Immigration & foreign manpower — Topics

2 Aug 2021

Forged Educational Qualifications by Employment Pass and S Pass Holders in Infocomm Technology Industry

From 2018 to 2020, 11 Employment Pass and S Pass holders in the ICT industry were found to have submitted false qualifications, leading to revoked work passes and permanent bar from working in Singapore.
The Ministry of Manpower (MOM) requires employers to verify qualifications, especially for institutions not in its database, using third-party screening agencies, and rejects applications with fake or unaccredited credentials.
MOM uses a risk-based approach to classify educational institutions, requiring higher-risk ones to provide third-party verification, while maintaining checks on lower-risk institutions through predictive analytics and occasional independent verifications.

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27 Jul 2021

Data on Foreign Hostesses on Work Passes and Social Visit Passes and Measures to Minimise Health Risks Posed by Nature of Their Interactions

Mr Don Wee asked about the number of foreign hostesses on work passes and social visit passes, and measures to reduce health risks from their interactions.
Minister Tan See Leng stated there are fewer than 50 foreign dance/bar/lounge hostesses with valid work passes, all approved before 2020, and they are allowed to perform non-hostessing jobs in permissible business activities.
Foreigners on social visit passes working as hostesses are in breach of the Immigration Act, and enforcement actions are taken against errant outlets, including permanent licence revocation.
The Government, with agencies like the Singapore Police Force, reviews enforcement to ensure strict adherence to safe management measures.

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27 Jul 2021

Extent of Employer's Responsibility for Migrant Domestic Worker's Medical Fees for Treatment Resulting from Worker's Social Activity during Personal Time-off

The government requires employers to pay for migrant domestic workers' medical bills, including those not work-related, and mandates at least $15,000 in annual insurance coverage, which covers about 95% of typical hospital bills.
Employers facing financial hardship can seek assistance from hospital social workers or the Ministry of Manpower, which steps in to help with outlier cases where medical costs exceed insurance limits.
While acknowledging concerns about equity in rare cases where a worker's social activities lead to high medical bills, the government maintains that employers should bear the responsibility to avoid shifting costs to taxpayers and ensure workers receive necessary treatment.

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27 Jul 2021

Number and Actions against Salary Kickback Offences

The Ministry of Manpower receives alerts about kickback offences primarily through complaints from migrant workers, referrals from the public and NGOs, and proactive inspections using data analytics.
Efforts to encourage reporting include facilitating job changes for migrant workers, referring them to fee-free employment agencies, and educating them through programs and community outreach.
The government emphasizes employer deterrence with strict penalties under the Employment of Foreign Manpower Act, while also maintaining a list of accredited recruitment agencies to curb illegal practices.

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27 Jul 2021

Singapore's Reliance on Nurses from Philippines and Impact on Local Nursing Workforce Numbers Following Recent Suspension

Singapore relies on Filipino nurses, who make up about 18% of the nursing workforce, and the Ministry of Health is monitoring the impact of the Philippines' suspension on permits while encouraging healthcare employers to diversify recruitment sources.
The local nursing supply has grown, with around 1,400 new local registrations in 2020 compared to 1,200 in 2019, due to past efforts to increase nursing intake in educational institutions.
To address future demand, especially with COVID-19 becoming endemic, Singapore plans to deploy nurses in community care facilities with support from other care providers and technology, reducing the need for intensive nursing care.
The government is implementing a multi-pronged approach to boost local nursing, including salary increases, flexible work arrangements, enhanced professional development, and career pathways to attract more locals, especially mid-career switchers.
Despite current growth in local nursing numbers, there is recognition that more acceleration is needed to meet the increasing demand from an aging population, with ongoing efforts to make the nursing profession more attractive.

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26 Jul 2021

Breakdown of Citizens, Permanent Residents, Employment Pass Holders and S Pass Holders in Finance, Infocomm, Professional Services and Other Sectors

Hazel Poa requested detailed numbers of citizens, permanent residents, employment pass holders, and s pass holders across finance, infocomm, professional services, and other sectors.
Tan See Leng stated that while annual labour force reports provide employed residents by industry, MOM does not break down residents further by citizenship or permanent residency, citing international comparability standards.
He noted that Singapore citizens make up about 85% of the resident labour force, based on a 2020 MOM paper, and provided figures for employment pass and s pass holders in 2020, including sectoral shares.
The minister suggested referring to published data for more details and criticized the Progress Singapore Party’s focus on drawing distinctions among locals.

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26 Jul 2021

Work Passes Issued to Dependants of Permanent Residents, Employment Pass Holders and S Pass Holders under "Other Work Passes" Category

Leong Mun Wai asked about the number of work passes issued under the "Other Work Passes" category as of June 2021, and how many of these were for dependants of permanent residents, Employment Pass holders, and S Pass holders.
Tan See Leng stated that as of December 2020, there were 32,200 "Other Work Passes," making up 2.6% of all work pass holders, with about 1% being dependants of Employment Pass holders on a Letter of Consent.
The majority of these passes are held by dependants of Singapore Citizens and Permanent Residents, while dependants of S Pass holders are not eligible for Letters of Consent.
The proportion of "Other Work Passes" for dependants of Employment Pass holders is expected to decline significantly because, from May 2021, dependant pass holders must obtain a relevant work pass to work in Singapore.
The foreign workforce numbers for June 2021 will be published on the MOM website in September 2021.

