As congestion and overcrowded public transport increasingly bedevil commuters, Malaysians are urging policymakers to look again at work-from-home arrangements – not just as a lifestyle perk, but as a structural solution.
Anyone who drives in the Klang Valley during peak hours hardly needs statistics or photos to confirm it – traffic is back, and in many areas, it feels worse than ever.
Over the past week, social media has been awash with mounting frustration from commuters describing daily gridlock as “unbearable” and public transport services as increasingly packed. The calls are familiar, but the tone has sharpened. Many are now urging the government to revisit work-from-home (WFH) or hybrid working solutions, this time with firmer backing at the policy level.
One user put it bluntly: “Please lah government, make it compulsory to give 3 days WFH for all companies, whether government or private!”
Another commenter, identifying herself as a former HR practitioner, appealed to any employers considering a full return to office in 2026 to rethink their plans.
“Just look at the traffic lately. Public transport is packed too. Please normalise WFH or hybrid working arrangements. The company doesn’t lose anything… it’s good for employee morale to have flexibility,” she said.
SHIFTING BACK TO OLD HABITS
During the height of the Covid-19 pandemic, remote work was not optional – it was necessary. Government directives, health concerns, and business continuity planning accelerated digital adoption across sectors. Video conferencing, cloud-based workflows, and remote collaboration tools all became standard practice.
Yet as pandemic restrictions eased, many companies reverted to traditional office-based models. While some retained flexible arrangements, others reinstated the usual five-day office requirements, arguing that collaboration, productivity, and corporate culture benefit from physical presence.
The result, at least in urban centres such as Kuala Lumpur, Petaling Jaya, Subang, and Shah Alam, has been a sharp rebound in commuter volumes.
The Klang Valley/Greater KL area, now home to more than eight million people, already faces long-standing structural transport challenges. Despite expanded MRT, LRT, and KTM networks, private vehicle ownership remains high, and considerable last-mile connectivity gaps persist. The return of full-time office commuting has compounded these pressures.
INCENTIVES OVER MANDATES
While some social media users are calling for mandatory WFH days, others are advocating a more measured approach built around incentives rather than making the WFH model compulsory.
“With the recent traffic congestion, I genuinely believe the government should consider giving tax incentives to companies that allow WFH and provide internet allowances to their staff. With this, it could encourage more companies to adopt flexible working arrangements,” one netizen wrote.
Another echoed the sentiment: “The government should provide incentives to companies that allow WFH arrangements. We all know they won’t care about ‘work-life balance’ or ‘reducing traffic congestion’.”
This raises an important policy question: should hybrid work be treated purely as an internal corporate decision, or as part of broader urban and economic planning?
Interestingly there is already precedent for the latter. Malaysia has previously introduced tax deductions for digitalization initiatives and automation. Extending targeted incentives to companies that formalize hybrid work policies – perhaps tied to measurable outcomes such as reduced office footprint or documented remote-work infrastructure – would not be unprecedented.
Potential measures could include:
- Enhanced tax deductions for verified remote-work technology investments.
- Tax relief for companies providing internet allowances or home-office equipment.
- Grants for SMEs adopting secure digital systems to support distributed teams.
- Green incentives linked to reduced commuter-related carbon emissions.
Such mechanisms would frame hybrid work not simply as an employee benefit, but rather more meaningfully as part of a national sustainability and productivity strategy.
ECONOMIC AND ENVIRONMENTAL IMPLICATIONS
Of course, the conversation extends beyond commuter comfort.
Fewer daily commuters could reduce fuel consumption, lower household transport costs, and ease strain on public infrastructure. Reduced congestion also has measurable economic benefits. Studies in major global cities have consistently shown that traffic delays result in lost productivity and increased logistics costs. A recent report here in Malaysia showed that over RM54 million is being lost every day due to traffic jams.
Environmental considerations are equally relevant. Transport remains a significant contributor to Malaysia’s greenhouse gas emissions. Encouraging hybrid work, even two or three days per week, could meaningfully reduce peak-hour vehicle volumes.
At the same time, policymakers would need to balance these gains against other economic factors. Central business districts rely on foot traffic to sustain retail, food and beverage outlets, and service providers. A dramatic reduction in office attendance could impact these ecosystems.
A calibrated, deliberate hybrid approach – rather than full-time remote work – may therefore offer a middle ground.
EMPLOYER CONSIDERATIONS
Employers, for their part, weigh multiple factors when determining workplace policy: team cohesion, training, mentorship, cybersecurity, and corporate culture.
However, research conducted globally since 2020 suggests that many knowledge-based roles can sustain productivity in hybrid models. Some companies have reported reduced overheads, lower absenteeism, and improved staff retention when flexible arrangements are offered.
In Malaysia’s competitive talent market, flexibility may increasingly become a differentiator. Younger professionals in particular often prioritise work-life balance and autonomy.
The former HR practitioner’s comment reflects this perspective: flexibility is seen not as a concession, but as a morale booster.
Whether that translates into higher productivity depends on implementation. Clear performance metrics, structured communication channels, and accountability frameworks are critical. Hybrid work without discipline risks inefficiency; hybrid work with well-defined systems can thrive.
TIME FOR A NATIONAL CONVERSATION?
The renewed debate arrives at a time when Malaysia is investing heavily in infrastructure, digital transformation, and sustainability initiatives.
If the goal is to build resilient, future-ready cities, work patterns must be part of the equation. Urban congestion cannot be solved solely by adding highways or rail lines. Demand management – including flexible commuting patterns – may be equally important.
The government has not indicated any immediate move to mandate WFH nationwide. Yet the public conversation signals that many Malaysians view hybrid work as more than a pandemic-era adjustment. For them, it is a practical response to daily gridlock.
“Please normalise WFH or hybrid working arrangements,” one commuter urged.
Whether through mandates, incentives, or market forces, the direction of travel may increasingly favour flexibility. As businesses plan for 2026 and beyond, the question is not simply whether employees can work remotely, but whether a smarter mix of office and home could ease pressure on cities, reduce emissions, and improve quality of life – without compromising economic performance.
The traffic may be the catalyst. The policy response, however, will determine whether the moment becomes an opportunity.
Sources: The Sun (Malaysia); public social media commentary; Ministry of Finance Malaysia policy frameworks; global hybrid work studies by McKinsey & Company and OECD.
