The post The HR’s Guide to Maternity Leave in Singapore 2024 appeared first on BrioHR.

The post Compassionate Leave Policies in Singapore: A Guide for HR Professionals appeared first on BrioHR.

The post Unpaid Leave Malaysia appeared first on BrioHR.

The post The Basics of Employee Engagement appeared first on BrioHR.

Singapore celebrates 11 public holidays every year, reflecting the diverse cultures and religions in the country.

In general, public holidays are a rest day for employees. However, if they have to work on a public holiday, several special rules apply. This article will discuss how Singapore public holidays work for HR professionals.

Public Holidays in Singapore

The 11 gazetted public holidays

Employees covered by the Employment Act are entitled to all 11 paid public holidays. In Singapore, the 11 gazetted public holidays are:

1. New Year’s Day (1 January)
2. Chinese New Year – first day (22 January)
3. Chinese New Year – second day (23 January)
4. Good Friday (7 April)
5. Hari Raya Puasa (22 April)
6. Labour Day (1 May)
7. Vesak Day (2 June)
8. Hari Raya Haji (29 June)
9. National Day (9 August)
10. Deepavali (12 November)
11. Christmas Day (25 December)

*Dates as of 2023

If the public holiday falls on a rest day, the following working day will be a paid public holiday. For example, when National Day fell on a Sunday in 2015, the Monday that followed (10 August 2015) was declared a public holiday.

Employees are not entitled to public holiday pay if they are:

• absent on the working day before or after the holiday without consent or reasonable excuse, or;
• on unpaid leave.

Public holiday on polling day

In case of a general election or presidential election, Singaporean employees will be entitled to a public holiday to enable voting, under section 35 of the Parliamentary Elections Act 1954 and section 17 of the Presidential Elections Act 1991 respectively. The most recent example would be the presidential elections held on 1 September 2023.

Employees Working on a Public Holiday

In case employees are required to work on public holidays, employers should pay employees an extra day’s pay on top of their monthly gross salary. Employers will also need to pay overtime pay for work done beyond working hours.

Alternatively, by mutual agreement, employers can give replacement leave or time-off in lieu to be taken at any time.

Employees working on polling day

The above also applies for employees that are required to work on public holidays declared for the purposes of an election.

In addition, employers must give employees reasonable time off from work to cast their vote. Otherwise, the employer will be in breach of section 76 of the Parliamentary Elections Act 1954 or section 58 of the Presidential Elections Act 1991.

Manage Leave and Public Holidays with BrioHR

With BrioHR, you can manage public holidays as well as leave and time-off in a simple, automated HR system.

Since BrioHR is cloud-based, we constantly update the system to include the latest public holidays, so you can rest assured that your team is getting their due time-off.

The post The HR Guide to Singapore Public Holidays appeared first on BrioHR.

Effective compensation and benefits management is a critical aspect of human resources. It plays a pivotal role in attracting, motivating, and retaining talent within an organization. This comprehensive guide will provide HR professionals with insights and strategies to navigate the complexities of compensation and benefits management.

Understanding Compensation

Compensation refers to the combination of wages, salaries, and benefits that an organization offers to its employees in exchange for their work and contributions. It encompasses both monetary and non-monetary rewards and is a fundamental component of the employer-employee relationship. Compensation not only provides employees with financial security but also serves as a tool to recognize and reward their efforts, skills, and accomplishments.

Key Components of Compensation:

• Base salary: The fixed amount of money an employee receives on a regular basis for their role and responsibilities. It forms the foundation of an employee’s compensation package.
• Incentives, commissions, and bonuses: Variable payments tied to individual or group performance. These rewards are designed to motivate employees to achieve specific goals or outcomes.
• Benefits: Non-monetary rewards provided by the organization to enhance the overall well-being of employees. Benefits can include health insurance, leave packages, additional contribution to EPF/CPF etc.
• Perks: Additional offerings that contribute to the overall work experience, such as flexible work arrangements, on-site amenities, and professional development opportunities.

