Published On: 17/09/2025By

When employees fall sick, they are expected to submit a medical certificate (MC) to justify their absence and claim paid sick leave.

But what if the MC is from a non-panel clinic — can employers reject it?
This question often confuses HR and employers, especially when trying to enforce company medical policies while staying compliant with employment laws.

Let’s break this down clearly from an employer’s perspective.

Understanding Panel vs Non-Panel Clinics

  • Panel clinic – A clinic officially appointed by your company for employees to visit.

  • Non-panel clinic – Any clinic not listed as part of your company’s appointed panel.

Many employers set up panel clinics to manage costs and make claim processing more efficient.
However, employees may sometimes visit non-panel clinics due to emergencies, location, or operating hours.

What the Law Says: Employment Act 1955

Under Section 60F(1) of the Employment Act 1955, an employee is entitled to paid sick leave if:

  • They are certified unfit for work by a registered medical practitioner, or

  • By a medical officer (e.g. government clinic or hospital).

✅ Important: The Act does not state that the MC must be from a panel clinic.

The law also recognises flexibility in situations where:

  • The employee falls sick during non-panel clinic hours

  • There is no reasonable access to a panel clinic due to distance or time

  • It is an emergency and seeking treatment quickly is necessary

Section 60F(2)(a) only applies if the MC does not meet Section 60F(1)’s requirement — meaning it’s not from a registered practitioner or lacks valid context.

In short:

As long as the MC is issued by a registered doctor under the Medical Act 1971, it is legally valid — regardless of whether the doctor is from a panel clinic.

Can Employers Reject Non-Panel MCs?

No — not if the MC is valid.

Employers cannot reject a valid MC simply because it is from a non-panel clinic. Doing so could be considered denying the employee’s statutory sick leave entitlement, which may lead to disputes or legal consequences.

What employers can do is:

  • Verify the authenticity of MCs if misuse is suspected

  • Enforce policies that encourage (but not strictly mandate) visiting panel clinics

  • Require prompt submission of MCs according to company policy

📌 Key point: Company policies cannot override employment law.

Why Having a Clear MC Policy Matters

A clear and well-communicated MC policy helps prevent misunderstandings and disputes. Employers should:

  • Maintain an up-to-date panel clinic list

  • Outline MC submission procedures and deadlines

  • Educate employees on when they can visit non-panel clinics

  • Ensure HR treats all valid MCs fairly and consistently

This creates transparency and shows that your company values both compliance and employee well-being.

How Pandahrms Simplifies MC and Sick Leave Management

Manually handling MCs can be time-consuming and error-prone. Paper MCs get misplaced, approvals are delayed, and updating leave balances becomes a hassle.

With Pandahrms, employers can:

  • Allow employees to upload MCs instantly via the mobile app

  • Auto-record and deduct sick leave based on approvals

  • Maintain a centralised list of panel clinics and related policies

  • Access real-time leave reports for compliance and audits

This ensures your HR team handles both panel and non-panel MCs efficiently — with full visibility and accurate records.

Final Thoughts

Employers can have panel clinic policies — but they cannot reject valid MCs solely because they are from non-panel clinics.
As long as the MC is issued by a registered doctor and the circumstances are reasonable, it must be accepted under the Employment Act 1955.

Instead of risking disputes, implement a system like Pandahrms to streamline MC submissions, sick leave tracking, and policy enforcement.
This helps you stay compliant, organised, and employee-friendly.