Regulations for Singapore Employment Pass

How has the Ministry of Manpower tightened its regulations for Employment Passes?

As of late, the Singapore Ministry of Manpower (MOM) has laid out an increased requirements and decreased the quota for foreign expatriates to acquire Employment Pass (EP). The changes were made discreetly via the amendments to the Employment of Foreign Manpower Act (EFMA).

In the recent amendment made in EFMA, it was highlighted that the Singapore Government wishes to create sustainable and inclusive growth and ensure Singaporeans remain at the core of the country’s workforce. The aim to this is to shift from labour-driven to productivity-driven growth.

One of the key factors that lead to this change is of course the pandemic – Covid-19 that hits globally. The Ministry has emphasised that in light of the Covid-19 pandemic, they encourage employers to build and retain a core of Singapore employees and to further support employment opportunities of locals in Singapore.

The Ministry of Manpower (MOM) has taken seriously on the Fair Consideration Framework (FCF) they set out which require all employers in Singapore to consider local candidates fairly for the job opportunities before hiring foreign expatriates. All employers in Singapore are expected to adhere to the Tripartite Guidelines on Fair Employment Practices. This is to promote fair employment practices and improve labour market transparency.

Without a doubt, the Ministry of Manpower (MOM) still allows for employer to apply work visa for the foreign candidates. However, they will strictly filter each application based on their qualifications, salary offered and work experiences.