Exploring Employee Benefits

Employee benefits are a vital part of the compensation package and play a crucial role in attracting and retaining employees. These benefits go beyond monetary compensation and contribute to employees’ quality of life, job satisfaction, and overall work-life balance. Here are some common types of employee benefits:

• Health and wellness benefits: These include medical, dental, and vision insurance, as well as wellness programs that encourage employees to maintain a healthy lifestyle.
• Leave and time-off: Leave encompasses annual leave, sick leave, and other types of leave. Providing adequate leave allows employees to rest, recharge, and manage personal commitments.
• Flexible work arrangements: Flexibility in work hours or the option to work remotely can greatly improve employees’ work-life balance and job satisfaction.
• Educational and professional development: Supporting employees’ growth through training programs, workshops, and tuition reimbursement can enhance their skills and contribute to their career advancement.
• Childcare and family benefits: Offering assistance with childcare expenses or parental leave helps employees manage their family responsibilities effectively.
• Commuting benefits and other allowances: Providing allowances or options for commuting expenses, such as parking reimbursement or a transportation allowance can ease the financial burden on employees.

As an HR professional, your role involves designing and managing a compensation and benefits package that aligns with the organization’s goals, values, and industry standards while meeting the diverse needs of employees. A well-crafted compensation strategy not only attracts and retains top talent but also fosters a positive work environment and contributes to the company’s overall success. In the following chapters, we will delve deeper into the strategies and best practices for effective compensation and benefits management.

Designing a Compensation Strategy

Internal Equity vs. External Competitiveness

When creating a compensation strategy, HR professionals must balance the concepts of internal equity and external competitiveness.

• Internal Equity: This principle focuses on ensuring fairness and consistency within the organization. Employees performing similar roles should be compensated fairly, regardless of personal characteristics or background. Internal equity is essential to maintain a harmonious workplace and prevent feelings of inequality among employees.
• External Competitiveness: This aspect revolves around aligning your compensation packages with the external job market. To attract and retain top talent, your organization’s compensation should be competitive with industry norms and other companies in your region or sector.

Job Analysis and Evaluation

Job analysis involves studying and documenting the tasks, responsibilities, skills, and qualifications required for each position within the organization. Job evaluation, on the other hand, is the process of assigning relative values to different jobs based on their complexity, impact, and contribution to the organization.

Methods of Job Evaluation:

• Job ranking: Jobs are ranked in order of importance, with the highest-ranked job receiving the highest compensation.
• Point method: Jobs are assigned points based on various factors like skill requirements, complexity, and responsibility levels.
• Market pricing: Jobs are valued based on market data, ensuring your compensation is competitive.

Market Research and Benchmarking

Conducting market research and benchmarking is crucial to determine how your organization’s compensation offerings compare to industry standards. This involves collecting data on compensation practices from other companies in your industry and geographic region.

Steps for Market Research:

1. Gather data: Collect information on base salaries, bonuses, and benefits offered by similar organizations.
2. Analyze data: Compare the collected data to your current compensation practices to identify gaps and areas for improvement.
3. Adjustment strategies: Decide whether you need to adjust your compensation packages to align with market trends. This could involve salary increases, benefits enhancements, or other adjustments.

Market research provides insights into the current competitive landscape, allowing you to make informed decisions that will attract and retain top talent while keeping your organization’s compensation strategy up to date.

Determining Salary and Monetary Compensation

Base salary forms the foundation of an employee’s compensation package and reflects the value the organization places on the employee’s role and responsibilities. Determining an appropriate base salary involves careful consideration of several factors to ensure fairness, competitiveness, and alignment with both internal and external standards.

Factors Influencing Base Salary

• Job role and responsibilities: The complexity, scope, and level of responsibilities associated with a job play a significant role in determining its base salary. Higher-level positions with more significant impact on the organization often command higher salaries.
• Skill and experience: Employees with specialized skills or extensive experience in their field are often compensated more generously. A candidate’s education, certifications, and years of relevant experience contribute to their market value.
• Market conditions: External market factors, such as industry norms, geographic location, and regional cost of living, influence how much organizations should pay to remain competitive in attracting talent.
• Internal equity: Ensuring that salaries are consistent and fair within the organization is vital for maintaining a harmonious work environment. Employees performing similar roles should receive comparable compensation.
• Performance and contribution: High-performing employees who consistently exceed expectations and contribute to the organization’s success may be eligible for performance-based raises or bonuses.

