新加坡正在試行四天工作制，但實施情況如何？據內媒報道，新加坡於2023年12月1日發布勞資政靈活工作安排指導原則，鼓勵僱主正規化流程，評估員工提出的靈活工作需求，例如四天工作制。根據指引，若員工提出申請，僱主需在兩個月內作出回應，若拒絕，必須提供具體的書面理由。
指導原則無法律約束力
然而，這些指導原則並無法律約束力，並不強制僱主提供靈活工作選項。大多數僱主在收到員工的書面申請後，因為擔心會增加成本、影響生產力或認為不可行，選擇拒絕員工的申請。
根據新加坡全國僱主聯合會的調查，95%的僱主表示目前不會實行四天工作制。許多企業尤其是中小型企業，擔心減少工作天數會影響生產效率，因此他們更傾向於採取其他靈活的工作安排，如遠程辦公或彈性工時。
新加坡的法定每週工作時間為44小時
新加坡的法定每週工時為44小時。大多數新加坡公司採取5天半工作制，即週一至週五工作8小時，並在週六上午工作4小時；而一些外資公司則採取5天工作制，但每天的工作時間接近9小時。
有關四天工作制的指引，由新加坡勞工部、全國工會大會及人力資源部共同成立的工作小組——新加坡全國僱主聯合會（TAFEP）提出，旨在幫助企業吸引和保留人才。TAFEP的助理秘書長楊涴淩（Yeo Wan Ling）指出，對於護理人員、女性工作者以及資深員工來說，能否享有靈活的工作安排往往是他們選擇是否留下或重返職場的重要考量因素。
企業拒絕申請需提供解決方案
指引要求所有新加坡企業建立一個正式流程，讓員工提交靈活工作申請。雖然這些指引不具法律效力，但企業不得僅以「傳統工作模式」或「不相信彈性工作」為由拒絕員工的申請。企業若拒絕批准申請，應提供「生產力下降」、「成本增加」等理由，並與員工探討其他解決方案。若員工被拒絕，可以尋求工會或TAFEP的協助。
延伸閱讀：國際諮詢公司Mercer發表最新年度《薪酬調查報告》
Singapore’s 4-Day Workweek Trial Faces Resistance: 95% of Employers Say No
Singapore’s trial of the 4-day workweek is making headlines, but its widespread adoption remains unlikely. According to local media reports, on December 1, 2023, Singapore introduced a new set of Tripartite Guidelines on Flexible Work Arrangements. These guidelines encourage employers to formalize the process for evaluating employee requests for flexible work schedules, including the option for a 4-day workweek. If an employee submits a request, employers must respond within two months. Should the request be denied, the employer is required to provide a clear written explanation.
Guidelines Lack Legal Force
However, the guidelines are not legally binding, and there is no obligation for employers to offer flexible work options. A significant number of employers have reportedly rejected such requests, citing reasons such as increased costs, potential negative impacts on productivity, or simply the infeasibility of the arrangement.
According to a survey by the Singapore National Employers Federation (SNEF), 95% of employers indicated that they do not plan to implement a 4-day workweek at this stage. Many companies, particularly small and medium-sized enterprises (SMEs), express concerns that reducing the workweek could undermine productivity. As a result, they are more inclined to adopt other flexible work arrangements, such as remote work or flexible hours.
Legal Workweek in Singapore Remains 44 Hours
Singapore’s legal workweek remains at 44 hours. The typical schedule for local companies is a five-and-a-half-day workweek, consisting of full days from Monday to Friday (8 hours each) and a half-day on Saturday (4 hours). Some foreign companies follow a five-day workweek, with extended daily hours close to 9 hours.
The 4-day workweek guidelines were introduced by the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP), a body comprising the Ministry of Manpower, the National Trades Union Congress (NTUC), and the Singapore National Employers Federation. The guidelines reflect a broader governmental and corporate effort to retain talent by offering greater workplace flexibility. TAFEP’s Assistant Secretary-General, Yeo Wan Ling, highlighted that flexible working arrangements are often a major factor for workers—particularly caregivers, women, and senior employees—when deciding whether to stay in or return to the workforce.
Employers Must Explore Alternative Solutions
While the guidelines do not carry legal weight, they stipulate that employers cannot reject requests based solely on traditional working practices or a lack of belief in flexible work. Denial must be based on valid grounds such as “reduced productivity” or “increased costs” due to the nature of the job. If a request is denied, companies are required to discuss alternative solutions with the employee. Should the employee feel aggrieved, they are encouraged to seek assistance from a union or TAFEP.
In summary, while Singapore is experimenting with a shorter workweek, its widespread adoption faces significant resistance, particularly from employers concerned about productivity and cost. The government’s push for flexible work arrangements remains a work in progress, and its success will depend on the willingness of both employers and employees to embrace such changes.
