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THE nation’s move to expand work-from-home arrangements is reshaping workplace norms across the public and private sectors, with early feedback highlighting gains in flexibility and productivity alongside persistent concerns over structure, fairness and oversight.
The policy, recently announced by Prime Minister Datuk Seri Anwar Ibrahim as part of measures to manage the global energy crisis, is set to take effect from April 15 for the public sector and government-linked companies, aimed at reducing fuel consumption and strengthening energy sustainability.
There were broad support for remote working, particularly for roles not requiring face-to-face interaction, though respondents stressed that implementation must be more systematic and balanced, a recent Harian Metro survey among civil servants revealed.
Norazura Tadzim, 48, said the effectiveness of working from home depends largely on the nature of the job within an organisation.
"If the work is administrative and uses systems, it can be carried out from home without any issues.
"Productivity is not affected, in fact it can increase because employees do not need to spend time travelling to the office," she said.
She added that experience during the COVID-19 pandemic showed workers could adapt to remote arrangements provided there is sufficient internet access and system support.
However, she noted that trust between employers and employees remains a key challenge.
"There is still a perception that employees are not fully working when they are at home even though performance indicators have been set," she said.
Khairul Razali Rahmat, 43, said remote working could be applied to certain tasks without disrupting operations, particularly those involving documentation and administrative processes.
"I personally feel more comfortable working in the office because the facilities are more complete. The working environment in the office is more conducive and all the equipment needed is easily available," he said.
Concerns over equity were also raised by Mohamad Fiddezuan Ahmad Murad, 32, who pointed to disparities between employees required to be physically present and those allowed to work remotely.
"Working from home can increase utility costs such as electricity and other facilities. Although it makes work easier, its implementation needs to be refined so that it is more structured and transparent.
"Overall, working from home is seen as a relevant approach with potential to continue in the public sector. However, more systematic and balanced implementation is needed to ensure the goals of energy savings and employee wellbeing are achieved," he said.
In the private sector, employers are urging a more flexible, industry-specific approach rather than a uniform policy.
Malaysian Employers Federation (MEF) President Datuk Dr Syed Hussain Syed Husman said while remote working is practical under current conditions, it cannot be applied uniformly across all industries.
"Working from home is a practical approach, but it cannot be implemented as a one-size-fits-all method. Each industry has different needs.
"The decision to implement working from home should be determined by employers based on the suitability of their respective businesses," the MEF president told Harian Metro.
He noted that readiness varies significantly, particularly among micro, small and medium enterprises, with some firms lacking the digital infrastructure or resources to support full remote operations.
"For SMEs, a more suitable approach is phased implementation rather than a comprehensive one.
"At present, only a small number of private companies maintain full remote working, while most employers have shifted to a hybrid model," he said.
He added that hybrid arrangements are more practical as they balance productivity, workplace culture and customer needs.
"Since the pandemic, some companies have continued working from home because it helps reduce operational costs, but they still evaluate its effectiveness comprehensively.
"The success of working from home depends on the suitability of the industry and the organisation’s capabilities," he said.
He stressed the need for clear policies and guidelines to ensure smooth implementation.
"There must be clear determination of working hours, work outcomes and levels of accountability so that there is no confusion," he said.
Academic experts echoed the need for stronger monitoring mechanisms to sustain productivity.
Senior lecturer at National University of Malaysia, Dr Che Aniza Che Wel, said employee performance under remote working depends on how effectively employers monitor output.
"If there are monitoring mechanisms such as daily, weekly or monthly tasks, and employees are able to complete them within the stipulated time, productivity can increase.
"Lack of monitoring can lead to a decline in productivity because there is room for employees not to fully comply with working hours.
"The home environment also plays an important role in an employee’s level of focus. If the home environment is not conducive, for example having young children, it can affect focus and work performance," she said.
She added that self-discipline is critical to ensure tasks are completed effectively outside the office, and called on policymakers and employers to establish clearer frameworks to regulate working hours and accountability.
"Working from home in the private sector is seen as an approach with strong potential, but it requires a balance between flexibility, monitoring and discipline to ensure productivity is maintained," she said. - April 5, 2026