logo
Measles immunity required for maids in households with young children from Sept 1

Measles immunity required for maids in households with young children from Sept 1

New Paper10-06-2025
From September, employers of migrant domestic workers (MDWs) must ensure that their MDW is immune to measles if there is a child under the age of seven in the household who is not fully vaccinated against the disease.
The Ministry of Manpower (MOM) said in a release on June 10 that this measure will enhance public health resilience and protect unvaccinated young children who are at higher risk of serious health complications from measles infections.
At the point of a work permit issuance for new MDWs or renewals for existing MDWs from Sept 1, employers with children below seven years old in the household will be required to declare if the MDW is already vaccinated or immune to measles.
They may also need to declare if the child in the household is fully vaccinated, or if a vaccination appointment has been scheduled for the MDW if she is not yet vaccinated, MOM added.
An MDW does not need to be vaccinated if she is already immune to measles, or if all children under seven in the household are fully vaccinated.
Measles immunity can be acquired through past infection or vaccination. The employer may provide MOM proof of this, such as a completion of vaccination, serology test result or laboratory confirmation of past infection.
To be fully vaccinated, two doses of the measles vaccine, available at GP clinics, are required. The cost of two doses is around $80 to $140.
Any costs incurred in meeting the measles immunity requirement are to be borne by the employer, said MOM.
It encourages employers with existing MDWs to review their workers' immunity status ahead of work permit renewals.
The ministry said it will conduct sample checks and may request documentary proof of the MDW's immunity.
Employers with children under seven years old who are found to have MDWs without measles immunity may have their work pass privileges suspended until valid proof of vaccination is provided.
Measles is a highly contagious viral disease that is transmitted through the air.
Despite high vaccination coverage and population immunity in Singapore, sporadic cases and small clusters of measles are still expected among individuals who are not immune due to the highly transmissible nature of the disease.
Given Singapore's position as a major travel hub, the surge in measles cases globally and regionally continues to pose public health risks, particularly for those without immunity, MOM said.
The new requirement seeks to minimise the risk of measles transmission to vulnerable children who are not fully protected against the disease.
Employers are also strongly encouraged to vaccinate or ascertain immunity of their MDWs if there are household members who have weakened immune systems.
Orange background

Try Our AI Features

Explore what Daily8 AI can do for you:

Comments

No comments yet...

Related Articles

Parents, is it worth dying for a pay cheque?
Parents, is it worth dying for a pay cheque?

New Paper

timea day ago

  • New Paper

Parents, is it worth dying for a pay cheque?

