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Work Injury Compensation Act Singapore [WICA]: The HR’s Guide

B2B November 16, 2022

Work Injury Compensation Act (WICA): The HR’s Guide

Work Injury Compensation Act

With the rising workplace fatalities throughout the year, HR leaders play a vital role in ensuring good safety and health practices in the workplace. This involves maintaining regulatory compliance that falls under the Workplace Safety and Health (WSH) mandatory guidelines.

One of the most important WSH obligations HR needs to prioritise is the Workplace Injury Compensation Act (WICA) that protects both employees and employers when workplace incidents happen. Here’s everything you need to know about the Work Injury Compensation Act.

What is the Work Injury Compensation Act

The Work Injury Compensation Act (WICA) establishes a streamlined and simplified system that allows employees to make claims for work-related injuries or diseases without having to engage a lawyer and commence formal civil proceedings. [1]

However, employers remain liable for claims under both WICA and common law from all employees.

In accordance with WICA, all employers are required to acquire and maintain work injury compensation insurance to fulfil the responsibilities for compensation that may arise under the legislation.

💡Note: All insurers must be approved by the Commissioner of Labour before they can offer WICA-compliant policies.

The Work Injury Compensation Act (WICA) covers all local or foreign employees who are under a contract of service or contract of apprenticeship, regardless of salary, age role, or citizenship. [2]

However, there are some exceptions. It doesn’t cover the following:

  • Independent contractors and self-employed individuals
  • Domestic workers
  • Uniformed personnel including members of the Singapore Armed Forces, Singapore Police Force, Singapore Civil Defence Force, Central Narcotics Bureau and Singapore Prison Service

Generally, an employee who suffers any injury from an accident arising out of and in the course of employment is eligible for compensation under the WICA.

With the advent of remote working arrangements, the Ministry of Manpower (MOM) has confirmed that employees will be able to claim compensation for an accident that took place outside the employer’s designated workplace (i.e., the office), as long as it arises out of and in the course of the employment, such as when an employee is working from home or at a client site.

Employees are also eligible to make a claim for accidents that happen outside of Singapore. This further shows that the company’s obligation to sustain a safe working environment doesn’t begin and end in the office.

Find out more here to see which scenarios are covered under WICA.

💡Note: Employees who have been infected with COVID-19 due to work activities or exposure arising out of and in the course of work will be able to claim compensation under the WICA regime. [3]

All eligible employees can make a claim under the Work Injury Compensation Act (WICA) if they have: [4]

  • Been injured by an accident arising out of and in the course of employment.
  • Been injured while on an overseas assignment.
  • Contracted an Occupational Disease.
  • Contracted a disease from exposure to biological or chemical agents at work.
  • They no longer work for the employer or their work pass has been cancelled.
  • The accident happened while they were on an overseas assignment.
  • The accident happened while on a work-from-home or other flexi-work arrangement that they agreed with the employer.

Dependents of an employee who died due to a workplace accident can also make a claim on behalf of the employee. [2]

Employees who are covered by the Work Injury Compensation Act (WICA) can claim for the following types of compensation benefits: [5]

  • Medical leave wages — this is for days an employee was issued with medical leave or light duty, due to a work injury or disease.
  • Medical expenses — this includes the employee’s hospital bills, medication and other charges, due to the work injury.
  • Lump sum compensation — this is for the employee’s permanent incapacity, current incapacity or death.

The amount of compensation to which an employee is entitled under WICA depends on whether the employee suffers incapacity (permanent, current, or temporary) or dies as a result of the accident.

  • Permanent incapacity is based on a doctor’s assessment after the medical condition has stabilised.
  • Current incapacity may be based on the extent of incapacity at the 6-month mark as most injuries stabilise within 6 months from the date of the accident.
  • Temporary incapacity refers to an injured employee being temporarily unable to perform work and earn usual wages after being placed on medical leave.
  • Medical leave wages for working days covered by doctor-granted MC, light duty or hospitalisation leave, up to one year from the date of the accident.
  • Medical expenses related to work accident for medical treatment received within one year from the date of the accident, or up to a maximum of $45,000, whichever is reached first.

