I Was There for Many of My Baby’s Firsts’: Two Singaporean Parents Share Their Flexible Work Success Stories

If there’s one silver lining from the pandemic, it’s the widespread acceptance of Flexible Work Arrangements (FWA), such as remote work. According to a 2022 IPS study, 41 to 52 percent of workers believe that “FWAs should be the new norm in Singapore.”

Statistics shared by Minister of State for Manpower Gan Siow Huang in March indicate that more companies are adopting flexible working policies. In 2019, 70% of employees worked for firms offering at least one type of FWA; this number rose to 90% by 2021. With the introduction of the Tripartite Guidelines for Flexible Work Arrangements, FWAs are expected to become even more common.

Curious about how FWAs can work for you? Here are two employees from different companies who have found arrangements that fit their needs.

Initial Challenges in Communicating Needs

Josiah Ng, a video producer at Mothership, starts work an hour earlier during the week and finishes early on Mondays, around lunchtime. This arrangement, known as staggered time, was established to help him take his son to therapy sessions.

However, Ng initially struggled to approach his employers about this need, fearing it might be perceived as slacking off during busy workdays. “I didn’t want to seem like I was prioritizing other commitments over my responsibilities,” he shared. Even after the FWA was in place, he worried about work while tending to his son’s needs.

Collaborative Parenting and Productivity

Similarly, Joyce Tan, a human resources executive at Works Applications Singapore, juggles work and childcare by forming a tag team with her husband. “We interchange responsibilities until nightfall,” she explained. This teamwork allows her to remain productive, as someone is usually available to help care for their young son.

After her son goes to bed, Tan engages in her “second shift,” where she completes her work without interruptions, ensuring all tasks for the day are finished. Her employer believes in creating a better work environment for happier employees, which has helped Tan cherish moments like witnessing her son’s milestones.

Establishing Healthy Work-Life Boundaries

Ng emphasizes the importance of setting boundaries with his work, learning to trust that his colleagues can manage tasks while he is attending to his family. He believes employers can better support working parents by initiating discussions about their needs and creating a safe space for open dialogue.

Exploring More Flexible Work Arrangements

If you’re interested in learning more about FWAs, Judith Alagirisamy, Senior Manager at TAFEP, notes that employers should find creative solutions that align with both organizational goals and employee needs. Here are some popular options:

Part-time Work: Employees work fewer hours each week, which can be beneficial for those pursuing further education or needing extra time for family.
Job-Sharing: Two or more part-time employees share one full-time role, allowing flexibility in balancing commitments.
Staggered Time: Employees choose their start and end times to better accommodate personal and work obligations.
Flexi-Hours: Employees have the freedom to work anytime during the week, as long as they meet agreed-upon hours.
Compressed Work Schedule: Employees work full-time hours over fewer days, offering a customizable schedule.
No One-Size-Fits-All Solution

Both employees and employers looking to enhance the work experience should recognize that FWAs are not one-size-fits-all. Alagirisamy stresses that open communication with managers is key to finding the arrangement that best fits individual needs.