What is the Work Injury Compensation Act (WICA) and what are its changes?

Updated on 21 September 2020.

WICA Work Injury compensation act

 

 

 

 

The Work Injury Compensation Act or WICA lets employees make claims for work-related injuries or diseases without having to file a civil suit under common law. It is a low-cost and quicker alternative to common law for settling compensation claims.

 

 

 

 

 

Who is covered?

The Work Injury Compensation Act (WICA) covers any local or foreign employee who is under a contract of service or apprenticeship, regardless of salary, age, or nationality.

 

It however does not cover:

  • Independent contractors and the self-employed.
  • Domestic workers.
  • Uniformed personnel – members of the Singapore Armed Forces (SAF), Singapore Police Force (SPF), Singapore Civil Defence Force (SCDF), Central Narcotics Bureau (CNB), and Singapore Prison Service (SPS).

 

 

Who is Eligible for this claim?

Employees can claim compensation if they have been injured or contracted a disease as a result of work.

They remain eligible to claim for compensation even if:

  • They no longer work for the employer or their work pass is canceled.
  • The accident happened while they were on an overseas assignment.
  • The accident happened while on a Flexi-work arrangement that they agreed with their employer.

Dependents of an employee who died because of a workplace accident can also make a claim on behalf of the employee.

 

Key changes to WICA

Since 2019, there have been many key changes to WICA. These will be implemented from 2020 onwards.

You can find out more via the infographic provided by MOM below.

 

 

 

 

Key changes from 2020 onward

Compulsory reporting for any instance of medical leave or light duties issued for work accidents.

From 1 September 2020, employers must report all work-related medical leave or light duties to MOM.

Expand the scope of compensation to include light duties.

From 1 September 2020, employees on light duty due to work injuries will be compensated for their lost earnings based on their Average Monthly Earnings (AME).

Employees on outpatient or hospitalization sick leave will continue to be compensated for their lost earnings.

Expand mandatory insurance coverage to non-manual employees, regardless of where they work.

From 1 April 2020, the salary threshold for non-manual employees requiring work injury compensation insurance will be increased. The increase will be done in 2 phases. After 1st April 2020, the salary threshold for non-manual employees will be $2,100 and the second phase will take place on 1st April 2021 where the Salary threshold will increase to $2,600.

 

Employers must still purchase insurance for all manual employees, regardless of salary.

 

 Before 1 Apr 2020From 1 Apr 2020From 1 Apr 2021
Salary threshold for non-manual employees$1,600$2,100$2,600

Changes in compensation and medical expenses limits.

 

Compensation for death

The compensation for death will increase from 1 January 2020, with a minimum of $76,000 to a maximum of $225,000.

 Before 1 Jan 2020From 1 Jan 2020
Minimum$69,000$76,000
Maximum$204,000$225,000

 

 

Compensation for total permanent incapacity

The compensation for total permanent capacity will take effect from 1 January 2020 onward and will be a minimum of $97,000 to a maximum of $289,000.

 Before 1 Jan 2020From 1 Jan 2020
Minimum$88,000$97,000
Maximum$262,000$289,000

 

 

Maximum limit for medical expenses

The maximum limit for medical expenses will increase from 1 January 2020 onwards and will have a maximum sum of $45,000.

Before 1 Jan 2020From 1 Jan 2020
Up to a maximum of $36,000, or up to 1 year from date of the accident, whichever comes first.Up to a maximum of $45,000, or up to 1 year from date of the accident, whichever comes first.

 

If you have any other further questions about the WICA changes. Feel free to press the contact us button below and fill in the form.