Let us all do our part to make Singapore more resilient to COVID-19 transmission. Vaccinating children helps in their safety and health, and your employees can have greater peace of mind.
You should thus support your employees when they get their children vaccinated.
You are strongly encouraged to give time off to your employees for their children’s vaccination, including for any mandatory observation period post vaccination if the vaccinations are done during working hours. For employees who require a longer period away from work, they may take childcare leave or annual leave.
You should facilitate your employees to get vaccinated, such as granting paid time-off to employees for their vaccination or vaccination booster, including any mandatory observation period post vaccination if the vaccinations are done during working hours.
While vaccination or vaccination booster do not cause problems for the vast majority, some individuals may experience common side effects, similar to other vaccines (such as pain or swelling at injection site, fever, tiredness). Most side effects will resolve within 3 days. In such instances, you should consider granting additional time-off for employees to rest.
Employees who suffer severe side effects from vaccination should seek medical attention and apply for sick leave. For employees who do not have sufficient sick leave, do exercise compassion and flexibility.
Yes. For example, you can require the additional days a medically eligible but unvaccinated employee has to serve for Stay-Home Notice (SHN) from traveling (for work purposes), be taken from existing leave entitlements. If leave entitlements have been exhausted, you may require such an employee to go on no-pay leave.