Singapore’s work culture is globally known for its long hours, high pressure, and intensely competitive environment. Workers in the city-state regularly clock in 43-hour weeks, with unpaid overtime being a norm for many. However, this 60-year-old work tradition may be about to experience a dramatic shift.

Starting in December 2024, all employers will be required to have a formal process for employees to request flexible work arrangements. Employers must respond to these requests within two months, providing valid business reasons if they reject a request. This initiative aims to support a tight labour market and an ageing workforce, making it easier for caregivers and seniors to remain in the workforce.

These newly announced guidelines mean Singapore’s workers can request four-day work weeks, more work-from-home days, staggered work times, and flexible locations. The announcement mirrors measures by other governments relaxing employment arrangements to retain talent, such as the UK’s Flexible Working Bill and Australia’s ‘right to disconnect.’

Numerous global studies have revealed the benefits of shorter work weeks, namely four-day work weeks, for both productivity and employees’ well-being. The business world is increasingly embracing the ethos of work quality over work quantity, giving leaders a clear impetus to embrace more flexible and agile hiring models.

Our Talent-on-Demand report recently uncovered how these new models are being implemented across Southeast Asia (SEA). Regional business leaders reported scaling down fixed-cost and capability models in favour of flexible hiring and variable costs.

As such, the demand for highly skilled freelance talent across SEA has grown by 85% since last year. This trend is driven by the aforementioned factors and talent’s desire for a work-life balance that fits their personal needs.

Amid economic changes and advancements in technology, the worldwide flexible workspace market could exceed between US$35 million and US$50 million by 2030, reflecting the growing demand for flexible and agile work environments. Thus, the flexibility offered by adaptable workforce models will no longer be just a benefit but an expectation.

Autonomy through flexibility

Flexible working hours, or flexitime, is a work arrangement that allows employees to determine their work schedules with their employer rather than adhering to a strict nine-to-five schedule. Flexitime has become increasingly popular in modern workplaces, especially among working parents and younger professionals, who may have more individualised lifestyles and a fresh attitude toward their careers.

Also Read: Rethinking remote work: The engagement issue at the heart of work-from-home

From a hiring perspective, flexible working arrangements are a significant opportunity to attract new talent. Young talent may want the chance to work overseas temporarily or full-time, devote more time to personal growth and hobbies, and feel empowered by their company’s trust in them to set their own schedule. Flexible work is proven to bring increased job satisfaction and work-life balance, which lowers employee absenteeism, increases commitment, and reduces turnover.

For skilled freelance and independent consultants, flexible work presents a significant opportunity to gain work and experience with various organisations. Skilled freelancers value their independence, freedom of choice, and the chance to experience different company cultures. They have the autonomy to manage their personal needs and work life, choosing projects that fit their specific requirements.

The rise of independent talent aligns with organisations’ increasing pivots toward agile and flexible hiring models. Companies can tap independent professionals for their specialised skills to complete specific projects. Once the new capability has been implemented, both the employer and freelancer can move on to explore their next opportunity.

The right model

As Singapore’s flexible work arrangement (FWA) guidelines roll out, the next step for business leaders and human resources will be to determine which models best align with their operations. One popular option is a hybrid work arrangement that blends remote and in-office work.

The freeform hybrid model specifies a set number of required in-office days but allows employees to choose which days they come in. Alternatively, businesses may opt for an anchor model, which designates the required in-office days or weeks.

Spurred by these trends, businesses will be more likely to adopt compressed work weeks, flexitime, and reduced hours or part-time roles to offer greater schedule flexibility. These approaches help organisations expand their talent pool and promote work-life balance. As a result, they may see reduced overhead costs, lower turnover rates, a broader talent pool, and increased productivity and satisfaction.

With Singapore leading the way, the traditional nine-to-five model may soon be a thing of the past in Southeast Asia. Organisations need to evolve from previous rigid mindsets to retain a new generation of talent and stay competitive. The Singaporean Government has set the flexitime guidelines; now, businesses must make it the norm.

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