Singapore Work Injury Compensation Act (WICA): A Complete A-to-Z Guide (2025 Edition)
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Singapore Work Injury Compensation |
Singapore’s Work Injury Compensation Act (WICA) is one of the most important pieces of legislation protecting employees injured at work. Designed to offer a fast, no-fault system, WICA allows workers to claim compensation for workplace injuries or diseases without needing to file a lawsuit.
Whether you’re an employee, HR professional, employer, or safety manager, understanding the A-to-Z of WICA ensures compliance, reduces claim disputes, and secures timely benefits for injured workers.
This comprehensive guide covers everything—from eligibility and claim steps to compensation limits, employer duties, and appeal rights—making it the most complete WICA resource you’ll find.
A-to-Z Guide to the Work Injury Compensation Act (WICA) in Singapore
A – About WICA
WICA is a no-fault statutory compensation framework that provides benefits to employees injured at work, diagnosed with an occupational disease, or who suffer a work-related death.
Unlike civil lawsuits, WICA:
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Does not require proving employer negligence
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Provides faster payouts
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Uses standardized compensation formulas
B – Benefits Covered Under WICA
Employees may receive compensation for:
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Medical expenses
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Medical leave wages (MC wages)
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Permanent incapacity (PI) compensation
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Compensation for work-related deaths
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Lump-sum payments for long-term injuries
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Transportation expenses for treatment
C – Claim Process Overview
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Report the accident or diagnosis promptly
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Seek medical treatment
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Employer files an incident report with MOM
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MOM assesses the injury or disease
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Compensation amount is calculated
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Employer/insurer pays out
D – Deadlines
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Employees must file injury claims within 1 year of the accident
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Employers must report serious incidents within 10 days
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Death cases must be reported within 10 days
E – Eligibility
WICA covers:
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Full-time employees
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Part-time employees
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Temporary workers
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Foreign workers (including Work Permit and S Pass holders)
Independent contractors are generally not covered unless deemed employees under MOM guidelines.
F – Fatal Injury Compensation
Compensation for work-related death includes:
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Lump-sum payout to dependents
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Funeral expenses
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Additional benefits assessed under WICA formulas
G – Government Oversight
The Ministry of Manpower (MOM) administers and enforces WICA.
H – How Compensation Is Calculated
Compensation amounts depend on:
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The worker’s average monthly earnings (AME)
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Severity of injury
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Age of the worker
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Assessment by an Approved Medical Assessor
I – Insurance Requirements
All employers must purchase Work Injury Compensation (WIC) insurance for:
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All manual workers
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Non-manual workers earning $2,600/month or below
Many companies insure all employees for added protection.
J – Jurisdiction
WICA applies to:
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All workplaces operating in Singapore
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All employees working under valid employment contracts
K – Key Differences Between WICA and Civil Lawsuits
| Feature | WICA | Civil Lawsuit |
|---|---|---|
| Requires proof of negligence? | ❌ No | ✔ Yes |
| Speed | Fast | Slow |
| Cost | Low/none | High legal fees |
| Compensation | Capped | No statutory caps |
Employees must choose either WICA or civil suit, not both.
L – Light Duty & MC Wages
Employees on:
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MC (Medical Leave): Paid MC wages
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Light Duty: Receive wages based on doctor-approved restrictions
M – Medical Assessment
Injury severity is evaluated by:
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A doctor
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An Independent Approved Medical Assessor (IMA), if required
PI (permanent incapacity) levels determine payout amounts.
N – No-Fault System
The employer is liable even if they were not negligent, provided the injury arose out of and in the course of employment.
O – Occupational Diseases
WICA covers occupational diseases such as:
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Noise-induced deafness
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Chemical poisoning
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Repetitive strain injuries
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Respiratory disorders
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Industry-specific health hazards
P – Permanent Incapacity (PI) Compensation
PI is assessed using a percentage system.
The formula considers:
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AME
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Age multiplier
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Percentage of disability
Q – Quick Timeline
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Report accident immediately
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Employer submits incident report
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Medical assessments completed
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MOM computes compensation
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Employer/insurer pays within 21 days
R – Responsibilities of Employers
Employers must:
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Ensure safety standards
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Report incidents quickly
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Pay MC wages
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Provide medical treatment
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Maintain WIC insurance
S – Settlements
Most WICA cases settle within 3–6 months, depending on injury complexity.
T – Temporary Incapacity
Employees unable to work temporarily receive:
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Medical leave wages
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Coverage for all necessary medical treatments
U – Unresolved Disputes
Disputes may involve:
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Injury assessment
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Wage calculations
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Treatment approvals
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Employer resistance
MOM mediates these disputes.
V – Violations & Penalties
Employers face penalties for:
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Not reporting accidents
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Underinsuring workers
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Withholding compensation
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Providing false information
Penalties may include fines and legal action.
W – Work Injury Medical Expenses
Covers:
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Hospital bills
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Surgery
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Physiotherapy
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Follow-up treatments
Up to statutory limits.
X – Exclusions
WICA does not cover:
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Self-inflicted injuries
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Injuries from drunken behavior
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Injuries unrelated to work activities
Y – Your Rights as an Employee
You have the right to:
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Timely medical treatment
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MC wages
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Compensation for injury
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Non-discrimination
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Appeal MOM decisions
Z – Zero-Delay Best Practices
To ensure fast claims:
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Report injuries immediately
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Keep all medical records
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Follow doctor’s instructions
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Cooperate with employer and MOM
Conclusion
The Work Injury Compensation Act remains one of Singapore’s strongest systems for protecting employees and ensuring fair, timely compensation for workplace injuries. Whether you’re an employer maintaining compliance or an employee seeking benefits, understanding WICA from A to Z helps you navigate claims confidently and avoid unnecessary delays.
With a clear framework, fast claim timelines, and standardized payouts, WICA ensures workers get the support they need—and employers remain accountable for safety.
