Flexible Work Arrangements

As an employer, can I limit the number of flexible work arrangement (FWA) requests that my employees can make?
Can employers reject a flexible work arrangement (FWA) request on the basis that they disagree with the employee’s reason for the request?
Can I review my employee’s previously approved flexible work arrangement (FWA) requests earlier than the agreed review date due to operational needs?
Do the Tripartite Guidelines require employers to approve all flexible work arrangement (FWA) requests?
How should employers and employees handle potential disagreements related to flexible work arrangements (FWAs)?
How should employers demonstrate “reasonable business grounds” for rejecting a flexible work arrangement (FWA) request?
How will the Tripartite Guidelines on Flexible Work Arrangement Requests (TG-FWAR) be enforced from 1 December 2024? Will employers be penalised for not adhering to it?
If my employer gives an unreasonable justification for rejecting my flexible work arrangement (FWA) request, can I make a complaint against them?
My company has our own HR process for submitting a formal flexible work arrangement (FWA) request that requires more or less information than the components stipulated in the Tripartite Guidelines. Would a request made through this HR process be considered a formal request under the Tripartite Guidelines?
Will TAFEP investigate if I make an anonymous complaint on my employer, or keep my identity confidential if requested to do so?

	
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