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26 Jul 2021

Breakdown by Monthly Salary Bands of Employment Pass Holders Employed in Finance, Infocomm, Professional Services and Other Sectors

Leong Mun Wai requested a detailed breakdown of Employment Pass holders' monthly salaries across finance, infocomm, professional services, and other sectors, divided into seven specific salary bands.
Tan See Leng highlighted that the minimum qualifying salary for Employment Passes starts at $4,500, rising to $5,000 for finance and increasing with age to protect mature workers.
He provided median monthly salaries as of December 2020: around $12,000 in finance, $7,600 in infocomm, $8,800 in professional services, and $7,600 in other sectors.
Tan noted that locals outnumber Employment Pass holders in every salary band and sector, emphasizing that EP holders complement rather than compete with local workers, attracting investment and creating more job opportunities.
The response underscores that EP policies balance protecting local jobs while addressing skill shortages to support economic growth.

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26 Jul 2021

Measures to Ensure Employers Have Obtained Work Pass Holder's Written Consent Before Applying for Work Pass Renewals

Employers must obtain written consent from work pass holders before renewing their passes, with work permit applicants required to upload consent documents while employment pass and S Pass applicants must declare consent and provide proof if requested.
The Ministry of Manpower received 23 disputes from migrant workers in 2021 objecting to work permit renewals, most resolved through termination or continuation of employment, with three cases still under investigation.
Employers who falsely declare consent may face fines up to $20,000, imprisonment up to two years, or both under the Employment of Foreign Manpower Act, though no penalties have been imposed in 2021 to date.

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26 Jul 2021

Complaints Lodged by Migrant Domestic Workers against Employers for Abuse or Exploitation and Outcome of Investigations in Each of Last Five Years

Between 2016 and 2020, an average of 259 reports of migrant domestic worker (MDW) abuse were made to police each year, with all such reports investigated, though police do not specifically track frivolous or vexatious complaints.
MDWs who lodge false reports may be investigated for providing false information to a public servant, and if convicted, face up to two years’ imprisonment, a fine, or both.
Under the Employment of Foreign Manpower Act, MOM interviews both MDWs and employers upon receiving a complaint to establish facts; MDWs found to have provided false information may be fined, imprisoned, or both, and are barred from working in Singapore.
Between 2016 and 2020, 14 MDWs were warned and seven prosecuted for false statements to MOM, with both groups debarred from working in Singapore.

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26 Jul 2021

Complaints against Employment Agencies for Obscuring Important Information of Migrant Domestic Workers in Each of Last Five Years

In the last five years, 30 complaints were lodged against employment agencies for obscuring information of migrant domestic workers, with 18 investigated by the Ministry of Manpower.
Of the investigated cases, six resulted in fines or warnings for the agencies, while the rest were dismissed due to insufficient evidence or misunderstandings.
Employers who suffer from unlawful actions by agencies are offered refunds or replacement domestic workers as redress.
The Ministry emphasized that employment agencies are legally required to provide accurate information and that complaints are taken seriously.

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26 Jul 2021

Review of Current Policy and Introduction of CPF Contribution Scheme to Employment Pass and EntrePass Holders

Gan Thiam Poh questioned if the CPF contribution scheme could be extended to Employment Pass and EntrePass holders.
Manpower Minister Tan See Leng stated that CPF is designed for Singapore Citizens and Permanent Residents, not foreigners, as foreign PMEs are not on a permanent basis.
The Minister clarified that qualifying salaries for Employment Pass holders already account for CPF costs, ensuring a level playing field for Singaporeans.
Foreign PMEs are expected to make their own retirement and financial plans using available products, not rely on CPF.

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26 Jul 2021

Data on Number of Workers from China Recruited for Construction Industry Following Relaxation of Measures and Average Monthly Outflow of Migrant Workers in Construction Sector

Mr Melvin Yong asked how many Chinese construction workers have entered Singapore since May 2021, the average monthly outflow of migrant workers in construction since April 2020, and what can be done to address the sector's manpower shortage.
About 600 new Chinese workers have entered Singapore for construction since May 2021, and the average net outflow was about 1,900 workers per month from April 2020 to June 2021.
The government is facilitating more worker entries, exercising flexibility for firms to retain existing workers, and piloting a safer process to bring in migrant workers from other sources if successful.

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26 Jul 2021

Quarantine Procedure for Arriving Foreign Domestic Workers and Circumstances for Their Early Release from Stay-Home Notices

Hazel Poa asked about the quarantine procedures for arriving foreign domestic workers (FDWs), the circumstances for early release from Stay-Home Notices (SHNs), and the number of FDWs released early.
Ong Ye Kung explained that FDWs with recent travel history to higher-risk regions undergo a 14-day SHN at a dedicated facility, with PCR tests on arrival and Day 14, and self-administered ART tests on Days 3, 7, and 11.
Release from SHN requires a negative Day 14 PCR test, with no mention of early release conditions or statistics provided in the response.

