Kesejahteraan Sosial

01 FAMILY SUPPORT EMPOWERMENT AND WORKPLACE WELL-BEING 21 and home life, especially for non-traditional work hours can reduce the intended benefits of the policy. Poor implementation of flexible work policies can intensify work-family conflict and affect employee well- being (Allen et al., 2021). To address these shortcomings, the introduction of a more comprehensive remote working policy is essential. This is especially important in Malaysia’s densely populated urban centres, where traffic congestion places a significant time and financial burden on employees. Remote working not only alleviates commuting stress but also increases productivity and allows employees, especially those from low-income households, to better manage their time and caregiving responsibilities. International examples show the effectiveness of such policies: Estonia has introduced robust teleworking measures supported by digital infrastructure and tax incentives, while Denmark’s flexicurity model offers employees both job security and the freedom to work remotely (Jekabsone, Skribane & Sproge, 2021). The International Labour Organisation (ILO) has also recognised remote work as a viable mechanism for promoting work-life balance and reducing gender inequalities, provided it is voluntary, reversible and based on clear, mutually agreed terms and conditions regarding working hours, data protection and remuneration. In addition, establishing a clear legal framework for flexible or compressed working hours would significantly improve employees’ ability to reconcile work and family life. Flexible working arrangements allow employees to adjust their work schedules to suit their specific caregiving responsibilities, thereby reducing role conflict and increasing job satisfaction. This flexibility is particularly important in Malaysia’s cultural context, where strong family ties and commitments are highly valued. Policy models from countries such as the Netherlands and Germany offer useful benchmarks. The Dutch Flexible Working Hours Act grants employees the right to request changes to working hours, location and work scheduling, with employers legally obliged to accommodate such requests (Dijkhoff, 2018). The German Working Time Act supports flexible scheduling and part-time work as part of a broader effort to accommodate diverse work- life needs (Bispinck, 2006). Consistent with ILO recommendations, flexible working arrangements are an important policy tool to improve the labour market participation of women and caregivers, and to meet the needs of increasingly diverse family structures.