Updated Coverage of Occupational Diseases in Singapore

Singapore’s commitment to protecting workers’ health has taken a major step forward with the updated coverage of occupational diseases (ODs) under the Workplace Safety and Health Act (WSHA) and Work Injury Compensation Act (WICA). The new framework, introduced in 2024, harmonises and expands the list of recognised ODs, ensuring that workers receive appropriate medical care and compensation while simplifying reporting requirements for employers and healthcare professionals. This change also fosters better workplace health surveillance and early intervention. The revised system reflects Singapore’s continuous effort to align its occupational health standards with international best practices, while strengthening prevention and response capabilities across diverse industries. Both employees and employers benefit from improved clarity, fairness, and transparency in handling occupational disease cases.

Harmonised and Expanded List of Occupational Diseases

The updated framework introduces a harmonised list of occupational diseases that aligns the WSHA and WICA. Previously, the lists under both Acts varied, leading to administrative inefficiencies and potential confusion. The harmonisation now ensures a single, comprehensive reference point for identifying and reporting ODs.

Expansion to 38 Recognised Diseases

The updated list expands coverage to 38 occupational diseases, encompassing both traditional and emerging work-related health risks. The expansion reflects evolving workplace environments and the growing recognition of conditions such as occupational cancers, musculoskeletal disorders, and respiratory diseases related to new industrial exposures.

• Enhanced inclusivity for conditions like repetitive strain injuries.
• Recognition of new occupational hazards from modern manufacturing and healthcare sectors.
• Greater protection for workers in high-risk occupations.

Ease of Reporting and Fair Compensation

The unified list streamlines communication between regulatory agencies, employers, and medical practitioners. By creating a single set of reporting standards under the WSHA and WICA, the process of identifying and compensating affected workers becomes more transparent and efficient.

Reporting Requirements and Compliance

Under the revised regulations, both employers and doctors share responsibility for prompt reporting of occupational diseases. This ensures timely intervention, accurate tracking, and fair compensation.

Employer Responsibilities

• Employers must notify the Ministry of Manpower (MOM) within 10 days of being informed of a diagnosed or suspected OD.
• They must also cooperate with medical professionals and workplace inspectors to support investigation and preventive measures.

Doctor’s Obligations

• Doctors are required to report any confirmed or suspected OD cases to MOM, regardless of compensation claims.
• Reports must be made using designated online systems to facilitate quick data processing and public health response.

Role of Occupational Medicine Specialists

Complex or ambiguous cases, including those involving multiple exposures or non-traditional symptoms, are referred to occupational medicine specialists. These experts assess the relationship between work activities and disease development, ensuring that diagnoses and compensation decisions are medically sound and equitable.

Impact on Workplace Health Surveillance and Prevention

The harmonised list enhances surveillance by allowing better tracking of emerging occupational health trends. The updated framework encourages proactive monitoring of high-risk environments and facilitates evidence-based interventions.

• Improved early detection of work-related illnesses through regular health screenings.
• Stronger data for policy-making and targeted industry health programs.
• Greater collaboration between employers, doctors, and government authorities to prevent future ODs.

Implementation Timeline and Expected Benefits

The updated OD framework took effect on 1 September 2024. This milestone marks a coordinated effort by MOM, health agencies, and employers to strengthen national workplace health systems. Workers benefit from more extensive protection and a faster process for receiving medical and financial support. Employers, in turn, gain clarity on compliance obligations and access to consistent guidance for managing OD risks. Together, these updates foster a safer, more sustainable work environment in Singapore.

Conclusion

The enhancement of occupational disease coverage under the WSHA and WICA represents a transformative step in Singapore’s workplace safety and health landscape. The harmonised and expanded list simplifies compliance, supports fair compensation, and improves disease reporting and prevention. By integrating regulatory clarity with modern occupational health practices, the new framework empowers both employers and workers to engage in proactive health management. Over time, these measures are expected to reduce disease incidence, improve workforce productivity, and ensure every worker’s right to a safe and healthy work environment remains a national priority.