This article draws on insights from RMI , a specialist background screening provider. Hiring foreign talent in Singapore comes with a key regulatory responsibility: ensuring that all work pass applications comply with Ministry of Manpower (MOM) standards. Employers must submit verification reports from approved screening providers, complete with an official MOM reference number. Failure to meet these requirements can delay applications, trigger rejections, or even jeopardise hiring plans. With rising competition for skilled talent, understanding how to navigate MOM-compliant background screening is essential for HR teams and hiring managers. Why MOM Compliance Matters MOM requires that educational qualifications and relevant employment history be verified by selected background screening companies. Reports must include a unique MOM reference number to be accepted with Employment Pass, S Pass, or OnePass applications. For employers, this ensures that: Applications are processed efficiently Candidates meet eligibility requirements Compliance obligations are fully documented Without proper screening, organisations risk project delays, financial penalties, and damage to their reputation. Common Pitfalls in Background Screening Even experienced HR teams encounter recurring challenges with MOM verification: Missing or outdated reference numbers – Any report issued before September 2023 may require re-issuance. Incomplete documentation – Missing education or employment verification details can trigger delays. Unverified overseas qualifications – Degrees from foreign institutions must be checked through accredited channels. Misalignment with pass type requirements – OnePass, S Pass, and EP applications have differing verification standards. By understanding these pitfalls, employers can proactively address compliance issues and reduce administrative bottlenecks. What to Look for in a Screening Provider When selecting a provider for MOM-compliant checks, employers should prioritise: MOM recognition: Only verified providers are accepted by MOM. Comprehensive services: Beyond education checks, look for employment history, professional licenses, and sector-specific verification capabilities. Global verification network: Providers should be able to authenticate overseas qualifications efficiently. Dedicated support: A single point of contact helps guide HR teams and candidates through the process. Fast turnaround: Efficient processing supports tight hiring timelines without compromising accuracy. RMI, for example, offers a combination of these capabilities, with insights drawn from over a decade of Singapore-specific experience. Operational Implications for Hiring Employers should treat background screening as an integral part of workforce planning rather than a one-off administrative task. Effective compliance strategies help organisations: Avoid rejected applications or delays Maintain continuity in project delivery Minimise legal and financial risk Ensure candidates are properly qualified and fit for their roles Integrating screening early in the hiring process allows HR teams to focus on strategic priorities rather than remediation and follow-ups. Planning for a Smooth Verification Process Practical steps for HR teams include: Initiate verification immediately after candidate selection Confirm that educational and employment credentials meet MOM’s standards Document all verification steps to demonstrate due diligence Coordinate with accredited providers who can deliver timely and compliant reports Proactive planning ensures that candidates clear MOM requirements efficiently and reduces pressure on HR teams during peak hiring periods. Key Takeaways for Employers MOM-compliant verification is mandatory for all work passes and cannot be skipped. Using a recognised provider ensures that reports include the necessary MOM reference number. Global verification capabilities and sector-specific checks help manage risks when hiring internationally. Early planning and dedicated support streamline the hiring process and prevent costly delays. Insights from RMI show that organisations which implement structured screening processes experience fewer compliance issues and faster time-to-hire. How EBC Can Support Your Hiring Strategy EBC helps organisations navigate Singapore’s work pass regulations with confidence. Our advisory services include: Strategic workforce planning Salary benchm arking and compensation guidance Guidance on MOM-compliant background screening Support for Employment Pass, S Pass, and OnePass applications Explore EBC’s advisory solutions and salary guides to ensure your hiring strategy is compliant, competitive, and aligned with market standards.
This article draws on insights from RMI , a specialist background screening provider. Hiring foreign talent in Singapore requires more than identifying the right candidate. Ensuring that background checks align with the requirements of the Ministry of Manpower (MOM) is a critical part of the work pass application process and a key factor in avoiding delays or rejections. MOM’s verification framework exists to protect the integrity of Singapore’s workforce by confirming that candidates’ qualifications and employment claims are accurate and legitimate. For employers, understanding what must be verified, and how, is essential to keeping hiring timelines on track. Why MOM-Compliant Verification Matters Non-compliant or incomplete verification documentation is a common cause of work pass delays. In some cases, applications are rejected outright, requiring organisations to restart the process and re-engage candidates who may already be in transition. By ensuring verification requirements are met from the outset, employers reduce administrative risk, maintain credibility with regulators, and improve the overall candidate experience. Key Requirements for MOM-Compliant Background Checks 1. Work with a MOM-Recognised Screening Partner MOM only accepts verification reports issued by approved background screening providers. Using a recognised partner ensures that verification documentation meets MOM’s prescribed format and evidentiary standards for Employment Pass (EP), S Pass, and One Pass applications. This removes uncertainty and helps applications progress without unnecessary clarification requests. 2. Ensure Education Verification Meets MOM Standards MOM requires verification of all declared post-secondary diplomas and higher education qualifications. This applies regardless of where the qualification was obtained. Compliant verification involves confirming the authenticity of certificates directly with issuing institutions or relevant authorities. Given the global nature of today’s talent pool, this often requires coordination across multiple jurisdictions. 3. Confirm Inclusion of a MOM Verification Reference Number Since 1 September 2023, all compliant education verification reports must include a unique MOM verification reference number. Reports issued before this date without the reference number may need to be reissued. This remains one of the most common technical issues that delays otherwise complete applications. 4. Understand Role-Specific and Pass-Specific Requirements While education verification is a core requirement, different work passes carry different obligations. For example, One Pass applications require more extensive employment checks, including salary verification, to confirm historical earnings. It is also important to note that education qualifications only need to be verified once. If a candidate’s qualifications have already been verified and accepted, repeat verification is not required. Reducing Risk and Administrative Burden For HR and talent teams managing multiple applications or working under tight timelines, MOM verification requirements can quickly become resource-intensive. Standard verification timelines may extend hiring schedules, while incomplete submissions often result in repeated follow-ups and resubmissions. A structured, compliant approach helps organisations avoid these friction points and allows HR teams to focus on strategic hiring priorities rather than regulatory troubleshooting. Supporting Smarter Workforce Planning Background verification is one part of a broader compliance and workforce planning landscape. Alongside verification requirements, employers must also navigate evolving salary benchmarks and pass eligibility thresholds. To support informed hiring decisions, EBC’s Salary Guide provides up-to-date market benchmarks across key roles and functions in Asia-Pacific. Click here to view the salary guide. For the full original article, visit the RMI website.
