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From 14 April 2026, the “minimum” driving disqualification periods for serious traffic offences will become the baselines; as such HR teams in impacted sectors may have to review their contracts and policies.
The Land Transport and Related Matters Act 2026 (the Act) was passed by Singapore's Parliament on 5 February 2026, introducing amendments to the Road Traffic Act 1961 (RTA) and the Road Vehicles (Special Powers) Act 1960 (RVSPA).
From 14 April 2026, the below three key provisions will take effect, which for the purpose of our readers, we have tried to distil into how potentially this may impact HR policies. Read on:
#1: Disqualification periods are now minimum baselines
The Act clarifies that disqualification periods for offences under the RTA are now minimum periods. Courts:
- Are not required to find “special reasons” before imposing a longer disqualification period; and
- May impose a longer disqualification, up to lifetime disqualification, where warranted by the facts and circumstances of the case.
*To note: Disqualification periods per the RTA refers to the following:
Sections 64 (reckless or dangerous driving); 65 (Driving without due care and attention or reasonable consideration); 67 (Driving while under influence of drink, etc.); 68 (Being in charge of motor vehicle when under influence of drink, etc.); 79 (Offence for driving heavy motor vehicle without police escort); 84 (Duty to stop in case of accident); and 116 (Restriction of competitions and speed trials).
Why this matters for HR
This increases the risk that an employee who commits a serious road traffic offence may:
- Lose their driving license for a much longer period than the statutory minimum; or
- Be disqualified for life in very serious cases.
This can directly affect:
- Employees whose role requires driving (e.g. drivers, sales, site staff, logistics, field service);
- Workforce planning, redeployment and succession;
- Disciplinary and termination decisions where an employee can no longer perform an essential function of their role.
What may help HR teams [this is not legal advice]
- Contracts and job descriptions
- Clearly state when a valid driving licence is an essential requirement of the role.
- Include a contractual obligation for employees to immediately inform HR/management if:
- They are charged with a serious road traffic offence; or
- Their license is suspended, revoked or disqualified.
#2 Vehicle forfeiture framework in the RVSPA is now discretionary
Under the RVSPA, it will no longer be mandatory for the court to order the forfeiture of road vehicles if the court is satisfied that:
- The offender is not the vehicle owner; and
- The offender used the vehicle without the owner’s consent.
Why this matters for HR
For employers that own or lease vehicles:
- There is less automatic risk that a company vehicle will be forfeited where it is used without the employer’s consent and the offender is not the owner (e.g. unauthorised use by an employee or third party).
- However, the court may still order forfeiture, depending on the facts.
What may help HR teams [this is not legal advice]
- Vehicle use policies
- Ensure there are clear, written policies covering:
- Who may drive company vehicles;
- For what purposes;
- Prohibitions on personal or unauthorised use, and
- Consequences for misuse (e.g. misconduct, disciplinary action).
- Make clear that employees must not allow others (including family or friends) to use company vehicles without proper authorisation.
- Ensure there are clear, written policies covering:
#3 Singapore Armed Forces (SAF) drivers may drive motor vehicles that are owned or leased by SAF
The Act clarifies that Singapore Armed Forces (SAF) drivers may drive motor vehicles that are owned or leased by the SAF.
Why this matters for HR
This change is mainly relevant to:
- Organisations that work closely with the SAF;
- Employers with staff seconded to SAF-related roles, or
- Contractors supporting SAF transport or logistics.
For most private sector employers, this clarification will have limited direct impact.
In short, these changes reinforce the importance of aligning HR practices with road traffic and vehicle-use obligations. Employers whose staff drive as part of their role may wish to review contracts, job descriptions and vehicle policies, and seek legal advice where specific situations arise.
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