We spend a lot of time at work. According to the Ministry of Manpower, Singapore workers spend 43.3 hours at work per week, among the highest in Asia. As economic, geopolitical and technological clouds gather, it is no surprise that people are putting in longer hours at work, to get more face time with their bosses, in an effort to increase job security. With longer hours on the job, workers are experiencing more stress and mental health issues in coping with work, family and commitments, such as the care of older parents. The 2018 bestseller by Stanford Professor Jeffrey Pfeffer poses a timely question. His book, Dying For A Paycheck, asks whether it is worth it for workers to lose their health, and possibly their lives, in pursuit of a monthly salary. Prof Pfeffer makes the case that long hours, economic insecurity and the conflict between work and family can be toxic to employees. He accuses corporations of pursuing profitability at all costs by squeezing the maximum productivity from their workers. In doing so, companies are hurting employee engagement, increasing worker turnover and destroying workers' physical and emotional health. The deleterious effects of workplace stress on health are so severe that doctors have assessed that unemployment and increased job demands have a greater effect on worker deaths than the inhalation of second-hand cigarette smoke. According to the book, work-related health risks are systematic and can be linked to cardiovascular disease, poor mental health and suicide. Interestingly, the book has a Singapore connection. Professor Joel Goh from the National University of Singapore collaborated with Prof Pfeffer to quantitatively research the linkage between work and health, and the impact on premature worker death. Using data from the United States, Prof Goh, who was pursuing his PhD at Stanford University at the time, estimated that there are 120,000 additional deaths a year attributable to workplace-related stress and poor management practices of companies, half of which could have been prevented. Prof Goh describes the dire situation of workers in a paper cited by the book: "layoffs, job loss and unemployment adversely affect physical and mental health and mortality... the financial stress resulting from the loss of income, and also separation from the social identity of being productively employed and social isolation from co-workers". I recently spoke to Prof Goh about his research. He believes that his work makes the argument for employer culpability, and that it is worthwhile for employers to invest in practices to support their employees' psychological and social well-being. Like Prof Pfeffer, he believes that healthy workplaces are good for business. Of the different work environments between Singapore and the US, he said: "The current environment in Singapore is tough. Issues like unemployment, underemployment and economic insecurity plague workers in Singapore too, not just in the US." There is a big difference between Singapore and the US, in that healthcare coverage is more universal here, which takes some stress off the table for many local workers. It looks like the stress from the disruption and displacement of jobs does not look to be abating any time soon. To continue being there for our children, what should parents be looking for in their workplace? Job control In the book, Prof Pfeffer shared that in Britain's civil service, government servants of higher rank had a lower incidence of mortality from cardiovascular disease. The study discovered that higher ranked civil servants had more control over their jobs and more discretion over how their work was done. So, even with greater job demands and work stress, job control turned out to be an important predictor of whether a civil servant would eventually get cardiovascular disease. Job control even beat out smoking as a predictor of disease onset. Putting this link between stress and job control into practice, parents should consider choosing employers that allow them to have more autonomy and job control. In many workplaces, it is the supervisors that generate the bulk of the work stress as part of the immediate work environment that a worker is in. Paying attention to interviews with hiring managers can help parents to identify bosses who might be micromanagers or even those who are unfriendly to families. Making informal reference checks of possible supervisors can be helpful as well. If all else fails, checking a potential boss' social media footprint to see if there are red flags could prove to be invaluable. Bullying behaviour is often discoverable via a systematic pattern of comment on social media, especially among high-profile bosses. Open discussion Parents should consider having open discussions with the family about work stress and the challenges faced at work. Frank discussions allow the children to be involved in what is happening at work and, where possible, how it affects the family's finances. As my boys were growing up, I often discussed what would happen if I were to be fired from work. During the global financial crisis of 2008, when our family was based in the US, I would share what was happening in the global financial markets during family dinners. The kids were still young at the time - six and three years old - but I wanted to prepare them for any eventualities. I also assured them that we had savings tucked away and that we had the resources to tide us through until a new job appeared on the horizon, if anything unexpected happened. I fondly remember the extra hugs at the time, as my sons' way of showing their support and encouragement during a difficult time in my life. Instead of making them anxious, I think that going through that difficult period as a family has given them greater resilience in managing their own financial affairs. It has also provided them a perspective on how they can cope with their own professional lives, should they get fired at some point. Good employers Employers need to be part of the change. In Prof Pfeffer's book, he writes that "if we changed workplace practices and environments to reduce stressful conditions, employers would no longer be damaging, even killing, their people". Employers need to take workplace safety seriously. Physical conditions like lighting, noise and temperature make a huge difference to the well-being of workers. Besides keeping the environment safe, more can be done to create a conducive setting for work. As an example, there is a link between sound and blood pressure. Good employers can provide sound protection, or noise-cancelling headphones, to create a space where productive work can take place. Companies need to consider upgrading their health plans to make employee wellness a central priority. Increasingly, progressive employers are adding mental health benefits into their overall health benefit package, to create the right conditions for employees to thrive. Over a typical employment career, a worker could spend more than 90,000 hours at work. Given how much time we will spend at work, it is so important that we parents choose employers and workplaces that are healthy, happy and fulfilling. Because it is not worth dying for a pay cheque.

Safeguards in place to deter fraudulent injury claims at workplace: MOM, Singapore News
Safeguards in place to deter fraudulent injury claims at workplace: MOM, Singapore News

AsiaOne

time01-08-2025

  • AsiaOne

Safeguards in place to deter fraudulent injury claims at workplace: MOM, Singapore News

The Ministry of Manpower (MOM) has safeguards in place to prevent fraudulent claims under the Work Injury Compensation Act (Wica). At a media briefing on Friday (Aug 1), the ministry said that Wica is in place to balance the interest of employers and workers. All employers are required to purchase Work Injury Compensation (WIC) insurance under MOM regulations, for all manual workers regardless of salary and non-manual workers less than or equal to $2,600 per month. Under Wica, employees can make claims for medical leave wages, medical expenses and lump sum compensation in the case of permanent incapacity, current incapacity or death. On average, 28,500 WIC claims are made each year, of which around 26,800 are paid out, the ministry said. It said that the median time taken to process a claim is about six months, with around 95 per cent of claims being resolved within one year after being filed. 3 safeguards in place to protect against fraud MOM said that there are three safeguards in place, which separately come under the purview of insurers, doctors and the ministry. Insurers are the first line of defence in detecting WIC fraud, who typically engage loss adjustors to investigate suspicious claims, which will be subsequently escalated to the ministry. Doctors are the second line of defence, and refer to "prescribed and detailed guidelines for assessment of degree of permanent incapacity". In any case of disputes on the degree of permanent incapacity awarded, the parties can object, and the case can be referred to the WIC Medical Board for independent reassessment. Additionally, all parties are able to raise objections to WIC claims during the process, which will be referred to MOM for adjudication. Of all claims made, MOM gets objections to less than 3 per cent. On top of the three safeguards, the ministry has compensation caps in place to limit employer's financial liability. Around 12 claims per year investigated for fraud Both errant employers who fail to fulfill their Wica obligations and workers who make fraudulent claims will be prosecuted under MOM regulations. WIC insurance is meant to "protect employers against sudden large payouts due to work injuries", and employers who fail to fulfill their Wica obligations will face fines of up to $15,000, jail terms of up to 12 months, or both. Workers found making fraudulent claims may be fined up to $15,000 or jailed up to 12 months, or both. According to MOM, insurers refer about 12 claims per year for investigation into potential WIC fraud, with around two workers being prosecuted per year after the relevant investigations. Sumo Salad case still under investigation MOM also provided an update regarding the recent case involving Jane Lee, the owner of Sumo Salad, who died on July 19 after making two Facebook posts alleging that an employee had faked an injury to claim workplace injury compensation from the company. The ministry said the accident occurred on June 6, and that Sumo Salad had submitted a work injury incident report to it, adding that the firm was "covered by a valid insurance policy", and was fully reimbursed on June 26 and June 27 for the work injury incident reported. According to MOM, the case is still under investigation and that the claims process has not been completed. [[nid:720463]]