The claim process differs depending on the type of case. For fatal accidents, HR managers need to notify MOM as soon as possible and submit an accident report within 10 days from the date of the accident.

For non-fatal accidents, make sure to submit an incident report within 10 days from the date you were first notified of the accident. An employee needs to be hospitalised or given any instance of medical leave or light duty to be considered as a non-fatal accident. [6]

  1. After reporting the accident, the employer must continue to pay medical leave wages and medical expenses. The designated insurer or MOM will send you a medical report form.
  2. Once the medical report form has been paid and sent to the hospital or clinic, the completed report will be sent to the designated insurer or MOM.
  3. Then, you’ll receive the notice of assessment (NOA) or notice of computation (NOC) where the compensation amount will be included.

💡Note: If you’re waiting for payment from the insurance company, you must still pay the employee’s medical leave wages and medical expenses first, and get reimbursed later.

If they have an outstanding claim under the Work Injury Compensation Act (WICA), employers are not allowed to send their employees home against their wishes.

Several changes have been made to the WICA to further build a safe and responsible working environment for all employees and protect them from unfair compensation. [7]

  • From 1 January 2020, the minimum and maximum amounts have been increased in respect of compensation for death and total permanent incapacity (including current incapacity) as well as the maximum limit for medical expenses.
  • The range of compensation for death falls between $76,000 and $225,000. While the compensation for total permanent incapacity ranges between $97,000 and $289,000.
  • The medical expenses are set with a maximum of $45,000, or up to 1 year from the date of the accident, whichever comes first.
  • From 1 April 2020, the salary threshold for non-manual employees requiring work injury compensation insurance will be increased to $2,100, regardless of where they work. It will further increase to $2,600 from 1 Apr 2021.
  • Employers must still acquire insurance for all manual employees, regardless of salary.
  • From 1 September 2020, all employees who have been placed on light duties because of work injuries will be compensated for their lost earnings based on their average monthly earnings.
  • Every employee on outpatient or hospitalization sick leave will continue to be compensated for their lost earnings.
  • From 1 September 2020, employers are required to report all work-related medical leave or light duties to MOM.

Employers are likely to be affected by these changes to WICA even while many of their employees continue to work from home.

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For HR managers, it’s important to prioritize the employees’ well-being by maintaining regulatory compliance with the WICA policies. Keep yourself updated with the significant policy changes and review relevant employment guidelines regarding work-related injuries. Let us all build a better world that enhances employees’ health and safety in the workplace.

Know more about Work Injury Compensation Act

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What Are The Top Benefits Of HRMS Software For Enterprises In 2022?

B2B, Technology February 11, 2022

Benefits of cloud-based HRMS software in Singapore

HRMS software is a type of enterprise resource planning (ERP) software that is specifically designed to manage the human resources of the company. It helps in automating many tasks and processes related to

HR management


Attendance management

Benefits administration, etc.

HRMS software can help businesses in many ways including:

– Optimizing workforce productivity by automating tasks and processes.

– Reducing costs by using cloud-based solutions.

– Improving HR services by providing better customer service.

– Enhancing retention rates with better benefits administration.

– Increasing employee engagement with gamification features.

HRMS software has the following benefits in the year 2022, which are listed below:

– Security

– Scalability

– Mobile support

– Online HR services

Some of the best HRMS software in 2022 are QuickHR, Workday, Success Factors, Kronos Workforce Management solution. These are some of the HRMS software with benefits for enterprises.

HRMS software, originally created for business enterprises, would substantially evolve and explore newer avenues to ensure larger employment levels.

In conclusion, HRMS 2022 is a clear winner as a tool that integrates all employee-related activities within a single portal. The system offers functionalities such as integrated benefits — health insurance program and links employees to the company’s payroll system.

Since over half of small businesses do not have access to these two critical elements. These benefits however will be offered by companies as an additional cost instead of being offered as part of employee compensation packages financed by employers themselves so as not to drive up the operational cost significantly.

In 2022 according to a study purely conducted by AIER, software tools for this purpose would be less relevant, but it will continue to consolidate all HR activities under one platform.

employee-related activities within a single portal. The system offers functionalities such as integrated benefits — health insurance program and links employees to the company’s payroll system.

