Tripartite 2025 Guidelines for Flexible Work Requests in Singapore

As of 1 December 2024, Singapore’s new Tripartite Guidelines on Flexible Work Arrangement (FWA) Requests have come into effect. While not a law, these guidelines are mandatory for all employers and set a new national standard for handling employee requests for flexible work.

For SMEs in Singapore, these changes aren’t just about HR — they touch on team structure, payroll, accounting services, and compliance. If you’re a small business owner, here’s what you need to know to stay compliant and support your team responsibly.

What Are the Tripartite Guidelines?

Issued by the Ministry of Manpower (MOM), NTUC, and SNEF, the Tripartite Guidelines require employers to implement a formal, documented process for handling FWA requests. These arrangements include:

• Flexi-place (e.g. work from home)
  
• Flexi-time (e.g. staggered or compressed hours)
  
• Flexi-load (e.g. part-time or job sharing)
  

Employers are expected to consider requests fairly and respond within two months — with valid business reasons if rejecting.

What SMEs Must Do Now

1. Create a Process for Requests

Employees must be allowed to submit FWA requests in writing (email is acceptable). The request should include:

• The type of flexibility requested
  
• Proposed start date and duration
  
• Reason for the request and how it supports their job
  

2. Respond Within 2 Months

Employers must give a written response — either approval or rejection with reason — within two months of receiving the request.

3. Document and Retain Records

All requests and outcomes should be logged, especially in case of future disputes or review by TAFEP or MOM.

4. Train Supervisors

Managers should assess requests based on role needs, business impact, and consistency — not personal preference.

What Are Acceptable Reasons to Reject an FWA?

Employers can reject a request only on reasonable business grounds, such as:

• The job requires fixed hours or on-site work
  
• Client-facing duties that cannot be done remotely
  
• Reduced staffing would harm operations
  
• Security, data, or equipment limitations
  

“Company policy” or “it’s inconvenient” are not valid reasons.

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What If You Already Allow Flexibility Informally?

You can keep your existing informal practices — but employees still have the right to make a formal request, and you must follow the official process in those cases. The guideline process applies regardless of your internal flexibility culture.

How This Affects Payroll and HR Policies

For SMEs, flexible work often overlaps with:

• Payroll adjustments (for flexi-load arrangements like part-time)
  
• Leave tracking (for compressed workweeks or staggered schedules)
  
• CPF calculations (if workload or wages change)
  
• Employment contract terms that may need to be updated
  

That’s why it’s critical to align FWA policies with your payroll and HR systems — to avoid non-compliance or overpayment issues.

Best Practices for SMEs

• Create an FWA Policy Document: Even a short one works — outline how requests are submitted, reviewed, and logged.
  
• Update HR Handbooks: Reflect your FWA framework so new and existing employees are clear on their rights.
  
• Set Manager Training Expectations: Ensure consistency and remove bias.
  
• Track Arrangements in Your Payroll System: For CPF, IRAS reporting, and internal accountability.
  

Why This Matters

For smaller teams, every person counts. Handling flexible work well means:

• Better staff retention and morale
  
• Stronger employer reputation
  
• Reduced legal or regulatory risk
  
• Compliance with MOM and TAFEP expectations
  

Summary

The Tripartite 2025 Guidelines aren’t about making life harder for employers — they’re about making work more sustainable. For SMEs, adopting a fair and structured approach to flexible work isn’t just smart — it’s necessary.

Start small: document your process, align it with your payroll structure, and keep communication open. You’ll be better protected, and your team will thank you.

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