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2026 | SG Industrial & Manufacturing Trends & Salary Guide

Mon, 27 Apr 2026 03:44:21 GMT

EBC Latest Report

Stay ahead in a fast-changing industrial and manufacturing landscape with EBC’s 2026 Trends and Salary Guide.

Explore a comprehensive market overview, key developments, emerging trends, and hiring challenges, alongside up-to-date salary benchmarks for sales and marketing roles.

Download your report today to stay informed and ahead of the curve.

HR & Finance: The Dual Engine Behind Transformation

Fri, 17 Apr 2026 10:59:53 GMT

As some organisations approach the end of their financial year while others begin a new chapter, I recognise that this is not the first time I have written about the interplay between HR and Finance. However, in today’s climate marked by ongoing geopolitical uncertainty, tighter cost controls, and an unrelenting need for high-quality talent, the partnership between these two functions has never been more critical.

Organisations are being challenged to do more with less, while simultaneously building capabilities for the future. This creates a natural tension: cost discipline vs. talent investment.

Finance drives accountability, efficiency, and return on investment. HR ensures the organisation has the capability, agility, and leadership to deliver on those expectations. The reality is that transformation today sits squarely at the intersection of both. Without financial discipline, transformation lacks sustainability. Without the right talent, it fails in execution

Most transformation failures are not due to flawed strategy, but poor execution, whereby common breakdowns include:

Misaligned leadership priorities
Cultural resistance to change
Critical talent gaps

From a finance perspective, these show up as cost overruns, delayed ROI, and unrealised value creation. From an HR perspective, they manifest as disengagement, capability gaps, and organisational friction. The takeaway is clear: financial outcomes are deeply tied to people outcomes.

Where HR & Finance Jointly Drive Impact

Linking Talent Investment to Business Strategy

Transformation requires capital, but increasingly, that capital is deployed into talent. Take organisations shifting toward sustainability as an example. This shift requires more than strategic intent, it demands new skill sets, new roles, and a rethinking of workforce priorities. In such cases, HR plays a critical role in realigning talent strategy to support long-term business goals, ensuring the organisation is equipped to execute effectively.

From a finance perspective, this is about disciplined capital allocation into high-impact, strategic roles. From an HR perspective, it is about building capabilities and aligning the workforce to evolving business needs.

Culture as a Measurable Performance Lever

Culture may be difficult to quantify, but its impact on business performance is undeniable. Rigid or low-trust environments often lead to slower decision-making, weaker innovation, reduced productivity, and higher turnover. Organisations who address this by embedding candid, open feedback mechanisms, encourages challenge, experimentation, and faster problem-solving.

From a finance perspective, this drives higher productivity and faster innovation cycles. From a HR perspective, it builds psychological safety and stronger employee engagement. The outcome is a culture that accelerates execution and delivers sustained commercial performance.

Reskilling as a Capital Allocation Strategy

In a constrained hiring market, “build vs. buy” is no longer just a talent question, it has become a capital allocation decision. Organisations that invest strategically in upskilling and reskilling can future-proof their workforce while reducing reliance on external hiring.

From a finance lens, this results in improved return on talent investment and lower recruitment costs. From a HR lens, this promotes greater workforce agility, internal mobility and even succession planning.

Driving Execution Through Leadership Alignment

Even the best strategies can fail without aligned execution across leadership teams. HR plays a critical role in ensuring that leaders are coordinated, priorities are clear, and the organisation is equipped to deliver strategic initiatives effectively. When leadership is aligned, organisations deploy resources more efficiently, accelerate the realisation of financial and strategic goals, and reduce the risk of costly delays or misdirected investments. Clear alignment also ensures that investments in talent, such as reskilling, development, and leadership programs, translate into measurable business outcomes.

The result is a cohesive organisation capable of executing complex strategies efficiently, driving sustainable growth, and maximising the return on both capital and human resources.

In conclusion, organisations that successfully integrate both Finance and HR perspectives are better positioned to:

Deliver transformation on time and within budget
Maximise return on talent investments
Build resilience in an increasingly uncertain environment

In today’s landscape, competitive advantage no longer comes from strategy alone, it comes from the ability to align financial discipline with workforce capability.

For organisations navigating transformation, having the right people in place is critical. If you would like to discuss this topic in more detail, explore market insights, or get support in identifying and recruiting the talent your team needs to succeed, feel free to reach out to Jillian Yip , Director, Accounting & Finance.