This article draws on insights from RMI , a specialist background screening provider. The S Pass remains a critical hiring pathway for employers seeking mid-skilled foreign professionals in technical, operational, and supervisory roles. However, S Pass applications in Singapore have become more competitive, more tightly regulated, and more closely scrutinised than in previous years. With rising salary thresholds, stricter verification standards, and tighter quota controls, employers must approach S Pass hiring with far greater planning and discipline. In 2026, successful applications are defined not just by candidate quality, but by how well employers manage compliance, cost, and workforce structure. The role of the S Pass in Singapore’s workforce framework The S Pass sits between Work Permits and Employment Passes, supporting industries where technical expertise and supervisory capability are required but may not rise to senior professional level. Typical roles include technicians, team leaders, quality assurance specialists, project coordinators, and skilled trades professionals. Unlike Employment Pass applications, S Pass eligibility places greater emphasis on practical skills and role relevance rather than academic prestige alone. However, expectations around verification, job matching, and employer compliance have increased significantly. Employers must demonstrate that: The role genuinely requires mid-skilled expertise The candidate’s qualifications and experience align with the job scope Salary and seniority are realistic for the sector Quota and levy requirements are met Salary thresholds are only the starting point S Pass minimum salary levels increased again in 2025, reflecting Singapore’s focus on maintaining workforce quality and wage parity. However, meeting the published minimum does not guarantee approval. Salary expectations scale with age and experience. Older or more experienced candidates must be paid significantly more than the base threshold, and offers are assessed against local wage benchmarks. Under-pricing a role remains one of the most common causes of rejection. For employers, this means S Pass hiring must be aligned with broader compensation strategy rather than treated as a cost-saving alternative. Quotas and levies: the constraints that define feasibility Beyond individual eligibility, S Pass hiring is governed by strict Dependency Ratio Ceilings (DRCs) and ongoing levy obligations. If a company has reached its S Pass quota, applications will be rejected regardless of candidate suitability. Monthly levies also represent a material cost that continues throughout employment. Without proper workforce planning, levy exposure can significantly increase total hiring costs and strain budgets. Organisations that succeed with S Pass hiring typically assess quota availability, levy impact, and headcount strategy before extending offers. Verification standards are tightening Educational and technical qualification verification has become increasingly rigorous. MOM now expects all documents to be authentic, issued by recognised institutions, and verifiable through official channels. Qualifications from unfamiliar institutions or high-risk jurisdictions often require additional checks, extending processing timelines. Industry-specific certifications, particularly in construction, healthcare, marine, and process sectors, are strictly enforced. Verification delays or inconsistencies frequently result in application rejection or prolonged processing. Job scope and experience alignment matter more than titles S Pass applications are assessed holistically. MOM evaluates whether the job scope genuinely reflects mid-skilled responsibilities and whether the candidate’s experience supports that classification. Misaligned titles, vague job descriptions, or roles that resemble Work Permit-level duties are common red flags. Employers must ensure that responsibilities, skills, and seniority are clearly articulated and defensible. Why preparation is the deciding factor As enforcement intensifies, S Pass approvals increasingly favour employers who treat hiring as a structured compliance process rather than a transactional submission. Strong outcomes are driven by early salary benchmarking, verified qualifications, realistic job design, and proactive quota management. Employers that embed these disciplines into their hiring workflows reduce risk, avoid delays, and improve approval rates. As S Pass requirements continue to tighten, organisations must ensure their hiring decisions balance compliance, cost control, and workforce capability. Access the full original article on RMI’s website. To support informed hiring decisions, EBC’s latest Salary Guide provides up-to-date benchmarks across key roles and functions in Asia-Pacific. Download the latest salary guide.
