Singapore’s Policy Shift to Flexibility: What Businesses Need to Know

In December 2024, Singapore rolled out a new policy on flexible work arrangements (FWAs), formalizing that all employers must have a process in place for workers to make formal requests for flexible work arrangements.

This shift towards FWAs has proven to have a positive impact on employee well-being, productivity, and job satisfaction, positioning themselves for long-term success.

According to the Gensler 2024 Global Workplace Survey, adaptable policies that accommodate various working environments are most effective.

While Singapore is renowned for its progressive workplace initiatives, it is not the first country to solidify flexibility and adaptability in policy.

Since 2019, the European Union’s Work-life Balance Directive has recognized flexible work as a right, not just a courtesy of the employer.

In recent years, FWAs have also gained significant traction in the Nordic countries—Finland, Denmark, Sweden, and Norway—leading in flexible work arrangements, with over half of all company employees having some control over their working hours.

Following this, Germany’s four-day workweek and the UK’s 2024 measures encourage flexible work from day one, covering a range of options such as part-time, remote, and compressed work.

See also: 7 Unique Benefits of Workplace Flexibility

What does Singapore’s new FWA policy mean for business?

In response to the new FWA policy, companies must redirect their focus toward crucial policy areas that align with these regulations, laying the groundwork for a more flexible and inclusive work culture.

Strategic planning and transparent communication are vital to the successful implementation of FWAs. Collaboration across all organizational levels is paramount. Senior management, managers, HR, and employees must work in tandem to build a culture of trust and nurture team collaboration and accountability.

Trust is the cornerstone of effective FWAs. It empowers employees to manage their schedules responsibly while receiving support, regular feedback, and performance evaluations.

There are a few ways companies can implement FWAs:

Flexi-time — Staggered time: Employees can vary their starting and ending times within specified limits. This allows them to balance work and personal commitments better, resulting in higher employee satisfaction and retention.

Flexi-Place—Telecommuting: Employees can choose to work from locations outside the office, including home, which empowers teams to work in environments where they feel most productive, contributing to higher engagement and performance.

See also: Remote Work Enablement: A Guide for Global Teams

How to implement flexible work arrangements in global teams?

The globalization of work and the rise of remote employment have empowered organizations to tap into international talent and function on a global scale. However, embracing flexibility within the global workplace introduces distinct challenges.

Coordinating flexible work policies across varying time zones and jurisdictions can disrupt team cohesion. If not managed effectively, these disparities may lead to legal and compliance complications.

For example, if a global organization implements a flexible work arrangement (FWA) policy in Singapore while neglecting other countries where it operates, it may create a disconnect among teams.

Conversely, if the organization decides to implement the FWA across all locations, it could face legal hurdles. For example, Portugal has specific regulations that govern remote work arrangements, requiring formal agreements and compliance with local laws.

At Deel, we address these challenges through our all-in-one Global People Platform, which we’ve built to serve our own needs as the world’s largest remote and globally dispersed organization operating across 110 countries.

This powerful platform is built to scale with organizations of all sizes, from small teams to enterprises of thousands. Whether you want to hire worldwide without opening legal entities, streamline HR for your global team, or pay all types of workers anywhere with consolidated payroll—Deel does it all with full compliance.

When it comes to supporting flexible work arrangements, Deel’s platform provides comprehensive solutions tailored to the complexities of global workforce management. Here are some of the key features:

Customizable policies and contracts

Deel enables organizations to build and tailor employment contracts that align with the legal requirements and cultural norms of each jurisdiction. Whether you’re introducing remote work, flexible hours, or hybrid models, Deel ensures compliance with local laws while keeping employee agreements crystal clear.

Example: In France, where the “right to disconnect” is a legal requirement, Deel helps incorporate these provisions into contracts seamlessly.

Time tracking and performance management

Tracking hours and managing productivity can be challenging in flexible and remote setups. Deel’s platform integrates tools that allow companies to:

• Monitor work hours across multiple time zones
• Analyze team performance without micromanagement
• Ensure employees are fairly compensated for overtime or additional hours worked, adhering to local regulations

Discover how MELD manages its remote team effectively through Deel.

See also: Remote Employee Attendance and Time Tracking Policy Template

Compliance with employment laws

Employment laws change frequently, especially with the rise of flexible and remote work arrangements. Deel keeps you up-to-date on the latest regulatory shifts, reducing the risk of non-compliance.

Example: In countries like Portugal, where remote work laws require formalized agreements, Deel ensures these are accurate, enforceable, and compliant.

See also: Stay Ahead of Changing Regulations With These 3 Compliance Strategies

Global payroll and benefits

Deel’s global payroll system makes paying workers—whether part-time, full-time, or contractors—simple and compliant. It supports multiple currencies, tax systems, and benefits packages, helping businesses implement flexible arrangements without worrying about administrative headaches.

Benefit: Employees receive personalized benefits and accurate payments regardless of their location.

See also: 5 Tips To Quickly Improve Payroll Process for Remote Teams

Support for digital nomads and cross-border workers

For companies embracing digital nomad policies or cross-border remote work, Deel simplifies the process. The platform manages:

• Visa and work authorization compliance
• Tax implications of employees working from multiple locations.
• Local payroll and insurance requirements, ensuring no employee is left without essential coverage

See also: How Digital Nomads Catalyze Company Growth

Data-driven insights for decision-making

Deel provides analytics and reporting tools to help businesses make informed decisions about their workforce. Leaders can evaluate the success of flexible work policies by reviewing:

• Productivity trends
• Employee satisfaction metrics
• Cost efficiencies from adopting remote or flexible arrangements

See also: Essential Performance Management Insights for Remote Teams

Gear up for flexible work arrangements with Deel

Deel is everything your organization needs to hire, pay, and manage a global workforce. With our all-in-one platform, you can:

• Pay anyone, anywhere, in minutes
• Compliantly expand your team and hire globally
• Consolidate your HR operations
• Simplify, speed up, and scale global IT operations
• Set your team up for success with performance tools
• Attract and retain talent with immigration support

Sound like the ideal solution? Book 30 minutes with a product expert to get your questions answered.

This article was originally published on hrmasia: Time to adapt: Singapore businesses gear up for flexible work guidelines