Managing Foreign Worker Medical Claims


Are employers in Singapore liable for medical claims related to mental health for foreign workers? Can they put a cap or co-pay their medical claims?


Are employers in Singapore liable for medical claims related to mental health for foreign workers?

In Singapore, employers are required to provide medical insurance coverage for their employees, including foreign workers.

This coverage should include coverage for mental health conditions and related medical treatments, provided that the condition is sustained during the course of employment.

If the mental health condition is a result of work-related stress or trauma, the employer may be liable for the medical claims related to the condition.

Employers have a duty of care to ensure the safety and well-being of their employees, which includes taking reasonable steps to prevent or manage work-related stress or trauma.

However, if the mental health condition is not work-related, then the employer may not be liable for the medical claims related to the condition.

In this case, the employee may need to seek medical treatment on their own or through their personal insurance coverage.

It is important for employers to provide a safe and healthy work environment, and to take steps to prevent or manage work-related stress and trauma.

This can include implementing stress-management programs, providing counseling services, and promoting work-life balance.


Can the employer put a cap or co-pay their medical claims?

Yes, in Singapore, employers generally have the flexibility to set certain limits or implement co-payment arrangements for medical claims, including those related to foreign workers.

Employers often establish these parameters within the framework of employment contracts, company policies, or collective agreements.

These arrangements might include:

Caps on Medical Claims: Employers can define limits or caps on the total amount or types of medical expenses covered for their employees, including foreign workers. These caps might apply to specific treatments, durations, or overall medical expenditures.

Co-payment: Employers can implement co-payment schemes where the employee shares the cost of medical treatment. This means the employee contributes a certain percentage or fixed amount towards the medical expenses, and the employer covers the remainder.

However, while employers have the flexibility to set these arrangements, they must ensure that they comply with legal requirements, especially as outlined in the Work Injury Compensation Act (WICA).

WICA mandates that employers provide compensation for medical expenses and lost income to employees who suffer work-related injuries or illnesses during their employment.

Therefore, any caps or co-payment structures established by employers should align with legal obligations and not infringe upon the rights of employees to receive adequate compensation for work-related injuries or illnesses as stipulated by law.

The terms regarding caps, co-payments, or any limitations on medical claims should be clearly communicated and specified in the employment contracts or company policies to ensure transparency and avoid misunderstandings between the employer and employees, including foreign workers.


Are employers in Singapore liable for medical claims related to mental health for foreign workers?

Yes: 44.00%

No: 4.00%

Depends: 36.00%

Not Sure: 16.00%

Comments

Employers should not be made liable for medical claims from pre-existing medical conditions. – Felicia


HR Community Form


    Full Name*

    Job Title*

    Company or Organisation Name*

    Work Email Address*

    Confirm Your Work Email Address*

    Contact Number*

    Subject*

    Your Message