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26 Jul 2021

Families Benefiting from Extension of Foreign Domestic Worker Levy Concession and Home Caregiving Grant for Care of Adult Family Members with Cognitive Impairments

Murali Pillai asked the Minister for Social and Family Development about the number of families benefiting from the extended FDW levy concession and Home Caregiving Grant for adult family members with cognitive impairments and steps to increase awareness of these schemes.
The Government reported that as of 31 March 2021, over 3,000 families benefited from the FDW levy concession and more than 31,000 beneficiaries received the Home Caregiving Grant, with eligibility based on functional impairment rather than specific cognitive conditions.
Information on both schemes is available on government websites and through social service agencies, and families can apply via the Agency for Integrated Care, with no separate data collected on cognitive impairments as a qualifying criterion.

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26 Jul 2021

Fulfilling Obligations for Mutual Recognition Agreements in Article 7.11 of India-Singapore Comprehensive Economic Cooperation Agreement

The Minister explained that Article 7.11 of the India-Singapore Comprehensive Economic Cooperation Agreement requires professional bodies in sectors like accounting, architecture, and healthcare to negotiate Mutual Recognition Agreements (MRAs) within 12 months of the agreement's entry into force, with delays not constituting a breach of obligations.
One MRA has been concluded for nursing services, allowing equivalent recognition of nursing qualifications from listed Indian and Singaporean schools, subject to passing the Singapore Nursing Board's licensure examination and meeting work pass criteria.
The Minister emphasized that MRAs do not guarantee automatic employment for foreign professionals, as they must still satisfy Singapore’s prevailing work pass requirements.

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26 Jul 2021

Current Number of Singapore Permanent Residents from Southeast Asia, Europe and Elsewhere

The Member of Parliament Gan Thiam Poh inquired about the number of Singapore Permanent Residents from Southeast Asia, Asia, Europe, and other regions.
The Minister for Home Affairs K Shanmugam provided a breakdown of the Permanent Resident population by region of origin as of June 2020.
The response specifically addressed the distribution of PRs from Southeast Asia, Asia, Europe, and other regions.
The debate focused on obtaining statistical information on the geographic origins of Singapore's permanent resident population.
The exchange highlighted the government's practice of reporting demographic data on foreign nationals with permanent residency status.

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26 Jul 2021

Proposal for CPF Contributions to be Paid when Foreign Spouses of Singaporeans Work

Gan Thiam Poh proposed allowing foreign spouses of Singaporeans on Long-Term Visit Pass-Plus with Singaporean children to contribute to the CPF for housing loans.
The Ministry for Manpower explained that CPF is for Singapore Citizens and Permanent Residents, and foreign spouses on such passes are supported through other measures, including housing flexibility.
The Ministry stated that foreign spouses can already support housing loans with cash, and HDB considers case-by-case appeals to include their income for loan computations.
Permanent Residency would require CPF contributions, but current measures provide sufficient support without extending CPF to Long-Term Visit Pass-Plus holders.

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26 Jul 2021

Strengthening the Singaporean Core

Patrick Tay highlighted that Singaporean PMEs, especially mature workers, face unfair competition and discriminatory hiring practices, proposing stronger enforcement, stiffer penalties, and an enhanced Employment Pass application process with a point system to prioritize local hiring and knowledge transfer.
Saktiandi Supaat and Louis Ng called for legislating the Tripartite Guidelines on Fair Employment Practices to address discrimination based on race, age, nationality, gender, and marital status, with Ng specifically emphasizing the need to stop discriminatory questions about marital status and children in job applications.
The Minister for Manpower acknowledged concerns about workplace discrimination and Singaporean job security, outlining existing efforts like SkillsFuture and Jobs Growth Incentive, while announcing a Tripartite Committee to study whether legislation is the best approach to strengthen fair employment practices.

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26 Jul 2021

Impact of COVID-19 Border Restrictions on Entry of Migrant Domestic Workers into Singapore

Ms Ng Ling Ling queried the number of foreign domestic workers whose entry was postponed due to COVID-19 restrictions, the typical waiting time for approval, and whether exceptions could be made for families with urgent caregiving needs.
The Senior Minister of State for Manpower explained that entry approvals were tightened from May 2021 due to high COVID-19 incidence among arrivals, leading to the postponement of about 1,800 migrant domestic workers’ entries, with one-third rescheduled so far.
The Ministry is prioritising entry for families with very challenging caregiving needs and hopes to reschedule the remaining two-thirds of postponed entries by year-end, barring further tightening.
A pilot program with employment agencies is being tested to implement additional safe management measures in workers’ home countries before entry, to potentially allow more arrivals if successful.
The Ministry continues to monitor the regional COVID-19 situation and advises employers to consider alternative arrangements, such as the Household Services Scheme, if their domestic worker cannot enter soon.

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