Immigration & foreign manpower — Topics

16 Aug 2016

Abuse of Criteria for Approval of EP Applications

Zaqy Mohamad inquired about the criteria Harry’s International Pte Ltd met for 20 Employment Pass approvals and safeguards against abusing EP quotas, following an employee’s false declaration.
Lim Swee Say stated the 20 EPs were approved based on standard criteria like qualifications and salary, but the employee was convicted for falsely declaring salaries and fined $40,000.
MOM verifies EP applications through checks on qualifications and finances, rejects dubious applications, and bars offenders from working or hiring foreign workers in Singapore.
Employers who make false declarations face fines up to $20,000 or two years’ imprisonment, and since 2014, 58 employers have been convicted for salary falsehoods.
While no EP quota exists, MOM scrutinizes companies with unfair hiring practices, may delay processing, and suspend work pass privileges if corrective actions are not taken.

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16 Aug 2016

Number of Intra-company Transferees from India Approved under Comprehensive Economic Cooperation Agreement

Leon Perera asked for the number of intra-company transferees from India approved under CECA from the agreement's start to the latest available data year.
Lim Swee Say stated that all intra-company transferees must meet work pass criteria but are exempt from the Jobs Bank advertisement requirement.
The Ministry does not disclose data on foreign manpower broken down by nationality, including intra-company transferees.

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16 Aug 2016

Disputes between Foreign Workers and Employers

In the past three years, the Ministry of Manpower received about 4,500 disputes annually between foreign workers and employers, representing less than 0.4% of the foreign workforce.
More than 90% of disputes are resolved through mediation within one month, with the remaining cases taking about another month for adjudication at the Labour Court, so most are settled within two months.
Employers must provide food and accommodation for the worker throughout the dispute, and if dissatisfied with the outcome, either party can appeal for adjudication at the Labour Court.
The longest unresolved case in the last three years took about 10 months, involving a criminal investigation, and the worker was allowed to change employers after two months while receiving upkeep.

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15 Aug 2016

Non-fulfilment of Scholarship Bonds by Foreign Students Graduating from NUS and NTU

Mr Ang Wei Neng asked for statistics on foreign scholarship defaulters from NUS and NTU over the past decade, how universities follow up, and the amount of uncollected damages.
The government reported that about 1% of scholars are defaulters, with another 4% being contacted to verify their bond status, while the rest are serving their bonds, on deferment, or unable to serve due to reasons like illness.
Universities contact scholars who fail to serve their bonds, remind them of their obligations, and may recover liquidated damages from them and their sureties; defaulters who do not comply cannot work or reside in Singapore.
The Ministry of Education plans to tighten and enhance processes for monitoring and enforcing scholarship bonds with all universities.

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15 Aug 2016

Licensed Foreign Employee Dormitories

Assoc Prof Randolph Tan asked about the number of licensed foreign employee dormitories, enforcement actions taken, and cases of licence revocation.
Lim Swee Say stated that 57 large dormitories required licensing under the Foreign Employee Dormitories Act, with nine licences issued and the rest pending.
All licensed dormitories are compliant with the Act, and no licences have been revoked.
The Ministry plans routine and ad hoc inspections to ensure operators adhere to licence conditions.

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15 Aug 2016

Minimum Years of Citizenship as Additional Qualifying Criterion for Silver Support Scheme

Miss Cheng Li Hui proposed that the Silver Support Scheme require a minimum number of years of citizenship for eligibility.
The Minister clarified that the Silver Support Scheme targets low-income seniors aged 65 and above with little family support, regardless of citizenship duration.
The Pioneer Generation Package is the only scheme with a citizenship duration criterion, as it honors the first generation of Singaporeans.
Other social assistance schemes, including Silver Support, use various eligibility criteria to ensure support reaches the intended beneficiaries.
The Minister emphasized that imposing a citizenship duration requirement is not aligned with the design of the Silver Support Scheme.

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15 Aug 2016

Update on Effectiveness of Compulsory Day off Policy for Foreign Domestic Workers

The Ministry of Manpower reported that 97.5% of foreign domestic workers received at least one rest day per month in 2015, up from 53% in 2010, and over 55% received a weekly rest day, up from 13% in 2010.
There were about 40 complaints from 2014 to 2015 regarding rest days or compensation, representing less than 0.02% of the FDW population, with no violations found; most cases involved clarifications about agreements or compensation.
The ministry has enhanced the In-Principle Approval letter to clearly outline salary, rest days, and compensation in the FDW's native language to prevent misunderstandings, and FDWs can seek help via the MOM hotline.

