The Malaysian Employers Federation (MEF) has expressed its support for the recently introduced flexible working arrangement guideline but plans to engage with the authorities and other stakeholders to propose further enhancements.
Its president, Datuk Dr Syed Hussain Syed Husman, highlighted that besides advocating for a “right to discuss” model, the federation aims to propose clearer definitions of various flexible working arrangement options to standardise understanding and expectations across organisations.
MEF also suggested introducing guidelines specifying valid grounds for rejecting flexible working arrangement requests and granting employers the flexibility to create guidelines tailored to their organisational needs.
Syed Hussain pointed to findings from the federation’s survey, Flexible Working Arrangement: Assessing Practices & Perspectives of Private Sector Employers in Malaysia, which highlighted key areas for improvement in flexible working arrangements (FWA).
The survey, conducted this year, revealed that 70 per cent of respondent companies reported increased adoption of hybrid work models following the Covid-19 pandemic. One key recommendation was shifting from a “right to request” to a “right to discuss” approach for flexible work arrangements.
“More than half of the respondents – 52.8 per cent – supported allowing employers the flexibility to create their own FWA guidelines tailored to their organisational needs. Meanwhile, 46.7 per cent advocated for a ‘right to discuss’ approach, promoting collaborative conversations rather than obligating employers to formally respond to every request,” said Syed Hussain.
“One of the most significant considerations for employers, cited by 86 per cent of respondent companies, is whether the tasks require physical presence in the workplace.
“Additionally, over half of the companies expressed concerns about the potential for flexible schedules to disrupt production workflows or daily operations. Meanwhile, 40 per cent were uncertain about maintaining employee performance levels in remote work settings.”
Other factors influencing decisions on FWAs included potential impacts on product or service quality, challenges in task restructuring, and costs associated with setting up remote work infrastructure.
Besides the “right to discuss” model, the survey proposed clear criteria for approving FWA requests (69.4 per cent support), standardised FWA options (71.1 per cent), and transparency in rejection processes (61.1 per cent).
Syed Hussain emphasised MEF’s commitment to promoting flexible working arrangements. In 2023, the federation collaborated with the International Labour Organisation to publish a comprehensive FWA guideline in English, Bahasa Malaysia, and Mandarin, alongside a short video.
MEF also partnered with Talent Corporation (TalentCorp) Malaysia Berhad – an agency under the Human Resources Ministry – to organise seminars encouraging Malaysian employers to adopt FWAs.
“Flexible working arrangements are here to stay. The new generation of employees demands it, but we acknowledge that not all jobs are suitable,” said Syed Hussain.
“To maintain readiness in hybrid arrangements, companies should equip employees with the tools and resources needed for remote work, such as laptops and ergonomic setups. Regular check-ins and team meetings help keep employees connected and aligned with organisational objectives.
“For flexible working arrangements to succeed, there needs to be a shift in management style – from managing others to managing oneself. More focus and discipline are required. Self-motivation and drive are essential for guiding both employees and employers. Delegation and trust must also be practised by all parties.”
As of Jan 1, 2023, FWAs are permitted under Sections 60P and 60Q of Malaysia’s Employment Act 1955. The new amendments to the law aim to improve workers’ welfare.
On Thursday, Human Resources Minister Steven Sim announced that TalentCorp would conduct a six-month study on Malaysian companies implementing FWAs to assess their impact on productivity.
