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FAQs on Stay-Home Notice (SHN) and self-isolation matters

For employers and employees, find out what you can and cannot do if you're under SHN or Self-isolation.

For more FAQs on SHN and self-isolation matters, please refer to MOH’s website.

Stay-Home Notice (SHN)

I started SHN upon arriving in Singapore. What should I do?Show

You must use FWMOMCare to report your health status to MOM 3 times per day.

Read the user guide, it’s available in multiple languages.

When do employers start counting the first day for employees who need to go on SHN?Show

To calculate your SHN period, add 7 days after your arrival date in Singapore.

If you return to Singapore on 1 March 2022, your SHN starts immediately on 1 March 2022 and will end on 8 March 2022, or after the release of a negative COVID-19 test result, whichever is later.

What should employees do if they are placed on SHN? Can they run errands while on SHN?Show

Stay-Home Notice (SHN)

Under the SHN, returnees will have to remain in their place of residence / dedicated SHN facility at all times during the 7-day period. This is stricter than the previous LOA regime, which had allowed returnees to leave their homes briefly, for example for their meals or to buy household supplies.

Those placed on SHN should monitor their health closely, i.e. twice daily for fever (i.e. ≥ 38°C) and respiratory symptoms such as cough and breathlessness. They should minimise contact with others and avoid having visitors (e.g. other employees) to their residence. Employees under SHN should maintain a record of persons they come into close contact with during this period.

Leave of Absence (LOA)

During the LOA period, employees may leave the place of residence to purchase daily necessities or to attend to important personal matters, but they should return to the place of residence as quickly as possible. Employers must also ensure that employees stay away from the workplace.

Employers should advise employees to stay at home and avoid social contact. Employees should avoid crowded places and refrain from attending social or public gatherings. They should monitor their health closely, and seek medical attention immediately if they develop any fever or symptoms of acute respiratory illness (e.g. cough, shortness of breath, runny nose, sore throat).

Employers and employees have a joint duty to ensure that employees behave responsibly during the LOA period, and not return to work. MOM will not hesitate to revoke the work passes and withdraw work pass privileges against errant employers or employees.

What should employees do if they need to leave Singapore due to an emergency while in the midst of serving the SHN? Are they required to complete the SHN before returning?Show

Employees on SHN who have critical need to leave Singapore can contact their assigned point of contact (see below) for the SHN period who will advise them on the requirements. Approval must be sought from point of contact, and the appropriate documentation must be submitted as a proof (e.g. death certificate).

  • Singapore citizens, PRs and long-term pass holders can contact the People’s Association at 6344 8222.
  • Foreign employees with a work pass should inform their employers or their Singapore employment agency. If the employer or Singapore employment agency fails to provide assistance, please use

The employee should however note that they will be subjected to the prevailing restrictions imposed by their destination country / region. For the subsequent return, the employee will be subjected to Singapore’s prevailing requirements for SHN and pre-entry approval, if applicable.

Is the employer required to pay for food for their work pass holders on SHN?Show

The employer has a responsibility to ensure that the returning work pass holder complies with the SHN requirements, one of which is not to leave their residences. As such, the employer should arrange to provide them with food, including bearing the cost of it during the SHN period.


My employee has requested to accompany his or her child for isolation at an appropriate care facility, on home recovery programme, or under self-isolation. What working arrangements can be made during this period of absence?Show

If your employee can work from home (WFH), you should arrange for your employee to do so.

If your employee is unable to WFH, the period of absence from work should be treated as childcare leave or annual leave.

For employees who have used up their childcare leave or annual leave, employers are urged to exercise compassion and flexibility by granting additional paid leave.