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15 Aug 2016

Private Hire Driver's Vocational Licence for Permanent Residents and Work Permit Holders

Dennis Tan asked why Permanent Residents and Work Permit holders can apply for a Private Hire Driver’s Vocational Licence (PDVL).
Khaw Boon Wan explained that existing limousine and car rental companies already employ these individuals as drivers, and the PDVL aims to avoid disrupting such services during regulatory changes.
Permanent Residents and Work Permit holders can only drive as employees of registered companies, unlike Singaporeans who can operate independently as sole proprietors for services like Uber or Grab.

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15 Aug 2016

Recourse for Employers of Foreign Domestic Workers with Mental or Critical Illnesses

Patrick Tay Teck Guan asked about recourse for employers whose foreign domestic workers (FDWs) have pre-existing mental or critical illnesses not covered by compulsory insurance and whether such illnesses should be mandated for coverage.
Lim Swee Say explained that FDWs must be certified fit by a Singapore-registered doctor and declare their medical history, with false declarations leading to work pass revocation, court charges, and permanent bans from working in Singapore.
Employers bear the cost of medical treatment for FDWs, including undiscovered illnesses, but current compulsory insurance covers 97% of inpatient and day surgery bills at public hospitals, with assistance available for those facing genuine difficulties.
Mandating coverage for pre-existing illnesses would raise insurance costs for all employers, so it is carefully considered, though employers can voluntarily purchase additional insurance or conduct more medical checks before hiring.

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15 Aug 2016

Ministry's Purchase of Document Generator System and Efforts to Integrate System with Existing Platforms

The Ministry of Manpower initiated a multi-year project to redevelop IT systems for processing all work pass types, with phase 1 including a common Document Generator System (DGS) to be used across all passes.
The DGS was separately awarded to NCS for scalability, but integration delays with the FDW system led to a custom-built solution by Thoughtworks for FDWS alone, avoiding additional cost and allowing timely launch.
The common DGS procured in phase 1 will be used in subsequent phases starting in 2017 for higher volume correspondences for Employment Passes, S Passes, and other work permits.

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11 Jul 2016

Non-extension of Income Tax Relief for Foreign Maid Levy to Single Females Supporting Aged Parents

Dr Lee Bee Wah questioned why single females supporting aged parents are excluded from the foreign maid levy income tax relief and asked if it could be extended to all female taxpayers employing maids for aged parents.
Tharman Shanmugaratnam explained the relief was introduced to encourage married women to remain in the workforce, hence it is not available to singles.
Singles, both men and women, can apply for a concessionary levy if they have young children or live with aged or disabled family members, subject to conditions.
The government has reduced the concessionary levy over the years, most recently halving it to $60 a month in Budget 2015.

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11 Jul 2016

Incentives and Grants to Help Construction Companies Manage Labour Costs

Louis Ng asked about incentives and grants to help construction firms, especially SMEs, cope with rising foreign worker levy costs.
Lawrence Wong explained that the Construction Productivity and Capability Fund (CPCF) has made nearly $800 million available since 2010, with $400 million committed to over 8,000 firms, mostly SMEs.
The CPCF supports workforce training and upgrading, offering up to 90% funding for local employee upgrades and 80% for Basic Skilled R2 workers to move to Higher Skilled R1 status.
Companies can also receive funding to mechanize operations and adopt productive technologies, aiming to reduce reliance on foreign manpower.
The government encourages the industry to utilize these incentives and grants to improve construction productivity and manage labor costs.

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11 Jul 2016

Automatic PR Status for Foreign Spouses of Singapore Citizens with One Singapore Citizen Child

Tin Pei Ling proposed automatic Permanent Residence (PR) for foreign spouses of Singapore Citizens who have at least one Singapore Citizen child, to ensure family stability.
K Shanmugam explained that PR is not automatic and each application is assessed holistically, with SC children being a positive factor.
Foreign spouses who do not yet qualify for PR may be granted Long-Term Visit Passes (LTVP or LTVP+), allowing them to work and stay with their families.
The Pre-Marriage LTVP Assessment (PMLA) was introduced in 2015 to provide clarity on long-term stay eligibility before marriage, aiding couples in planning.

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8 Apr 2016

Committee of Supply – Head S (Ministry of Manpower)

Multiple MPs raised concerns about protecting Singaporean professionals, managers, and executives (PMEs), strengthening the "Singaporean Core," and ensuring foreign employment passes (EPs) complement rather than compete with locals, citing issues like discriminatory hiring practices and ineffective job advertising rules.
The Minister outlined a three-pronged strategy: supporting industry transformation into manpower-lean and productive models; building a strong Singaporean Core through sector-specific manpower plans and enhanced job-matching schemes like the Career Support Programme; and maintaining global competitiveness by balancing pro-business and pro-worker policies, including stricter scrutiny of companies with weak local hiring commitments.
Other key topics included support for displaced and older workers, workplace safety improvements, flexible work arrangements, and the need for better job matching and training programs, with the Minister emphasizing tripartite collaboration and a balanced approach to economic and social goals.

