Kuala lumpur: The Malaysian Employers' Federation (MEF) has emphasized the necessity for flexibility in the proposed expansion of work-from-home (WFH) arrangements, arguing that uniform implementation across all sectors is impractical due to varying industry requirements.
According to BERNAMA News Agency, Datuk Dr Syed Hussain Syed Husman, the president of MEF, highlighted that industries such as manufacturing, processing, logistics, retail, and other physical service sectors inherently rely on on-site staff presence, making a complete shift to remote operations unfeasible. He noted that the decision to implement WFH should be left to employers, who can assess the suitability based on factors such as operational demands, the company's digital infrastructure, and the specific nature of job roles.
Dr Syed Hussain warned against a universal approach to WFH, suggesting that it might disrupt business operations and affect company competitiveness, particularly for micro, small, and medium enterprises (MSMEs) with limited technological capabilities and resources. His comments were in response to proposals advocating for the expansion of WFH as a strategy to mitigate global uncertainties, reduce commuting, lower petrol usage, and ease the financial load on fuel subsidies, notably for RON95.
Communications Minister Datuk Fahmi Fadzil, acting as the MADANI Government spokesperson, announced that Chief Secretary to the Government Tan Sri Shamsul Azri Abu Bakar and Public Service director-general Tan Sri Wan Ahmad Dahlan Abdul Aziz would consider implementing WFH strategies for the public sector following a special Cabinet meeting on the West Asia conflict's impacts.
Dr Syed Hussain further argued that while WFH could be part of a broader strategy, it is not a standalone solution for potential energy supply interruptions or escalating costs resulting from geopolitical tensions in West Asia. He explained that such conflicts tend to disrupt global supply chains and elevate fuel and production expenses, challenges that WFH cannot address alone.
He suggested that WFH arrangements be guided by flexible frameworks rather than mandatory regulations. These guidelines should consider productivity metrics, data security, working hours, and the roles and responsibilities of both employers and employees to avoid legal ambiguities and performance assessment challenges.
Moreover, Dr Syed Hussain advocated for a tripartite dialogue involving the government, employers, and employees or unions in discussing any WFH policy expansions. This dialogue would ensure that policies are practical, feasible, and do not impose additional costs or administrative burdens on businesses.