Arya News - Intrusive policies can backfire, causing reputational damage and reduced staff engagement; employees should know their rights and push back.
SINGAPORE – Journalist Megan Wee offers practical answers to candid questions on navigating workplace challenges and getting ahead in your career. Get more tips by signing up to The Straits Times’ Headstart newsletter.
Q: The recent saga over Certis’ medical leave policy raised questions about the boundaries employers should not cross with regard to the privacy of staff. How can employees judge if a boss’ requests are reasonable, and what can they do if faced with intrusive demands?
A: While employers have the right to manage absenteeism and maintain operational readiness – particularly in critical sectors like security – employees are not without recourse, says Mr Raunak Bhandari, a certified Institute for Human Resource Professionals senior professional.
Employers must act fairly and reasonably under the Employment Act and according to Manpower Ministry guidelines, he adds.
Mr Bhandari cites Certis Cisco and its now-overturned medical leave policy , noting that while there is no law explicitly prohibiting an employer from checking on staff on medical leave, intrusive monitoring – such as home surveillance – could be seen as unreasonable, especially if it is not part of the employment contract.
Bosses can also overstep by demanding access to personal social media accounts, expecting 24/7 availability without compensation or requiring tracking apps on personal phones, he adds.
They might even ask for detailed medical histories beyond what is necessary and force attendance at work events during off-hours.
“While some of these may not be outright illegal, they may go against best practices and data protection norms, particularly under the Personal Data Protection Act,” Mr Bhandari says.
He adds that employees facing unconventional or overly demanding practices that are not explicitly illegal can take several steps.
They should first document the request and the context in which it was made, and then ask for written clarification from the human resources (HR) department or management.
Employees should express their concerns politely, citing privacy, discomfort or ambiguity in the policy. They should also propose alternatives, such as providing a doctor’s certificate or checking in with HR at set times.
Staff worried about retaliation should try to stay compliant while seeking advice, but also make it clear that they are doing so under protest or uncertainty.
They can also ask external sources for help and seek clarity on their rights if there are possible privacy violations.
These sources could include union representatives, the Tripartite Alliance for Dispute Management for mediation, the Manpower Ministry for legal interpretation or complaints, or pro bono legal clinics.
Ultimately, Mr Bhandari notes that intrusive policies can backfire and bring repercussions for both parties.
Employees may feel distrusted, over-surveilled and pressured not to take medical leave even when unwell, undermining their recovery and overall well-being.
The risk for bosses is that such practices may lead to reputational damage, legal disputes or reduced staff engagement.
Moreover, such measures could create a slippery slope, where managers feel emboldened to monitor other aspects of an employee’s personal life, further eroding boundaries between work and home, Mr Bhandari adds.
“Employees should stay informed of their rights and know when – and how – to push back against unreasonable demands,” he notes. “Ultimately, a fair and respectful workplace depends on trust, transparency and mutual understanding.”
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