NO Promise OF FOUR-DAY Function WEEK
After being mentioned in international media reports about the guidelines, Ms. Gan and the firm associations also made an effort to understand the bilateral stance on four-day workweeks.
According to Mr. Ng, the instructions were supported by SNEF on three guiding rules: that employers have the authority to decide whether to grant a request for flexible work arrangements; and that the preparations must not have an adverse effect on performance or the quality of the company; and that not all positions and jobs are appropriate for all types of flexible work arrangements.
He emphasized that the joint guidelines do not mandate any results or require any type of flexible work arrangements for companies.
Employ it as a tool to facilitate the discussion so that there is a way for these ( flexible work arrangement ) requests to be passed, he said, adding that businesses were expected to continue to emphasize a “strong organisational culture”.
Elaborating on this, Mr Ng pointed out that Singapore’s market is worldwide connected, and depends on the labor “being energetic and being really flexible”.
“ I would hesitate if this whole suggestion of a four-day ( work week ) becomes a widespread culture, because there may be huge consequences on businesses and the economy, ” he said.
Instead of making it a standard form of culture, I would suggest that we really look at the position itself and the nature of the business, to see if it’s appropriate. ”
If a top employee wants to retire but agrees to be on a four-day workweek schedule so the company can continue to profit from his encounter and plan for succession, Mr. Ng. would be an example that would go against the guidelines.
Ms Gan said that given Singapore’s workers deficit, it would be hard for companies to provide a four-day work week.
There might be some businesses out there that can. That’s excellent for them, if they’re able to manage their work approach, the nature of their work, that they can implement it. So be it. But I don’t view that becoming the norm, ” she said.
Employers who can utilize a four-day workweek for an individual without affecting output or allowing the employee to work without cutting the employee’s pay may be able to take on, according to Ms. Gan.
But if the employee’s performance and responsibilities are reduced as a result of adaptable work preparations, it would be good to consider a reduction in compensation, she added.
ASME’s Mr Ang noted that a four-day work week you take different forms. Most businesses do not accept a work schedule that was shorter without reducing pay, and the request may be “flatly rejected.”
Employers must weigh the requests for flexible work arrangements within certain standards of productivity and efficiency, he said, but in the long run, there are many choices in performance management and career architecture to take into account.