Since over half of small businesses do not have access to these two critical elements. These benefits however will be offered by companies as an additional cost instead of being offered as part of employee compensation packages financed by employers themselves so as not to drive up the operational cost significantly.

For enterprises, the most important part of their value proposition is not web facilities, but HR. If they do not invest in HR software soon they will find it difficult to reap the same growth and efficiency benefits in 2022 or even 2025.

These HR software solutions also provide efficiency, effectiveness, utilization of resources for low-cost maintenance, an administration that is guaranteed to be unbiased, etc. Moving forward into 2022 on similar lines with that mindset will generate great results for enterprises.

Cloud HRMS software defines the way the world works. Now, more than ever before.

HR management is one of the most repetitive jobs ever performed in any industry. This process is usually hidden from view, so people who are not around on a daily basis may entirely miss its importance to everyone’s success.

Nowadays the new term comes in Cloud HRMS software — Cloud-based software installable through app store onto your mobile phone, desktop computer, or laptop with zero clients IT administration.

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What Is The Best Payroll Software For Large Companies?

B2B, Uncategorized January 28, 2022

Best Payroll Software For Large Companies

QuickHR is #1 the best payroll software for large companies fully integrated cloud-based Human Resource Management System (HRMS), offers a full-spectrum and automated payroll module that delivers all of these aspects.

QuickHR’s comprehensive payroll management software provides a centralized platform that helps HR professionals to fulfill all the payroll obligations with precision and timeliness. 

Let me tell you more about how QuickHR simplifies the complex and time-intensive process of payroll generation.

First of all, QuickHR’s payroll software is built with constant interaction across 

In-Depth Integration With Every Employee and Business Records  

and cost settings. 

Ensuring that every employee will be paid fairly and punctually.

The all-encompassing software provides optimized payroll processes with automated and accurate calculation of wages according to varied shift plans, flexible overtime computation, and incentives for punctuality.

All that’s left to do is to approve them, saving time for higher productivity.

Integrated with QuickBooks Online and Xero, QuickHR also ensures that monthly payroll numbers stream right onto accounting charts, enhancing workflow efficiency.

Cross-Cultural Compensation Management 

For companies who manage multicultural teams, QuickHR offers multilingual itemized features to clarify the breakdown and categorization of pay, encouraging better understanding for the HR departments and employees as well.

With QuickHR’s smarter workflow, HR professionals will be able to secure maximum clarity and accountability despite the diversity in payroll runs.

Dynamic Payroll Generation

QuickHR’s versatile payroll software is capable of generating multiple pay runs for full-time, part-time, and freelance employees with different pay periods. With flexible and customizable settings, QuickHR will be fully compatible and suitable for a business’ growing needs.

Government Compliance

With auto-inclusion and full regulatory MOM compliance features, QuickHR’s payroll module allows automatic calculations and contributions to SHG, SDL, Holidays, and CPF in adherence to government compliances.

Being an IRAS-approved software solution, QuickHR also guarantees smooth monthly submission by handling IRAS season with direct AIS linkage of payroll information captured on the system.

Moreover, the Infocomm Media Development Authority (IMDA) has evaluated QuickHR as an effective, market-tested, and cost-effective pre-approved solution for government grants offered to SMEs.

Ease of Use and Remote Accessibility

Unlike many other HRMS, QuickHR comes with an accessible nature, making it an ideal platform for individuals who are relatively inexperienced with complex and deadline-driven payroll processes.

QuickHR also provides hassle-free and 24/7 access across all mobile devices where employees will be instantly notified once the itemized payslips are released.

Quality Customer Support

QuickHR has a dedicated team that assists in the implementation and utilization of every module as well as other general queries. 

The support team will always be available to assist in the most pressing times such as payroll week. 

They provide data migration services where they can walk you through your first pay run.

If you want to know more about it, feel free to request a free demo at QuickHR Singapore HR Software with absolutely no terms and conditions!

Get in touch with us at https://quickhr.co/contact-us to find out more about our state-of-the-art HRMS solution!

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