HR professional says she now suffers from ‘depression and mental distress' after CEO falsely accused her of leaking company information
HR professional says she now suffers from ‘depression and mental distress' after CEO falsely accused her of leaking company information

Independent Singapore

time20-07-2025

  • Independent Singapore

HR professional says she now suffers from ‘depression and mental distress' after CEO falsely accused her of leaking company information

SINGAPORE: An HR professional recently revealed on social media that she has been battling 'depression and mental distress' after her CEO falsely accused her of leaking company information during her notice period. On Saturday (July 19), she detailed her ordeal on the r/askSingapore Reddit forum, explaining that the stress has affected her so deeply that she now 'hears voices at night.' She added that every morning, she wakes up feeling overwhelmed by depression and finds it difficult to get out of bed. 'I don't have the money to see a therapist, and I don't wish to have such a record that will affect my future too,' she wrote. 'Suicidal thoughts have crossed my mind several times due to his evil doing.' She also said she initially wanted to report the company, but her family discouraged her from doing so as they believed it would only create more trouble. 'My family advised me not to, as (the) employer and MOM are friends, and rich people usually do evil with no repercussions. Too much trouble will be involved, and also, I heard that his backing is strong. I don't know why he must do this to me.' The woman also alleged that the harassment didn't end with the false accusation. She claimed the CEO, along with several colleagues, repeatedly insulted her with remarks like 'brainless' and 'useless,' while also dumping additional tasks on her. 'He keeps pushing his high-level responsibilities to me,' she said. 'But I'm not hired for that role, and my pay is actually very low.' She also raised serious concerns about the company's HR practices. According to her, the CEO claimed that under newly introduced HR policy changes, she would no longer be entitled to previously approved medical reimbursements. 'I got a shock. Is this really legal?' she asked. 'Also, is contract considered invalid if HR policy always changes the terms and conditions every month? When I first worked here, I was puzzled why HR policy has to change on a monthly basis an improvement basis. So now he tries to use it to make employees pay him back money. Is this legal?' See also Billionaire's daughter Kim Lim delivers food to frontline workers 'The second someone abuses you, just leave.' In the comments, Singaporean Redditors were furious on her behalf and told her not to let the company destroy her. Many urged her to focus on her own well-being and stop letting the CEO's nonsense get to her. One Redditor, clearly fed up with the injustice, told her: 'Don't punish yourself for someone's wrongdoing. You already resigned; why still bother? If he asks you to do something, just say Yes, I will do. And take your own sweet time, or even not complete it. Tell him you are busy with this and that, so you don't have time for this. Ask him how you should prioritise. If it is urgent, he will settle it himself.' Another pointed out how serious things had become: 'You are being exploited and emotionally abused; I'm not sure if you even want to file a report with TAFEP. But for sanity's sake, quit soon.' Meanwhile, others gave her practical advice and encouragement. One said, 'Pay up the notice period. Move on. Mental health is important. Jiayou. You will pull through.' Another added, 'People need to stop worrying about work, and prioritise more important things. Never allow others to affect you mentally. The second someone abuses you, just leave. Next day onwards, don't turn up to work and block all their numbers.' Workplace harassment According to the Ministry of Manpower (MOM), workplace harassment occurs when a person's behaviour causes, or is likely to cause, another individual to feel harassed, alarmed, or distressed at work. This can include a range of actions, such as threatening or abusive language, offensive comments or gestures, cyberbullying, stalking, and sexual harassment. Employees who find themselves in such situations are encouraged to contact the TAFEP Workplace Harassment Resource and Recourse Centre for assistance and support. Read also: 'He told me his wife is a relative': Woman says her 60 y/o coworker overshares and makes work awkward Featured image by Depositphotos (for illustration purposes only)

DOWNLOAD THE APP

Get Started Now: Download the App

Ready to dive into a world of global content with local flavor? Download Daily8 app today from your preferred app store and start exploring.
app-storeplay-store