train managers. Most FWA friction comes from managers unsure how to lead teams they cannot see.
• Keep payroll accurate. Flexi-load changes affect pay, leave and CPF. Update records promptly, or use payroll outsourcing to reduce errors.
• Review regularly. Check arrangements at agreed intervals and adjust as the business changes.

For more on the people side, see our articles on adapting to hybrid work and keeping culture strong with remote teams.

When should you get help?

Get HR or legal advice if requests are piling up, if you are turning down many of them in one team, or if a rejected employee has approached TAFEP. A clear, documented process protects both sides.

Liberte Consulting helps employers put HR policies, handbooks and payroll processes in place through our HR outsourcing services. For the full text, refer to the Tripartite Guidelines and FAQs published on the MOM and TAFEP websites.