Light duties and return to work under WICA

Going back to work on light duty, rather than staying on full medical certificate, is common after a work injury. It should not cost you money: WICA's medical leave wage rules are built so a light-duty assignment pays out to roughly the same total as staying on MC would, provided the duties genuinely match what your doctor certified.

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How light duty is paid

MOM's rule treats light duty as a variation on the medical leave wage schedule, not a separate system. For light duty, medical leave wages mean any shortfall between your actual wages and your average monthly earnings (AME): your employer pays your actual wages for the light-duty period, plus a top-up payment equal to the difference between that and the AME-based rate. For the first 14 days that rate is full AME; from the 15th day of light duty, it is 2/3 AME. The full rate table, including the separate hospitalisation-leave schedule, is on medical leave wages.

Because the top-up is calculated against AME rather than a flat figure, the total you receive on light duty should track what you would have been paid on full MC for the same period. If your pay looks lower than that once the shortfall is added, it is worth checking the calculation against the medical leave wages rates before assuming the amount is correct.

CPF on light duty

Before you return to work

Two things are worth checking before you go back on light duty. First, that the duties assigned actually match what your doctor certified, since light duty only counts under WICA when it is granted by a Singapore-registered doctor or dentist, not decided unilaterally by an employer. Second, that the wage calculation above is actually being applied, rather than your employer simply paying your ordinary wage for reduced hours and treating that as the full entitlement.

If your employer is not engaging with either of these points, or with the claim at all, see what to do if your employer refuses to report the accident. If the injury has left a lasting effect rather than a temporary one, the relevant page is permanent incapacity, not light duty.

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What is your situation? How long were you employed? What was your role level? What was your monthly salary? Briefly, what happened? (optional)

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Frequently asked questions

What counts as light duty under WICA?

Light duty is work your employer assigns that fits within the medical restrictions your doctor sets, instead of you staying on full MC. It has to be granted by a Singapore-registered doctor or dentist for it to count toward your medical leave wages calculation.

Do I get paid less on light duty than on full MC?

You should not. MOM's rule pays you your actual wages for light duty plus the shortfall to reach the relevant average monthly earnings (AME) rate, full AME for the first 14 days and 2/3 AME from the 15th day, so the total should match what you would have received on MC.

What happens if I do not show up for light duty?

MOM is explicit: "If you are given light duties, you must return to work for light duties or take leave. If you are absent from work without leave, you won't be able to get compensation under WICA." If your employer has no suitable light duties for you, MOM's advice is to inform your doctor, not to simply stay away.

Does CPF still apply while I am on light duty?

Yes. MOM confirms employers and employees should still contribute CPF on the actual wages paid while on light duty, unlike the medical leave wages amount itself, which carries no CPF.

Last updated 15 September 2026 How we check this

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Work Rights SG provides general information about employment rights in Singapore. It does not create a lawyer–client relationship. For advice on your situation, speak to a qualified employment lawyer.