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A recap of MOM’s guidance on managing the impact of the haze at work, including precautions for outdoor workers, health risks, flexible work arrangements, and salary matters during business suspensions.
As the haze continues to air quality in Singapore, employers are urged to review workplace safety measures to protect employees, particularly those working outdoors.
The Ministry of Manpower (MOM), together with the Singapore National Employers Federation (SNEF) and the National Trades Union Congress (NTUC), previously issued guidance and a tripartite advisory on managing haze-related workplace risks.
Here is a recap of the key points employers and employees should know.
Impact of haze on health
1. What should employers monitor to protect their workers?
Employers should monitor the 24-hour Pollutant Standards Index (PSI) forecast published by the National Environment Agency (NEA) and follow the latest health advisories.
The health effects of haze depend on air quality, exposure duration and individual health conditions. Employers should refer to MOM’s haze guidelines and implement additional measures based on workplace risks and employees’ needs.
2. What other workplace measures can mitigate the impact of haze on workers?
Risk assessments and mitigating measures: Employers should assess workplace risks and reduce or avoid prolonged or strenuous outdoor work, depending on air quality. Measures include rotating jobs, using mechanical aids, providing indoor rest breaks and drinking water, monitoring employees’ health and deferring non-essential work.
Masks and respirators: If prolonged or strenuous outdoor work cannot be avoided, employers are strongly urged to provide suitable masks or respirators, ensure proper fit-testing where required, maintain sufficient supplies and provide usage training. Vulnerable employees should consult their doctors on mask use.
Flexible work arrangements: Employers are encouraged to offer telecommuting, staggered hours and flexible leave arrangements, particularly for vulnerable employees. Where paid annual or sick leave has been exhausted, employers may consider advance leave or other arrangements without deducting wages.
3. How long would be a sufficient time for each break?
MOM’s guidelines provide general recommendations rather than fixed requirements. Employers should assess workplace risks and implement suitable measures, including appropriate rest periods, to minimise or mitigate risks to employees.
4. What can outdoor workers do if their employers fail to follow haze-related advisories?
Workers should raise safety concerns with their supervisors, HR departments or union representatives. If no action is taken, they can call MOM at 6438 5122 for advice or submit online feedback about significant safety concerns involving outdoor work during haze episodes.
5. Who can workers approach to resolve disputes over haze-related risk assessments?
Workers should raise their concerns with their supervisors, HR departments or union representatives. If no action is taken, they can contact MOM for advice or submit online feedback about significant safety concerns involving outdoor work during haze episodes.
6. What penalties can MOM impose if employers do not now follow guidelines?
Under the Workplace Safety and Health Act, employers must protect employees’ safety and health at work. Failure to adequately mitigate haze-related risks may result in MOM enforcement action, including stop-work orders and composition fines.
7. Can employees claim work injury compensation for illnesses or injuries sustained while working in hazy conditions?
Under the Work Injury Compensation Act, employees who suffer work-related illnesses or injuries may be eligible for compensation. Employers should report haze-related cases through WSH Incident Reporting and pay eligible medical leave wages and medical expenses directly to employees who recover without permanent ill effects.
Leave and salary matters
1. What options are available to employees who have exhausted their leave entitlements due to haze-related concerns?
Employers are encouraged to offer flexible work arrangements or time off for employees who feel unwell or need to care for family members. This may include working from home, shorter hours, or leave options such as advance leave for those who have exhausted their entitlements.
2. Can employers deduct employees’ wages or annual leave if work is suspended due to haze?
If employers temporarily suspend operations based on their risk assessment, they should bear the costs and not deduct wages or leave entitlements from affected employees.
3. Can employers require employees to use annual leave during company closure?
Employers should mutually agree with employees and union representatives, where applicable, on suitable leave and flexible work arrangements, such as paid annual leave.
4. Where can employees seek help for disputes over haze-related leave and salary?
Employees should first try to resolve disputes amicably with their employers. If disagreements persist, they can raise the matter with management through HR or union representatives, or contact MOM for further assistance.
Tripartite advisory: What should employers prepare?
MOM, SNEF, and NTUC have also outlined measures to help employers prepare for haze-related workplace disruptions.
- Prepare haze-related workplace measures: MOM, SNEF and NTUC encourage employers to plan early and engage unions and employees.
- Mitigate haze exposure: Conduct risk assessments, adopt risk-mitigating measures and reduce, minimise or avoid prolonged or strenuous outdoor work, including through redeployment.
- Implement flexible work arrangements: Consider telecommuting and staggered work hours to support employees affected by health or family-care needs.
- Provide flexible leave arrangements: Consider annual, sick or childcare leave. Where entitlements are exhausted, employers may offer paid time off, advance paid leave or other arrangements.
- Manage business suspensions: For short-term, ad-hoc suspensions, employers should bear the costs without deducting employees’ pay or leave entitlements. Longer suspensions require discussions on flexible work, leave and salary arrangements.
- Establish grievance procedures: Put internal procedures in place to manage haze-related employment disputes.
- Prepare business continuity plans (BCPs): Brief employees on their roles and responsibilities, conduct BCP exercises and consider Enterprise Singapore’s Enterprise Development Grant (EDG) to help defray eligible adoption costs.
Employers can refer to the haze guidelines and advisory and its tripartite advisory for the full recommendations.
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