A recent Randstad survey, conducted by the world's largest talent agency, indicates that 40% of Malaysians are contemplating resignation if compelled to increase their in-office presence. This sentiment is particularly pronounced among younger demographics, with nearly half of Gen Z (49%) and millennials (47%) expressing aversion to rigid work schedules.

Compared to six months ago, 52% of Malaysians report heightened expectations from employers for increased office attendance, marking a 17% deviation from the global average. Fahad Naeem, Randstad Malaysia's Country Director, advocates for workplace flexibility that encompasses various work arrangements promoting fairness. He emphasizes that a comprehensive understanding of flexibility and diversity acknowledges that employee experiences extend beyond their physical work environment.

A study indicates that 40% of Malaysians have made lifestyle adjustments, such as relocating or acquiring pets, in anticipation of sustained flexible work options post-pandemic. Notably, 51% of Gen Z and 47% of millennials have made such adaptations.

The pandemic showcased the efficacy of remote work, altering perceptions of office-based employment, with long commutes and high rents losing appeal. Consequently, job seekers are vocalizing their expectations, even turning down lucrative offers requiring daily office attendance.

Despite the popularity of remote work, 86% of respondents prefer working from the office at least three days weekly. However, 14% prefer in-office presence for less than two days per week.

While Malaysian talent desires flexibility, the reality differs. Half of respondents indicate their employers enforce mandatory five-day office work, with only 9% enjoying less than two days per week in-office.

Moreover, 10% report their employers lacking any flexible work policies. Naeem stresses that flexible arrangements not only enhance work-life balance and autonomy but also benefit employers by expanding the talent pool to include individuals like persons with disabilities and caregivers, fostering equal opportunities, skill elevation, and economic growth.

He suggests that alongside flexible work policies, employers can implement various initiatives to create a more inclusive and equitable workplace.