Understanding the Penalties for Not Completing TEWP

Written By: SCAL Academy

Date: 28 March 2024

Topic: WSH Compliance and Auditing

Understanding the Penalties for Not Completing TEWP

As of March 1, 2024, the Top Executives WSH Programme (TEWP) has become a cornerstone of Singapore’s commitment to workplace safety, especially in high-risk sectors. Compliance with TEWP is not just a recommendation but a mandatory requirement for top executives in the construction, manufacturing, transport & storage, and marine industries. This blog post outlines the penalties for non-compliance and addresses common queries regarding the grace periods and deadline extensions.


No Deadline Extensions for TEWP

The Ministry of Manpower (MOM) has made it clear that there are no plans to extend the deadline for TEWP compliance. The programme is designed to be highly accessible for Chief Executives and Board Directors, offering both in-person and online training options. This accessibility ensures that compliance is feasible for all required participants, emphasizing the importance of leadership in promoting workplace safety. From March 1, 2024, companies in the high-risk sectors who have not completed the TEWP will be subjected to penalties by MOM.


Penalties for TEWP Non-Compliance

The consequences of failing to comply with the TEWP requirement are significant. Companies in the specified high-risk sectors that do not ensure at least one of their top executives completes the programme by the mandated deadline face a substantial penalty. Specifically, failure to comply will result in a fine of $20,000. This stern penalty underscores the critical role of top executives in fostering a safe working environment and the seriousness with which MOM views compliance.


Grace Periods for TEWP Compliance

MOM recognizes that changes in company leadership and the establishment of new companies can affect compliance timelines. Therefore, two specific grace periods have been established:


  1. Change in Company Leadership: Companies experiencing a change in their top executive—due to departure or any other reason—are granted a grace period of three months from the time of the executive's departure. This grace period allows the company sufficient time to ensure their new CEO or another Board Director completes the TEWP, maintaining the organization's compliance and commitment to workplace safety.

  2. New Companies: Recognizing the challenges faced by newly established companies, MOM provides a grace period of three months from the date of commencement. This grace period is intended to give new companies ample time to align with the TEWP requirements, ensuring that they too have at least one senior corporate officer knowledgeable in WSH practices.



The TEWP is a pivotal part of Singapore’s strategy to ensure that companies, especially those operating in high-risk sectors, are led by individuals who are well-versed in the principles of workplace safety and health. The stringent penalties for non-compliance, coupled with the provision of grace periods for certain situations, reflect the balanced approach adopted by MOM: firm on requirements while accommodating the practical aspects of business operations. For companies required to comply, understanding these regulations is the first step towards fostering a safer workplace and avoiding the substantial penalties associated with non-compliance.

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