Work-life developmental grant expires on the 31st of March 2018


Thank you so much for all the support over the years.

FWA incentive will still continue.

Why should I consider flexible work arrangements?


Good FWAs programmes provide a competitive edge in recruitment beyond just compensation.


In a competitive environment where talents are scarce, companies are able to retain talents, and preserve knowledge and know-hows



Engaged employees provides for a highly motivated workforce beyond a financial contract with their employers.


FWAs provide for higher retention, saving time and money spent on recruitment and training of new hires.

What are the Types of flexible work arrangements?


An arrangement in which employees can vary their daily start and end times to suit their work and personal commitments.

There should be at least a 2-hour window, e.g. starting work between 8 am and 10 am and correspondingly leaving the office between 5 pm and 7 pm, for the staggered start and end times. Typically, there is a core time, say 10 am till 4 pm, during which employees must work. There is usually an accounting period, typically a week or a month, within which the full number of hours is worked but where the employee has discretion about when those hours are worked. In some cases, an excess of deficit hours can be carried over to the next accounting period.



  • Retain valued employees with other personal commitments
  • Extend operating hours enabling better customer service or managing assignments across regions
  • Match staff hours with workflow requirements


  • Facilitate work and life outcomes
  • Increase sense of job control and autonomy
  • Reduce commuting time if travelling to work during off-peak hours

An arrangement in which employees work reduced hours on a regular basis – normally fewer than 35 hours in a week. Some common practices for part-time work include hiring part-time employees during peak periods or when work needs to be done only at particular times. Increasingly, employers are offering women the opportunity to return to work on a part-time basis to allow them to see to childcare arrangements or allowing older employees to work on a part-time basis leading up to retirement. Part-time employees exclude temporary staff who work normal hours, workers who work on weekends only (or during peak periods), as well as employees on a compressed work week or flexi-time schedule. Some examples of part-time arrangements are as follows:

  • Working every day but with fewer hours
  • Working normal hours but fewer days
  • Alternate work periods such as one week on and one week off
  • Working during weekends (to cover high-volume periods)
  • Combination of the above schedules



  • Tap on wider talent pool of back-to-work mums or older workers
  • Retain valued employees with personal life changes
  • Match staff hours with workflow requirements



  • Facilitate work and life outcomes
  • Phased retirement possible for mature workers
  • Smoother workforce re-entry after a career break

A flexi-place arrangement in which the job is performed at a location other than the workplace using information and communication technologies. It may be need-based – on a situational or episodic basis, or core – on a routine, regular and recurring basis. Some common locations in which telecommuters work include the employee’s home, smart work centres, satellite offices, the client’s office, as well as cafes and other suitable locations where employees might work while between meetings instead of going back to the office.


  • Increase employee productivity
  • Attract and retain valued employees
  • Reduce disruption to work • Reduce office rental costs
  • Tap on segments of workforce for whom flexibility is critical to their employment



  • Facilitate work and life outcomes
  • Eliminate commuting time
  • Increase sense of job control and autonomy
  • Maximise peak productivity periods
An arrangement in which an employee works his/her full-time hours (e.g. 40 hours in a week) in fewer than the normal number of days per period. When designing schedules for a Compressed Work Schedule, it is important to note that there are statutory guidelines governing the hours worked and periods of rest required for employees covered under the Employment Act.
An arrangement that allows two or more people to share the responsibilities of one full-time position, with each of them working part-time. They usually work at different times during the day/week or alternate weeks, and may have a time of overlap to maintain continuity. The work may be divided by function, geography, time or workload.

What is Work-Life Grant?

The Work-Life Grant provides funding and incentives for companies to offer flexible work arrangements (FWAs) for employees. The aim is to help employees better manage work and family responsibilities and enhance the pro-family environment in Singapore.

The Work-Life Grant consists of 2 components:

Developmental Grant

The Developmental Grant is a one-time grant of up to $40,000 per company to help you take steps towards implementing work-life strategies, particularly FWAs. It can also help to defray part of the developmental costs, e.g. for training, consultancy and infrastructure.

FWA Incentive

The FWA Incentive encourages you to support more employees on FWAs.

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Any Case studies?

Premier Law considers its small employment size an advantage in exercising greater flexibility towards its employees’ work-life needs. With strong support from management in enabling staff to fulfill both their personal and career goals, this has helped to foster an attitude of trust and openness in the firm and resulted in an efficient and driven team of employees.



