You must use FWMOMCare to report your health status to MOM 3 times per day.
To calculate your SHN period, add 14 days after your arrival date in Singapore.
If you return to Singapore on 1 March 2020, your SHN starts on 1 March 2020 and will end after 15 March 2020, 12pm.
Note: SHN will always end +14 days after arrival date, at 12pm, regardless of what time they entered Singapore.
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 14-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.
Work pass holders on SHN can make their own arrangements to procure daily necessities, such as meals and daily essentials. This could include requesting their house or dormitory mates to help procure these for them or ordering home delivery services. Employers will be responsible for ensuring the well-being of their work pass holders on SHN and will be expected to render any support they require. Work pass holders who face difficulties and contact MOM for assistance.
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.
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 go.gov.sg/shn-self-help.
The employee should however note that they will be subjected to the prevailing restrictions imposed by their destination country. For the subsequent return, the employee will be subjected to Singapore’s prevailing requirements for SHN and pre-entry approval, if applicable.
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.
You can ask your employees to work remotely during the SHN period.
If your employees are unable to work remotely, you can discuss with them on appropriate salary and leave arrangement:
|During SHN, working remotely is
||Left Singapore for
||Salary or leave arrangement
||You’re encouraged to provide additional paid leave to cover the SHN period on top of your employees’ leave entitlements.
||You should come to a mutual agreement on leave arrangement with your employees.