Key Takeaways
The Tripartite Advisory on Mental Health and Well-being at Workplaces, issued by MOM, SNEF and NTUC, gives employers practical actions at organisation, team and individual levels, and HR can combine it with the WSH Council Handbook, the Playbook and the HPB Design Guide.
- The current advisory was issued on 20 November 2023 and its title on MOM’s site is Tripartite advisory on mental health and well-being at workplaces.
- It recommends access to counselling such as an Employee Assistance Programme (EAP) and trained peer supporters, with confidentiality assured.
- A 2022 web-panel study in BMC Psychiatry estimated the annual economic burden of depression and anxiety symptoms among Singapore adults at S$15.7 billion, about 95 percent of it lost productivity.
- The WSH Council launched its Handbook on Supporting Employees’ Mental Health on 13 October 2025, and HPB launched its Design Guide for Tier 1 mental well-being programmes on 15 May 2026.
In Detail
Mental health is a growing concern for employers. The advisory itself cites the 2022 National Population Health Survey, which found that 17.0% of Singapore residents aged 18 to 74 had poor mental health (MOM, Tripartite Advisory). A 2022 web-panel study published in BMC Psychiatry estimated the economic burden of depression and anxiety symptoms among Singapore adults at S$15.7 billion a year, with about 95 percent coming from lost productivity, largely presenteeism. The study counts symptoms reported through a screening questionnaire by a web panel, not diagnoses (Chodavadia et al., BMC Psychiatry, 2023).
What the advisory asks employers to do
MOM, SNEF and NTUC jointly issued the advisory on 20 November 2023. It lets each employer adopt the recommendations that suit its readiness, resources and needs, at three levels (MOM, Tripartite Advisory):
- Organisation: review employees’ well-being regularly, appoint workplace mental well-being champions, review HR and workplace policies, set an after-hours communication policy, establish return-to-work policies and consider hiring individuals with mental health conditions.
- Team or department: train managers, supervisors and HR to spot distress and refer employees, foster psychologically safe conversations, and set up peer support with clear escalation protocols.
- Individual employees: provide access to counselling such as an EAP, with employees assured that conversations will be kept confidential, and consider extending flexible benefits and insurance to cover mental well-being programmes.
Putting EAPs and peer support in place
For counselling access, the advisory suggests assuring employees that what they say to the service provider will not be disclosed to the organisation without consent, which encourages use. Annex A lists EAP providers whose counsellors and psychologists meet stated criteria, and notes that the list is for reference only and does not signal MOM’s endorsement. For peer support, it asks employers to set up trained peer supporters with clear escalation protocols, and points to NTUC and HPB peer supporter training (MOM, Tripartite Advisory).
Related national resources
The advisory points to a Playbook on Workplace Mental Well-being, produced by the WSH Council and dated 14 December 2021, for step-by-step guidance (WSH Council, Playbook). The WSH Council launched its Handbook on Supporting Employees’ Mental Health on 13 October 2025. It was developed by a tripartite workgroup and focuses on three areas: building a supportive culture, putting in place systems of care, and helping employees recovering from mental health conditions return to work with confidence (Human Resources Online). On 15 May 2026, the Health Promotion Board launched a Design Guide for Tier 1 mental well-being programmes, a national reference for service providers and organisations designing upstream programmes such as coping, emotional regulation and help-seeking (HPB, 15 May 2026). It is aimed at programme design, so HR teams can ask providers whether their programmes follow it.
Putting This Into Practice
Here is a practical way to turn this into action.
Key Questions Answered
What is the Tripartite Advisory on Mental Health and Well-being at Workplaces?
A set of practical recommendations issued by MOM, SNEF and NTUC on 20 November 2023. It covers actions at organisation, team and individual levels, and resources for employers and employees.
Does the advisory recommend EAPs and peer support?
Yes. It recommends providing access to counselling such as through an EAP and setting up trained peer supporters with clear escalation protocols.
What does the S$15.7 billion figure measure?
A 2022 web-panel study in BMC Psychiatry estimated the annual economic burden of depression and anxiety symptoms among Singapore adults. About 95 percent came from lost productivity. It is based on reported symptoms, not diagnoses.
What is the WSH Council Handbook on Supporting Employees’ Mental Health?
A guide launched on 13 October 2025 by a tripartite workgroup. It covers a supportive culture, systems of care and return to work after a mental health condition.
What is the Playbook on Workplace Mental Well-being?
A WSH Council publication dated 14 December 2021 that extends the advisory with step-by-step guidance for organisations.
What is the HPB Design Guide?
A national reference launched on 15 May 2026 to raise the quality of Tier 1 mental well-being programmes. It is aimed at programme design rather than at employer obligations.
Sources
- Ministry of Manpower, Tripartite advisory on mental health and well-being at workplaces
- Chodavadia, P., et al., BMC Psychiatry, 2023, Prevalence and economic burden of depression and anxiety symptoms among Singaporean adults: results from a 2022 web panel
- Workplace Safety and Health Council, A Playbook On Workplace Mental Well-being
- Human Resources Online, How to build a safe, supportive, and mentally healthy workplace: WSH Council’s new handbook
- Health Promotion Board, HPB Launches Design Guide to Strengthen Quality of Tier 1 Mental Well-Being Programmes