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Inside the CFO Playbook

Thu, 16 Apr 2026 07:43:55 GMT

Event Overview

Join us for an exclusive, closed-door discussion designed for senior finance leaders navigating today’s rapidly evolving landscape. Led by senior leaders within EBC's Banking & Financial Services team, this intimate session will explore how CFOs are driving efficiency through AI, rethinking talent strategies, and building resilience amid growing complexity.

What to Expect

A candid, peer-led conversation covering:

Practical applications of AI within finance functions
Evolving talent needs and workforce strategies
Strengthening organisational resilience in uncertain markets

Date: Friday, 3 July 2026

Time: 9A M – 11 AM

Location: EBC Office, Twenty Anson, #19-01

We look forward to welcoming you to our office for an engaging roundtable discussion with fellow industry leaders.

The EBC Team

Commodities & Trade Risk: Managing Disruption, Sanctions and Contract Stress

Tue, 14 Apr 2026 04:56:51 GMT

Event Overview

Global commodities and supply chains continue to face unprecedented pressure — from geopolitical instability and trade sanctions to extreme market volatility and unforeseen disruption. For legal and commercial teams, these challenges raise difficult questions around contractual risk, performance and dispute strategy.

In collaboration with HFW, we're pleased to host a seminar exploring how organisations can navigate these issues in practice.

Drawing on recent market experience and live matters, the session will examine:

Managing contractual disruption, including force majeure, hardship and impossibility considerations
The practical impact of sanctions, tariffs and regulatory change on commodities and trade contracts
Risk allocation and mitigation strategies across supply and distribution chains
When disputes arise, what works in practice , including enforcement and cross‑border considerations

Date: Wednesday, 13 May 2026

Time: 4:30 PM – 6:00 PM

Location: EBC Office, Twenty Anson, 19-01

Speakers

Adam Richardson

Partner, HFW

Adam is a Partner in HFW’s Commodities team and leads the Singapore office with a focus on international trade, trade finance, physical commodities, and shipping. He advises on both contentious and non-contentious matters, including international arbitration, commercial litigation involving trade finance fraud and letters of credit, as well as structuring physical commodities contracts and trade finance arrangements. He is recognised as one of Asia’s leading legal talents, including being named in Asian Legal Business’ ’40 Under 40’ list and among Singapore’s top emerging legal luminaries.

Anastasia Magid

Senior Associate, HFW

Anastasia is a Senior Associate in HFW’s Singapore Shipping team, specialising in regulatory and compliance matters, with a focus on financial sanctions and export controls. She advises clients across shipping, commodities, energy, insurance, financial services, and technology sectors, and is recognised as a leading sanctions lawyer by Pravo.ru 300 (2021). She is dual qualified in England & Wales and Russia.

Shaun Leong

Partner, HFW

Shaun Leong is an international arbitration specialist with over 15 years’ experience in complex cross-border commercial disputes, with a focus on strategy in multi-jurisdictional matters. He is a leading practitioner in emerging technologies, including AI and blockchain, and also advises on energy and sustainability disputes. Shaun is widely recognised for his expertise in digital assets and Web3 disputes, including landmark cases involving NFTs, crypto collapses, and AI-related trading system liability, as well as his work in renewable energy and sustainability frameworks. He has received multiple international accolades and is known for his commercially focused, strategic approach to complex disputes.

We look forward to welcoming you to our office for an engaging roundtable discussion with fellow industry leaders.

The EBC Team

2026 | HK Private Practice Trends & Salary Guide

Thu, 02 Apr 2026 09:15:30 GMT

EBC Latest Report

Gain a clear view of Hong Kong’s evolving Private Practice landscape with EBC’s Private Practice Trends & Salary Guide.

Curated by our specialist legal recruitment team, this report brings together key market insights and salary benchmarks across firms and roles. It also highlights the trends shaping hiring decisions, and the skillsets and practice areas that are increasingly in demand.

Download your copy today!

AI and the Workplace Fairness Act: Four Things Every Employer in Singapore Must Get Right

Wed, 01 Apr 2026 06:57:54 GMT

The intersection of artificial intelligence and employment law is no longer a future concern for Singapore businesses — it is a present-day compliance challenge. With the Workplace Fairness Act (WFA) now in force, employers who are deploying AI tools across hiring, performance management, and workforce planning face a clear obligation: ensure that every decision made — or supported — by technology meets the same standard of fairness, accountability, and transparency as one made by a human.

