Do Flexible Work Schedules Make Sense for Singapore?

2023.11.22

The pandemic has altered many of our perceptions of what constitutes a healthy work-life balance. Although many of us assumed that working an office job full-time would be the norm, the pandemic made remote and hybrid work arrangements possible. Many found the new arrangements gave them more control over personal and professional responsibilities.

In recent months, Singapore has been delving deeper into the concept of flexible work arrangements.

Are flexible work schedules the best option in Singapore? Let's go exploring.

What does a flexible work schedule mean?

Simply defined, flexible work schedules and arrangements are alternatives to the conventional work style. Shorter work weeks, remote work, and flexible scheduling are a few popular forms of flexible work arrangements in Singapore.

Here's a brief explanation of these flexible work schedules:

Flexible Timings

With flextime, employees can choose when they start and end working as long as they complete the appropriate number of hours each day. This program aims to alleviate the burden of commuting for employees. Most businesses that implement flextime have set "core hours" during which all employees must be present.

Reduced Work Weeks

For certain organizations, a reduced workweek implies that the customary 40 hours could be divided into fewer days. The 4-day work week is a more contemporary interpretation of this, reducing the typical 40 hours to 32 hours while preserving the same salary and benefits.

Working From Home

When employees work remotely, they do not come into a conventional office setting. They can work from anywhere, including their homes. Employees may choose to work flexible hours on occasion as long as their duties are completed.

The Advantages of Adjustable Work Schedules:

More Time for Your Own Interests

The ability to spend more time with friends, family, and oneself is undoubtedly one of the advantages of flexible work arrangements. Having the flexibility to work in an environment that best suits you, pick up your kids from school on time, or squeeze in an extra 20 minutes for a morning run are just a few of the benefits of having a flexible work schedule that can enhance overall employee happiness and satisfaction.

Lower Operating Expenses

Financially speaking, flexible work schedules, like telecommuting or shortened work weeks, can benefit both the business and the employee. This translates to lower costs for an employer in terms of electricity, pantry supplies, and other office supplies. Employees would save money on lunches, parking, and other expenses!

Enhanced Efficiency

Greater time flexibility can help in preventing burnout. In one of the biggest pilot trials, 2,500 Icelandic workers experimented with a 4-day workweek between 2015 and 2019. The employees claimed to be more motivated at work, experience fewer burnouts, and feel less worried. More recovery time could improve worker productivity and concentration at work.

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Is It Time to Move Toward Flexible Work Schedules?

Following the epidemic, workers are no longer inherently programmed to believe that a five-day workweek at the office is the best option. Most discussions about flexible work arrangements revolve around three main points of contention: flexibility, benefits, and employee needs.

Workers want a solution that will help them better manage their personal and professional obligations. Everyone has different demands in this regard. An older worker may require this time to care for their aging parents or to support their children, whereas a young working adult may seek extra time for self-care. While some employees may feel that working remotely increases productivity, others may prefer flexible work schedules because they better suit their needs and way of life. To summarize, there is no one-size-fits-all working structure.

We can endeavor to enhance employers' comprehension of their employees' requirements. We can change our expectations so that they are centered on the quantity of work completed rather than the number of hours worked or the location of the work.

The Conclusion

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