For employees who need to take leave arising from the haze, but have run out of their leave entitlements, what can they do?

Question

Accepted Answer

Employers are strongly encouraged to adopt a flexible and enlightened approach in granting time-off or leave (e.g. sick leave, annual leave, childcare leave and unpaid infant care leave) or allowing employees to use flexible work arrangements to minimise work disruptions:

Allow their employees to go on leave to rest at home because they are unwell (especially older employees, pregnant employees or those with respiratory problems) or to take care of family members.
Allow employees who need to take leave and have used up their leave entitlements to utilise advance leave or other leave arrangements.
Where practicable, allow employees to use flexible work arrangements to work from home or work shorter hours.

For employees who need to take leave arising from the haze, but have run out of their leave entitlements, what can they do?

Related questions

Can employers ask employees to take annual leave if the company closes or operations have stopped due to the haze situation?

If my employee wants to stay home to care for their child with COVID-19 or respiratory symptoms, what are the options for work arrangements?

If employers decide that work should be stopped in view of the haze situation, can the employees’ salaries or annual leave be deducted on that day?

MOM’s guidelines advise employers to institute regular rest breaks during the haze. How long would be a sufficient time for each break?