With the general election in Singapore scheduled for 3 May, the Ministry of Manpower has reminded employers to treat the day – though it falls on a Saturday – as a public holiday under the Employment Act.

The directive comes with clear expectations: employees who are rostered to work that day must either be compensated with a day off or receive salary in lieu. If staff members are required to work, they are entitled to an additional day’s wages or a replacement rest day.

This clarification reinforces long-standing labour principles around public holiday entitlements. All employees covered by the Employment Act are eligible for paid public holidays.

Meanwhile, those not covered by its public holiday clauses – including workmen earning over S$4,500 a month, non-workmen above S$2,600, and all managers and executives – may still be granted time off in lieu, provided this is mutually agreed upon.

The guidance from MoM comes just as Singapore enters a politically pivotal moment. On 15 April, President Tharman Shanmugaratnam dissolved Parliament, setting 23 April as Nomination Day and 2 May as Cooling-off Day.

The upcoming polls will mark the first general election under the leadership of Prime Minister Lawrence Wong, who took over as secretary-general of the ruling People’s Action Party in December 2024, succeeding Lee Hsien Loong.

Wong’s stewardship represents the formal debut of Singapore’s so-called fourth-generation leadership team.

The contest will decide 97 parliamentary seats spread across 33 constituencies: 18 Group Representation Constituencies and 15 Single Member Constituencies.

In preparation, the Elections Department has made the updated Registers of Electors available for public inspection both online via Singpass and at designated service points.

Why HR and business leaders should pay close attention

From a compliance standpoint, the MoM’s advisory leaves little room for ambiguity. Even though Polling Day falls on a weekend, it carries the same weight as any other public holiday. For HR professionals, this is a time to audit rosters, verify payroll systems, and ensure all employment terms align with the Employment Act, especially for shift workers and operational teams.

By communicating holiday entitlements, such as compensatory leave or additional pay, HR leaders can foster trust, reduce friction, and reinforce a culture of transparency. Think of it as preventative measures – addressing potential pain points before they become grievances.

For firms with staff outside the scope of traditional public holiday entitlements, there’s an opportunity to lead with empathy. Offering time off in lieu to executives and high-income employees – even when not strictly required – sends a strong signal about corporate values. It’s a low-cost gesture that pays high dividends in morale and loyalty.

Then there’s the broader operational context. Cooling-off Day and Polling Day may lead to logistical hurdles and absences. Forward-looking companies will prepare in advance by offering staggered shifts, flexible hours, or remote work options to accommodate civic participation. A little latitude can go a long way in showing support for national engagement.

Beyond the ballot: Impact on work and industry

As Lawrence Wong and the 4G team gear up for their first electoral test, business leaders would do well to keep an ear to the ground. With new leadership could come new policy directions on employment, industry regulation, sustainability, and digital transformation.

Staying agile in this environment means not just compliance, but foresight. Understanding the shifting political and policy winds can help businesses reposition themselves in advance of change, whether in workforce planning, investment strategy, or organisational culture.

MoM’s announcement is a bellwether for operational readiness, values-driven leadership, and strategic thinking. For HR and business leaders, the challenge is to stay compliant, stay human, and stay ahead of the curve.