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.

你是不是已经知道并了解今年九月一号人力部的新指导?
您的行业要如何应对最新的工伤条例?
您的外籍员工,在工作中受伤的话,您对他有什么样的责任吗?
如果一名外籍员工,在工作以外的地方受伤,雇主又有任何责任吗?
这一切,以及更多其他相关问题,都会在我们12月8号的讲座为您说明。

还有,您知道在家办公会如何影响外籍员工工作准证的续签问题吗?

打个比方,A公司是一家制造公司,雇用400个工作许可证员工、40个S-Pass员工及60个就业准证员工。在500个工作准证员工中,其中有100个每天在新加坡和新山之间往返通勤。由於旅行限制,在新加坡和海外有60%的雇员被视为在家办公,但目前在家办公并不影响他们的工作效率。目前由于最低工资标准和更严格的要求,A公司现在存在续签和新申请工作证的问题,比如SPass的配额不足、不愿意向EP持有人支付最低4,500新币的固定工资等。若您是该公司的人事部负责人,您会如何解决解决上述问题?

我们人力资源咨询与服务(新加坡)有限公司(HCCS)在12月8号的讲座,将为大家解答以上这个以及许多其他不同的相关话题。
报名请点击此链接: https://forms.gle/JNMp654frCbzR7vBA

About Us


HCCS (Human Capital Consulting & Services Singapore) a specialist in human resources who will make a difference to our clients’ business and its bottom line and we aim to delight and exceed customers’ expectation by providing value added services. Learn more about us.

Responsive

Reliable

Responsible

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

回应迅速

可靠

负责任

新加坡人力部最新讯息

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.

新加坡雇佣法令最新修订情况

于2014年四月一日起,修订后的《雇佣法令》能为更多的员工会得到更好的保护,雇主也能享有更多的灵活性,并提高政策的执行标准。