In Singapore, employees covered by the Employment Act are entitled to paid sick leave and paid hospitalisation leave. Employees receive up to 14 days of outpatient sick leave and up to 60 days of hospitalisation leave per year (the 60 days includes the 14 days of outpatient sick leave). Sick leave is certified by a registered medical practitioner or a dentist.

Statutory entitlement

14 days of paid outpatient sick leave per year. 60 days of paid hospitalisation leave per year (including the 14 days of outpatient sick leave). Paid at the employee's gross rate of pay.

Eligibility

Employees must have worked for the employer for at least three months to be entitled to paid sick leave. The employee must provide a medical certificate (MC) from a registered medical practitioner, dentist, or approved hospital.

Employer obligations

  • Pay the employee's gross rate of pay during certified sick leave.
  • Accept medical certificates from registered medical practitioners, dentists, or approved hospitals.
  • Not deduct pay for certified sick leave days.
  • Keep records of sick leave taken by each employee.
  • Not require the employee to work during the certified sick leave period.
  • Inform the employee of their sick leave entitlement in writing before employment begins.

Employee rights

  • Right to 14 days of paid outpatient sick leave per year.
  • Right to 60 days of paid hospitalisation leave per year (including the 14 outpatient days).
  • Right to be paid at the gross rate of pay during sick leave.
  • Right not to be dismissed without just cause during a period of certified sick leave.

Common pitfalls

  • Not checking the three-month qualifying period — employees are not entitled to paid sick leave until they have worked for at least three months.
  • Requiring sick leave to be taken only from company-appointed doctors — employees can use any registered medical practitioner.
  • Deducting pay for certified sick leave — this is a breach of the Employment Act.

How sick leave entitlement is calculated

Sick leave entitlement is based on the employee's length of service. Employees who have worked for three months are entitled to the full 14 days of outpatient sick leave and 60 days of hospitalisation leave. For employees who have not completed three months, the entitlement is pro-rated based on months worked.

Hospitalisation leave vs outpatient sick leave

Hospitalisation leave includes the 14 days of outpatient sick leave. If an employee is hospitalised, the entire hospitalisation period (up to 60 days) is covered under hospitalisation leave. If the employee is hospitalised for fewer than 14 days, the remaining days can be used for outpatient sick leave.

Medical certificate requirements

Sick leave must be certified by a registered medical practitioner, dentist, or an approved hospital. Employers can request that employees visit a company-appointed doctor, but cannot refuse a valid MC from any registered practitioner.

Frequently asked questions

Can an employer require a second medical opinion?

Employers can request a second medical opinion from a company-appointed doctor, but cannot refuse a valid MC from the employee's chosen registered medical practitioner.

What if an employee exhausts their sick leave entitlement?

Once the statutory entitlement is exhausted, the employer is not required to grant further paid sick leave. However, the employer may allow unpaid leave or annual leave to be used.

Are managers and executives covered?

Managers and executives with a monthly basic salary exceeding the threshold (S$4,500 for non-workmen, S$2,600 for workmen) are not covered by Part IV of the Employment Act, including sick leave provisions. Their entitlements are governed by their employment contract.

Sources

This page is provided for general guidance and does not constitute legal advice. Always check the cited primary source for current law before making employment decisions.