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5 Apr 2016

Nationalities of Engineers Working in Singapore

As of June 2015, there were 122,500 engineers in Singapore, with 60% being Singaporeans and Permanent Residents, and the government aims to attract more locals to the profession through Sectoral Manpower Plans and tripartite initiatives.
The Minister of State emphasized that public sector engineering positions are primarily filled by locals based on merit and skill sets, with efforts to ensure fair opportunities for Singaporeans, though specialized roles may require foreign expertise.
In response to a query about bringing back engineers who left the profession, the Minister highlighted existing programs and support to encourage returnees, especially mature engineers, to address sectoral shortages.

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24 Mar 2016

Labour Crunch in Maritime Industry

Er Dr Lee Bee Wah inquired about the labor shortage status, its impact on the maritime industry, and potential adjustments to the foreign worker quota.
Lim Swee Say acknowledged manpower tightness, particularly in physically demanding roles, and noted most companies are within their foreign worker dependency ratio limits.
The Maritime and Port Authority is collaborating with industry partners and unions to train more Singaporeans for maritime careers and promote automation like Automated Guided Vehicles to reduce manual labor reliance.
The Ministry for Manpower sees no need to adjust the foreign worker quota at this time, focusing instead on productivity improvements and shifting to more manpower-lean port operations.

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24 Mar 2016

Reviewing Grant for Families to Hire Foreign Domestic Workers for Care of Disabled Elderly

The Foreign Domestic Worker Grant provides a $120 monthly subsidy to households hiring helpers for seniors or moderately disabled individuals, with about 6,200 households receiving it in 2015 and total government spending reaching $20.6 million since 2012.
The government offers additional support through a reduced $60 concessionary levy and cash payouts for Pioneer Generation seniors, with no current plans to increase the grant or waive the levy further.
Eligibility for the grant requires the elderly person to be a Permanent Resident aged 65 or above, with the caregiver being a Singaporean; non-citizen foreigners do not qualify.
The government continues to monitor the grant’s adequacy and reviews other schemes like IDAPE and ElderShield to support families caring for elderly with disabilities.
Questions were raised about expanding the grant, such as waiving the levy for those over 80, but the response emphasized existing measures and ongoing reviews rather than immediate changes.

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24 Mar 2016

Singaporeans Offered Lower Grade Jobs to Free Up Quota for Foreign Workers for Higher Level Jobs

Saktiandi Supaat raised concerns about companies offering lower grade jobs to locals to free up quotas for foreign workers in supervisory roles, seeking data and actions taken.
Manpower Minister Lim Swee Say emphasized that companies must treat locals fairly and warned that violations could lead to stricter scrutiny or suspension of work pass privileges.
TAFEP received around 1,400 complaints in three years, mostly nationality-related, and takes action like warnings or restricting foreign worker quotas if discrimination is proven.
The Minister clarified that not all cases of foreign workers reporting to locals indicate discrimination, as workforce composition varies by industry, but firm action is taken against unfair practices.
Desmond Choo suggested enhancing TAFEP’s capabilities beyond promotion, with the Minister agreeing to address this further at the Committee of Supply.

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24 Mar 2016

Foreign Worker Representation in Tech and IT Sector

Desmond Choo inquired about the current breakdown of foreign and local workers in the tech and IT sector and the efforts to prevent over-representation of foreign manpower and promote local participation.
The Minister for Manpower provided 2015 data showing a two-thirds resident to one-third work pass holder ratio in the ICT sector, highlighted a manpower shortage, and outlined a Sectoral Manpower Plan to support growth while developing a Singaporean core.
Multiple MPs raised concerns about "double weak" companies with weak Singaporean cores and asked for rigorous action, with the Minister confirming ongoing efforts and more details to be shared at the Committee of Supply.
A suggestion was made to balance punitive measures against "double weak" companies with incentives for "double strong" companies, to which the Minister agreed and promised announcements at the Committee of Supply.

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24 Mar 2016

Number of Long-Term Visit Pass Plus Granted after Introduction of Scheme

The Long-Term Visit Pass Plus (LTVP+) scheme, introduced in 2012, granted 5,879 passes to foreign spouses between October 2014 and December 2015, alongside 12,743 standard Long-Term Visit Passes, with an overall application success rate of about 88% since the scheme's inception.
LTVP+ holders receive benefits such as three-to-five-year residency, healthcare subsidies similar to permanent residents, and employment concessions including Letters of Consent that exempt them from foreign worker quotas and levies, with no immediate plans to increase these benefits.
Applications are evaluated holistically based on factors like marriage stability, financial support, and the presence of Singaporean children, but there are no fixed criteria for what constitutes a stable marriage, and the government is considering suggestions to improve transparency in the rejection process.

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