3.1. Manufacturing and on-site preparation of all food is allowed. This includes the manufacturing of cakes and confectionery, ice cream, cocoa, chocolate and chocolate products, as well as other snacks that were previously suspended on 21 April.
3.2. Retail outlets of food, including cakes and confectionery, packaged snacks and desserts may be opened for takeaway and delivery only.
10.1. During the Circuit Breaker period, F&B establishments open for only takeaway and/or delivery, are not required to implement SafeEntry4 for customers for now.
10.2. Use floor markers to clearly demarcate queue lines and put up signage for customers queuing to order food.
10.3. Demarcate a waiting area for customers and delivery personnel to pick up their food.
10.4. Implement pre-ordering and payment solutions where possible to minimise physical clustering of customers waiting to place or pick up their orders.
10.5. Encourage the use of self-checkouts, cashless or contactless payment to reduce contact between employees and customers.
10.6. Implement contactless pick-up of food where possible to minimise interactions.
10.7. Ensure that customers and delivery personnel observe at least one-metre spacing at all times and do not cluster together.
10.8. Ensure that all customers, delivery personnel and other on-site personnel put on their masks properly at all times5.
10.9. Place hand sanitisers in close proximity to high touch surfaces like door handles so that customers can sanitise their hands after touching these surfaces.
10.10. Ensure regular cleaning and disinfection of common spaces and items.
10.10.1. Counters where customers are served and menus where there is high human contact.
10.10.2. Toilets and bins which are accessed by the public.
10.10.3. Interactive components within the establishment (e.g. smart kiosks), where applicable.
10.11. Put up simple signage and train service personnel to provide clear communication to customers on safe distancing measures.
F&B establishments must also put in place a system to implement Safe Management Measures to provide a safe working environment for employees and minimise risks of further outbreaks.
Implement a system of Safe Management Measures at workplaces
11.1. Implement a detailed monitoring plan to ensure compliance with Safe Management Measures and that issues (e.g. remedy of non-compliance, risk mitigation) are resolved in a timely manner.
11.2. Appoint Safe Management Officer(s) (SMO) to assist in the implementation, coordination and monitoring of the system of Safe Management Measures at the workplace. For unionised companies, union leaders or Workplace Safety and Health officers could be appointed as SMOs. The duties of the Officer(s) include:
11.2.1. Coordinating the implementation of Safe Management Measures: This includes identifying relevant risks, recommending and assisting in implementing measures to mitigate the risks, and communicating the measures to all personnel of the workplace.
11.2.2. Conducting inspections and checks: Officer(s) must conduct inspections and checks to ensure compliance at all times. Any non-compliance found during the inspections should be reported and documented.
11.2.3. Remedying non-compliance: Immediate action should be taken to remedy any non-compliance found during the inspections and checks.
11.2.4. Keeping records of inspections and checks: Records of the inspections and checks conducted and corrective actions taken must be kept and made available upon request by a Government Inspector.
Reduce physical interaction and ensure safe distancing at workplaces
11.3. Stagger working and break hours: Employers must implement staggered working and break hours to reduce possible congregation of employees at all common spaces.
11.3.1. The staggered working hours must be implemented over at least three 1-hourly blocks, with not more than half of the employees reporting to work within each 1-hour block. For example, if the normal working hours are from 9am to 6pm, employers could stagger employees’ reporting time at one-hour intervals between 7.30am and 10.30am (e.g. 7.30am to 8.30 am, 8.30am to 9.30am and 9.30am to 10.30am), with corresponding staggered time for end of work. Timing of lunch and other breaks must also be staggered.
11.3.2. Where possible, reporting and ending time should not coincide with peak-hour travel, especially if employees require the use of public transport.
11.3.3. If it is not feasible to implement staggered working and break hours due to operational reasons, employers must implement other systems to reduce congregation of employees at common spaces (e.g. arrange for different groups of employees to arrive/depart through different entrances/exits).
11.3.4. Employees may consume their meals at the food establishment itself, but employers must:
a. Designate and clearly demarcate a dining area for employees only.
b. Stagger meal times.
c. Employees should dine alone and keep a distance of at least one metre from another individual.
d. Employees should dine quickly and leave the designated dining area in a clean state after they have had their meals.
e. Coffeeshop and food court stall operators may consume their meals at the tables in front of their stalls, and should adhere to the measures stated in 11.3.4b, c and d.
11.4. Implement shift or split team arrangements: Employers must split employees at workplace premises into teams, with each team restricted to one worksite, where applicable. No employee should work in more than one team or worksite.
11.4.1. There must be no cross-deployment or interaction between employees in different shifts, teams or worksites, even outside of work. Employers will need to ensure clear separation of employees on different shifts or split teams, such as implementing human traffic management measures and stepping up cleaning of common areas during shift or split team changeovers.
11.4.2. If cross-deployment cannot be avoided (e.g. due to the nature of the job), additional safeguards must be taken to minimise the risk of cross infection (e.g. minimise the number of premises that workers are cross-deployed to, put in place systems to ensure no direct contact with the cross-deployed personnel).
11.5. In the situation where physical interaction is required in the workplace, precautions should be taken to ensure clear physical spacing of at least one metre between all personnel at all times, where feasible. F&B establishments are encouraged to reduce the number of employees on-site, particularly for smaller premises, in order to allow for safe distancing.
11.5.1. The physical distancing must also be applied to common spaces, including but not limited to entrances/exits, lifts, pantries/canteens, meeting room areas and vehicles/company transport where congregation or queuing of employees or visitors/clients might occur, where reasonably practicable.