Pay Grades and Ranges

Organizations often use pay grades and salary ranges to structure their compensation system. Pay grades group similar jobs together based on factors like job level, responsibilities, and required skills. Within each pay grade, a range of salaries is established, with a minimum, midpoint, and maximum value.

Advantages of Pay Grades and Ranges:

• Consistency: Pay grades provide a structured approach to compensation that ensures fairness and equity.
• Flexibility: Salary ranges allow for some variation in compensation while staying within predetermined boundaries.
• Transparency: Clearly defined pay grades and ranges enable employees to understand how their salary was determined and what potential for growth exists.

Salary Structure and Bands

A salary structure is a framework that outlines how various job roles are organized into bands or levels, each with its own salary range. This structure aligns with the organization’s hierarchy and career progression.

Benefits of a Salary Structure:

• Clear progression: Employees can see the path for advancement within the organization, encouraging professional growth.
• Fairness: Transparent salary bands help prevent wage gaps and ensure employees are compensated fairly.
• Attracting talent: A well-defined structure can attract candidates by demonstrating opportunities for career development.

When designing a salary structure, consider factors such as the number of bands, the criteria for moving between bands, and the frequency of salary reviews.

By carefully considering these factors and using tools like pay grades, salary ranges, and structured salary bands, HR professionals can establish a fair and competitive base salary structure that attracts and retains qualified employees while maintaining internal equity. In the next chapter, we will explore the various types of incentive and bonus programs that can further motivate and reward employees for their exceptional performance.

Non-Monetary Rewards

While monetary compensation is a significant factor in attracting and retaining employees, non-monetary rewards play a crucial role in creating a positive and motivating work environment. These rewards focus on enhancing employees’ job satisfaction, engagement, and overall well-being. Here are various non-monetary rewards that HR professionals can implement to create a well-rounded compensation package.

Recognition and Appreciation

Recognition is a powerful tool for boosting employee morale and motivation. Regularly acknowledging employees’ hard work and contributions fosters a culture of appreciation and reinforces positive behaviors.

Ways to Implement Recognition Programs:

• Employee of the month: Highlight outstanding employees and their achievements on a monthly basis.
• Peer recognition: Allow employees to recognize and commend their colleagues for exceptional work.
• Managerial recognition: Encourage managers to provide timely and specific feedback to their team members.

Career Development Opportunities

Investing in employees’ professional growth not only benefits them individually but also contributes to the organization’s success. Providing opportunities for learning and advancement demonstrates a commitment to employee development.

Methods to Offer Career Development:

• Training programs: Offer workshops, seminars, and online courses to enhance employees’ skills and knowledge.
• Mentorship programs: Pair experienced employees with those seeking guidance and career advice.
• Promotion pathways: Clearly define paths for advancement within the organization to give employees a sense of direction.

Work-Life Balance Initiatives

Promoting work-life balance demonstrates that the organization values employees’ personal well-being. Employees who can maintain a healthy balance between work and personal life are often more engaged and productive.

Initiatives to Promote Work-Life Balance:

• Flexible work arrangements: Allow employees to adjust their work hours or work remotely when feasible.
• Leave policies: Offer sufficient paid vacation days and encourage employees to use them for relaxation.
• Wellness programs: Provide resources for physical and mental well-being, such as gym memberships, stress reduction activities, or company-organized sports activities.

Employee Engagement Activities

Engaged employees are more committed to their work and the organization. Engaging activities help foster a sense of belonging and camaraderie among employees.

Engagement Initiatives to Consider:

• Team-building Activities: Organize team outings, workshops, or volunteer events to strengthen team bonds.
• Employee Surveys: Collect feedback through periodic pulse surveys to understand employee needs and preferences.
• Open Communication Channels: Create opportunities for employees to share their ideas and feedback with management.

Personalized Benefits

Recognize that each employee has unique needs and preferences. Offering a degree of personalization in benefits allows employees to choose what matters most to them.

Ways to Implement Personalization:

• Flexible Benefits: Allow employees to choose from a range of benefits that suit their individual circumstances.
• Customized Development Plans: Tailor career development plans based on employees’ aspirations and strengths.

