Frustration Grows Over Intrusive Medical Leave Monitoring

In a striking revelation, a Singaporean worker has voiced his deep disappointment over his company’s controversial approach to medical leave. Stomper F, who has dedicated five years to the firm, recently encountered a shocking message from his employer.

The notification announced that employees’ use of medical leave, or MC, would be 'closely monitored' and warned that exceeding certain limits could negatively impact their performance evaluations.

F expressed his disbelief, stating, "I was really shocked to see these new guidelines. The boss claims MC is not an entitlement. How can he treat us like this? It’s just unfair!" He even attempted to address the issue with Human Resources, only to be told it fell under management’s jurisdiction.

Entitlements and Employee Rights at Stake!

Citing regulations from the Ministry of Manpower (MOM), F pointed out that medical leave is indeed an employee entitlement. According to MOM, those employed for a minimum of three months qualify for paid outpatient sick leave, while employees who have been with a company for six months or longer are entitled to a total of 14 days of paid leave.

The Broader Implications

Additionally, the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) has criticized attendance-based incentive schemes, viewing them as unreasonable and unfair practices that undermine basic statutory protections.

A concerning trend highlighted by ADP’s People at Work 2025 Report reveals that nearly half (47 percent) of Singaporean employees feel their work is under constant surveillance. This growing sentiment raises alarm bells about workplace culture and employee rights.

As Stomper F continues to speak out, it beckons the question: how far should companies go in monitoring their employees, especially when it comes to sick leave? The line between management and invasion of privacy is becoming increasingly blurred.