Flexi-Work Shouldn’t Lead to Pay Cuts if Productivity Is Unaffected: Gan Siow Huang

 Maintaining Fair Compensation in Flexi-Work

There are worries that companies might take advantage of the growing popularity of flexible work arrangements to unfairly cut employee pay. Singapore’s Minister of State for Manpower, Gan Siow Huang, contends that wage reductions are not warranted if flextime has no impact on employee productivity.

Flexibility at Work Shouldn’t Impact Pay

“Flexi-work arrangements should not automatically lead to pay cuts, as long as worker productivity is maintained,” said Gan Siow Huang. She underlined that rather than basing pay only on job location or hours, companies should concentrate on assessing performance and production.

Productivity-Based Compensation in Flexi-Work

In a flexi-work model, Gan contended, “pay should be based on the work done and the value contributed, not on where the work is done.” Employees shouldn’t have their pay cut just because they are working flexibly, as long as they are reaching their goals and deliverables.

Gan Siow Huang on Flexi-Work and Fair Pay

“The key is to ensure that flexi-work arrangements do not become an excuse to unfairly reduce salaries,” Gan stated. She asked firms to uphold fair wages and pay integrity whether work is done remotely or on-site.

Ensuring Equitable Pay in Flexible Work Arrangements

Gan underlined how crucial it is to preserve workers’ rights and benefits as we move toward flexible scheduling. “Workers should not be disadvantaged in terms of their pay and benefits just because they have flexible work arrangements.”

Balancing Flexibility and Compensation

Gan welcomed the advantages of flexible work schedules but advised firms to carefully strike a balance between worker autonomy and competitive and equitable pay. “Productivity, not presence, should be the key metric for evaluating performance and pay.”

Flexi-Work and Employee Rights

Gan emphasized that fundamental employee rights and entitlements shouldn’t be jeopardized by flexible work options. “Employers need to ensure that flexi-work does not become a loophole to erode hard-won worker protections.”

Pay Integrity in Flexible Work Models

As more flexible work arrangements become the norm in enterprises, Gan believes that pay integrity must be preserved. “Pay cuts should only be considered if there is a genuine impact on productivity, not as a blanket policy for flexi-work.”

Gan Siow Huang: Pay Cuts Unjustified Without Productivity Impact

“Employers should not use flexi-work as an excuse to arbitrarily reduce salaries,” Gan stated. Pay cuts, according to her, are only appropriate in cases where an employee’s performance or output has clearly declined.

Work-Life Balance and Fair Compensation

In the end, Gan thinks that flexible work arrangements should empower workers and improve work-life balance without sacrificing their entitlement to just and reasonable pay. “Flexibility in where and how we work should not come at the cost of fair pay.”


In summary, Gan Siow Huang emphasizes the significance of preserving pay integrity in flexible work arrangements in his position on fair remuneration and flextime. In light of the changing nature of work flexibility, she promotes a performance-based approach to compensation, stressing that wage reductions shouldn’t be made without first clearly affecting productivity. By prioritizing productivity over presence and ensuring employee rights are upheld, organizations can strike a balance between flexibility and fair pay, ultimately fostering a work environment that supports both work-life balance and equitable compensation. As the workforce continues to embrace flexible work models, Gan Siow Huang’s insights serve as a valuable guide for navigating the intersection of flexi-work, productivity, and employee rights.




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