By incorporating these non-monetary rewards into your compensation strategy, you can create a holistic package that addresses both financial and non-financial needs. Remember that an effective compensation package not only attracts talent but also promotes a positive workplace culture and supports employees’ overall well-being.

The post The HR Professional’s Guide to Compensation and Benefits appeared first on BrioHR.

Determining the amount of full-time and part-time employees is essential when figuring out your staffing strategy. The differences though go much more than just income and hours worked. Here’s all you need to know about part-time employees in Singapore.

Who Is a Part-Time Employee in Singapore?

Part-time employees are those under a contract of service to work less than 35 hours per week.

A contract of service must include key employment terms (KETs) such as:

• Hourly basic rate of pay
• Hourly gross rate of pay (i.e. basic pay + allowances)
• Number of working hours per day (or per week)
• Number of working days per week (or per month)

What Are Singaporean Part-Time Employees Entitled To?

In Singapore, part-time employees are covered by the Employment Act 1968, just like full-time employees (excepting domestic workers or seamen).

Therefore, part-time employees are entitled to similar benefits as that of full time employees. For example, part-time employees get annual leave and sick leave, as well as parental leave and childcare leave (if they are eligible). You can find the calculations for the various types of leave on the MOM website.

Similarly, part-time employees also need to be paid overtime if:

• They work more than their normal working hours.
• They work on their rest days or public holidays.
• If their hours exceed those of a full-time employee, the overtime rate increases.

Other Part-Time Employee FAQs:

Are part-time employees subject to CPF contributions?

Yes. Part-time employees that are Singapore citizens or permanent residents are subject to CPF deductions at the same rate as full-time employees.

Are part-time employees entitled to health insurance, allowances etc like full-time employees?

This will depend on company policy, as such benefits are not legally mandated. Some companies do provide full or partial benefits to part-time employees, while some don’t have this at all.

Are part-time employees entitled to work injury compensation?

Yes, they are entitled to compensation in case of any injuries sustained at work, just like full-time employees.

Are part-time employees entitled to an annual wage supplement (AWS) in Singapore?

This will depend on the employer. Normally, even full-time employees are not automatically entitled to the annual wage supplement or 13th month pay. But, some employers do give AWS to part-time employees as a sign of gratitude.

If a full-time employee wants to convert their status to a part-time employee, what should HR do?

Going from a full-time position to a part-time position will normally mean a reduction in working hours, as well as a reduction in salary.

For this, both employer and employee need to terminate the full-time employment contract and agree to a new part-time arrangement.

Can part-time employees encash leave?

This will depend on the employee’s arrangement with the employer. Encashing leave is allowed, with calculations based on the hourly gross rate of pay.

Can the company terminate part-time employees at will?

No. Like full-time employees, part-time employees can only be dismissed according to the terms of their contract (i.e. with notice, or salary in lieu). The only exception is termination due to misconduct.

Manage Part-Time Employees Right with BrioHR

Managing a workforce of full-time and part-time employees can be complicated, but it doesn’t have to be this way. With BrioHR, you can use BrioHR’s payroll module to pay part-time employees on an hourly or monthly basis, calculate statutory deductions accurately, as well as being customizable to your needs. In addition, staff management is made easy with the leave module where you can see who is on leave at a single glance.

With a secure, scalable, user-friendly platform, BrioHR covers the entire employee journey from recruitment to onboarding, payroll and claims, to performance and analytics, and more.

This enables business owners and HR teams to truly focus on what matters most – people.

Visit briohr.com and get a free demo now.

The post All About Part-Time Employees in Singapore appeared first on BrioHR.

In any workplace, absenteeism can be a significant challenge, affecting productivity, morale, and overall business performance. It is also disruptive, as colleagues can be left to pick up an absent teammate’s workload, often on short notice.

A study conducted in 2017 showed that Malaysian employers lose 67 days a year due to absenteeism, due to part to poor health and stress factors. Another 2017 study, this time conducted in Singapore, indicated that productivity loss due to health-related absenteeism could hit S$3.3 billion by 2030.

Absenteeism refers to the frequent or prolonged absence of employees from work without a valid reason. It can be a result of various factors such as illness, personal problems, lack of job satisfaction, or even low employee engagement.

