Employers, It’s Time to Roll Out the COVID‑Shield Clause
On 23 August, Singapore’s three big names on the COVID‑table—MOM, NTUC and Snef—all agreed to a new play: every workplace must decide if its crew will be vaccinated, tested, or both.
Why the Change?
The goal is simple: keep rigs, wards, gyms, and little kids safe while staving off the risk of downtime caused by an outbreak.
Key Rules to Keep in Mind
- Vaccinated or Tested? Employees who clock in the jab or sign up for regular tests become “protected.” Those who opt out must pay for extra testing and be kept out of COVID‑related perks.
- Termination Caveat—You can’t fire someone just because they’re unvaccinated. However, if an unvaccinated staff member refuses the scheme or fails to comply with reasonable measures, you may let them go.
- Testing Frequency—Health Ministry backs up to two tests a week for the “unprotected” crew in high‑risk sectors.
- Leave Adjustments—Unvaccinated staff might find themselves on extra movement restriction days. Employers may deduct those days from paid leave, or arrange a no‑pay period if leave is already maxed out.
- Costs Covered?—If an unprotected employee ends up with COVID‑related expenses (think test kits or home‑stay notices), the boss can recover that money either via small salary deductions or direct billing.
Who Gets the New Rules?
Starting from 1 October, the compliant sectors are:
- Health and eldercare
- Facilities with children under 12
- Customer‑facing venues—dining spots, gyms, and studio‑style workouts
Other sectors can adopt the regime now if they wish, but they must talk it out with their unions – and do so early, early, early.
Managing the Mix
Employers can play with a “vaccinated‑vs‑unvaccinated” dance floor. Some examples:
- Deploy unprotected employees in lower‑risk roles if you wish.
- Give them extra pre‑event checks before big meetings or socials.
- Trim group sizes when unvaccinated folks are on board.
Should you decide to redeploy, give your staff a clear, documented plan—done up together or with union input. It keeps the heart beats smooth and the paperwork tidy.
Proof Matters
Ask for vaccination proof. No proof? Treat them as unprotected and apply the extra rules.
Mask‑On, Eyes on the Future
The trio reminds everyone to keep up the regular safe‑management basics – masks, hand‑washing, cleaning. The new regime is an extra layer, not a replacement.
So, employers: get your policy decks ready, talk to your teams, and keep the vibe safe and sane. That’s the golden rule.
