Working two jobs is not easy for employees, but neither is it simple for the employer. As more employers move toward flexible working arrangements and part-time work arrangements, more employees may choose to work more than one job.
While working two jobs may be a personal choice of the employee, employers still have certain statutory obligations to fulfil. This includes medical leave entitlements.
Read Also: Is It Legal For An Employee To Have Two Jobs (With Two CPF Contributions)?
Working Two Or More Jobs May Not Be A Personal Choice
Working more than one job is legal for some employees. However, foreign employees on work passes, such as those working here on work permits, S Pass and Employment Pass (EP) must only work for their designated employer and generally cannot engage in any other activities to earn additional income in Singapore.
In cases where the employment contract prohibits additional employment, the employee does not have a personal choice in working two (or more) jobs.
In cases where there is no such clause in their contract, employees should also ensure they act in good faith and honestly. As such, they should refrain from the “grey area” of working for businesses that are competing with one another, or even complementary to one another to avoid potential conflict of interest. Of course, employees should not cross-deploy resources such as their working hours or technology to complete work for another company.
Employer Pays If That Is The Designated Working Day
In line with the medical leave entitlements for part-time workers, the employer pays for the medical leave if it is a working day. The employee must have also completed at least 3 months of service and is covered by the Employment Act.
For example, an employee works for Employer A on Monday, Tuesday and Wednesday and Employer B on Thursday, Friday and Saturday. If he takes sick leave from Wednesday to Friday, Employer A only needs to pay for his sick leave on Wednesday while Employer B pays for the sick leave on Thursday and Friday.
If it is a rest day, non-working day or public holiday, the employers need not pay for the sick leave.
Read Also: Medical Benefits That Businesses Have To Legally Provide For Their Employees In Singapore
What If The Employee Works For Both Employers On The Same Day?
However, it is also possible that an employee works for both employers on the same day when he takes paid sick leave.
When an employee works for Employer A in the morning and then Employer B in the afternoon, both employers are required to provide sick leave and medical benefits, according to TAFEP.
However, the employers only need to pay a pro-rated day of paid sick leave.
To find out how to calculate pro-rated sick leave, you can refer to our article on How To Calculate Annual Leave And Sick Leave Entitlements For Part-Time Workers.
Read Also: Part-Time Employment Regulations: 10 Things To Know When Hiring A Part-Timer
Employers Must Pay Medical Reimbursement
According to the Employment Act, the employer must pay the medical consultation fee if the employee has worked at least 3 months and the medical consultation results in at least one day of paid sick leave and arises from a medical certificate given by medical practitioner from a public medical institution or is company-appointed.
However, neither MOM nor TAFEP has dictated which employer must pay the medical reimbursement. Following the principle of sick leave entitlements, on days when the employee only works for one employer, the employer of the day pays the medical reimbursement. However, it may be less straightforward when the employee works for more than one employer on the same day.
What If The Employee is Injured In The Course Of Work?
Aside from sick leave and medical reimbursement, a relevant concern for employers may be workplace injury and compensation.
If the employee is injured during the course of work with the second employer (Employer B), Employer B is responsible for the workplace injury compensation.
As the injury happened during the course of employment, whichever employer the employee is working for at that time would be responsible for the workplace injury compensation.
Read Also: Work Injury Compensation Act (WICA): What Employers Need To Know
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