At a recent EBC roundtable on AI and WFA compliance, practitioners from across Singapore's business community came together to examine what good practice looks like — and where the gaps remain. Four clear priorities emerged.

1. Fairness Must Be Demonstrable — Not Just Intended

Good intentions are no longer sufficient. Under the WFA, every HR decision — whether it relates to hiring, promotion, or termination — must be transparent, accountable, and defensible. This means documentation is not a back-office function; it is a frontline compliance requirement.

For organisations using AI in any part of their talent process, this raises an important question: can you explain, in plain terms, why a candidate was shortlisted or rejected? If the answer is no, you are exposed. Employers need to be able to produce a clear, human-readable rationale for decisions — one that will withstand scrutiny from regulators, employees, and tribunals alike.

2. Strong HR Foundations Come Before AI Tools

There is a temptation to treat AI as a solution to HR inefficiencies. In practice, AI amplifies what is already there — for better or worse. If your processes are unclear, your decision-making authority is ambiguous, or your team is inconsistently applying policies, AI will not fix that. It will embed it.

Before deploying any AI tool, organisations should conduct an honest review of their existing HR processes, clarify who owns key decision points, and ensure that teams are equipped to implement WFA requirements confidently and consistently. The technology should follow the process — not substitute for it.

3. AI Governance Is an Ongoing Discipline, Not a One-Off Exercise

Implementing an AI tool and walking away is not governance — it is a liability. The roundtable was clear on this point: test, audit, and monitor AI tools before use and at every stage thereafter.

One practical approach gaining traction is the use of scenario workshops and playout exercises to surface hidden biases before they affect real decisions. Running your AI tool through edge cases — diverse candidate profiles, non-traditional career paths, candidates with employment gaps — helps identify where the system may be producing skewed outcomes. Doing this before launch, and regularly thereafter, is fast becoming a baseline expectation for responsible AI deployment in HR.

4. Human Judgement Remains Non-Negotiable

Perhaps the most important message from the discussion: AI should assist human decision-making, not replace it. Automating low-risk, administrative tasks — scheduling, initial screening, data collation — is appropriate and efficient. But critical people decisions must remain in human hands.

This is not simply a legal position — it is a practical one. AI systems, however sophisticated, do not carry accountability. The organisation does. Keeping humans at the centre of consequential decisions is both a compliance requirement under the WFA and a sound risk management principle.

The Bottom Line

Singapore's WFA has raised the bar for every employer, regardless of size or sector. For organisations integrating AI into their workforce processes, the bar is higher still. The firms that will navigate this landscape most effectively are those that treat fairness as a design requirement, not an afterthought — building it into their processes, their technology choices, and their governance structures from the ground up.

EBC's consultants across banking & financial services, technology, legal, risk & compliance, insurance, and commerce & industry are available to provide expert commentary on these themes. For interview requests or data inquiries, contact the EBC Marketing team at marketing@ethosbc.com

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2026 | SG In-House Trends & Salary Guide

Tue, 31 Mar 2026 02:57:44 GMT

EBC Latest Report

EBC’s Singapore In-House Trends & Salary Guide is an annual market report offering expert insights from our Legal team on the evolving in-house landscape.

It brings together a review of 2025, a forward-looking 2026 outlook with key market trends, salary benchmarks across roles and organisations, and a spotlight on the critical skillsets lawyers need, both now and in the years ahead.

Simply share your details below, and we’ll send the report straight to your inbox.

Singapore Budget 2026: Hiring Trends Reshaping Talent Strategy Across Industries

Thu, 19 Mar 2026 01:00:05 GMT

Following the announcement of Singapore Budget 2026 , early signals across multiple sectors point to a hiring market that is not slowing down, but becoming more deliberate, performance-driven, and increasingly shaped by AI.

Insights from legal and compliance, consumer, and technology hiring desks reveal a consistent theme: organisations are recalibrating how and where they invest in talent, balancing cost discipline with the need to build future-ready capabilities.

Hiring Is Holding Steady, But More Selective

Across industries, hiring sentiment remains cautiously stable rather than expansionary.

In legal and compliance, demand continues for junior to mid-level professionals across core areas such as regulatory, governance, and investigations, particularly within financial services and other regulated sectors. However, hiring is largely focused on replacement and risk-critical roles , rather than headcount growth.

