Under the amended Employment Act, flexible work arrangement (FWA) is now safeguarded by law, meaning Malaysian workers now have the right to request varying working hours, days, and locations. This provides opportunities for discussions to take place on flexible work arrangements, but employers still reserve the right to decline these if there are grounds to do so.
One challenge that regularly comes up for employers is the difficulty managing employees who are working remotely. It is crucial that any FWA put in place within an organization does not negatively impact productivity, whilst considering the needs of their employees. Without proper planning and variations in work arrangements, employees may find it difficult to set boundaries between work and personal life, while others may struggle in communicating effectively with colleagues due to location, and sometimes even time differences.
From our poll results, 40% of 337 respondents shared that FWA is not applicable for them due to the nature of their jobs and we see that up to 18% of respondents had applied for FWA but were ultimately turned down. The remaining 42% of respondents in the survey have FWA in place, either from before or after 2023.
Clear guidelines and expectations must be established from the get-go for remote work to work. Both employers and employees also need to maintain active communication lines with each other. This can help alleviate productivity paranoia, where employers feel uneasy about whether employees are being productive and working on the right thing while away from their direct supervision.
Ultimately, the experiences of the pandemic have accelerated the shift towards remote work and employers need to recognize that FWA does not necessarily mean a drop in productivity. When done correctly, it may actually help in boosting workforce morale, enhancing work efficiency and quality instead.
#FWARamblings #EA1955 #BebelBimbo
