Singapore firms urged to adopt concrete mental-health support before 2027 law takes effect
The CEO of the Singapore Association for Mental Health argues that genuine workplace mental-health measures are still lacking and outlines three practical steps before the Workplace Fairness Act is enforced.
In a reflective piece, the Singapore Association for Mental Health’s chief executive highlights that Singapore’s workplaces have yet to provide substantive support for staff with mental-health conditions, as stigma remains pervasive. An internal consultation showed even employees of a mental-health agency hesitated to reveal their conditions, prompting a series of co-development meetings to design practical guidelines.
The article recommends three concrete actions: securing top-level leadership buy-in with a safe, confidential disclosure system; establishing structured, phased return-to-work plans similar to physical injury recovery; and equipping front-line managers with training to monitor performance fairly while showing empathy. These measures are presented as essential for compliance with the Workplace Fairness Act slated for enforcement in 2027. The CEO stresses that moving from policy intent to everyday practice will reduce stigma and improve employee engagement.
Why it matters
Effective mental-health policies can boost employee wellbeing and productivity ahead of new legal protections.
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