The first step to implementing a compressed work schedule is to review the
4-step model to ensure an effective and sustainable programme.
A self-assessment may be useful for an employee to consider the various aspects involved in ensuring a successful compressed work schedule arrangement. A sample self-assessment form may be found
A 4/40 schedule is mostly appropriate for office-based jobs that do not usually require many hours of overtime work. A 10-hour day should allow employees to complete more work and employers to avoid overtime payments.
Some employers may not find a 4/40 schedule ideal as there is less continuation in job responsibilities when an employee has one day off every week. Organisations that wish to retain these skilled employees in full-time positions may choose to adopt a 9/80 schedule instead, when the 10th day off falls on an off-peak day.
In certain industries, there are fixed peak days in the week, e.g. weekends. As most full-time employees work a five-day workweek, employers would have to pay them overtime to meet the peak periods which fall outside regular working hours, or hire more part-time employees to cover these periods. Therefore, it would be wise to consider potential employees who would be willing to work longer hours in the day in exchange for fewer work days.
Employers may also consider a 3/13 workday schedule for office-based staff. However, under the Employment Act, a 13-hour workday is not allowed for:
- Employees with salary not exceeding S$1,600
A compressed work schedule may not be feasible when:
- Work requires serving customers during set hours
- Work has daily deadlines
- All employees need to be present at job site at all times
here for a Sample Checklist on issues to consider before implementing a Compressed Work Schedule.
If the barriers to compressed work schedule cannot be resolved, the organisation/employee may consider other types of flexible work arrangements.
Regular communication is essential to ensure the working dynamics between employees on the compressed work schedule arrangement and their co-workers is positive. Therefore, department meetings should be scheduled on days where the employee on a compressed work schedule can be present. In addition, the employee and supervisor should discuss how often they will meet to monitor the compressed work schedule arrangement.
Although the organisation cannot be fully sure of the nominal costs and benefits of a compressed work schedule arrangement until a pilot study has been conducted, it is still useful to conduct a projected cost-benefit analysis to see if the programme is cost effective for the organisations.