Regulate flexible working arrangements

patterns have evolved rapidly since early last year due to restrictions imposed by authorities worldwide to contain the spread of Covid-19.

One such example is the rise of flexible working arrangements which affect working hours and work schedules arrangements such as part-time work, job sharing and workplace flexibility, such as working from home or at a certain location.

Such working arrangements are beneficial to the organisation and the employees.

From the employers’ perspective, the flexibility means being able to adjust quickly to changing economic conditions besides improving services and productivity as well as reducing operation costs.

From the employees’ perspective, the flexibility means being able to adjust the work time or workplace. Workers can bargain with employers in terms of working hours, place of work and job sharing.

Studies have shown that the flexible work arrangements are associated with greater job satisfaction and reduced work or familyrelated stress on workers.

The rapid expansion of the country’s small and mediumsized industries have created an increased demand for workers are semi-skilled and low-skilled or unskilled.

Instead of depending on migrant workers to make up for the shortage of manpower in these industries, local workers could be encouraged to be involved in them.

Flexible working arrangements could attract local workers, particularly women with household responsibilities. This can reduce the country’s over-dependence of migrant workers.

But flexible working arrangements can be challenging as there is no proper legal framework to govern the human resources practices.

Hence, government agencies should consider regulating flexible working arrangements with reference to the best practices elsewhere with similar systems.