Requirements for obtaining an Employment Pass in Singapore

Requirements for obtaining an Employment Pass in Singapore

A. Employment Pass ("EP") Eligibility Requirements

In this article we will discuss about Eligibility Requirements of Employment Pass For Employers – Advertising Requirement,and many more related to the same

The EP's current salary threshold is $3,300. Apart from the minimum income, the Ministry of Manpower ("MOM") would evaluate the applicant's educational credentials and work experience before issuing the EP.

However, keep in mind that the S$3,300 minimum fixed monthly wage criteria normally applies to recent graduates from good educational institutions, whereas older applicants with more experience will need to earn higher salaries to qualify. MOM will analyse each tertiary institution on its own merits based on a wide range of criteria, therefore there is no list of recognised institutions.

There is no formal quota system in place. Authorities examine each application based on the credentials of the hiring organisation and the candidate.

While guidelines are offered, the authority retains final power over the EP application.

B. For Employers – Advertising Requirement

There are, however, several exceptions to the duty to advertise:

Jobs in businesses with fewer than 25 employees,

Jobs that provide a monthly fixed salary of S#12,000 or more

Intra-corporate transferees fill jobs (those who hold senior positions in the organisation or have an advanced level of expertise)

Jobs that are only available for a month or less.

The job advertisement must be open to Singaporeans and must follow the Tripartite Guidelines on Fair Employment Practices (i.e., acceptable requirements in the advertisement include educational qualifications, the type of experience required for the job, the amount of experience required, specific skills, and the employee's willingness to commit to a specific job requirement).

Because enterprises who submit EP applications before the conclusion of the 14-day advertising period will not be permitted to proceed with their EP applications, the advertisement must run for 14 calendar days. The firm can hire the most competent individual, regardless of country, when the advertisement time has ended.

C. Regulatory conditions after the EP is granted

It's worth noting that under Part II of the 6th Schedule of the Employment of Foreign Manpower Act (Chapter 91A) Employment of Foreign Manpower (Work Passes) Regulations 2012, certain regulatory conditions must be met:

If a foreign employee violates any EP conditions that apply to that foreign employee, MOM (MINISTRY OF MANPOWER) must be notified as soon as the employer becomes aware of the violation.

Before reducing the foreign employee's fixed monthly income below the fixed monthly salary reported in the work pass application, the employer must file a request for review of the foreign employee's work pass eligibility.

The employer cannot cut the fixed monthly wage if MOM believes the foreign employee would no longer be qualified for the EP as a result of the salary reduction.

The employer may reduce the fixed monthly pay to not less than the proposed reduced fixed monthly income if MOM believes the foreign employee will continue to be eligible for the EP after the salary is reduced.

Before terminating the foreign employee's job, the employer must apply for the revocation of the foreign employee's EP and visit permit. This must be completed within 7 days of the termination of employment.

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