A similar pattern is emerging within consumer, FMCG, and retail organisations. Rather than broad-based hiring, companies are prioritising revenue-driving functions , including commercial, growth, and trade marketing roles, while deprioritising more traditional brand-focused positions.

This reflects a broader shift in hiring philosophy. Organisations are still investing in talent, but with a sharper focus on roles that directly support business continuity, revenue generation, and operational resilience.

Cost Discipline Is Redefining Compensation and Headcount Strategy

Cost management is now a central consideration in hiring decisions.

In legal and compliance, base salaries have generally held steady, while bonuses are trending towards the lower to moderate range as firms navigate rising costs and macroeconomic uncertainty. At the same time, changes such as higher Employment Pass salary thresholds are prompting organisations to more carefully evaluate the cost-benefit balance of hiring foreign talent versus developing local capabilities.

Within consumer and commercial functions, this discipline is even more pronounced. Companies are tightening salary bands and placing greater emphasis on variable, performance-linked compensation , with clearer expectations on return on investment per hire.

The result is a shift away from headcount expansion towards efficiency and productivity per employee, where each hire is expected to deliver measurable business impact.

AI Is Reshaping What “Talent” Looks Like

While cost discipline is shaping short-term hiring decisions, AI investment is defining the long-term direction of the talent market.

Singapore’s continued commitment to AI, supported by significant national investment and initiatives such as SkillsFuture Singapore and the expansion of the TechSkills Accelerator , is accelerating both demand for specialised talent and the evolution of existing roles.

At the high-skill end, increased funding for AI research, infrastructure, and innovation ecosystems is expected to drive strong demand for AI engineers, data scientists, machine learning specialists, and AI product leaders. Enhancements to the Enterprise Innovation Scheme and the expansion of the Productivity Solutions Grant are also encouraging organisations across industries to invest in AI capabilities, further widening the talent gap.

However, the impact of AI is not limited to technical roles.

In legal and compliance, employers are beginning to prioritise candidates who can work alongside tools such as contract review platforms, compliance monitoring systems, and regulatory analytics solutions. Similarly, in consumer and marketing functions, there is growing demand for professionals with experience in AI-enabled campaign optimisation, CRM automation, and data analytics.

This signals a broader shift towards AI-enabled professionals , where digital fluency and the ability to leverage technology are becoming core requirements, rather than optional skill sets.

At the same time, the increasing focus on AI governance is creating new demand for professionals who can navigate areas such as AI ethics, risk, compliance, and cybersecurity, further expanding the scope of hiring needs.

The Bigger Picture: Evolution, Not Reduction

Taken together, these trends point to a clear conclusion: the Singapore hiring market is evolving, not contracting.

Organisations are not stepping back from hiring, but becoming more intentional in how they build their teams. Roles that are critical to revenue, risk management, and transformation continue to see demand, while compensation structures are being recalibrated to reflect a stronger focus on performance and cost efficiency.

At the same time, AI is emerging as the single most important force reshaping the definition of talent. From highly specialised technical roles to non-technical functions, the ability to work with and alongside AI is quickly becoming a baseline expectation.

Key Takeaways

Singapore Budget 2026 reinforces a consistent message for employers and professionals alike: the future of hiring will be defined by precision, performance, and adaptability.

Hiring remains steady for critical roles, salary growth is measured, and organisations are placing greater emphasis on value creation per hire. Over the medium to long term, the most significant shift will not be in the number of roles available, but in the capabilities required to succeed in them.

For businesses, this means rethinking hiring strategies to balance immediate needs with long-term transformation. For professionals, it underscores the growing importance of building AI literacy and staying relevant in an increasingly digital and data-driven environment.

We continue to track how these trends evolve across the Singapore market. For more insights and sector-specific perspectives, reach out to our team.

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2026 | SG Private Practice Trends & Salary Guide

Wed, 18 Mar 2026 03:38:22 GMT

EBC Latest Report

EBC’s Singapore Private Practice Trends & Salary Guide is a yearly market update where our Legal team shares their insights on the Private Practice space in Singapore. The report includes:

2025: A Year in Review
2026 Outlook & Industry Trends
Salary Expectations for various roles and firms within Singapore's Private Practice space

Simply share your details below, and we’ll send the report straight to your inbox.

