HR Compliance Meets Care: World Mental Health Practices for Singapore SMEs

World Mental Health Day, observed annually on 10 October, is more than just a date on the calendar—especially for small and medium-sized businesses (SMEs) in Singapore. It’s an opportunity to take a hard look at how your workplace supports mental well-being through thoughtful HR practices, payroll management, and integrated accounting services.

In smaller teams, the impact of stress, burnout, or disengagement is magnified. And with mental health becoming a recognised compliance and fairness issue under Singapore law, SMEs now have both a moral and legal reason to take it seriously.

Here’s how to approach mental health in your workplace — practically, compliantly, and with care.

Why Mental Health Now Falls Under Employer Responsibility

Singapore has made mental health a workplace issue — not just a personal one.

As of January 2025, the new Workplace Fairness Legislation prohibits discrimination based on mental health conditions. Employers are now expected to:

• Provide a safe, non-discriminatory workplace
  
• Have clear policies for handling employee grievances
  
• Ensure fair and inclusive hiring, retention, and performance management processes
  

Separately, the Tripartite Advisory on Mental Well-being at Workplaces, developed by MOM, NTUC and SNEF, provides guidance on promoting mental wellness at work — especially for smaller organisations without full HR teams.

HR Practices That Support Mental Health (and Stay Compliant)

Here are some practical steps SMEs in Singapore can take — without needing a big HR budget or formal wellness programme:

1. Offer Flexible Work Arrangements (FWAs)

The advisory strongly encourages flexible work options. These can help reduce stress and improve productivity when implemented properly. Common examples include:

• Flexible hours
  
• Remote work days
  
• Time-off policies for caregiving or medical appointments
  

Tip: Clearly document your FWA policy to ensure consistency and avoid disputes.

2. Review and Align Leave Policies

Mental well-being can be supported through proper leave management:

• Allow paid sick leave for mental health conditions — they are medically recognised
  
• Encourage staff to take annual leave as part of self-care
  
• Avoid a culture of “leave guilt”
  

Ensure your policies comply with the Employment Act and are communicated clearly during onboarding and reviews.

✅ Paperwork eating your time? Let AI do the heavy lifting. Our platform automates daily tasks while expert accountants ensure everything’s perfect. Break free here.

3. Foster a Culture of Psychological Safety

Leadership sets the tone. Even in a team of 5 or 10, simple efforts make a big difference:

• Avoid after-hours messaging where possible
  
• Check in regularly — not just on tasks, but on well-being
  
• Train supervisors to spot signs of burnout or disengagement
  
• Speak openly about mental health in all-hands or check-ins
  

4. Share Accessible Support Resources

Not all SMEs can offer in-house counselling, but you can still point employees to trusted, free mental health resources:

• National CARE Hotline: 1800-202-6868
  
• Samaritans of Singapore (SOS): 1767
  
• CHAT (IMH Youth Service): chat.mentalhealth.sg
  

If your outsourced HR or payroll platform offers Employee Assistance Programmes (EAPs), make sure staff know how to access them.

5. Include Mental Health in Routine HR Checks

Even basic functions — like payroll, attendance, or sick leave tracking — can reveal trends:

• Is someone frequently working overtime?
  
• Are there recurring absences?
  
• Have hours changed dramatically?
  

These insights can help you start a conversation early — before burnout becomes a resignation.

Balancing Care and Compliance

Mental health isn’t just about being “a nice employer.” In 2025, it’s part of your broader compliance responsibility under MOM guidelines and the Workplace Fairness Act.

The best part? Many of these practices align with your core business systems — from payroll to HR policy documents — and don’t require major restructuring.

Summary

World Mental Health Day is the perfect checkpoint for SMEs to ask:
Are we supporting our people in a way that’s fair, compliant, and sustainable?

You don’t need a full-time HR department to make a meaningful impact. Clear communication, simple policies, and regular check-ins go a long way in protecting your people — and by extension, your business.

Modern Accounting That Finally Gets Your Business

Running a small business means wearing too many hats. Your accounting shouldn’t add to that burden. Yet traditional bookkeeping services keep asking the same questions month after month.

Counto delivers outsourced accounting that gets smarter over time. Our AI platform learns your unique business patterns and automatically handles daily transactions, while expert accountants ensure everything’s accurate. With direct WhatsApp access to your Customer Success Manager, you get enterprise-level financial management without the enterprise price tag.

Experience accounting that works as hard as you do. Our small business clients cut bookkeeping time by hours and never miss a tax deadline. Ready for accounting that understands your business? To get started, speak to us directly on our chatbot, email [email protected], or use our contact form.

Here are some articles you might find helpful:

Employer of Record (EOR) vs Agent of Record (AOR): A Guide for Singapore SMEs

What Singapore SMEs Should Know About the Johor–Singapore Special Economic Zone (JS-SEZ)

Employer of Record in Singapore: How to Hire Employees Without Setting Up a Company