Tripartite Standards

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Did you know that the Tripartite Partners – the Ministry of Manpower, National Trades Union Congress, and Singapore National Employers Federation – introduced the Tripartite Standards in 2017 to promote fair and progressive workplace practices? Through this, employees and jobseekers can easily identify employers with progressive workplace practices.


Tripartite Standard on Flexible Work Arrangements


Employers who adopt this Tripartite Standard agree to:

  • Offer flexible work arrangements to employees.
  • Appoint a member of senior management to champion flexible work arrangements.
  • Inform employees on the types of flexible work arrangements offered, how to request for them, and on using such work arrangements responsibly.
  • Let employees know in a timely manner on their request for flexible work arrangements, and document such requests. If necessary, discuss an alternative that meets the needs of the organisation and employee.
  • Train supervisors to objectively assess employees’ applications for flexible work arrangements, and appraise employees fairly based on work outcomes.

To enhance the provision and utilisation of flexible work arrangements, the Tripartite Partners will introduce a set of Tripartite Guidelines for Flexible Work Arrangements Requests in 2024. It will require employers to consider employees' requests for flexible work arrangements properly and fairly, and set out clear practices and guidelines for employers to assess and communicate decisions on such requests.


Tripartite Standard on Unpaid Leave for Unexpected Care Needs


Caregiving is a huge responsibility and it can be challenging to balance your caregiving and work commitments. This is why the Tripartite Standard encourages employers to be more supportive during stressful periods of caregiving and to provide additional unpaid leave for employees.

Employers who adopt this Tripartite Standard agree to:

  • Offer employees up to four weeks of unpaid leave per year if their child is below the age of two and:
    • is born (a) premature, or (b) with congenital conditions, or (c) as part of multiple births; or
    • has any medical conditions, subject to a discussion with the employer.
  • Offer employees up to two weeks of unpaid leave per year to care for immediate family members who are hospitalised.


Tripartite Standard on Work-Life Harmony


Prioritising employee well-being benefits both employers and employees. Good work-life practices can boost employees' morale and performance, Employers can attract and retain talent, as well as benefit from increased productivity and competitiveness. The Tripartite Standard on Work-Life Harmony was introduced to support all employees to better manage work and personal commitments. 

Employers who adopt this Tripartite Standard agree to:

  • Adopt the Tripartite Standard on Flexible Work Arrangements.
  • Appoint a member of senior management to champion work-life harmony.
  • Provide at least two employee support schemes* (e.g. on-site childcare facilities, eldercare subsidies, health and wellness programmes) for all employees.
  • Provide at least two enhanced leave benefits** (e.g. compassionate leave, extended childcare leave) and encourage employees to utilise maternity, paternity, childcare leave and annual leave.
  • Use technology to support work-life strategies.
  • Discuss arrangements for employees with caregiving responsibilities, such as the option to reduce work hours (with a commensurate reduction in pay), or alternative support arrangements (e.g. flexi-time or flexi-place).
  • Establish and communicate available work-life polices, and the application processes to employees to support their well-being and productivity, and prevent burn-out.
  • Review the effectiveness of their work-life programmes on a regular basis.

*The list of possible employee support schemes can be found here.

**The list of possible enhanced leave benefits can be found here.


Find out about the application process for the different Tripartite Standards here.

Identify companies with the “Tripartite Standard” logos on


  • FAQ
    • 1. Are employers who adopt the Tripartite Standard on flexible work arrangements required to offer the arrangement to all employees?

      These employers should offer flexible work arrangements to all employees. Employees can then submit their application for the flexible work arrangement they require to their employer. The outcome of each application should be shared clearly and in a timely manner with the employees. If the flexible work arrangement request cannot be accommodated, supervisors should share the reasons with employees, and where possible, discuss suitable alternatives that better meet the needs of the organisation and employee.

      Employers are also encouraged to offer a range of flexible work arrangements to better meet their employees’ diverse work-life needs.

    • 2. How should supervisors evaluate employees’ request for flexible work arrangements?

      Supervisors are expected to assess flexible work arrangements requests objectively and fairly. They should consider factors such as:

      • The needs of the job and suitability of the employee.
      • The performance expectations and assessment (e.g. work deliverables and targets, and how the employee’s work performance would be assessed for the duration of the flexible work arrangement).
      • The impact on the employee’s working conditions, including compensation, benefits and safety, if applicable.


      More information on evaluating flexible work arrangements requests can be found in the Tripartite Advisory on Flexible Work Arrangements.

    • 3. On the Tripartite Standard for Unpaid Leave for Unexpected Care Needs, what is considered a preterm birth, and what are the covered congenital conditions?


      Preterm: A preterm birth is defined as one that occurs before 37 weeks of pregnancy, in line with the World Health Organisation’s definition.1


      Congenital Conditions: “Birth defects/congenital anomalies/congenital disorders/ congenital malformations” are defined as structural or functional anomalies that occur during intrauterine life and can be identified prenatally, at birth, or sometimes may be detected later in infancy, in line with the World Health Organisation’s definition.2


      Some examples include congenital malformations of the nervous, circulatory, respiratory, digestive, and urinary systems, malformations of eye or ear (e.g. congenital cataract), cleft lip and palate, congenital malformations of genital organs (e.g. hypospadias), congenital malformations and deformations of musculoskeletal system (e.g. polydactyl) and chromosomal abnormalities (e.g. Down Syndrome).


      1 Source: World Health Organization (

      2 Source: World Health Organization (


    • 4. I have some feedback on an organisation that has adopted the Tripartite Standards. Who can I contact?

      Please submit your feedback to


      If the Tripartite Alliance for Fair & Progressive Employment Practices receives substantiated feedback related to how the adopter's HR practice does not align with the Tripartite Standards, they may contact the organisation to clarify if it meets the specifications of the Tripartite Standard.