Automation could aid Singapore transition to compressed workweek

Employers should use the city-state’s advanced tech infrastructure to make it work.

Singapore companies should use emerging technologies to automate routine tasks to ease human workload and boost productivity if they want a proposed four-day workweek to work, analysts said.

“Without significant investments in automation or tailored policies for different sectors, a shorter work week risks widening disparities and undermining the city-state’s regional competitiveness,” Liyana Soh, head of Marketing at Jobstreet by SEEK in Singapore, told Singapore Business Review.

Employers could use the city-state’s strengths in digital connectivity and remote work infrastructure to make it work, Soh said.

“Singapore's status as a global innovation hub, with its advanced technological infrastructure and skilled workforce, could position it as a candidate for adopting a four-day workweek,” she added.

But transitioning to a four-day workweek also demands a careful calibration of legal and policy frameworks, she said. “Success would hinge on collaborative efforts between policymakers, employers, and employees to create a framework that balances operational efficiency with the growing demand for flexibility.”

Saumitra Chand, a career expert at Indeed noted that “Singapore’s strengths lie in its advanced digital infrastructure, skilled workforce, and strong productivity-driven culture, which makes it well-equipped to experiment with flexible working arrangements.”

“That being said, challenges include potential difficulties in communication, collaboration, and team coordination” Chand added.

A poll by the Singapore National Employers Federation from 30 September to 7 October showed 95% of employers would not implement a four-day work week, citing the need for companies to be run round the clock.

Under the work plan, employees work four days a week for a total of 36 hours, instead of the usual five days for up to 44 hours. Compensation will be the same.

On the other hand, a Robert Walters survey showed that 93% of Singaporean employees are keen to adopt a four-day workweek.

US consulting firm Mercer said one option employers are considering is a compressed workweek, where employees work the same number of hours in four days. But this could lead to increased burnout.

Workplace Intelligence Insider said artificial intelligence (AI)-powered systems could handle data entry, scheduling, basic customer service inquiries, and many administrative tasks to ease the load on human workers.

On the other hand, Soh said Singapore's tight labour market and high operational costs pose challenges. “Reducing work hours could exacerbate manpower shortages, particularly in labour-intensive industries, while neighbouring countries with lower costs might become more attractive to businesses.”

A compressed workweek could also disrupt customer service because company schedules no longer align with traditional hours.

Kirsty Poltock, director at recruitment company Robert Walters Singapore, said employers should prioritise business continuity, smooth operations, and stakeholder expectations and approval.

“What we really need to focus on is how to build a culture of trust and accountability within the business to support this kind of flexible work arrangement,” she said.

Soh noted that on the business side, companies should assess operational requirements and industry-specific challenges. “Redesigning workflows, setting clear productivity metrics, and leveraging technology to streamline operations are vital to maintaining performance.”

Singapore’s Global Innovation Alliance, which champions enterprise development, shows the government’s push for companies to embrace global trends and create “an environment conducive to piloting progressive work models,” she added.

Poltock said companies could offer incentives beyond pay, such as mental health programs, if a shortened workweek is not feasible. “A number of employees are looking more at well-being initiatives, such as the provision of mental health support, rotations, or learning and development programs.”

“According to [our] 2024 Right-to-Disconnect report, 59% of employees in Singapore say being contacted outside work hours disrupts their personal lives,” Chand said.

“Even more, 80% believe they should have the right to disconnect to maintain boundaries between work and personal time,” she added.

Soh noted that the Singapore government earlier this year mandated employers to consider flexible work requests.

“Companies can meet employee needs by offering flexible work arrangements like hybrid or remote models, additional leave options such as mental health days, and prioritising wellness-focused programmes,” she added.