SINGAPORE – Southeast Asian tech giant Grab has mandated that its Singapore employees return to the office five days a week starting today, 2 December. This decision reflects a shift from hybrid work practices established during the pandemic, aimed at enhancing collaboration and accelerating growth within the organisation.

But Grab is far from being the only one to roll back its remote work setup. Amazon is also returning to a five-day workweek in the office, with its policy set to begin early next year.

Meanwhile, Starbucks has implemented a policy requiring its corporate employees in Singapore to be in the office at least three times a week, with potential disciplinary measures for noncompliance.

These overall sentiments reflect a growing inclination among larger companies to enforce stricter return-to-office mandates despite employee preferences for flexible arrangements, according to industry observers.

Why more firms are returning to office

Companies are said to be shifting back to five-day workweeks primarily for the following reasons:

1) Improved collaboration

Firms like Grab and Amazon emphasise that increased face-to-face interactions foster better teamwork and communication, which are crucial for accelerating growth and innovation.

2) Enhanced productivity

Organisations believe in-person work leads to higher productivity levels, as employees can more effectively engage in collaborative tasks and problem-solving.

3) Standardisation of policies

Some companies find it challenging to measure productivity in hybrid settings, prompting a return to a uniform policy that applies to all employees, ensuring fairness across departments.

4) Management preferences

Older executives, particularly male CEOs, are more likely to favour a full return to the office, reflecting traditional management styles.

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Potential consequences for employees refusing RTO mandates

Employees who refuse to comply with return-to-office policies may face various legal consequences, including disciplinary action and other similar sanctions around employment.

Companies, for instance, can impose measures ranging from verbal or written warnings to suspension or demotion for non-compliance with mandatory policies. Non-compliance can affect promotions, bonuses, and other employment benefits, as it may be viewed negatively in performance evaluations.

Persistent refusal to adhere to return-to-office mandates may lead to termination, especially if the policy is deemed compulsory. However, outright dismissal solely for non-compliance is considered rare due to potential reputational risks for the employer.

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The impact of RTO on employee satisfaction

In Singapore, the push for full-time office attendance has contributed to increased dissatisfaction, with the country being labelled the “unhappiest workplace” in the region due to high stress levels and work-life imbalance.

Many employees express a preference for flexible arrangements, with surveys indicating that 82% favour flexible working hours.

Rigid RTO mandates from companies like Grab and Amazon have led to fears of job loss among those who prefer remote work, further exacerbating discontent.

Degree of flexibility for workers in Singapore

There are, however, exceptions to RTO mandates in Southeast Asia. Grab allows employees facing personal circumstances to apply for remote work or alternative arrangements.

Meanwhile, the National Volunteer and Philanthropy Centre offers flexibility for employees to choose their in-office days based on business needs.

Singapore’s upcoming Tripartite Guidelines on Flexible Work Arrangement Requests in Singapore will require employers to formally consider flexible work requests. They encourage firms to weigh individual requests, allowing for case-by-case exceptions to general mandates.

To accommodate FWA requests effectively, companies are required to have a formal process for handling employee requests starting this month. For one, employees must submit written requests, which employers must respond to within two months, providing reasons for any rejections based on reasonable business grounds, such as productivity or cost considerations.

Employers are encouraged to discuss requests constructively and explore alternatives if a request is denied. Companies failing to comply with these guidelines may face advisory interventions from the Tripartite Alliance for Fair and Progressive Employment Practices, which emphasises education over punitive measures.