In this article, we will delve into what absenteeism entails and explore effective strategies that employers can adopt to tackle this issue head-on.

Understanding Absenteeism

Absenteeism can manifest in different forms, including unplanned absences, sick leave, and extended periods of leave without justification. It is crucial for employers to distinguish between genuine cases of absence due to illness or personal reasons and instances of unexcused absenteeism. Regular absenteeism can disrupt workflow, disrupt team dynamics, increase workload for others, and lead to decreased productivity.

Calculating Absenteeism Rates

The following formula is used to calculate an employee’s absentee rate:

For example, Bob has four unexcused absences over the course of one working month (26 working days). Hence, his absentee rate is:

What Causes Absenteeism

Several factors contribute to absenteeism within the workplace. These may include:

• Health-related issues: Frequent illnesses, chronic health conditions, or mental health concerns can result in increased absenteeism.
• Work-related stress: High-stress environments, excessive workload, poor work-life balance, or job dissatisfaction can lead to higher levels of absenteeism.
• Lack of engagement: Employees who feel disconnected from their work or lack motivation may be more likely to be absent.
• Personal reasons: Family obligations, childcare responsibilities, or personal emergencies can also contribute to absenteeism.

How You Can Combat Absenteeism

Employers play a crucial role in mitigating absenteeism and creating a positive work environment. Here are some effective strategies that can be employed:

Promote a Healthy Work-Life Balance

Encourage flexible work arrangements, such as telecommuting or flexible hours, to help employees manage personal obligations effectively.

Implement Wellness Programs

Provide resources and initiatives that promote physical and mental well-being. This can include gym memberships, counseling services, stress management workshops, or yoga classes.

Foster a Supportive Workplace Culture

Encourage open communication, provide opportunities for employee feedback, and ensure that employees feel valued and supported in their roles.

Recognize and Reward Employees

Acknowledge and appreciate employees’ contributions through regular recognition programs, performance bonuses, or career advancement opportunities. Recognized employees are more likely to remain engaged and committed to their work.

Provide Development Opportunities

Offer training programs and career development opportunities that help employees enhance their skills and knowledge, leading to increased job satisfaction and engagement.

Strengthen Communication Channels

Ensure that communication between management and employees is clear, transparent, and consistent. Regularly update employees on organizational changes, policies, and upcoming events.

Monitor and Address Workplace Stress

Regularly assess workloads and identify potential areas of excessive stress. Provide resources for stress management and offer support to employees facing challenging situations.

Establish Clear Leave Policies

Develop comprehensive leave policies that outline procedures for reporting absences, medical documentation requirements, and any consequences for unauthorized absences.

Listen to Your Employees

To understand what your employees are facing, you need to listen to their concerns by using pulse surveys, or by periodically conducting interviews to understand their job satisfaction levels. This can help identify potential issues and implement appropriate solutions in a timely manner.

Manage Absences Effectively with BrioHR

Absenteeism can have a detrimental impact on the overall functioning of a workplace, affecting productivity and employee morale. By implementing the strategies outlined above, employers can reduce absenteeism and foster a positive work environment that promotes employee well-being, engagement, and satisfaction.

Another tool that employers can use for absence and leave entitlements is HR software. With BrioHR’s leave module, you can calculate leave balances accurately, as well as keep track of the various types of leave (sick leave, annual leave etc).

With a secure, scalable platform, BrioHR’s software covers the entire employee journey from recruitment to onboarding, payroll and claims, to performance and analytics, and more.

This enables business owners and HR teams to truly focus on what matters most – people.

Visit briohr.com and get a free demo now.

The post Absenteeism: Causes and What You Can Do About It appeared first on BrioHR.

Childcare leave is an important benefit for working parents in Singapore. It allows them to take time off from work to care for their young children, ensuring that they are able to balance their professional and personal responsibilities.

The Singaporean government partially pays for childcare leave under the Government-Paid Childcare Leave (GPCL) scheme, which reduces the financial strain on companies when employees take childcare leave. This also applies to parents who are self-employed and may experience income loss during childcare leave.

Alongside parental leave, childcare leave supports working parents in caring for, bonding with, and enjoying quality time with their children. These benefits are designed to support Singaporean parents during the crucial early, formative years of their child’s life.

