Tripartite Guidelines in Singapore – A New Era of Flexible Work and Parental Leave (Effective December 2024)

Singapore is taking another progressive leap in employment reform. Effective December 1, 2024, the Ministry of Manpower (MOM) and the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) will implement the Tripartite Guidelines on Flexible Work Arrangement Requests. This is a forward-thinking policy designed to empower employees and support employers navigating the evolving future of work.

In addition, starting April 1, 2025, the government will introduce enhanced paternity leave policies and a Shared Parental Leave scheme. These changes reflect Singapore’s growing commitment to family-friendly workplace practices.

This article outlines what employers need to know to stay compliant and competitive.

Key Objectives: 

1. What Are the Tripartite Guidelines 
2. Key Features of the Tripartite Guidelines
3. Parental Leave Enhancements Effective April 1, 2025
4. What This Means for Employers
5. Why This Matters
6. Global Context A Note on Trends
7. Action Items for Employers
8. Frequently Asked Questions 

What Are the Tripartite Guidelines

The Tripartite Guidelines on Flexible Work Arrangement Requests (FWRs) are a mandatory framework that allows employees to formally request adjustments to how, where, or when they work. While flexible work has been widely discussed since the COVID-19 pandemic, Singapore is now one of the few nations requiring a formalized response process for such requests.

Key Features of the Tripartite Guidelines

1. Right to Request Flexible Work Arrangements

Starting December 1, 2024, employees in Singapore may formally request changes to their working hours, location, or work schedule, as long as their total work hours and workload remain unchanged.

Examples of flexible work arrangements include

• Working from home on specific days

• Flexible start or end times

• Compressed workweeks

2. Obligation to Respond Within 2 Months

Employers must respond to FWRs within 2 months of receiving the request. If the request is denied, the employer is legally required to provide a written reason for the denial.

This transparency supports trust, fairness, and open communication between employees and leadership.

3. Policy Customization

Employers have the freedom to draft their own FWA policies as long as they align with the Tripartite Guidelines. These internal policies can help clarify

• Eligibility requirements

• Application procedures

• Review and escalation protocols

This flexibility allows companies to stay compliant while maintaining operational control.

Parental Leave Enhancements Effective April 1, 2025

Singapore’s commitment to family-first employment policies continues with changes that begin in 2025

Enhanced Government-Paid Paternity Leave

From April 2025, eligible fathers will receive more paid paternity leave fully funded by the government. Details on exact leave duration are pending finalization but aim to increase father involvement in early childcare.

Shared Parental Leave Scheme

For the first time, a Shared Parental Leave option will allow eligible fathers to share unused maternity leave entitlements. This gives families more flexibility to balance responsibilities at home and at work.

These changes support greater gender equity in caregiving and align with global best practices.

What This Means for Employers

Policy and Process Adjustments

Employers must review and revise their HR handbooks, leave policies, and internal processes to reflect the new guidelines. Creating clear workflows for FWR submissions and responses is essential.

Manager Training

Supervisors and HR personnel should receive updated training on evaluating FWRs, understanding legal obligations, and writing valid justifications for rejections.

Cultural Readiness

Adopting flexible work does not just require policy—it requires a shift in mindset. Employers should foster a results-oriented culture that focuses on deliverables over physical presence.

Why This Matters

The introduction of the Tripartite Guidelines reflects broader global trends around workplace flexibility, employee well-being, and talent retention. For multinational companies, these changes also signal Singapore’s alignment with other future-ready jurisdictions like Australia, Canada, and the UK.

With hybrid and flexible work becoming standard, formalizing employee rights to request flexibility is not only logical—it is inevitable.

Global Context A Note on Trends

Like India’s mandatory employer-sponsored medical insurance following COVID-19, Singapore’s reforms show how governments are modernizing employment frameworks post-pandemic.

Where India focused on health security, Singapore is focusing on work-life integration. The message is the same employee-centric policies are now business-critical.

Action Items for Employers

FAQs

Is it mandatory for employers to approve every flexible work request
No, but all requests must be considered in good faith and responded to in writing within 2 months.

Can employers limit who is eligible to request flexibility
Employers can define eligibility criteria in their policies, but must remain compliant with guidelines, ensuring fairness.

What happens if an employer ignores a request
Non-compliance with the Tripartite Guidelines may result in reputational damage and intervention by TAFEP.

How much paternity leave will be available starting in April 2025
Details are pending, but the allowance will exceed the current 2-week entitlement.

Final Thoughts

The Tripartite Guidelines on Flexible Work Arrangement Requests mark a pivotal step in the evolution of Singapore’s labor landscape. For employers, these policies are more than a compliance issue—they are an opportunity to cultivate a more resilient, inclusive, and adaptable workforce.

Whether you are based in Singapore or managing global teams, now is the time to revisit your workplace policies and align them with tomorrow’s expectations.

Need Help

If you are a global employer managing teams in Singapore, TCWGlobal can help you stay compliant with new regulations through our Employer of Record services, payrolling, and flexible workforce support.

Book a call with our compliance team to discuss your Singapore workforce strategy for 2025.