AI and the Workplace Fairness Act: What Employers Need to Know for Compliance in 2026

Wed, 18 Mar 2026 01:30:10 GMT

As artificial intelligence becomes increasingly embedded in hiring, performance management, and workplace decision-making, organisations in Singapore are facing a critical question: how can companies adopt AI while remaining compliant with the upcoming Workplace Fairness Act (WFA)?

At a recent Ethos BeathChapman panel discussion in Singapore, industry leaders from legal, HR, and governance explored the implications of AI adoption under the new regulatory environment and what organisations should prioritise as they prepare for 2026.

Below are four key takeaways from the discussion.

1. Fairness Must Be Demonstrable

Under the Workplace Fairness Act, organisations must ensure that employment decisions are transparent, accountable, and defensible.

This is particularly important when AI is involved in processes such as recruitment screening, promotion decisions, or performance evaluation. Employers should ensure that decisions influenced by AI can be clearly explained and supported with documentation.

Proper record-keeping and structured decision-making processes will be critical in demonstrating compliance.

2. Strong HR Foundations Are Essential

Before implementing advanced AI tools, companies need to ensure their core HR processes and governance frameworks are robust. This includes:

Clearly defined decision-making structures
Consistent hiring and promotion criteria
Documented evaluation processes

AI should be introduced into systems that are already well-structured. Weak HR foundations can amplify bias and inconsistencies rather than improve decision-making.

3. AI Governance Must Be Proactive

Rather than treating AI adoption as a purely technological decision, organisations need to approach it through a governance lens. Responsible implementation involves:

Testing AI tools before deployment
Monitoring their outputs regularly

Running scenario testing to identify potential bias or unintended outcomes

In practice, this means involving HR, legal, compliance, and technology teams early in the process.

4. Humans Must Remain at the Centre

AI should support decision-making, not replace it.

While automation can improve efficiency in lower-risk tasks, critical employment decisions should remain human-led. Maintaining human oversight ensures that contextual judgment, fairness considerations, and organisational values remain part of the process.

Preparing for AI Compliance in Singapore

The introduction of the Workplace Fairness Act signals a shift toward greater accountability in workplace decisions. As organisations adopt AI across talent and workforce management functions, the ability to demonstrate fairness and transparency will become increasingly important.

For companies operating in Singapore, this means building governance frameworks today that allow AI to be deployed responsibly and compliantly in the years ahead.

Ethos BeathChapman regularly brings together leaders across HR, legal, and business to discuss the evolving landscape of talent, regulation, and technology.

Follow our insights for future discussions on AI, hiring strategy, and workplace governance in Singapore.

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Contracting Trivia Night

Wed, 04 Mar 2026 02:27:50 GMT

Event Overview

Join EBC’s Contracting & Interim Solutions team for a lively evening of trivia.

Put your knowledge to the test across a mix of questions — from general knowledge to contracting insights, EBC fun facts, pop culture, and more. Whether you’re competitive by nature or just in it for the laughs, there’s something for everyone.

Enjoy canapés, drinks, and the opportunity to connect with fellow professionals in a relaxed setting. Expect friendly competition, engaging conversations, and a fun way to unwind after work.

Date: Thursday, 23rd April 2026

Time: 6 :00 PM* – 8:00 PM

Location: EBC Office, Twenty Anson, #19-01

*Registration starts at 5.30pm

We look forward to seeing you there!

The EBC Team

MOM-Compliant Background Screening: What Employers in Singapore Need to Know

Tue, 24 Feb 2026 02:26:06 GMT

This article draws on insights from RMI, a specialist background screening provider and partner to EBC.

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.

EBC supports organisations in navigating APAC’s work pass regulations efficiently. Discover how our advisory solutions can simplify compliance and strengthen your hiring strategy.

Click here to access the original source on RMI’s website.

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MOM Verification Guide: What Employers Need to Know About Compliant Background Checks in Singapore

Tue, 24 Feb 2026 01:47:43 GMT

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.

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S Pass Eligibility in Singapore: What Employers Need to Consider in 2026

Tue, 24 Feb 2026 01:27:58 GMT

This article draws on insights from RMI, a specialist background screening provider and partner to EBC.

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.

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Employment Pass Eligibility in Singapore: What Employers Need to Know in 2026

Tue, 24 Feb 2026 01:07:15 GMT

This article draws on insights from RMI, a specialist background screening provider and partner to EBC.

