Oral Answer to PQ on Outcome-based work arrangements

NOTICE PAPER NO. 552 OF 2026 FOR THE SITTING ON 3 MARCH 2026
QUESTION NO. 1613 FOR ORAL ANSWER

MP: Ms Valerie Lee

To ask the Minister for Manpower (a) whether the Ministry has studied ways to encourage a shift towards more outcome-based work arrangements, rather than structured time-based models, where appropriate; and (b) what measures are in place to support employers and employees in adopting such practices while safeguarding productivity and employee well-being.

Answer:

Both employers and employees may benefit from outcome-based work arrangements, where the nature of the job allows. However, such a model may not be suitable for jobs that would require shift work or a physical presence. Many Professionals, Managers and Executives already work on the basis of delivering successful outcomes, with limited tracking of work hours. As our workforce profile and the nature of jobs continues to evolve, we may expect more employers and employees to adopt such flexible work arrangements.

2. The Tripartite Guidelines on Flexible Work Arrangement Requests sets out the process for workers to formally request for flexible work arrangements, and for employers to consider these requests on reasonable business grounds. As part of implementation, employers and workers should mutually agree on the outcomes and how to track them.

3. The Government also supports employers in adopting technology and redesigning jobs through enterprise and workforce transformation initiatives, so that work can be done more efficiently. This enables workers to deliver higher value in less time, improving productivity and enabling outcome-based approaches to work.

4. Even as some work arrangements move towards outcome rather than time-based management, we recognise the need for employees to have healthy work-life boundaries. The Tripartite Advisory on Mental Health and Well-being at Workplaces sets out good practices for employers that support the well-being of their workers, including setting reasonable expectations of after-hours work communications and communicating them to employees. Such practices could include not requiring employees to respond to non-urgent work-related messages and emails until the following working day.