The Employment Act makes employers pay for some doctor visits, not all. Here is the rule, who it covers, and how GP cover can go further.
The Ministry of Manpower (MOM) notes that company medical schemes generally pay for more than the Employment Act requires. Knowing the legal minimum helps you write a policy that goes beyond it without confusing staff.
What the law requires
The rule starts after 3 months of service. From then, you must pay the consultation fee if the visit leads to at least one day of paid sick leave. The medical certificate (MC) must also come from a doctor at a public medical institution or one your company has appointed.
MOM defines public medical institutions as public and community hospitals, national specialty centres and public ambulatory surgical centres (day surgery centres). Its FAQ on private clinics adds that the rule includes company-approved dentists and specialists, in person or by teleconsultation.
Two exceptions apply. You do not have to pay for cosmetic procedures (the doctor decides what is cosmetic). And there is no paid sick leave or fee reimbursement for sick days that fall on public holidays, annual leave, rest days or non-working days.
Staff can still see any doctor
You can appoint panel clinics, meaning clinics your company or its insurer has an arrangement with. But MOM's clinic-choice FAQ says employees can still visit any clinic and keep their paid sick leave if they meet the conditions.
What changes is who pays the fee. If the MC comes from a private clinic you have not appointed, you do not have to reimburse the consultation fee.
Who the rule covers
It applies to employees covered by the Employment Act, which MOM says means local and foreign employees on a contract of service, whether full-time, part-time, temporary or on contract. Seafarers, domestic workers, civil servants and statutory board employees are not covered.
Part-timers (staff contracted for less than 35 hours a week) get sick leave pro-rated to their hours, and the same fee rule applies after 3 months (MOM).
Where GP cover or a company policy goes further
The legal minimum leaves out visits that do not lead to a day of paid sick leave, visits in the first 3 months and private clinics you have not appointed. You can cover those in two ways.
GP cover (group outpatient insurance) pays for clinic visits, usually with lower or no cash payment at panel clinics and a claim-back route elsewhere. Our GP and specialist cover page explains how it works.
A reimbursement policy pays staff back from company funds. If you run one, set a yearly cap and list what counts, such as dental or specialist visits.
If a qualifying visit is not paid by your insurer, such as a public hospital consultation your plan does not cover, the fee is still yours.
What to write in the staff handbook
MOM says employers should clearly tell staff which doctors and dentists the company has approved. A short handbook section should cover:
- Your appointed clinics and where to find the current list.
- What the company pays beyond the law, including whether medicine and tests are included.
- That staff can see any registered doctor for sick leave, and how fees at other clinics are treated.
- How to claim: the receipts needed, the deadline and who approves.
- Who to ask, with a private route for personal questions.
Medical benefits are also one of the key employment terms MOM requires in writing for staff employed 14 days or more, so keep offer letters and the handbook consistent.
Then turn the section into a one-page sheet for staff with our guide to explaining benefits. If you are weighing GP cover against a reimbursement policy, ask us for quotes and we will price GP cover for your team so you can compare it with a reimbursement budget.
Sources checked 23 October 2026.
