MOM outlines new policies for unvaccinated employees starting Jan 15
As of December 27, approximately 52,000 employees in Singapore remain unvaccinated against COVID-19, the Ministry of Manpower (MOM) announced. This comes as the government sets a new policy, effective from January 15, which will prohibit unvaccinated workers from returning to the workplace.
Among those unvaccinated, around 6,700 are aged 60 and above, a group identified as being at higher risk for severe COVID-19 outcomes. The MOM clarified that only a small percentage of these employees are medically ineligible for vaccination. As of December 19, 80% of companies in Singapore have achieved full vaccination coverage for their workers, with 98% of the overall workforce vaccinated.
Under the new regulations, only fully vaccinated employees, those who are medically ineligible, or individuals who have recently recovered from COVID-19 (within the past 180 days) will be allowed to return to their workplaces. Unvaccinated or partially vaccinated employees will not be permitted to enter their offices, even with a negative COVID-19 test. Employees who are partially vaccinated can continue to work with a negative test until January 31, after which full vaccination will be required.
MOM explained that with the rise of the more contagious Omicron variant, as well as the ongoing threat of the Delta variant, the risk of contracting COVID-19 has increased. Unvaccinated workers, particularly older individuals, could strain the healthcare system if they fall ill.
In addition, vaccination will become a requirement for the approval or granting of long-term passes, work passes, and permanent residency from February 1, 2023. The measures will apply to both employees and the self-employed.
Employers are advised to explore alternatives for unvaccinated workers, such as redeploying them to remote roles or placing them on no-pay leave. As a last resort, companies may terminate the employment of unvaccinated workers, provided they follow contractual procedures.
For those who are medically ineligible, working from home should be considered where possible. Pregnant employees are also strongly encouraged to get vaccinated, but employers are advised not to terminate their contracts based on vaccination status and should consider accommodating their needs.
