Learn about all these below and more on our 16th Dec Event:
And see the one below for our Chinese Event on 8th Dec

Changes to work injury compensation act in 2020. The changes to the WICA will take effect on 1 Sep 2020. WICA 2019 requires insurers to process all insured claims. This enables a faster and simpler claims process that benefits everyone.

Key changes to WICA
* Changes in compensation and medical expenses limits
* Expand mandatory insurance coverage to non manual employees, regardless of where they work
* Expand scope of compensation to include light duties
* Compulsory reporting for any instance of medical leave or light duties issued for work accident

From 1 April 2020, the salary threshold for non manual employees requiring work injury insurance (WICA) will be increased. The increase will be done in 2 phases. Employers must still purchase inductor all manual employees, regardless of salary.

MOM has appointed a list of approved WIC insurers and salary data will be made available to the appointed insurers. MOM will use industry salary data to compensate the employees. MOM will separately take Employer to task for failing to provide pay slips.

Effective 1 Sep 2020, employees on light duties due to work injuries will be compensated for their lost earnings based on their Averaged Monthly Earnings (AME). Currently, employees on light duties due to work injuries are not compensated by under WICA.




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Latest M.O.M updates

The Employment Act (EA) was enacted in 1968 to ensure reasonable employment standards while balancing businesses’ need to stay competitive. It has been amended to extend better protection for more workers and improve employment standards, while allowing flexibility for employers where there are practical business concerns.

Amendments to the Employment Act

Under the amended Employment Act, you can expect better protection for more workers, more flexibility for employers, and enhanced enforcement of standards. The changes took effect on 1 April 2014.

人力资源咨询与服务(新加坡)有限公司 是为客户提供专业人力资源服务的顾问,以及为您的业务提供增值服务的最佳伙伴。我们的目标是以卓越的服务素质达到客户对于我们的期许. 有关更多详情





新加坡《雇佣法令》于1968年颁布, 是新加坡的主要劳工法令。这项法令规定了雇佣事项的基本条件与条款,以及雇主与雇员在雇佣合约中的权利与责任.