More Singapore companies offering flexible work arrangements in 2024 than before

More Singapore companies are still offering flexible work arrangements, even though the Covid-19 pandemic has long passed.

The proportion of firms offering flexible work arrangements increased from 68.1 per cent in 2023, to 72.7 per cent in 2024, said Minister of State for Manpower Gan Siow Huang in Parliament on March 7.

She also announced enhancements to the Career Conversion Programmes to support the reskilling of mid-career new hires and employees on jobs with flexi-load arrangements.

These are part of measures to support women and caregivers in managing their roles and pursuing their career aspirations, she said.

The Career Conversion Programmes currently provide employers with salary support when they reskill mid-career new hires or existing employees into growth job roles, which span around 30 sectors, including financial services, retail, built environment, and information and communications.

There are three modes of the programmes: on-the-job training, training and work attachments, and reskilling to take on new or redesigned job roles. Employers who want to sign up for the programme can do so on the Workforce Singapore website.

These programmes currently cover full-time jobs. But from April 1, they will also include reskilling of mid-career new hires and employees with flexi-load arrangements such as part-time work.

To qualify, employees must be reskilled into growth job roles and be employed, either permanently or on contract terms of at least one year.

For example, a cyber-security firm looking to hire a part-time employee can tap a Career Conversion Programme to hire and reskill a mid-career worker from another sector, Ms Gan said. During the training period, Workforce Singapore will also fund up to 90 per cent of the worker’s salary, capped at $7,500 per month.

Ms Gan also responded to MPs such as Mr Louis Ng (Nee Soon GRC) and Mr Sharael Taha (Pasir Ris-Punggol GRC) who asked about creating inclusive workplaces that support families and caregivers.

“Working caregivers have also highlighted that flexible work arrangements are a more sustainable way to manage work and caregiving responsibilities, which is something we have made progress on,” she said.

She noted that the Tripartite Guidelines on Flexible Work Arrangement Requests was launched in April 2024 to set out how employees can request such arrangements, and how employers can consider them.

Ms Gan also gave the example of Sheng Siong supermarket, which is using flexible work arrangements as part of its strategy to retain employees. It recently introduced staggered working hours for office employees, as well as options for alternative work schedules for those in front-line operations.

Some MPs asked about increasing the number of public holidays.

Non-Constituency MP Hazel Poa suggested adding three more public holidays – for Hari Raya, Thaipusam and Chinese New Year – while Workers’ Party MP Jamus Lim (Sengkang GRC) asked for Thaipusam to be included.

Ms Gan said: “The current configuration of public holidays in Singapore is the outcome of careful deliberations and consultations with various religious groups at the point of Singapore’s independence.

“We encourage employers to make it possible for Singaporeans of all faiths to observe their respective religious festivals. Maintaining the current balance has served us well, and it continues to be the sensible approach for Singapore.”

In response to additional questions from Associate Professor Lim, she added: “We should not take Singapore’s economic progress for granted and look to introducing additional public holidays at every opportunity.”

She emphasised that while the Government cannot designate all important festivals as public holidays, there must be understanding and regard given for Singaporeans to observe occasions that are significant to them.

“That is why we urge all employers to show understanding and flexibility in this regard,” she said.

When it comes to strengthening fair workplaces, Ms Gan also noted that the Workplace Fairness Bill passed earlier in 2025 will provide a layer of protection against discrimination. Under the legislation, it is unlawful to make employment decisions, such as hiring, firing and appraisals, based on five sets of characteristics such as race and age.

Manpower Minister Tan See Leng also commented on improving human resource (HR) practices in his speech on March 6.

He was responding to queries from Mr Patrick Tay (Pioneer), Mr Yip Hon Weng (Yio Chu Kang) and Mr Edward Chia (Holland-Bukit Timah GRC) on raising HR standards.

“HR plays an important role in workforce transformation, not just to comply with employment legislation but also uplift organisations’ human capital,” he said.

Dr Tan added that a Tripartite Workgroup on Human Capital Capability Development will be launched to raise HR standards and HR professionals’ capabilities.

The work group will find ways to strengthen HR practices, introduce national standards and help companies maximise the potential of their workforce and support business growth.

Sue-Ann Tan is a business correspondent at The Straits Times covering capital markets and sustainable finance.

Source: The Straits Times © SPH Media Limited. Permission required for reproduction.

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