Introduction
Work Injury Compensation is a crucial statutory benefit mandated by the Work Injury Compensation Act (WICA) in Singapore. As long as an individual is working under a contract of service, they are legally required to be covered under this employment legislation. Regardless of how safe an employer makes their workplace, on-the-job accidents and work-related illnesses unfortunately still occur.
Managing work injury compensation has become increasingly complex and costly over the years, especially with the 2025 updates bringing higher WICA compensation limits of up to S$346,000 for permanent incapacity and expanded coverage mandates for platform workers. Therefore, it is essential for HR practitioners and those handling WICA claims to fully understand how to comply with Ministry of Manpower (MOM) regulations. Ensuring strict WICA compliance guarantees that employees receive their full and correct benefits. This, in return, demonstrates that the company is a caring and welfare-oriented employer when a workplace accident happens.
A recent Singapore court case highlighted these complexities when a security officer rejected a WICA payout of more than six months' salary to pursue a negligence suit against her employer, only to lose the case and end up with no compensation while being liable for legal costs.
In this training programme, you will learn whether it is compulsory to purchase WICA’s insurance, medical insurance, claims procedures under MOM or to pursue a tort action under common law, compensation payable during work cum leisure, working at home and most importantly, you will learn whether under the Infectious Diseases Act, if the employer has the legal right and obligations to safeguard his employees against infectious diseases whilst in the course of employment.
At the end of this workshop, delegates can be assured that they will be more competent in their understanding of WICA and its application.
Learning Objectives
- State what work injury compensation is
- Background and purpose of work injury compensation legislation.
- The persons covered, the person is liable to pay compensation, those who can claim compensation, including platform workers.
- Whether WICA’s insurance and medical insurance are compulsory and whether there are exceptions.
- Definition of strict liability and “arising and out of in the course of employment”.
- Benefits and disadvantages for employers and employees.
- Procedures for making claims with Ministry of Manpower, navigating the increased 2025 medical expense limits.
- Proceed with WICA or tort suit under common law, analyzing recent failed negligence lawsuits.
- Employer’s legal rights and obligation to safeguard their employees against infectious diseases while in the course of employment.
Course Outline
A competent HR practitioner must have the skills and knowledge in the following:
1. Background and Purpose of WICA.
- WICA versus Tort, common law
- WICA versus personal accident insurance.
2. Category of employees covered and liabilities of the employer.
- Single and Multiple employers’ coverage.
- Statutory and common law employees’ eligibility.
- Regular, part-time, fixed employment contract etc.
- Locals, SPR, Foreigners.
- Expanded coverage mandates, including platform workers.
3. Compensation payable and under what circumstances
- Strict liability versus liability under tort.
- Employer’s fault.
- Employee’s fault.
- The formula for compensation payable.
- Contributory negligence.
- Death, permanent disabilities and temporary disabilities.
4. Coverage of insurance
- Statutory requirements or employer’s discretion and who are exempted.
- WICA Insurance premium on a single company or group of companies.
- Personal accident insurance.
- Medical insurance.
5. Accidents are arising “out and in the course of employment.”
- Going to work and leaving work for home.
- During tea/lunch break and in/out of the company’s premise.
- Singapore and out of Singapore.
- Working hours and non-working hours.
- Differentiation between duty and leisure
6. Defences
- Intentional act.
- Under the influence of controlled drugs or alcohol.
- Contributory negligence.
7. Benefits and Disadvantages of Workmens’ Compensation
- Amount of benefits from WICA or damages under tort action.
- Cost involvement under WICA and tort suit.
- Medical expenses entitlement.
- Payout duration.
- Claim under WICA and tort action together or separate.
- Hospitalisation and sick leave entitlements.
8. Procedures for filing a claim under WICA with Ministry of Manpower
- Duty to report by the employee.
- Duty to report by the employer.
- Timeline for reporting.
- Penalty for failure to report to MOM.
- Notice of assessment.
- Disputing the compensation under the notice of assessment.
- Notice of objection.
- Penalties for default of payment.
9. Forthcoming amendments to the WICA wef 1 January 2020
- Raising the maximum compensation amount.
- Coverage for non-manual employees earning to be increased.
- Recognising of light duties as medical leave
- Higher WICA insurance premium for companies with poor safety record.
- Increase medical expenses
- Workers are given an opportunity to change doctors if unsatisfied with incapacity assessment and medical leave.
- Private insurers to process WICA claims instead of MOM.
- Shorter period for a medical assessment for permanent injury.
- Industry salary data to calculate worker’s average monthly earnings in the absence of payslips.
- Increased in financial penalties for breaching WICA.
Methodologies
Lecture and case study.
Who Should Attend
Human Resource Practitioners.
Workshop Registration
Please visit this page to register.
