Written Answer to PQ on Tracking Employees on Medical Leave

NOTICE PAPER NO. 44 OF 2025 FOR THE SITTING ON AFTER 23 SEP
QUESTION NO. 313 FOR ORAL ANSWER

MP: Mr Andre Low

To ask the Minister for Manpower (a) whether the Ministry assesses that the Employment Act, Personal Data Protection Act, and Workplace Fairness Act are sufficient to address instances of employers tracking employees on medical leave; (b) what is the policy rationale for not explicitly prohibiting such practices; and (c) whether a legislative review is planned to better protect employee privacy and workplace trust.

Answer:

1. The Ministry’s approach is to safeguard key employment standards in legislation, while encouraging employers to adopt progressive workplace practices that are mutually beneficial for employees while meeting their business needs.

2. In line with this approach, the Employment Act entitles employees to paid sick leave and employers are legally required to excuse their employees from work if they are certified unfit for work by a medical practitioner, for the well-being of the employee and their co-workers. Employers should not undertake personal data collection in order to discourage employees from taking sick leave when ill. At the same time, employees must use sick leave responsibly, and employers can conduct investigations if they suspect potential misconduct.

3. If employees have any concerns about their company’s employment policies, they should first surface the issue through their company's grievance-handling channel or approach their union if their company is unionised. Employees may also approach the Tripartite Alliance for Fair & Progressive Employment Practices (TAFEP) for further assistance.