WFH Arrangements Must Be Flexible, Based On Sector - MEF

By Thivyamalini Ramalu

PUTRAJAYA, March 13 (Bernama) -- The Malaysian Employers’ Federation (MEF) said the proposed expansion of work-from-home (WFH) arrangements should not be applied across all sectors, as their suitability varies by industry.

Its president, Datuk Dr Syed Hussain Syed Husman, said that most industries, including manufacturing, processing, logistics, retail, and physical services, require staff to be present on-site and cannot operate entirely remotely.

He said that the decision to allow WFH should rest with employers, based on operational requirements, the company’s digital readiness, and the nature of job.

“A one-size-fits-all approach could affect the smooth running of business operations and the competitiveness of companies, especially for micro, small, and medium enterprises (MSMEs) that have limited technological capacity and resources,” he told Bernama.

He said this in response to suggestions from various quarters that the WFH arrangement be expanded as a measure to address global uncertainties, reduce daily commuting, save on petrol consumption, and ease the burden on fuel subsidies, particularly for RON95.

Communications Minister Datuk Fahmi Fadzil, who is also the MADANI Government spokesperson, said at a press conference today after a special Cabinet meeting on the impact of the West Asia conflict, Chief Secretary to the Government Tan Sri Shamsul Azri Abu Bakar and Public Service director-general Tan Sri Wan Ahmad Dahlan Abdul Aziz would review the proposal to implement WFH arrangements for the public sector.

Meanwhile, Syed Hussain said that the WFH proposal would not be the key solution if implemented to counter possible energy supply disruptions or rising costs caused by West Asia conflicts.

He said that geopolitical conflicts typically disrupt the global supply chain and drive up fuel and production costs, which cannot be resolved solely through WFH arrangements.

In this regard, Syed Hussain proposed that WFH be implemented using flexible guidelines rather than being made mandatory.

“The guidelines should take into account aspects such as productivity measurement, data security, working hours, as well as the responsibilities of employers and employees, so that the implementation of WFH arrangements does not create legal uncertainties or performance management issues,” he explained.

He added that any proposals to expand WFH arrangements should be discussed through a tripartite dialogue involving the government, employers, and employees or unions, to ensure that the policies introduced are practical, realistic and do not create extra costs or administrative burdens for businesses.

-- BERNAMA