Flexible Work in Singapore: Stigma and Mistrust Persist Despite New Guidelines

Singapore has made strides in promoting flexible work arrangements, with tripartite guidelines in place since late 2024 mandating that employers consider such requests. On paper, this policy aims to foster a harmonious environment, enhancing talent retention and broadening hiring pools. The statistics appear encouraging, with around seven in 10 firms offering flexibility and a high approval rate for employee requests.

However, the lived experiences of many employees paint a different picture. Beneath the surface of policy implementation, a significant cultural hurdle remains: stigma and mistrust. Workers who opt for flexible arrangements, even just a couple of days a week, often find themselves singled out. They face subtle, yet persistent, disapproval from colleagues and even superiors, who may question their commitment or productivity simply because they are not physically present in the office five days a week.

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There have been indirect comments from colleagues and even from the head of department saying that it’s not always a good thing to be working from home, even though it’s just twice a week, and even though you are 100 per cent responsive to work.

This creates a challenging dichotomy. On one hand, the guidelines provide a framework for flexibility; on the other, ingrained workplace norms and a perceived emphasis on presenteeism undermine its effectiveness. Employees report being deliberately ignored on digital communication platforms or facing delays in work because colleagues prefer face-to-face interactions, effectively penalizing those who utilize flexible options.

From a Singaporean perspective, this highlights a common tension between progressive policy-making and deeply rooted workplace cultures. While the government pushes for modern work practices to support work-life balance and talent management, the reality on the ground is often a struggle against traditional mindsets. The challenge for Singapore is to not only legislate flexibility but to actively cultivate an environment of trust and inclusivity where flexible work is seen not as a privilege or a sign of reduced commitment, but as a legitimate and effective way of working, benefiting both the employee and the organization.

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For example, when you’re working from home, they will not respond to you on Teams message, they will not reply to you on emails, just because they prefer to speak to you face-to-face in the office.