Updates to Work-from-home Advisory in Phase Three of Re-opening

Mr Chua Kheng Wee Louis asked the Minister for Manpower with the start of Phase Three of Re-opening (a) what is the maximum proportion of employees who are able to work from home allowed at the workplace at any point in time; (b) whether work-from-home remains the default mode of working; and (c) whether the Ministry will allow employees who are able to work from home the right to do so for a specified proportion of workplace hours in Phase Three and beyond.

Given the recent trends in COVID-19 cases in the community and workplaces, and the higher risk of potentially more transmissible COVID-19 strains, the tripartite partners decided last month to postpone any further adjustments to Safe Management Measures for the workplace. This means that work-from-home remains the default working arrangement. Employers must also ensure that no more than 50% of employees who are able to work from home are at the workplace at any point in time, and that these employees work from home for at least half their working time.

The Safe Management Measures for the workplace, including work-from-home requirements, will be adjusted taking into account the public health risk, and employee and business interests. They may be eased or tightened in the coming months depending on how the COVID-19 situation evolves.

Work-from-home is one of many flexible work arrangements that help employees better manage their work and personal responsibilities. We encourage employers to continue providing such working arrangements even when the public health risk abates. Tripartite partners have been promoting flexible work arrangements, taking into account the need to balance the considerations of employees and employers. This includes progressively implementing the recommendations of the Citizens’ Panel on Work-Life Harmony that were submitted last year. While there were no specific calls for legislating flexible work arrangements, the Citizens’ Panel focused on efforts to spur adoption, such as growing a community of Work-Life Ambassadors and developing sector-specific Communities of Practice on Flexible Work Arrangements.