Employees who attend rehabilitation sessions will not be issued medical certificates and are therefore not eligible for paid sick leave.

Instead, employees and employers should discuss and mutually agree on a leave arrangement, including no-pay leave where appropriate, so that employees can attend the rehabilitation sessions.

While employers are not legally required to accommodate their employees who must attend rehabilitation sessions, you are encouraged to support your employees’ efforts to quit vaping and extend flexibility where practicable within business constraints. This would contribute to the rehabilitation of the affected individuals and strengthen overall workforce well-being.

Employers should also consult unions where applicable for unionised companies and explore options such as unpaid leave, temporary redeployment, and reasonable adjustments to job scope or work arrangements before considering other measures.

This information is sourced from MOM.