Written Answer to PQ on Reasonable accommodations for individuals with medical conditions

NOTICE PAPER NO. 1244 OF 2026 FOR THE SITTING ON 08 SEPTEMBER 2026
QUESTION NO. 2824 FOR ORAL ANSWER

MP: Mr Melvin Yong Yik Chye

To ask the Acting Minister for Manpower in light of the recent Employment Claims Tribunal judgment involving a cancer survivor who resigned after difficulties obtaining suitable workplace accommodations, whether the Ministry will consider strengthening protections for workers returning to work after major illnesses, including clearer obligations on employers to provide reasonable workplace accommodations during their recovery.

Answer:

MOM is aware of the Employment Claims Tribunals case the Member referred to. It raises a useful question about whether the current framework provides sufficient clarity to employers and employees on workplace accommodations during recovery from serious illness, and whether there is scope to strengthen guidance in this area.

Employers are already expected under the Tripartite Guidelines on Fair Employment Practices to treat employees fairly including employees with health conditions, and the upcoming Workplace Fairness Act will further strengthen protections against adverse employment decisions.

MOM is working with our tripartite partners NTUC and SNEF on a Tripartite Advisory on Reasonable Accommodations, which will provide guidance to employers on the provision of reasonable accommodations for persons with disabilities. The principles in this advisory will also be applicable to employees recovering from major illness, injury or managing chronic medical conditions. MOM intends to ensure that the advisory provides both employers and employees with a better understanding of what reasonable accommodations look like in practice and how to work through disagreements constructively.

MOM is also working with the Alliance for Action on Safety and Health for Employment Longevity (AfA-SHEL), which was recently launched to strengthen support for workplace safety and health, including supporting employees' return to work after a serious injury or health episode. MOM will draw on the Alliance's work to develop more structured guidance for both employers and employees.

In the meantime, employees who face difficulties obtaining reasonable accommodations from their employers may approach TAFEP or MOM for assistance.