Managing Reservist Deferment Requests: A Practical Guide for Singapore Employers in 2025

In Singapore, reservist obligations are statutory, but life and business don’t always run on predictable schedules.

As an employer, you might face situations where an employee is called up for reservist training during a critical business period. Can they defer? And what’s your role in the process?

This guide explains how reservist deferment works in 2025 and what small business owners need to know to manage it effectively and compliantly.

When Can Employees Defer Reservist Training?

Reservist training (also known as In-Camp Training or ICT) is mandatory under the Enlistment Act. However, deferment may be considered under certain circumstances, such as:

• Medical treatment or recovery from illness
  
• Examinations or academic commitments
  
• Major family events (e.g. marriage, childbirth, bereavement)
  
• Key business-related responsibilities, especially in SMEs where their absence has significant operational impact
  

It’s important to remember that deferment is a request, not a right. MINDEF evaluates each case individually, and decisions are based on the merits of the application and broader operational readiness needs.

Your Role as an Employer

Employers cannot submit deferment requests directly, but you can support an employee’s application. If their absence would cause a substantial disruption to your business, you may:

• Provide a formal letter of support
  
• Explain the employee’s responsibilities and the impact of their absence
  
• Suggest possible alternative periods when the employee could fulfil their duties instead
  

This support can strengthen the case, but the final call rests with MINDEF. Employers are also reminded that pressuring employees to avoid or delay NS obligations is not permitted.

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How the Deferment Process Works (2025)

Here’s what the process typically looks like:

1. Employee Receives Call-Up Notice
   NSmen are usually notified several months before their scheduled training.
   
2. Deferment Request Submitted via NS Portal
   The employee logs in to NS Portal to apply for deferment, stating their reason.
   
3. Supporting Documents Attached
   This could include medical letters, exam schedules, wedding documentation, or an employer’s letter.
   
4. MINDEF Reviews the Request
   Applications are assessed based on reasonableness, training requirements, and operational needs.
   
5. Decision Issued
   If approved, a revised call-up date is provided. If denied, the employee must report as scheduled.
   

Applications should be submitted at least two weeks before the call-up — earlier is better.

If the Deferment Is Rejected

If a deferment request is unsuccessful, the employee is legally required to attend the scheduled training.

Employers must:

• Honour their obligation to release the employee
  
• Avoid any disciplinary or negative action due to their reservist duty
  
• Plan ahead to minimise business disruption

Building awareness into your workforce planning is key — especially if the employee plays a critical role.

Summary

Understanding how reservist deferment works isn’t just about supporting your team — it’s also about keeping your business prepared and compliant.

What you can do:

• Encourage early disclosure of call-ups
  
• Support deferment when valid with professional documentation
  
• Track reservist periods separately in your payroll or HR systems
  
• Plan for contingencies so you’re not caught off guard
  

When your internal systems are organised, it makes it easier to manage situations like these — especially if they affect reimbursement claims, manpower planning, or audit readiness.

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