Medical & Hospitalisation Leave Singapore 2026 Guide

Introduction

Managing employee medical leave can sometimes get complicated when employers have to handle leave entitlement, salary payments, hospitalisation leave, and compliance requirements at the same time.

In Singapore, medical leave and hospitalisation leave are governed by clear regulations, which makes it important for employers to understand both employee entitlements and their own responsibilities.

You as an employer are expected to follow specific rules correctly to remain compliant. In this article, you’ll get to know everything you need to know about medical leave Singapore 2026 and other important situations businesses face while managing employee leave. 

What is Medical Leave in Singapore?

Medical leave in Singapore refers to paid time off that employers must give to the eligible employees from work due to illness or injury.

There are two main types:

• Outpatient Sick Leave
  
  This is for minor illnesses when an employee visits a doctor but does not require admission.
  
• Hospitalisation Leave
  
  For serious conditions requiring hospital care or extended rest at home (as certified by a doctor)

Eligibility for Medical Leave

Employees in Singapore qualify for paid medical leave only when certain conditions are met.To qualify for paid medical leave, employees must:

• Be covered under the Employment Act
• Have worked for the employer for at least 3 months
• Inform the employer of their absence within 48 hours
• Obtain a valid Medical Certificate (MC) from a registered doctor or dentist

Medical Leave Entitlements (At a Glance)

Here’s a clear breakdown of employee medical leave entitlements:

Length of Service	Outpatient Sick Leave	Hospitalisation Leave (Total)
3 months	5 days	15 days
4 months	8 days	30 days
5 months	11 days	45 days
6 months and above	14 days	60 days (inclusive of sick leave)

Important: The 60 days hospitalisation leave includes the 14 days outpatient leave. 

All entitlement figures above are current as of 2026, under Singapore’s Employment Act and MOM guidelines

What is Hospitalisation Leave in Singapore and When Does it Apply?

Hospitalisation leave allows eligible employees to receive up to 60 days of paid leave per year. 

It does not apply only when an employee is physically admitted to a hospital. Employees can also qualify if a registered doctor certifies that their medical condition requires prolonged rest or recovery at home. 

Here are some important points employers should know about hospitalisation leave:

• Eligible employees can receive up to 60 days of hospitalisation leave per year
• The 60 day entitlement includes outpatient sick leave days already used
• Employees must meet the minimum service requirement under the Employment Act
• A valid medical certificate or supporting medical documentation is required
• Hospitalisation leave must be paid at the employee’s gross rate of pay

For example, if an employee has already used 10 days of outpatient sick leave, the remaining hospitalisation leave entitlement for that year would be 50 days.

Salary During Medical Leave

Employers must pay eligible employees during medical leave and hospitalisation leave at their gross rate of pay.

HR teams should ensure salary calculations and leave records are managed accurately so that you remain compliant with MOM regulations.

• Outpatient Sick Leave: Eligible employees for outpatient sick leave must be paid according to their approved sick leave entitlement.
• Hospitalisation Leave: The approved hospitalisation leave must also be paid at the employee’s gross rate of pay, including cases where the recovery at home is medically certified.

As of January 2026, the CPF Ordinary Wage Ceiling is S$7400 per month, which should be considered by employers when processing salary and CPF contributions during paid medical leave.

What Documentation Does an Employer Need from an Employee on Medical Leave? 

Employers need to obtain valid medical documentation before approving paid medical leave in Singapore.

1. A valid Medical Certificate (MC) is mandatory

Employees must submit an MC issued by:

• A registered doctor
• A dentist (if applicable)

2. Employees must notify employers promptly

Employees are expected to inform the employer of their absence within 48 hours.

3. Medical Fee Reimbursement

Employers must reimburse consultation fees if the employee visits:

• A company-approved doctor, or
• A public medical institution

4. Maintain proper leave records

HR teams should keep accurate records of medical certificates, leave balances, salary payments, and other things to ensure compliance.

Important Medical Leave Situations Employers Should Understand 

As an employer, you should manage medical leave carefully when it overlaps with public holidays, rest days, annual leave or notice periods as different rules may apply to the leaves under Singapore Employment Act and company policy.

Medical Leave on Public Holidays or Rest Days

Employees are generally not entitled to extra paid leave if they fall sick on:

• Public holidays
• Rest days
• Annual leave

Medical Leave During Notice Period

Employees are still entitled to paid medical leave during their notice period, as long as they meet eligibility criteria.

MC from Overseas or TCM Practitioners

The acceptance of overseas MCs or certificates issued by traditional Chinese medicine practitioners depends on company policy.

Some employers may accept it, but it is not guaranteed under law.

What Happens If an Employee Runs Out of Medical Leave?

If an employee exhausts the medical leave entitlement, employers should manage the situation carefully. They should balance operational needs, company policy and employee well-being.

HR teams also need to make sure that the decision remains consistent with internal policies and MOM guidelines.

Depending on the situation, employers may consider:

• Unpaid leave for recovery
• Flexible work arrangements
• Adjusted job duties
• Additional medical evaluation if required
• Case-by-case extensions based on company policy

PeopleCentral: Simplifying Leave Management

Managing medical leave can be complicated, especially for HR teams. They have to handle leave entitlement, approvals, payroll calculations, and MOM compliance requirements.

PeopleCentral helps businesses automate their leave management processes and also ensures accurate tracking and better HR operations. 

With PeopleCentral, employers can:

• Automate medical and hospitalisation leave tracking
• Manage employee leave requests and approvals better
• Maintain an accurate leave record and documentation.  
• Ensure compliance with MOM regulations and company policies

PeopleCentral is also a PSG pre-approved HRMS, which allows eligible Singapore SMEs to receive up to 50% government funding support. 

Learn more about PSG grants and leave management solutions with PeopleCentral. Book a free demo to see how it works.

Frequently Asked Questions

1. Can an Employer Reject a Medical Leave Request in Singapore?

Ans: An employer cannot reject paid medical leave if the employee provides a valid Medical Certificate (MC) and meets the eligibility requirements under Singapore’s Employment Act.

2. What Are an Employer’s Obligations When an Employee Submits a Medical Certificate?

Ans: Employers must accept valid Medical Certificates (MCs) from registered medical practitioners and provide paid medical leave to eligible employees according to MOM guidelines and the Employment Act.

3. Can Employers Request Additional Medical Documentation From Employees?

Ans: Yes, employers may request additional supporting documents or clarification if further verification is reasonably required for leave management or compliance purposes.

Conclusion

So, managing medical leave becomes much easier when employers understand the rules and the documentation requirements. It helps businesses handle employee leave in a responsible way.

When you have a proper leave process, it also helps your HR teams to stay organised and compliant. It makes the whole process easier for both employers and employees. 

 As of 2026, employers should continue staying updated with the latest medical leave regulations to make sure their policies and processes are accurate and compliant.