Office-first, but can employees still ask for flexibility?

• Office-first is back, but flexibility still matters: As organisations reinforce in-office work, employees continue to prioritise work-life balance, even as access to flexible arrangements lags expectations.
• Employees can still request flexibility where applicable: MOM has clarified that under the Tripartite Guidelines on FWA Requests, employees may submit flexible work requests even when in-office work is the default, and employers must properly consider them.
• Being careful in communications: Poorly worded policies or everyday “return-to-office” conversations can discourage legitimate requests, increase compliance risks, and undermine trust — making clarity and consistency critical for HR and managers.

As more organisations return to office-first work arrangements, new questions are emerging around flexibility. Employees may be unsure whether it still makes sense to ask for flexible work arrangements, while managers may worry about setting expectations they cannot meet.

This uncertainty comes as several organisations reinforced in-office work as the default in recent years. National University of Singapore (NUS) has adopted a five-day work-from-office policy for full-time staff, Microsoft now requires employees to be in the office three days a week, and Amazon is driving a stronger return-to-office push.

At the same time, flexibility remains a priority for employees. JLL’s Workforce Preference Barometer 2025 found that work-life balance has overtaken salary as the top priority for employees staying with their current employer, cited by 65% of office workers globally. Yet access does not always match expectations. While 57% of employees believe flexible working hours would improve their quality of life, only 49% currently have access to them, with expectations particularly high across Southeast Asia.

As these shifts take place, clarity has become critical, particularly following the Ministry of Manpower’s (MOM)'s recent clarification that employees can continue to submit flexible work arrangement (FWA) requests even when in-office work is the default. Umairah Nasir unpacks what this means in practice, and the implications for workplace conversations.

Employees on in-office mandate can still request flexible work arrangements

Under the Tripartite Guidelines on Flexible Work Arrangement Requests (TG-FWAR), which came into effect in December 2024, employees may formally submit FWA requests, and employers are expected to properly consider them based on business needs.

This applies even in organisations where the default work arrangement is fully on-site. Employees who feel their requests are not properly considered can approach the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP), which may assess cases and guide employers to comply with the guidelines.

For employers, this means office-first policies cannot be communicated in a way that suggests flexibility is no longer available.

What employers should be mindful of when explaining office-first policies

From a legal standpoint, the way office-first policies are explained matters.

“What employers should have top-of-mind is that even if a company’s internal practice and/or policy is that ‘work from office’ is the default or preferred position, employees still have the right to make a request for a flexible work arrangement pursuant to the TG-FWAR,” Pradeep Nair, Local Principal, Baker McKenzie Wong & Leow shares.

He adds that such requests must be properly considered. To foster alignment between employers and employees, Pradeep emphasises the importance of open and transparent communication from the outset.

"Assuming a premium is placed on working from the office, job descriptions should explain why in-person attendance is a key aspect of the role and recruiters or talent partners should also clarify with candidates at the earliest opportunity how in-person attendance is vital to the business as well as an employee’s performance of the role," he explains.

As affirmed, setting expectations clearly at the hiring stage can help avoid misunderstandings later, particularly when employees consider whether to submit an FWA request.

Where everyday conversations can create risk

Even with clear policies, risk can arise in everyday conversations. Statements about ‘returning fully to the office’ may be read as closing the door on flexibility.

This can discourage FWA requests, run counter to MOM’s guidance, and increase the risk of complaints. Managers therefore play a key role in making clear that office-first does not mean request-free.

HR’s role in keeping flexibility conversations clear

From an HR perspective, clarity and trust need to go hand in hand in an office-first environment.

Kathleen Seah, Director, Human Capital, PhillipCapital tells us: “It is important for organisations to communicate the rationale upfront — how onsite presence supports collaboration, operational efficiency, and team cohesion — while reinforcing that flexibility remains accessible when personal circumstances arise.”

She explains that at PhillipCapital, this balance is supported by having a clear flexible work arrangements policy, a simple request process for additional flexibility, and case-by-case assessments based on business and operational needs to ensure fairness and consistency. "Thoughtful responses to such requests help employees see that genuine needs are met with empathy, whether for caregiving responsibilities or temporary life events."

Seah also notes that framing flexibility as a shared responsibility, anchored in productivity, engagement, and operational continuity, helps maintain employee confidence while supporting organisational effectiveness. Such alignment and transparency, she says, strengthen trust and reinforce a workplace culture where both performance and wellbeing matter.

Why clarity and consistency matter

Keeping in mind the viewpoints above, as more organisations reinforce office-first work arrangements, how flexibility is discussed matters as much as the policy itself. Clear and consistent communication helps employers remain aligned with regulatory requirements, reduces legal and employee relations risks, and supports trust in the workplace.

Office-first does not have to mean inflexible. But without careful wording and consistent practices, everyday conversations about flexibility can quickly create confusion and unintended consequences.

ALSO READ: Layoffs and lifelines: How employers can better support employees through business restructuring or closures

Images / Provided