The Entitlement to Childcare Leave

Under Singapore’s Employment Act 1968, working parents are entitled to six days of paid childcare leave per year if their youngest child is below the age of seven. This entitlement applies regardless of the number of children.

On the other hand, if their youngest child is between 7 and 12 years old (inclusive), working parents are entitled to two days of extended paid childcare leave.

This leave can be taken in blocks of one day or more and can be used for a variety of purposes, including:

• caring for a sick child
• accompanying a child to their first day of school
• attending to a child’s needs during school holidays

Unused childcare leave cannot be:

• encashed
• carried over to the following year
• carried over to a new employer
• used to offset the resignation notice period
• transferred to the spouse

Childcare leave already claimed under previous employer(s) will be deducted from their total yearly childcare leave entitlement.

What if both parents work for the same company?

As long as both parents meet the eligibility criteria, they will be entitled to six days each of paid childcare leave, or two days each of extended paid childcare leave.

Eligibility for Childcare Leave

To be eligible for childcare leave, the following criteria must be fulfilled:

• The child must be a Singapore citizen.
• The parent must have worked for the same employer (or have been self-employed) for three continuous months.

What if the employee is not the biological parent?

It makes no difference whether a working parent’s child is their biological child, stepchild, or adopted child in order for the working parent to be eligible for childcare leave. For adoptive parents to be eligible for childcare leave, the Adoption Order must be passed.

What if the employee is a single parent?

They will be entitled to childcare leave as well. The entitlement to childcare leave does not discriminate based on marital status.

What if the employee is a foreigner?

As long as the child is a Singapore citizen, parents who are foreigners or permanent residents are entitled to childcare leave.

What if the child is not a Singaporean citizen?

The parent will only be entitled to the statutory minimum of two days of childcare leave per year, instead of six days of childcare leave. They will not be entitled to extended childcare leave.

Prorating Childcare Leave

For new joiners or employees intending to leave the company during the year, their childcare leave entitlement will need to be prorated. Generally, childcare leave will be prorated according to number of months worked.

Note that extended childcare leave cannot be prorated.

For new hires who have joined for less than a year, the following applies:

For employees intending to leave the company during the year, the following applies:

Applying for Childcare Leave

When applying for childcare leave, working parents must download and complete the Government-Paid Childcare Leave (GPCL) or Extended Childcare Leave (ECL) declaration form and submit it to their employers, along with any other relevant supporting documentation.

Employers can then submit the claim for reimbursement online via the Government-Paid Leave (GPL) Portal no later than 3 months after the last day of the 12-month period.

Working parents are highly advised to discuss their childcare leave plans with their employers as soon as possible to minimise disruption and allow the company to establish alternate work arrangements.

Get Childcare Leave Right With BrioHR

Tracking leave isn’t easy, especially with multiple types of leave like sick leave, annual leave, parental leave, and of course childcare leave. It gets even harder when you have to manage leave for multiple employees!

With BrioHR’s leave management module, managers can check at a glance who is on leave and approve leave requests seamlessly. Employees can also check their leave balances and request for leave – all on a user-friendly, mobile-ready app.

The post The Singapore Working Parent’s Guide to Childcare Leave appeared first on BrioHR.

Singaporean employees are entitled to paid sick leave and hospitalization leave under the Employment Act 1968. In general, employees will earn this entitlement if they have worked for their employer for at least three months.

Sick leave (colloquially known as “taking MC”) is meant for employees to take time off, rest, and recuperate. This way, they can get back to work sooner and reach full productivity in less time. In addition, if they’re sick with an infectious disease, they won’t spread it around the office.

Sick Leave

Who Is Eligible for Sick Leave?

Paid sick leave is a right under the Employment Act (EA). Generally, the Employment Act covers almost all employees, whether full-time, part-time, temporary or contract employees.

The EA also does not distinguish between Singapore citizens, permanent residents, and non-citizens. Therefore, foreigners and Singaporeans alike are entitled to sick leave under the EA.

What Is the Sick Leave Entitlement?

