4-Day Work Week? 69% of Singapore Employers Say It’s Feasible!

In April 2024, a poll by payroll and HR solutions provider ADP found that nearly a third of Singaporean workers expect the four-day work week to become standard within the next five years. Notably, 21% of workers reported that their employers have already implemented this model to promote better mental health at work.

As the year progressed, another survey by recruitment agency Robert Walters revealed that 69% of Singaporean employers now consider the four-day work week “a feasible concept.” Employee enthusiasm, however, was even greater as 93% of workers expressed interest in a trial of the shorter work week. Neighboring countries like Malaysia and Thailand echoed this sentiment, with 94% and 95% of workers in these nations, respectively.

The survey, which gathered insights from over 5,000 professionals across 11 Asian markets, placed Singapore in the middle regarding support for the four-day work week.

SOUTHEAST ASIA LEADS

Southeast Asia appears to be the most optimistic region about this shift in work culture. Compared to places like Hong Kong, China, Taiwan, and South Korea, professionals and businesses in this region are more open to experimenting with a shorter work week.

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WORKPLACE CHANGES

While many HR experts agree that a four-day work week could improve work-life balance, boost employee happiness, and even enhance productivity, they caution that Singapore may not embrace this change immediately.

Aslam Sardar, CEO of the Institute for Human Resource Professionals, noted that Singaporean employers’ hesitancy could stem from the country’s highly competitive business environment. Concerns about operational impact, especially in specific industries, and the complexities of implementing such a shift are key reasons for their caution. Significant organizational changes, cultural adjustments, and technological advancements like automation and job redesign will be critical to making this model work, according to Sardar.

FUTURE IMPLEMENTATION

Despite the hurdles, many Singaporeans are eager to give the four-day work week a try. They view it as a way to improve work-life balance and spend more time with their families. In fact, 96% of professionals surveyed said they would be more inclined to apply for jobs at companies offering this flexible arrangement.

However, when it comes to making compromises, most workers are unwilling to trade reduced salaries or bonuses in exchange for shorter hours, signaling that while the demand for change is high, financial security remains a top priority.

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While the four-day work week is gaining traction, it may take time before it becomes the norm in Singapore, as businesses and workers balance the potential benefits with the challenges of implementation.

Sources: 1, 2, & 3

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Exploring the Pros and Cons of The Coveted 4-Day Work Week

 

The People at Work 2023 Study by the ADP Research Institute highlights the attitudes, aspirations, wants, and needs of workers globally, including those in Singapore. Covering over 32,000 workers across 17 countries, this study stands as one of the largest surveys worldwide.

One crucial finding emerges clearly for Singaporean workers: flexible working arrangements are non-negotiable. A third of Singapore’s workforce anticipates the transition to a four-day work week within the next five years. Remarkably, 21% of respondents in Singapore report that their employers are already implementing this shift to foster positive mental health at work, marking the highest rate across the APAC region.

“The four-day work week is gaining traction due to its potential benefits, such as enhanced work-life balance, heightened productivity, and reduced burnout,” stated Yvonne Teo, Vice President of HR APAC at ADP.

In a four-day work week setup, employees tackle the same workload within a compressed timeframe, aiming to boost productivity. The allure of a prolonged weekend serves as motivation, prompting employees to manage their time more efficiently and curb procrastination. This model is currently under serious consideration by European nations like Iceland, New Zealand, and Spain.

FLEXIBILITY IS CRUCIAL

“Flexibility is not merely a perk but an essential expectation,” emphasized Teo. “Our research underscores that Singaporean employees rank flexibility as the third most crucial factor in a job, following salary and job security. Employers must offer flexible work arrangements to attract and retain top talent.”

According to the report, employees anticipate hybrid work models (34%) and full autonomy over their hours (32%) to become prevalent within the next five years. Teo highlighted that effective implementation and communication are pivotal to ensuring that flexible work arrangements benefit all parties involved. She urged proactive employees to engage in open dialogues with managers to tailor solutions that suit everyone’s needs.

For employers, Teo suggested offering customized solutions to accommodate employees’ flexibility requirements through transparent communication. “Striking a balance that aligns with both the company’s objectives and the well-being of its workforce is crucial for fostering a positive and inclusive work environment,” she added.

Now, let’s uncover the advantages and disadvantages of this work setup.

Advantages include:

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1. Enhanced time management efficiency
2. Heightened productivity
3. Increased sales stemming
4. Improved employee retention
5. Decreased operational costs, including electricity bills
6. Mitigated employee burnout
7. Cultivation of a healthier work culture and environment

Disadvantages include:

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1. Potential compromise in output quality due to time constraints
2. Lower customer service satisfaction
3. Challenges in workforce management adaptation to a four-day work week
4. Elevated costs for revisions or rush services
5. Longer working hours to compensate for the shorter workweek
6. Incompatibility with certain industries

Despite these disadvantages, some local companies in Singapore have already embraced the four-day work week, including PropertyGuru, Mambu Singapore, Tenya Singapore, and Candlenut.

The question persists: will adopting a four-day work week enhance your company’s long-term growth and sustainability? While many companies turned to remote work during the pandemic, some chose to maintain this setup due to its long-term benefits. If you envision improved employee retention or heightened productivity aligning with your long-term objectives, transitioning to a four-day work week might prove ideal for your company.

Sources: 1 & 2

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New Guidelines Allow All Employees to Request Flexi Work Arrangements from December

In today’s dynamic work landscape, flexibility is becoming more than just a perk—it’s a necessity. With the release of the new Tripartite Guidelines on Flexible Work Arrangement Requests, effective from December 1st, 2024, all employees who have completed their probation period will have the opportunity to formally request flexible work arrangements from their employers.

Crafted by the Tripartite Workgroup on Flexible Work Arrangements, under the Ministry of Manpower (MOM), these guidelines mark a significant step towards accommodating the evolving needs of the workforce post-pandemic. While not legally binding, they outline a structured process for requesting and handling flexible work arrangements, fostering a more agile and inclusive work environment.

Here are five key takeaways to better understand the implications of these guidelines:

Variety of Flexible Work Arrangements

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Flexibility comes in various forms, including:
– Flexi-place: Allowing employees to work from locations other than the office.
– Flexi-time: Permitting employees to work at different hours without altering total work hours.
– Flexi-load: Adjusting workloads or hours to accommodate personal needs.

Request Process and Timeline

Employees can initiate a formal request through their company’s designated platform or a template provided in the guidelines. Once submitted, employers must respond within two months, either approving or rejecting the request in writing. Rejected requests should include clear reasons, and employers are encouraged to explore alternative arrangements.

Reasonable Business Grounds for Rejection

Rejection of requests must be based on “reasonable business grounds,” which may include factors such as:
– Cost implications.
– Impact on productivity or output.
– Feasibility or practicality considering the nature of the job role.

Purpose and Impact

These guidelines aim to address the evolving needs of Singapore’s workforce, particularly in light of demographic shifts and caregiving responsibilities. By promoting flexible work arrangements, employers can enhance talent attraction and retention, support caregivers, and sustain labor force participation.

Examples of Flexible Work Arrangements

Flexibility extends beyond remote work and alternate hours. Employees may also request reduced workloads or part-time schedules, fostering a healthier work-life balance and increasing overall job satisfaction.

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In essence, these guidelines reflect a proactive approach towards embracing change in the workplace. By empowering employees to seek flexible arrangements tailored to their needs, Singapore’s workforce can adapt and thrive in the post-pandemic era.

Sources: 1 & 2

 

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