A recent case involving a major security firm in Singapore drew public backlash for requiring employees on medical leave to prove they were home through surprise visits and live GPS checks. Although the policy was aimed at curbing absenteeism, it raised red flags about fair treatment, employee dignity, and potential non-compliance with employment regulations.
This case is not isolated. It reflects a broader trend where:
🔍 Rigid enforcement can undermine trust and expose employers to reputational and legal risks.🔍 Policies affecting local and foreign employees must be consistently applied and legally defensible.
🔍 What seems “reasonable” internally may not align with MOM’s evolving expectations under the Workplace Fairness legislation and EFMA.
The fine line between discipline and discrimination in leave and conduct policies.
EFMA obligations when dealing with medical leave, repatriation, or performance management of foreign workers.
What the Workplace Fairness legislation means for policy reviews, documentation, and grievance handling.
How to evaluate whether your internal policies can withstand scrutiny from unions, MOM, or public opinion.
Lessons from real-world enforcement and how to adapt practices now.
Don’t wait for a media storm or MOM investigation. Equip your team with the tools to act fairly, stay compliant, and protect both people and the business
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