Work-From-Home Policy Post-Pandemic: Into The Unknown?

Abstract

The objective of this paper is to inquire into the Work from Home (WFH) policy preparedness amongst Malaysian firms in the private sector, post-pandemic. During the pandemic, many Malaysian firms offered work-from-home options to their employees out of necessity. Post-pandemic, employees have expressed their preference for flexibility in work hours and some employers have reciprocated by allowing flexible or hybrid work schedules. WFH options have been said to increase productivity and improve employee retention. The amendments to the Employment Act 1955 (EA1955) in 2023 also appears to provide support towards flexible work hours. Despite these developments, many companies may not have clear policies for flexible work arrangements. This paper aims to shed some light on the recommended policy areas for adoption by the private sector. Interviews were conducted to glean insight from HR Practitioners to ascertain the “good-to-have” work-from-home policy terms amongst the private sector employers. Their responses revealed common themes that were used as the basis to formulate WFH policies in the private sector, particularly connected to three main areas: hours of work, location of work and nature of work. There appear to be varying levels of preparedness amongst organisations interviewed, in the implementation of work-from-home policies post-pandemic. Findings present a mix of opportunities and challenges for the employees and the organisations alike. This research provides a starting point for discourse on the form of policy that may be customised and implemented for organisations, based on their culture and practice.