Hybrid work in Singapore is no longer a stop-gap—it’s growing. A growing share of employers now offer flexible work arrangements (FWAs), with 72.7% of firms providing FWAs in 2024—up from 68.1% in 2023—underlining the mainstreaming of hybrid models and their impact on permanent recruitment across the tech sector.
At the same time, Tripartite Guidelines on Flexible Work Arrangement Requests (TG‑FWAR) took effect on December 1, 2024, requiring employers to put in place formal processes for FWA requests—changing candidate expectations and employer policies for permanent roles.
The Policy Context: Why Hybrid Matters for Permanent Staffing
From December 2024, Singapore employers must consider employee FWA requests and respond within two months, even if not obligated to approve every request. For permanent recruitment, this means job ads, contracts, and internal processes must explicitly address location, schedule and workload flexibility—now a hygiene factor for tech candidates.
MOM’s Labour Force 2024 also shows an ageing workforce and lower overall participation rates (68.2%), which hybrid work can help counter by pulling caregivers and seniors back into the labour market—critical for permanent staffing pipelines.
Hybrid Work Sentiment: What Tech Talent Wants (and Doesn’t)
- Flexibility is non‑negotiable: 49% of Singapore workers say they’d leave jobs that require more office days, and 42% won’t accept roles that are “too inflexible”—with Gen Z most demanding of hybrid options.
- But expectations vary: Surveys show Singapore employees rank among the least satisfied globally with current hybrid setups (78% satisfied vs 87% global)—a sign that policy exists, but execution must improve (workspace design, focus zones, collaboration norms).
- Gen Z signal to employers: 88% of Gen Z in Singapore prefer hybrid; hybrid options materially affect decisions to apply, accept offers, and stay.
Implication for permanent recruitment: Advertise clear hybrid policies, specify office cadence (e.g., “2–3 days/week”), and show how hybrid is supported (tech stack, onboarding, collaboration rituals). This increases conversion for permanent tech roles in Singapore.
Demand & Skills: Permanent Tech Roles in a Hybrid Economy
Singapore’s tech job market remains resilient: tech employment grew from 208.3k (2023) to 214k (2024), even as traditional roles cooled—while AI, cloud, cybersecurity and data skills surged.
IMDA is scaling AI talent (targeting 15,000 AI practitioners) and has placed 17,000 locals in in‑demand tech areas since 2016—expanding the supply of talent for permanent recruitment.
In parallel, non‑tech firms deepening digitalisation are hiring tech talent for permanent roles (58% of tech jobs in non‑tech sectors; >1,000 vacancies cited across AI/ML, cloud, cybersecurity).
Skills-based hiring dominates Singapore’s 2025 outlook; employers prize demonstrable competencies over degrees—align this with permanent role design, assessments, and hybrid-ready workflows.
Productivity & Retention: The Hybrid Advantage for Permanent Employees
The largest controlled study on hybrid work (Trip.com, published in Nature) found no drop in productivity or promotion rates when employees worked from home two days/week, and resignations fell 33%, improving retention—key for permanent staffing ROI.
Microsoft’s Work Trend Index 2025 highlights the capacity gap in knowledge work and shows leaders expect digital labour/AI agents to expand workforce capability within 12–18 months—a dynamic that complements hybrid teams and raises the bar for tech permanent hires.
Compensation & Value Proposition: What Permanent Tech Talent Sees
Singapore’s digital economy continues to reward tech talent: reports indicate median monthly salaries for tech professionals rose versus the national median, with strong demand for Python, SQL, cloud (AWS/Azure) and AI skills—data points that shape salary benchmarks and EVPs for permanent recruitment.
ManpowerGroup’s survey shows Singapore’s Net Employment Outlook strengthening in late 2024, with certain sectors (e.g., Financials) leading demand; tech remains a priority hire, requiring competitive offers and hybrid benefits to secure permanent talent.
Hybrid Work Execution: What Permanent Candidates Evaluate
1) Policy clarity
Candidates expect transparent hybrid policies—eligibility, cadence, core hours, response SLAs to FWA requests (≤2 months), and equitable treatment.
2) Infrastructure & security
Robust remote access, device management, and compliance (MAS for financial services), especially for regulated data. Poor controls cause attrition and risk.
3) Onboarding & performance
Digital onboarding, outcome‑based KPIs, and manager enablement increase permanent hire ramp‑up and retention. LinkedIn’s 2025 Workplace Learning report ties career development and internal mobility to retention and business performance—critical for permanent roles.
4) Workplace design
Hybrid satisfaction improves with focus spaces and collaboration zones—addressing Singapore employees’ stated need for concentration at the office.
Ready to Build a Hybrid-Ready Tech Team?
Hybrid work isn’t just a trend—it’s a competitive advantage for attracting and retaining top tech talent in Singapore. If your organization is looking to hire permanent tech professionals who thrive in flexible environments, we can help.
Partner with BGC Group to:
- Access a curated pool of hybrid-ready tech talent
- Implement skills-based hiring strategies for permanent roles
- Stay compliant with Singapore’s FWA guidelines while boosting retention
Start hiring smarter today.
Contact Us or Request a Consultation to transform your recruitment strategy for the hybrid era.