Employees who have worked for six months or more with the same employer are entitled to 14 days of paid outpatient sick leave. Between three and six months of service, the entitlement is prorated as follows:

• 3 months of service: 5 days of paid outpatient sick leave
• 4 months of service: 8 days of paid outpatient sick leave
• 5 months of service: 11 days of paid outpatient sick leave

Employers cannot give less than the statutory minimum of sick leave as stipulated under the EA. However, they are free to give more.

The employee is also entitled to their gross rate of pay (minus any allowances for shift work) while on sick leave. If the employee has worked for three months or more with the same employer, the employer must, at the minimum, pay the medical consultation fee.

The employer does not need to cover any other payments, e.g. for medication. However, such benefits may be extended to employees through health insurance or a medical expense claim.

How Does an Employee Qualify for Sick Leave?

There are several criteria that an employee must fulfil in order to qualify for sick leave:

• The employee must notify their employer within 48 hours of going on sick leave.
• The employee must be certified to be unfit for work by a medical practitioner registered under the Medical Registration Act or Dental Registration Act.
• The medical certificate (MC) must be presented upon return to work.

What If an Employee Falls Sick During a Rest Day or Public Holiday?

The employee is not eligible to apply for sick leave.

What If an Employee Falls Sick While on Annual Leave?

Generally, employees can’t ‘convert’ their annual leave into sick leave. However, some employers do give that option if the employee presents a valid MC.

What If an Employee Has Used Up All Their Sick Leave?

The employer can allow them to take unpaid leave, or give them the option to use their annual leave entitlement. If the employee is too sick to continue to work, you may have no choice but to terminate their services after giving due notice or payment in lieu of notice.

However, this should only be used as a last resort, and if their illness severely curtails their ability to do their job. For example, a construction worker that cannot manually lift heavy loads as a result of a diagnosed medical condition.

Hospitalization Leave

Who Is Eligible for Hospitalization Leave?

Like sick leave, employees working in Singapore are also entitled to hospitalization leave. However, there are several differences that employers need to take note of.

What Is the Hospitalization Leave Entitlement?

Employees who have worked for six months or more with the same employer are entitled to 60 days of paid hospitalization leave. Between three and six months of service, the entitlement is prorated as follows:

• 3 months of service: 15 days of hospitalization leave
• 4 months of service: 30 days of hospitalization leave
• 5 months of service: 45 days of hospitalization leave

Like sick leave, employers cannot give less than the statutory minimum of hospitalization leave as stipulated under the EA. However, they are free to give more. The employee is also entitled to their gross rate of pay (minus any allowances for shift work) while on hospitalization leave.

How Does an Employee Qualify for Hospitalization Leave?

Essentially, unlike sick leave, an employee requires hospitalization leave if they are admitted to hospital and a doctor deems that necessary. There are several criteria that an employee must fulfil in order to qualify for hospitalization leave:

• The employee must be certified by a medical practitioner who can admit patients into an approved hospital (including national specialty centres and ambulatory surgical centres).
• The employee must be warded in a hospital or undergone day surgery.

The employee may also qualify for hospitalization leave if they are quarantined under any written law.

What If an Employee Has Used Up All of Their Sick Leave, but Is Then Hospitalized?

According to the MOM, the amount of paid outpatient sick leave and paid hospitalization leave is capped at the sick leave entitlement. The example given by the MOM is that if an employee has already taken 14 days of paid outpatient sick leave in a year, the number of days of paid hospitalization leave that they can take is 46 days (60 – 14 = 46).

What If an Employee is Hospitalized, but Has Not Used Any Sick Leave?

In this case, the hospitalization leave entitlement should be used up first. The outpatient sick leave entitlement is not used.

Manage Sick Leave and Hospitalization Leave with BrioHR

If you’re looking to manage sick leave policies for your business, BrioHR helps you get started in a fuss-free, user-friendly way. BrioHR’s leave function is mobile-ready so employees can notify their managers and upload their MC wherever they are. Managers can also approve them easily.

With a secure, scalable, user-friendly platform, BrioHR covers the entire employee journey from recruitment to onboarding, payroll and claims, to performance and analytics, and more.

This enables business owners and HR teams to truly focus on what matters most – people.

Visit briohr.com and get a free demo now.

The post Sick Leave and Hospitalization Leave in Singapore: What HR Needs to Know appeared first on BrioHR.