WFH Vs WFA: 5 Differences Employees Should Know Before Working Remotely

Working from home (WFH) has become a familiar arrangement for many Singapore employees. Instead of commuting to the office every day, we can work from the comfort of our homes while still attending meetings and getting our work done.

But what if we could work from anywhere (WFA)? Instead of working from our HDB flat in Singapore, could we spend a month working from a café in Bali, an apartment in Tokyo, or a hotel in Ho Chi Minh City while continuing to earn our Singapore salary?

While WFH and WFA may sound similar because neither requires you to come to the office, employees should understand some key differences before upgrading their WFH arrangement to WFA.

#1 WFA Offers Greater Location Flexibility, But Not Every Location May Be Allowed

Under a typical WFH arrangement, an employee works from their home in Singapore rather than commuting to the office. WFA offers greater geographical flexibility, but employers may still restrict the countries, cities or even specific locations employees can work from. In other words, just because you don’t need to come to the office because of a WFH arrangement doesn’t mean you can base yourself wherever you want.

For example, a Singapore employee might assume that WFA allows them to spend a week working from Johor Bahru, a month in Bangkok or several weeks in Bali. However, an employer could approve remote working within Singapore without allowing employees to work overseas.

Singapore’s Tripartite Guidelines on Flexible Work Arrangement Requests, which took effect on 1 December 2024, cover formal requests for flexible work arrangements. However, the guidelines do not require employers to approve overseas work requests.

For example, an employee who is allowed to work from home three days a week cannot simply decide to spend those days at their holiday home in Johor Bahru.

Read Also: Should You Arbitrage Between Where You Work & Where You Live

#2 Working Overseas May Require A Visa Or Work Permit

Even if our employer allows us to work overseas, it does not necessarily mean we can legally work from any country. Different countries have their own immigration rules, and being allowed to enter via a tourist visa does not automatically mean we can just work remotely while there.

For example, Japan introduced a Digital Nomad Visa in 2024 that allows eligible foreigners, including Singaporeans, to work remotely for an overseas employer for up to six months. However, applicants must earn at least ¥10 million (approximately S$85,000) annually and meet other requirements, including having sufficient medical insurance.

This means that a Singapore employee earning $5,000 a month may have their employer’s approval to work from Tokyo but would not qualify for Japan’s Digital Nomad Visa. While they can still enter as a tourist, they are, legally at least, not supposed to be working in Japan.

Beyond immigration requirements, employees should also consider potential tax implications. Spending an extended period working overseas could create tax obligations in the country they are staying in, even if their salary continues to be paid by a Singapore employer.

Before making overseas working arrangements, employees should check the immigration and tax requirements of their chosen destination rather than assuming that approval from their Singapore employer is sufficient.

#3 Employment Benefits And Insurance Coverage May Differ When Working Overseas

While working from home in Singapore generally does not affect employment benefits, working remotely overseas may introduce additional considerations, particularly for CPF contributions and insurance coverage.

For example, CPF contributions remain mandatory for Singapore employees who are temporarily working overseas for personal reasons while remaining on a Singapore-based employment contract. However, if an employee is formally employed to work overseas, CPF contributions may not be mandatory.

Another consideration is medical insurance. An employee working from home in Singapore may be covered under their company’s group medical insurance. However, if they spend a month working remotely from Bangkok or Ho Chi Minh City, the same insurance policy might not cover medical treatment overseas.

Before working overseas, employees should check whether their existing medical insurance, workplace injury protection and other employment benefits continue to apply, and whether they need additional insurance coverage.

#4 Working From Anywhere Does Not Mean You Can Choose Your Working Hours Or Public Holidays

While WFA gives employees greater flexibility over where they work, it does not necessarily mean they can choose their working hours.

For example, an employee working remotely from Indonesia may still be required to follow their company’s Singapore working hours of 8am to 5pm. Since Indonesia is one hour behind Singapore, this means working from 7am to 4pm in Indonesia. The time difference becomes even more significant when working from countries further away, such as Australia or Europe, where employees may find themselves attending meetings late at night or working outside conventional local office hours.

The same logic applies to public holidays. For example, if you are based in Bangkok and there are public holidays such as Songkran, you should not expect to be automatically excused from work to join the festivities. Your employer who is based in Singapore would likely expect you to be working on these days as well.

#5 Working From Anywhere Could Cost More Than Working From Home

Working from home in Singapore can help employees save on commuting and other daily expenses. However, working from anywhere, particularly overseas, could introduce additional costs that employees may not have to bear.

For example, an employee who decides to spend a month working remotely from Bali might enjoy cheaper meals and certain living expenses compared to Singapore. However, they would also need to pay for flights, accommodation and travel insurance.

Employees may also incur additional expenses if they need a suitable working environment. For example, someone staying in a villa in Bali may find the internet connection unreliable or the accommodation unsuitable for video meetings, requiring them to pay for a coworking space.

While WFA may let employees enjoy a different lifestyle without taking leave, they should consider the total additional costs rather than assume working from a cheaper country will automatically save them money.

Read Also: How Much Does It Cost To Go To Work In The Office Each Day In Singapore