What the law says
Singapore does not have a standalone mental health anti-discrimination law. However, mental health conditions are covered under several existing frameworks that give employees real protections.
Sick leave and medical certificates
You are entitled to sick leave for mental health conditions in the same way as physical illness.
Under the Employment Act, employees are entitled to paid sick leave ranging from 5 to 14 days per year depending on length of service, plus additional hospitalisation leave if required.
A medical certificate (MC) from a registered doctor — including a GP, psychiatrist, or polyclinic doctor — is valid for mental health conditions. You are not required to disclose the specific diagnosis to your employer. The MC confirming you are unfit for work is sufficient.
What you are not required to tell your employer:
- Your specific mental health diagnosis
- What medication you are on
- The details of your treatment
What you may need to provide:
- An MC from a Singapore-registered doctor
- For extended absence (more than 14 days), a fit-to-work certificate when returning
Workplace Fairness Legislation (effective 2026)
Singapore's Workplace Fairness Legislation, which takes effect in 2026, prohibits discrimination based on mental health status in hiring, promotion, and dismissal. This is a significant step forward.
Under this framework:
- Employers cannot refuse to hire someone solely because of a mental health condition
- Employees cannot be dismissed solely because of a mental health condition
- Retaliation against employees who raise mental health discrimination complaints is prohibited
What you can ask your employer for
Reasonable adjustments are not legally mandated in Singapore in the same way as in some other countries, but many employers will provide them voluntarily, particularly under Tripartite Guidelines.
Things you can reasonably request:
- A phased return to work after a mental health-related absence
- Temporary reduction in workload during recovery
- Flexibility in working hours during treatment
- A quiet workspace or reduced meeting load during a difficult period
The approach that tends to work: frame the request in terms of maintaining productivity, not just personal need. "I am managing a health condition and a short-term adjustment to X would help me continue performing at full capacity" is more likely to be received well than a broader disclosure.
Employee Assistance Programmes (EAPs)
Many medium and large employers in Singapore offer EAPs — usually 3–6 free confidential counselling sessions per year provided by an external provider. These are completely confidential and your employer does not receive any information about what you discuss.
Check with your HR department whether your company has an EAP. If you are unsure how to ask, "does the company offer any employee wellness or counselling support?" is a neutral way to find out.
If you are being treated unfairly
Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP)
1800 333 0020 · Mon to Fri, 8:30am to 5:30pm
tafep.sg
TAFEP handles workplace discrimination complaints and can mediate between employees and employers.
Ministry of Manpower (MOM)
1800 221 9922
For Employment Act questions and formal complaints about unlawful dismissal.
A note on disclosure
You are never legally required to disclose a mental health condition to your employer unless it directly affects your ability to perform essential functions of your job safely. Disclosure is a personal decision with real trade-offs. Getting advice from a professional before disclosing — HR, a legal advisor, or TAFEP — is worth doing if you are unsure.