Industry: Professional, Scientific & Technical Activities

Employment size: Above 10

Employment profile: Legal professionals and administrative staff

Featured work-life programmes:

Flexible Work Arrangements

  • Telecommuting
  • Part-time work

Leave Benefits

  • Unrecorded time off for family/personal matters



In today’s competitive hiring climate, Premier Law LLC (Premier Law) believes that its greatest asset is an efficient and driven team of employees. Employee satisfaction is a key priority as a happy employee is more motivated to give their best at work. The management understands the value of offering a healthy work-life environment as an edge in talent management.



Premier Law’s decision to intentionally foster a strong culture of trust and offering flexibility in implementing work-life options has clearly reaped rewards for the firm. Creating a conducive environment for flexible working arrangements has allowed Premier Law to retain and attract experienced and capable employees.

With multiple stores operating long hours daily, Helen Accessories’ work-life strategy has successfully retained quality employees while keeping sales revenue up in the highly competitive retail sector.



Industry: Wholesale & Retail Trade

Employment size: Above 70

Employment profile: Retail staff (mostly women with children), managers and supervisors

Featured work-life programmes:

Flexible Work Arrangements

  • Staggered time
  • Part-time work



Helen Accessories utilises flexible work arrangements (FWAs) as it makes business sense and allows management to show concern for its employees’ personal responsibilities and retain them in a tight labour market.

Towards this end, the management tries to deploy employees to the outlet closest to their residence for their convenience. Employees are also consulted on the shifts that best suit them and the roster is regularly reviewed to accommodate possible changes to their needs.


Helen Accessories has enjoyed the benefits of their work-life strategies. Many employees who started as part-timers have converted to full-time positions as they know that management cares for their welfare. This has also resulted in a relatively low attrition rate, commendable in an industry with high turnover, with a third of their workforce having a tenure of at least 5 years.

How can The Resource Group help my company in implement flexible work arrangements?

As you can see, implementing flexible work arrangement is crucial. But it can be complicated at the same time. And you need to adhere to the framework set forth by grant administrator to make sure your application is approved, and completion is timely.

The Resource Group has approved work-life consultant to help you implement FWA pilots and provide you with the structure to sustainable work-life strategies.

Because we are approved work-life consultants, expenses on our work-life consultancy services are reimbursable up to 80%.

Why Partner The Resource Group (TRG)?


TRG has a team of accredited HR consultants. Our approved work-life consultant is also an approved Work-Life Ambassador course trainer who will be holding the Work-Life training.


One of the Work-Life Grant requirements is formalising your piloted FWAs in your company’s HR Policy. TRG’s HR consultants are experienced in partnering SMEs in their HR Capability Development Grant (CDG) which involves formalising their HR policies, processes and systems. Therefore, TRG can partner you in a “through-put” project to incorporate your piloted FWAs into your HR policies, processes and systems.

TRG’s team has substantial experience in advising clients in their grant application hence you will be able to navigate your grant applications efficiently and without any hassles.

What will TRG APPROVED Work-Life consultant provide?

Our approved work-life consultant will help you with the six key steps in Implementing the FWA Pilot. These are the steps necessary for the first $10,000 incentive.

Step 1 Assess suitable programs

Step 2 Conduct a needs analysis

Step 3 Develop implementation plan

Step 4 Train key staff

Step 5 Pilot program

Step 6 Monitor effectiveness

Also, our approved work-life consultant will also help you in formalising your FWAs. These are the steps necessary for the second $10,000 incentive.

How Long Is The Process?


  • Assist in the application of Work-pro grant for FWA.
  • Conduct needs analysis to ascertain employees’ work-life needs and identify which specific Flexible Work Arrangements (FWAs) are suitable for implementation.
  • Deliverable: Analysis report for MOM.


  • Develop and documentation of a FWA implementation plan suited and for submission to MOM.
  • Assist to pilot the FWAs for at least 5 full-time employees over a minimum period of 3 months.
  • Assist to monitor the FWAs implementation and obtain stakeholders feedback on FWAs’ effectiveness for improvements/refinements to the FWAs.
  • Deliver a final report for the pilot.
  • Formalise FWAs plans into HR policies.
  • Develop communication plans to all employees.


  • Final submission and pending arrival of incentives & reimbursements.

Frequently asked questions

How long does such project takes?

The project would take between 5 months to 6 months from the application acceptance.


How much do you charge?

Our consultancy fee starts from S$9,457. Up to 80% will be reimbursed to the organisation as we have a MOM approved work-life consultant.


Do I get the incentive upfront?

As with all government grants and subsidies, the incentives will be processed upon evidence of action taken. i.e. upon completion of project.

Is your consultancy fee negotiable?


I’m interested. What should I do next?

Send in your interest below and a consultant will reach out in 24 hours time to schedule a free consultation.

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