Employees in Singapore lack flexible hours despite hybrid work trend

Employees in Singapore are generally approaching return-to-office (RTO) mandates with optimism, yet recent surveys reveal a growing disconnect between employee expectations and employer offerings. While structured attendance policies are largely accepted, gaps in flexible work arrangements (FWAs) and workplace perks are emerging as potential risks for retention.

The JLL Workforce Preference Barometer 2025, which surveyed 500 employees in Singapore, found that 69% now face fixed office attendance requirements. Compliance does not appear to be the main challenge: 63% of employees expressed positive sentiment towards these policies, and 55% believe they collaborate more effectively in the office. However, this apparent acceptance masks deeper dissatisfaction with specific working conditions.

The most significant disparity is in flexible working hours. Singapore is a leading hybrid market, with Colliers’ 2026 Asia-Pacific Workplace Insights report noting that 87% of organisations allow employees to split their time between home and the office. However, according to JLL, while 57% of employees expressed a desire for FWAs, only 53% reported having access to them. Even more strikingly, 64% of employees wish to adjust their working hours to improve their quality of life, but only 41% are able to do so. This 23% gap is one of the widest in the region, second only to Hong Kong, and poses a risk to talent retention, with 61% of employees in Singapore indicating that flexibility influences their decision to join a new employer.

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Beyond flexibility, employees report a “commute-worthy” gap between the workplace perks they expected and those they received. Many believe RTO mandates should come with tangible benefits, such as meals, subsidised travel, or wellbeing initiatives. While some flexible policies and amenities exist, they often fall short of employee expectations. Access to outdoor spaces, sustainable office design, and improved acoustics are among the additional areas employees cite as important for enhancing the work experience.

Colliers refers to this tension as a “hybrid paradox,” in which organisations publicly embrace flexibility while retaining traditional office policies and structures. Cultural expectations around visibility and productivity concerns can limit the benefits of hybrid arrangements. The report warned that organisations may not be reaping the full advantages of flexibility despite offering it on paper. Success lies in aligning workplace design and policies with actual employee needs, including reassessing attendance mandates and trusting employees to self-manage while still meeting business objectives.

The research also highlighted a top-down disconnect in workplace strategy. Across Asia-Pacific, nearly half of organisations engage only senior leadership in RTO policy decisions, with just 19% consulting employees at all levels. This misalignment risks overlooking what employees truly value: connection, flexibility, and inclusion, reported The Business Times.