11.5.2. Employers who are service buyers should also require their suppliers/contractors to implement similar safe distancing measures, so that operations and business interactions with these suppliers/contractors are kept safe. Where physical interactions are still necessary, e.g. delivery of goods, employers must adopt precautionary measures such as scheduling delivery times by different suppliers in a staggered manner. The durations of such transactions should be kept as short as possible.
Avoid socialising with colleagues
11.6. All social gatherings (e.g. birthday celebrations, team bonding activities, etc.) at the workplace must be cancelled or deferred.
11.7. Employers must ensure that employees do not socialise or congregate in groups at the workplace (e.g. at common spaces such as staff canteens, pantries, water coolers/vending machines, smoking corners, etc), including during meals or breaks.
11.8. Employers should not organise social gatherings outside the workplace and should also remind their employees not to socialise outside of the workplace, both during or outside working hours (e.g. going out together for lunch, dinner, breaks or drinks), including with colleagues from separate teams/shifts/worksites.
Support contact tracing requirements
11.9. Record proximity data on phones: To help MOH to quickly identify potential close contacts of COVID-19 patients to reduce disease transmission, employers should encourage all employees to download and activate the TraceTogether app. Data recorded by TraceTogether is stored on the user’s phone, and is only uploaded when required by MOH, e.g. when the user is suspected to have COVID-19.
11.10. Control access at the workplace: Employers must limit access to the workplace to only essential employees and authorised visitors (e.g. suppliers and contractors). The SafeEntry visitor management system must be used to record the entry of all personnel (including employees and visitors) entering the workplace. Personnel who are unwell will be refused entry to the workplace.
Require personal protective equipment and observe good personal hygiene
11.11. Wearing of masks at the workplace: Employers must ensure that all on-site personnel, including employees, suppliers and contractors, wear a mask properly and other necessary personal protective equipment6 at all times at the workplace, except during activities that require masks to be removed7. This requirement also applies to all personnel engaged in the sale and preparation of food and drinks at SFA-licensed food establishments. Employers must ensure that they have sufficient masks for all employees, factoring in the need to replace masks due to workplace conditions (e.g. humidity). Where possible, employers should consider improving the working environment for employees to enable them to sustain the wearing of masks.
11.12. Observing good personal hygiene: Employers should encourage their employees to observe good personal hygiene, e.g. wash their hands regularly and refrain from touching their faces.
Ensure cleanliness of workplace premises
11.13. Step up cleaning of workplace premises: Employers must ensure that machinery and equipment shared between employees across different shifts or alternate teams are cleaned and disinfected before changing hands. The sanitation and hygiene advisories8 disseminated by the National Environmental Agency (NEA) must be adhered to.
11.14. Provision of cleaning and disinfecting agents at the following areas:
11.14.1. Cleaning agents (e.g. hand soap, toilet paper) must be available at all toilets and hand-wash stations.
11.14.2. Provide hand sanitisers to frontline personnel who handle cash and other items, and are unable to wash their hands frequently with soap and water. These personnel should sanitise their hands after handling cash and before handling food-related items such as packaging and utensils.
Implement health checks and protocols to manage potential cases
11.15. Conduct regular temperature screening and declarations for all on-site employees and visitors: All employers must require employees and visitors to conduct regular temperature screening; and check for respiratory symptoms for all employees twice daily, and visitors where relevant. Employees must submit the following declarations daily, while visitors must do so before being allowed to enter premises:
11.15.1. Travel history;
11.15. 2. That they have not received a quarantine or isolation order, Stay-home notice, or issued medical certificates for respiratory symptoms; and
11.15.3. That they are not a close contact of confirmed cases.
11.16. Employers must keep declaration records for all personnel (employees and visitors) for at least 28 days for inspection purposes.
11.17. Adherence to travel advisories: Employers should ensure that their employees adhere to MOH’s prevailing travel advisory.
11.18. Ensure employees do not clinic-hop: Where possible, employers must ensure that an employee visits only one clinic for check-ups if unwell. Otherwise, employees must inform the clinic of all recent doctor visits over past 14 days for any symptoms that may be related to COVID-19 (including but not limited to typical symptoms such as fever, cough and shortness of breath).
11.18.1. Employees at the workplace who have visited a clinic must submit to their employers records of their Medical Certificates (MC) and diagnoses provided (only for COVID-19-related symptoms, including acute respiratory infections), and test results, if they were tested for COVID-19.
11.18.2. Preventive action must be taken to guard against incipient outbreaks at the workplace, such as requiring employees on MCs to closely monitor their health before returning to the workplace and requiring these employees’ close contacts at the workplace to monitor their health more regularly.
11.19. Management of unwell cases: An evacuation plan must be prepared for unwell or suspect cases, as well as for other on-site personnel.
11.19.1. Any employee who is feeling unwell or showing symptoms of illness should report to his employer, leave the workplace and consult a doctor immediately, even if symptoms may appear mild. Employers must track and record these cases as part of safe management measures.
11.19.2. For incapacitated or unconscious individuals, employers must clear the area of other personnel and administer aid immediately. Employers should call 995 for an emergency ambulance to ferry them to the nearest hospital.
11.20. Management of confirmed cases: A follow-up plan must be put in place in the event of a confirmed case. Upon being notified of a confirmed case, employers must adopt the following precautionary measures:
11.20.1. Immediately vacate and cordon-off the section of the workplace premises where the confirmed case worked. There is no need to vacate the building or the whole floor if there had been no sustained and close contact with the confirmed case; and
11.20.2. Carry out a thorough cleaning and disinfecting all relevant on-site areas and assets that were exposed to the confirmed case, in accordance to NEA guidelines.
11.21. For worksites with confirmed cases, businesses could be suspended if there are public health grounds to do so.
Enforcement of measures