Employers should address the root causes behind workers’ need for MCs instead of tightening restrictions.
SINGAPORE: Falling ill is universal, yet how it’s handled in the workplace differs dramatically worldwide. While Singapore allows up to 14 days of paid sick leave annually, nations like Norway provide wage coverage for an entire year. However, taking a sick day in Singapore may soon become harder as the Ministry of Health (MOH) tightens regulations on Medical Certificates (MCs).
In an April circular issued with the Singapore Medical Council (SMC), MOH flagged concerns about “excessive issuance” of MCs, particularly through teleconsultation platforms. Allegations include the issuance of MCs without proper assessments, raising fears of abuse by workers malingering to avoid work.
To counter this, authorities are considering stricter measures, such as requiring detailed patient care before issuing an MC and including the medical practitioner’s registration details on the document.
Yet, experts and employees alike argue that focusing on restricting MCs misses the bigger picture. The real issue lies not in how employees secure MCs but in inflexible workplace cultures that push them to misuse medical leave in the first place.
The Root of the Problem: Malingering and Workplace Trust
Employees sometimes use sick leave for reasons beyond illness—burnout, mental health struggles, or personal issues. While some abuse the system, such behavior often stems from rigid work environments and distrustful employers.
Historically, Singapore workplaces have scrutinized sick leave. In the 1970s, private doctors’ MCs were distrusted, and pre-independence policies even required government countersignatures on private MCs. Although attitudes have shifted, suspicion around sick leave persists, with some employers begrudgingly accepting MCs from telemedicine providers like MaNaDr and DoctorAnywhere.
A Deeper Look at MC Culture
All MCs involve a degree of self-reported symptoms, especially for conditions like migraines. Restricting access won’t eliminate abuse but could erode trust further. Instead, fostering a culture where employees feel trusted could reduce the need for such measures.
The rise of telemedicine, while a convenient solution, has faced backlash for simplifying the process. However, the method of obtaining an MC—whether through in-depth consultations or brief online assessments—doesn’t change the fact that a worker might need time off.
The Case for Mental Health Days and Flexibility
Burnout and stress are major contributors to absenteeism. Some progressive companies have introduced “mental health days” or unlimited leave policies. While well-intentioned, cultural barriers often prevent workers from using such benefits.
For example, local company SGAG’s experiment with unlimited leave in 2015 backfired, as employees hesitated to take breaks, fearing they’d burden their colleagues or appear lazy. It eventually reverted to a traditional leave structure.
Building Trust Through Flexibility
Employers should address the underlying causes behind misuse of sick leave instead of policing it. A cultural shift toward flexibility could help. Allowing remote work for mildly ill employees or introducing more inclusive leave policies could balance productivity and employee well-being.
Research suggests that employees given trust and autonomy are less likely to exploit benefits. Treating workers like responsible adults fosters loyalty and discourages malingerers.
A Call for Change
The real solution to excessive MCs lies in shifting workplace attitudes. Employers must recognize that rigid sick leave policies contribute to the problem and address why employees feel the need to malinger.
Ultimately, building a workplace culture grounded in trust and flexibility will lead to better outcomes than micromanaging medical leave.
