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Returning your workforce: Checklist of employment considerations (Singapore)

02 June 2020
Addressing the "new normal" as Singapore prepares to return to work, our checklist brings together key developments and aspects that your business needs to consider from an employment perspective. 

With social, economic and cultural norms changing at an unprecedented level, it is essential for employers to support their employees through the process – from mental health to creating a safe working environment, employers have a responsibility to protect their workforce.  

Key resources 

Government guidance on Jobs Support Scheme >

Government guidance on Safe Management Measures > 

Our checklist below provides the employment considerations that will enable you to assess and control the risk of COVID-19 as lockdown measures are eased:

Employee relations

• Communication: 

- Information: In line with government guidance, provide "clear, consistent and regular communication" to the wider workforce and representatives where appropriate. Reassure and set out a clear plan. Monitor and understand any unforeseen impact of the changing working environment. Ensure those with responsibility (such as Safe Management Officers and line managers) are fully informed of the protocol. Seek confirmation from the workforce that they have understood the new rules and will abide by them. 

- Listen: Understandably employees will have concerns - whether returning to the workplace or continuing to work remotely. Create an easy mechanism to ensure the workforce has a voice which is listened to. For example through helplines, staff forums, concern forums or a centrally monitored email box. Be as flexible as possible. Implement ideas that are suggested and utilise all forms of media in communicating with more dispersed and technically-linked businesses.

Financial support: Consider employer support or advice with referral to consultants/specialists for those employees facing future hardship. Ensure that you have details of external support that can be accessed in particular for those with challenging personal circumstances.

Mental health and well-being: The impact of the pandemic on mental health and well-being cannot be underestimated. Employers must be mindful of the mental health risks associated with the level of change. Employers should consider the following:

- Contact: Keeping in touch is critical, whether through virtual meetings or otherwise. Messages of support and providing a sense of community is key.  

- Structure: Employees have had to adapt to a sudden change in their working environment and a further period of change is inevitable. It will be important for employers to provide structure and co-ordination of work, setting clear, achievable objectives but making employees aware that there is highly likely to be further change and to expect and embrace that as a means of ensuring the stability of the organisation. 

- Support: Consider physical and mental well-being support for those employees who have been considerably affected by the pandemic, either in house or by means of helplines etc. Be understanding in relation to fears about not working at home, job losses and caring for others.   

Operational planning

Audit: Know your workforce. From questionnaires to business wide surveys, ensure you know who in your business needs what assistance. Audit business processes to ensure you are in the best possible position to plan ahead. Create a clear image, know what is working well and what measures you will want to keep once restrictions ease.

Carers/shielding: What measures are being put in place to assist those caring for people, from young children to caring for the vulnerable? 

Equality: Ensure you are mindful of the particular needs of different groups of workers or individuals. 

External communication: Communicate with stakeholders/clients/customers to assure them that you are able to continue to operate safely during the pandemic. Set out any specific measures to offer reassurance.  

Further lockdowns: Organisations are having to adapt at an unprecedented rate. It is important to look to the next stage and consider possible further lockdowns. Consider what measures can be put in place to help facilitate the next phase. Look ahead as much as possible and prepare your workforce for change.  

Heath & Safety Measures: The guidance set out above under "Key resources" provides essential information on the implementation of the mandatory Safe Distancing Measures, including general guidelines for all workplaces and sector specific guidelines. These include the obligations for employers to continue to arrange for employees to telecommute where possible, stagger in office attendance for those who are required to be present in the office, wear masks in the workplace, implement safe distancing measures and step up cleaning of the workplace and common areas.

Homeworking: As well as reviewing your homeworking policy - risk assessments, mental health support and data protection all need addressing. Employers will also need to consider what equipment will need to be purchased for remote workers; including laptops, monitors, stationery and other home office items.  

Insurance: Check your employee insurance to ensure employees are adequately protected in the current climate and with the new ways of working especially if they are working from home on a more permanent basis.

Reorganisation/restructure: Is there a reduction in work? Do employers need to consider reorganisation/restructuring of the business? Is any downturn temporary or permanent?

Re-training/re-skilling: The workplace may look like a different place. Can employees be re-trained/skilled to work in different areas? 

Risk assessments: Employers have a duty of care for their workforce. The guidance set out above under "Key resources" provides essential detail on workplace COVID-19 risk assessments and sets out a very clear objective in maintaining a safe workplace. Employers should update risk assessments for the workforce as a whole in line with the government guidance, especially where they were undertaken in haste due to the lockdown. Whilst it's likely that early shortcomings in risk assessments will be accepted, where there has been sufficient time and ability to revise assessments, they should be updated. Consult with health and safety, trade union and employee representatives where applicable. Publish the results of the risk assessment in accordance with the guidance.  

Training: From online training sessions to virtual team meetings, ensure the workforce are clear on measures taken and what is expected from them. Keep clear records of training undertaken. Develop communication and training materials for your workforce prior to them returning to the workplace, especially around new procedures for arrival at work.   

Travel: Employers will wish to implement travel restrictions during the current climate.  Ensure this is communicated appropriately to the workforce and a red flag system is in place for any travel booked. Employees are likely to be concerned with regard to commuting to and from work, employers should listen to those concerns and be as flexible as possible when addressing any issues raised. For example, staggered start times may be appropriate to reduce the risk. Travel abroad has been severely curtailed and is likely to remain that way for some time but employers should consider the longer term potential of that and how that will be actioned.         

Reviewing contracts, policies and procedures 

Annual leave: Consider management of annual leave to promote business efficacy. Make use of contractual provisions to help ensure that annual leave is taken at the optimum time for the organisation. 

Bonus/commission schemes: Employers will need to consider the impact of COVID-19 on any bonus/commission arrangements. 

Contracts of employment: New working arrangements are inevitable. Consider whether the changes necessitate a change to the contract of employment, for example implementing temporary staggered start times.  

Induction/supervision: In businesses which are predominantly operating remotely, employers will need to plan inductions and supervision appropriately, making use of virtual meetings and any technology available to ensure there is no detrimental impact on quality.      

Policies and procedures

- Disciplinary and grievance procedures: Consider possible amendments to address social distancing breaches or other reckless COVID-19 behaviour. Government guidance has been very specific over measures which must be taken, employers will need to ensure steps are taken to enforce the new safety advice. Employers may see a rise in disciplinaries and grievances relating to COVID-19 and the change in working practices. 

- Health and safety: Update policies and procedures to ensure the new measures are clearly spelled out. What steps are being taken to protect the workforce? What part do employees need to play? From enhanced personal hygiene to social distancing in the workplace, employees should be clear on what is expected from them and what they can expect. Employers will need to be mindful of the issue of consent and data processing within the context of data protection law.  

- Homeworking policy: Review your homeworking policy to ensure it is fit for purpose in the new climate.  

- Sickness absence: Consider whether any amendments need to be made to sickness absence policies, including requirements to self-report COVID-19 symptoms. 

Visas and immigration: Employers will need to consider: delayed work pass extension applications; dependent pass obligations; and how to address difficulties that may arise in satisfying Ministry of Manpower requirements as a result of COVID-19.

Return to the overview for the story so far in Singapore and what the post-lockdown workplace may look like >

Return to the global overview page to review the story so far in other locations >

Return to our COVID -19: Managing your workplace post-lockdown hub >