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With El Niño and a potential positive Indian Ocean Dipole expected to bring warmer and drier conditions to the region, employers are being urged to strengthen haze preparedness plans and workplace safety measures.
Singapore could see a higher risk of haze in the coming months as hotter and drier weather conditions associated with El Niño are expected to persist through the second half of 2026.
According to the Meteorological Service Singapore (MSS), El Niño and a potential positive Indian Ocean Dipole (IOD) are expected to bring warmer and drier conditions to Singapore and the surrounding region from June to October 2026. The drier weather during the Southwest Monsoon season could increase the risk of vegetation and peatland fires, raising the likelihood of transboundary haze affecting Singapore.
In line with this, here is a refresh of the Ministry of Manpower (MOM)’s existing guidelines on protecting employees from the effects of haze, reminding employers of their responsibilities under the Workplace Safety and Health (WSH) Act.
Employers have the primary responsibility to protect workers
Under the WSH Act, employers bear the primary responsibility for ensuring the safety and health of employees at work.
MOM said organisations should conduct proper risk assessments and implement appropriate measures to minimise or mitigate risks arising from haze exposure. This includes determining when work activities should be restricted or adjusted based on changing air quality conditions.
The impact of haze can vary depending on the severity of air pollution, an individual's health condition, and the type of work being performed.
What employers should do before haze conditions worsen
Following announcements of an increased haze risk, employers are advised to review their preparedness plans.
Key measures include:
- Identifying employees who may be more susceptible to haze-related health effects.
- Identifying outdoor work activities that may need to be reduced during haze episodes.
- Establishing criteria for restricting outdoor work.
- Conducting mask fit testing for employees who are required to work outdoors.
- Maintaining at least a one-week supply of N95 masks as part of haze-related business continuity plans.
- Improving the efficiency of air cleaning devices to maintain indoor air quality.
- Implementing communication systems to keep employees informed during haze situations.
Managing outdoor work during haze periods
MOM advised employers to reduce, minimise, or avoid prolonged and strenuous outdoor work when air quality deteriorates.
Risk assessments should take into account employees' health conditions, job requirements and environmental conditions. Employers should also implement measures to reduce exposure where possible.
Examples include:
- Using mechanical aids such as trolleys and hoists to reduce physical exertion.
- Adjusting work assignments or rotating employees to shorten outdoor exposure.
- Scheduling sufficient indoor rest breaks.
- Ensuring workers remain adequately hydrated.
- Monitoring employees for haze-related symptoms.
- Deferring non-essential work where feasible.
Where prolonged or strenuous outdoor work cannot be avoided during periods of higher PSI readings, employers should provide suitable masks or respirators.
At the same time, employers should be mindful that wearing masks may increase breathing effort, particularly during physically demanding work. Employees who experience breathing difficulties while working outdoors should be redeployed indoors where pollutant concentrations may be lower.
Additional care should be taken for older employees, pregnant employees, and those with chronic heart or lung conditions.
Employers should also factor visibility risks into their assessments, particularly for outdoor operations involving equipment such as tower cranes and mobile cranes.
Providing suitable respiratory protection
MOM emphasised that employers are responsible for providing appropriate masks where necessary.
For protection against fine particulate matter such as PM2.5 and PM10, N95 masks or equivalent masks that can filter out approximately 95% of very fine particles are recommended.
However, in hazardous haze situations such as PSI above 400, N95 masks may not provide sufficient protection for prolonged outdoor work. In such cases, respirators with higher protection factors, such as full-face respirators, should be considered.
Employers should also:
- Ensure employees undergo mask fit testing.
- Maintain sufficient stock of masks and respirators.
- Provide training and supervision on correct usage.
- Replace masks when they become damaged, dirty, or difficult to breathe through.
Where eye irritation occurs, suitable eye protection such as goggles should also be provided.
Improving protection for indoor employees
While indoor environments generally offer greater protection from haze, employers are encouraged to take additional steps to maintain good indoor air quality.
These include improving the effectiveness of air-cleaning devices and reducing the amount of haze entering workplaces by keeping doors and windows closed whenever possible.
Keeping employees informed
Clear communication is another key component of haze preparedness.
MOM recommended establishing a system to regularly update employees on haze conditions and any measures being implemented by the organisation, including flexible work arrangements.
Employees should also have channels to report adverse health effects or workplace concerns arising from haze exposure.
Understanding leave and salary matters during haze episodes
MOM has also urged employers to adopt a flexible and enlightened approach when managing leave arrangements during haze episodes.
It said employers are strongly encouraged to adopt a flexible and enlightened approach when employees need time off due to haze-related circumstances. This includes granting leave to employees who are unwell, particularly older employees, pregnant employees, and those with respiratory conditions, as well as those who need to care for family members.
The ministry also encouraged employers to allow employees who have exhausted their leave entitlements to utilise advance leave or other leave arrangements. Where practicable, employers should also support flexible work arrangements, such as working from home or working shorter hours, to minimise work disruptions.
Separately, if an employer decides, based on its risk assessment, to temporarily suspend operations due to the haze situation, the employer should bear the costs of doing so. In such cases, affected employees' wages and leave entitlements should not be deducted.
If a company closes or operations are stopped because of haze conditions, employers should discuss the appropriate leave and flexible work arrangements with employees and union representatives, where applicable, and reach a mutual agreement on the measures to be adopted.
In the event of disputes relating to leave or salary matters, employees should first approach their employers to resolve the matter amicably. If disagreements persist, the issue should be raised to management through HR or union representatives. Where the dispute cannot be resolved amicably, employees may seek assistance from MOM.
For the full list of FAQs, employees and employers can refer to MOM's guidance on haze guidelines and advisory for work.
Preparing early can help reduce disruption
While it remains uncertain whether Singapore will experience significant haze episodes in the months ahead, the increased risk highlighted serves as a timely reminder for employers to review their preparedness plans.
From protecting outdoor workers and maintaining indoor air quality to communicating clearly with employees, proactive planning can help organisations safeguard employee wellbeing while maintaining business continuity should haze conditions arise.
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