Medical and Hospitalization Leave in Singapore

There are many leave requests, and one of them is medical and hospitalization leave.

As an HR professional, it's essential to navigate these policies to ensure compliance, fairness, and support for your team.

This guide provides a detailed overview of medical and hospitalization leave practices in Singapore, covering key aspects such as eligibility, entitlements, documentation, and best practices.

Medical leave in Singapore is a fundamental entitlement that supports the health and productivity of employees. It allows them to take paid time off from work when they are ill or injured, ensuring they can focus on recuperation without financial worry.

Medical leave is distinct from regular annual leave as it is intended specifically for health-related purposes. This ensures that employees can take the time needed to recover from illnesses or manage ongoing health conditions, which in turn helps to maintain overall productivity and reduce the risk of long-term absences.

This leave is particularly vital for maintaining a healthy work-life balance and reducing the risk of prolonged absences due to untreated health issues.

By ensuring that employees have the right to medical leave, companies can foster a supportive and healthy work environment.

Hospitalization leave, another critical aspect of employee benefits in Singapore, extends beyond outpatient medical needs to cover situations where hospital care is required.

This includes instances where employees are admitted to the hospital, undergo outpatient surgeries, or need extended bed rest following medical procedures.

By providing hospitalization leave, employers not only adhere to legal requirements but also demonstrate a commitment to supporting employees during more serious health challenges.

This form of leave is crucial for employees dealing with significant health issues, ensuring they receive the necessary care and time to recover without the added stress of job security or financial loss.

Hospitalization leave is meant to include the time a hospital doctor considers necessary for an employee to receive hospital care. It covers various situations such as:

• The employee being warded or undergoing outpatient surgery.

• The employee not being hospitalized but ordered to take bed rest, such as in cases of pregnancy-related complications.

• The employee requiring rest or further medical treatment after hospital discharge to fully recover.

Medical Leave

According to the Employment Act in Singapore:

• Employees with at least 3 months of service are entitled to paid sick leave.
• Employees with 6 months or more of service are entitled to 14 days of paid outpatient sick leave.
• For the first 6 months, the entitlement is pro-rated.
• Applies to employees covered by the Employment Act.
• Requires at least 3 months of service with the employer.
• Informs employer within 48 hours of absence (unless impossible).
• Entitled to paid leave certified by a registered medical practitioner.
• Maximum of 14 days per year (pro-rated for new hires under 6 months).

Hospitalization Leave

Employees are entitled to up to 60 days of paid hospitalization leave each year, inclusive of the 14 days of outpatient sick leave. This leave can be used for hospital stays, outpatient surgeries, and medically certified periods of rest necessary for recovery from hospitalization.

• Follows the same eligibility criteria as Medical Leave (a).
• Covers hospitalization, day surgery, or post-discharge recovery.
• Requires certification from a hospital doctor for the required rest period.
• Maximum of 60 days per year (includes the 14 days of Medical Leave).

What About Employees Who Are Not Under Singapore Law?

For employees not covered by the Employment Act, their sick leave benefits and entitlements are governed by their employment contract or company policy.

Employers should ensure that these contracts clearly outline the sick leave entitlements to avoid any misunderstandings.

Note: Employees not under Singapore Law should consult their employment contract or HR department for specific details on medical and hospitalization leave.

• Medical Certificates: Employees must provide medical certificates (MCs) issued by registered medical practitioners to validate their medical leave.

• Submission: Employees are generally required to submit MCs to their employers within a stipulated timeframe, usually within 48 hours of their absence.

• Hospitalization: For hospitalization leave, employees must provide documentation such as hospital admission/discharge papers and medical certificates.

1. If an employee takes a sick leave, will their hospitalization leave also be deducted?

According to Singapore's Employment Act, the total entitlement for sick leave and hospitalization leave combined is capped at 60 days per calendar year.

Therefore, any outpatient sick leave taken will reduce the available hospitalization leave proportionately.

So, if you use 5 days of sick leave, your remaining hospitalization leave would be 55 days (60 total - 5 used sick leave).

2. Is there a medical benefit for employees who are covered under Social Security Organization (SOCSO)?

The Employment Act focuses on paid leave. SOCSO, on the other hand, provides medical benefits for certain work-related injuries or illnesses. You can check SOCSO's website or consult your HR department for specific eligibility and benefits related to your situation.

Employees covered under SOCSO are entitled to free medical treatment for work-related injuries or occupational diseases. They can receive medical care from SOCSO's panel clinics or government hospitals, including specialist treatments if necessary. Reimbursement for medical expenses incurred at non-panel clinics can be claimed from SOCSO.

3. Can an employer dismiss an employee if they submitted fake medical certificates (MC)?

Under Singapore's Employment Act, submitting fake medical certificates is considered misconduct. Employers have the right to dismiss employees for such actions, following a proper inquiry. Misconduct that damages the relationship of trust between the employer and employee justifies dismissal.

This is considered a serious offense that breaches trust and could potentially disrupt operations. However, due process must be followed before dismissal.

4. What are the conditions under which an employee is not qualified for paid sick leave?

Employees are not entitled to paid sick leave during maternity leave or when receiving periodical payments under Workmen's Compensation or SOCSO. You might not be eligible for paid sick leave if:

• You haven't worked for your employer for at least 3 months.
• You don't inform your employer within 48 hours (unless impossible).
• You haven't provided a medical certificate from a registered practitioner.
• Your illness is due to self-inflicted injuries or intoxication.

5. Are employees entitled to leave replacement if they fall sick on a public holiday?

No, you wouldn't be entitled to separate leave for falling sick on a public holiday. Public holidays don't count as workdays, so they wouldn't be deducted from your sick leave entitlement.

However, depending on your employment contract or company policy, there might be alternative arrangements like working from home (if possible) or taking unpaid leave.

Read More:

• New Employee Form: What to Include (with Free Template)
• Navigating the Hiring Freeze: Strategic Steps for Companies
• Disciplinary Action Forms: What is it and What to Include
• Employee Handbook: Explanation, Benefit & Creating Instructions

Find your perfect candidate in Southeast Asia with Epicareer for Employer.