From 19 August 2021, most businesses were able to welcome 50% of their employees (who could have worked from home) back to work. The re-opening measures also include social gatherings in workplaces being allowed, as well as for larger events.
As part of the wider re-opening measures for the local economy, the Ministry of Manpower (MOM) has updated its advisory for COVID-19 vaccination for employees. Here are 10 things employers need to know.
#1 Employees In Selected Sectors Are Required To Be Vaccinated Or Undergo Regular Testing
Singapore’s vaccination rates are already amongst the highest globally. However, a key thrust to Singapore’s re-opening measures is a fully vaccinated workforce.
Sectors such as healthcare, eldercare, settings with children 12 and below, sectors that interact with customers in higher-risk mask-off setting (e.g. F&B establishments, gyms and fitness studios, personal care services) will be subjected to a Vaccinate or Regular Test (VoRT) regime.
The public service, Singapore’s largest employer, will lead by example in this effort.
Read Also: Winners And Losers Of Vaccination-Differentiated COVID-19 Measures From 10 August 2021
#2 VoRT Regime Has To Be Implemented By 1 October 2021
For business sectors that have to adopt the VoRT regime, you should ensure that you are able to do so by 1 October 2021. Businesses should communicate their policies and/or obligations clearly and in advanced so their employees are prepared.
#3 All Employers Are Encouraged To Adopt VoRT Regime
While only selected business sectors are required to be part of the VoRT regime, MOM is encouraging all employers to adopt it. Employers should also urge their medically-eligible employees to be vaccinated. Some ways to encourage employees can include granting additional paid time-off or additional sick leave if they do fall ill.
Employers can ask their employees for their vaccination status, and require proof if they adopt VoRT. Employees who do not submit vaccination status will be treated as unvaccinated – for needing to adhere to vaccination-differentiated measures and to bear the relevant costs.
#4 Employees Can Implement Vaccination-Differentiated Workplace Measures Under VoRT
Employers may implement different measures for vaccinated and unvaccinated employees. For employers who want to adopt VoRT even though they are not required to, you can subject unvaccinated employees to additional COVID-19 test (compared to vaccinated employees).
For example, employers can take reference to the compulsory VoRT regime, to require unvaccinated employees to take COVID-19 tests twice a week. Such tests can include Fast and East Testing (FET) and/or Rostered Routine Testing (RRT) regime.
Read Also: 5 Things To Note About The Fast and Easy Testing (FET) For Employees (According to MOH)
#5 Employers May Require Unvaccinated Employees Pre-Event Testing For Work And Social Events
While workplaces are allowed to have social events now, employers can require unvaccinated employees to undergo Pre-Event Testing (PET) before participating.
Employers can also consider reducing group sizes when unvaccinated employees are participating in such events. This is especially so for mask-off activities.
#6 Employers Can Redeploy Unvaccinated Employees To Other Roles
There are no rules against unvaccinated employees working in higher risk environments with regular testing. However, employers can choose to redeploy unvaccinated employees to another lower risk job.
MOM’s advisory states that the redeployment should be in line with the employee’s experience and skills. It also states that if there are no existing redeployment policies in the organisation, the new role can be mutually agreed between employers and employees.
#7 Employers Can Enforce Other COVID-19 Measures As They See Fit
In a catch-all type paragraph in MOM’s advisory, it is also stated that employers can “on the own accord, implement other workplace measures”.
However, it does elaborate that employers must be prepared to justify such measures to employees and/or the government. For employers that wish to do so, seeking mutual agreements between employees and unions may be the way to go.
#8 Additional Costs For Unvaccinated Employees Can Be Passed To Them
There may be some additional costs for employers in managing COVID-19. However, any additional costs incurred for unvaccinated employees – compared to vaccinated employees – may be passed on to them. The MOM advisory makes it very clear that such unvaccinated employees should be medically eligible for vaccination.
Expenses that can be passed on to such employees may include test kits or cost of Stay-Home Notice (SHN) accommodation above what is incurred for vaccinated employees. Employers can make salary deductions or require employees to pay relevant service providers directly.
Employers may also deduct annual leaves or require unvaccinated employees to take no-pay leave if they have to serve longer periods of SHN because of their vaccination status.
Employers may also choose to exclude unvaccinated employees from medical benefits associated with COVID-19. This may include insurance coverage. However, medical benefits required by legislation cannot be taken away.
All of the measures and costs that will impact unvaccinated employees should also be communicated clearly and in advanced.
#9 Employers Cannot Threaten To Fire Employees
Vaccination status alone cannot be reason enough for any employers to terminate employment or threaten to terminate the employment of an employee.
However, if unvaccinated employees do not comply with vaccination-differentiated measures adopted by the business, employers may terminate them.
#10 Employers Have To Continue Enforcing Workplace Safe Management Measures (Including Mask-Wearing)
While high vaccination rates significantly strengthen Singapore’s defences against COVID-19, it is still important for safe management measures to be adhered to at workplaces. I.e. this is not the time to let our guard down.
All back-to-work employees should continue to wear mask and observe existing safe management measures.
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