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Singapore

Remote Working Legislation, Laws & Regulations in Singapore

Laws, regulations and legal information related to working from home and remote work

Table of contents
  1. Is there any legislation relating to working from home in your country?
  2. How can working from home be implemented in a company (e.g. through collective bargaining agreements, a unilateral decision, employment contracts)?
  3. Can an employer force an employee to work from home?
  4. Can an employee force an employer to allow them to work remotely?
  5. Does an employer have to provide the employee with office equipment and supplies for remote work?
  6. Does a company have to reimburse an employee for expenses incurred while working from home?
  7. Does an employer have to grant an employee a specific allowance for working from home? If so, under what conditions does an employer not have to pay such an allowance?    
  8. For employees who work remotely, is the employer responsible for ensuring proper working conditions from a health and safety perspective?
  9. Are there any other specific obligations for the employer?
  10. Does an employee need to be insured to work from home?
  11. Is an employee who works from home protected by legislation for work-related accidents and illnesses?
  12. Is an employer permitted to charge its employees a “reimbursement for working from home” for costs saved? (Saved expenses could include the employee’s reduced costs for transportation, petrol, lunches in restaurants and dry-cleaning charges for office attire)
  13. Are there any other specific obligations on the employee?
  14. Have there been any legislative changes, or updates to immigration rules, designed to encourage short-term remote working in your country (compared to the rules normally found in other countries)?
  15. Any other comments?
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1. Is there any legislation relating to working from home in your country?

There is currently no specific legislation related to working from home. However, the general health and safety requirements outlined in the Workplace Safety and Health Act (WSH Act) continue to apply to those working from home. In particular, the WSH Act requires stakeholders to take reasonably practicable measures to ensure the safety and health of persons working from home.  Additionally, the Tripartite Standard on Flexible Work Arrangements (TS-FWA) encourages employers to continue offering Flexible Work Arrangements (FWAs) to employees, and to promote FWAs as a permanent feature of the workplace. A new set of Tripartite Guidelines on Flexible Work Arrangements will be introduced by 2024, requiring employers to consider such requests “fairly and properly”.  

2. How can working from home be implemented in a company (e.g. through collective bargaining agreements, a unilateral decision, employment contracts)?

Work from home can be implemented through individual agreements with employees or through company policy.

3. Can an employer force an employee to work from home?

Employees have the right to negotiate the terms and conditions of their employment, including the option to work from home, with their employers.

Under certain circumstances, an employer can require an employee to work from home. For instance, during the COVID-19 pandemic, Singapore implemented such regulations. Employers may also request employees work from home for reasons such as workplace safety or business continuity. The employer must have a legitimate reason to require the employee to work from home and provide the necessary equipment and support to enable the employee to work effectively there.

4. Can an employee force an employer to allow them to work remotely?

No. However, employees do have the right to negotiate the terms and conditions of their employment with their employers, including the option to work remotely. Further, as stated in question 1 above, the Tripartite Standard on Flexible Work Arrangements (TS-FWA) encourages employers to continue offering Flexible Work Arrangements (FWAs) to employees, and to promote FWAs as a permanent feature of the workplace. A new set of Tripartite Guidelines on Flexible Work Arrangements will be introduced by 2024, which require employers to consider such requests “fairly and properly”.

5. Does an employer have to provide the employee with office equipment and supplies for remote work?

The Singapore government requires that employers review work processes, provide the necessary IT equipment to employees and adopt solutions that enable remote working and online collaboration. However, there is no legislation which obliges an employer to provide the employee with office equipment and supplies. 

6. Does a company have to reimburse an employee for expenses incurred while working from home?

No, an employer is currently not obliged to reimburse the employee for expenses incurred through working from home.

7. Does an employer have to grant an employee a specific allowance for working from home? If so, under what conditions does an employer not have to pay such an allowance?    

No, an employer is not obliged to grant the employee any such allowance.

8. For employees who work remotely, is the employer responsible for ensuring proper working conditions from a health and safety perspective?

As mentioned above, the general health and safety requirements outlined in the Workplace Safety and Health Act continue to apply to those working from home. The Minister of State for Manpower stated in parliament in June 2020 that arrangements to work from home do not change an employer’s responsibility for work-injury compensation and – if an injury takes place at home – the key is to ascertain whether the injury occurred while the employee was working or while performing activities unrelated to work. 

9. Are there any other specific obligations for the employer?

N/A

10. Does an employee need to be insured to work from home?

The Singapore government has provided no specific guidance on this. 

Yes, see the response to question 8 above. 

12. Is an employer permitted to charge its employees a “reimbursement for working from home” for costs saved? (Saved expenses could include the employee’s reduced costs for transportation, petrol, lunches in restaurants and dry-cleaning charges for office attire)

The Singapore government has provided no specific guidance on this.

13. Are there any other specific obligations on the employee?

N/A

14. Have there been any legislative changes, or updates to immigration rules, designed to encourage short-term remote working in your country (compared to the rules normally found in other countries)?

There have been no such changes.

15. Any other comments?

N/A