What powers do Heads of Department have regarding civil servant hybrid work arrangements?

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Heads of Department Hold Significant Authority Over Civil Servant Hybrid Work Arrangements

Heads of Department possess considerable power in determining the eligibility of civil servants for hybrid workday arrangements. They can direct employees to attend the office on designated work-from-home days if the needs of the service require it, and can also revoke an employee's hybrid work privilege if stipulated conditions are not met. Furthermore, these department heads are responsible for designating one additional day for office attendance, with the remaining two days being allocated for remote work.
Determining Eligibility and Office Attendance

The Head of Department plays a pivotal role in defining which officers are eligible for the hybrid workday policy. This authority extends to setting the specific days for office attendance. For states observing Sunday as their weekly holiday, Monday and Friday are designated as compulsory office days. In Kedah, Kelantan, and Terengganu, where Sunday and Thursday are the weekly holidays, these days are set for mandatory office presence. An additional day of office attendance is then determined by the Head of Department, leaving two days for work from home, contingent upon the suitability of the job function and adherence to stipulated conditions.
Directing In-Office Attendance on Remote Workdays

A key power vested in Heads of Department is the ability to direct officers to report to the office on days that would otherwise be designated for work from home. This directive is to be issued "in the interest of service," indicating that operational needs or specific tasks may necessitate an employee's physical presence at the workplace, regardless of their usual hybrid schedule. This provision ensures flexibility in managing departmental operations and responding to unforeseen demands.
Revoking Hybrid Work Privileges

Heads of Department also hold the authority to withdraw an officer's eligibility for the hybrid workday arrangement. This measure can be taken if an officer fails to comply with the conditions that have been stipulated for the hybrid model. This underscores the conditional nature of the hybrid work arrangement, emphasizing that it is a privilege granted based on adherence to established guidelines and maintaining expected standards of performance and accountability.
Scope of Hybrid Work Policy

It is important to note that the hybrid workday policy, while broadly applicable, does not extend to all civil service roles. Essential services that inherently require continuous physical presence, such as counter services, security forces, defence, enforcement, education, health, and the courts, are exempt from this arrangement. This exclusion acknowledges the unique operational demands of these sectors, where a consistent physical presence is non-negotiable for effective service delivery.

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What powers do Heads of Department have regarding civil servant hybrid work arrangements?

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