Singapore’s Work Permit framework plays a critical role in supporting industries such as construction, manufacturing, marine, and services. While Work Permit holders are typically classified as semi-skilled workers, the compliance burden placed on employers has increased significantly in recent years.

As foreign job applications continue to rise across Asia, regulatory scrutiny has intensified. Employers are now expected to demonstrate stronger due diligence across identity verification, right-to-work assurance, and workforce compliance. In this environment, background screening is no longer optional — it is a core requirement for sustaining access to foreign labour.

Understanding Work Permit eligibility and compliance complexity

Work Permits in Singapore are issued based on multiple criteria, including industry, nationality, age limits, and skill classification. Eligibility rules are not static, and requirements can change with little notice.

Beyond individual worker eligibility, employers must also comply with a broader framework that includes:

Sector-specific quotas
Levy obligations
Medical insurance and healthcare requirements
Security bond conditions
Housing and salary compliance

Each of these areas introduces additional verification and documentation requirements. When overlooked, applications are often delayed or rejected outright, increasing operational risk and cost.

Are background checks required for Work Permit holders?

Yes. While Work Permit applicants are not subject to the same academic verification standards as Employment Pass or S Pass holders, employers are still required to conduct due diligence on identity, eligibility, and work history where relevant.

A common misconception is that “semi-skilled” equates to minimal verification. In practice, background screening has become a non-negotiable expectation across all Ministry of Manpower work pass categories.

Key screening considerations include:

Identity verification

Employers must confirm the worker’s legal identity, including name, date of birth, nationality, passport validity, and source-country eligibility. This step is critical in preventing identity fraud, which has become increasingly sophisticated and difficult to detect without specialist tools and expertise.

Skills and experience validation (where applicable)

In technical and safety-critical sectors, certain roles require trade tests, skill upgrading certificates, or proof of prior experience. Proper verification supports workplace safety and reduces legal exposure in the event of incidents.

Medical and health screening

Pre-employment medical examinations, communicable disease checks, and sector-specific vaccination requirements are now enforced more strictly than ever. Gaps in health clearance frequently lead to processing delays or rejections.

Employer compliance obligations

Screening also extends to confirming that employers meet requirements related to housing, insurance, security bonds, and salary payments. Non-compliance can result in fines, suspension, or loss of hiring privileges.

Why screening protects employers beyond application approval

Effective Work Permit screening does more than satisfy regulatory requirements at the point of hire. It directly impacts operational continuity, project timelines, and long-term access to foreign labour.

Thorough screening helps employers:

Avoid fraudulent documentation
Pass Ministry of Manpower audits
Reduce safety risks at worksites
Prevent hiring banned or ineligible workers
Minimise levy losses and insurance exposure
Avoid fines, debarment, or licence suspension

The true cost of inadequate screening often appears later — through rejected permits, project delays, higher liability, or restricted workforce access.

Building a disciplined Work Permit screening process

Given the regulatory intensity surrounding Work Permit hiring, leading employers treat screening as a structured operational process rather than a one-off administrative task. Best practice includes consistent identity checks, verification of source-country eligibility, use of accredited testing centres, and clear documentation to support audits.

As enforcement tightens, employers that embed verification into their hiring workflows are better positioned to maintain compliance and workforce stability.

For the full original article, click here.

EBC partners with organisations across Asia-Pacific on senior, specialist, and leadership hiring, supporting compliant and sustainable workforce growth in regulated and high-demand sectors. To learn more, click here .

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Work Permit Hiring in Singapore: Why Background Checks Matter More Than Ever

Mon, 23 Feb 2026 08:14:12 GMT

This article draws on insights from RMI, a specialist background screening provider and partner to EBC.

Understanding Work Permit eligibility and compliance complexity

Beyond individual worker eligibility, employers must also comply with a broader framework that includes:

Sector-specific quotas
Levy obligations
Medical insurance and healthcare requirements
Security bond conditions
Housing and salary compliance

Each of these areas introduces additional verification and documentation requirements. When overlooked, applications are often delayed or rejected outright, increasing operational risk and cost.

Are background checks required for Work Permit holders?

Key screening considerations include:

Identity verification

Skills and experience validation (where applicable)

Medical and health screening

Employer compliance obligations

Why screening protects employers beyond application approval

Thorough screening helps employers:

Avoid fraudulent documentation
Pass Ministry of Manpower audits
Reduce safety risks at worksites
Prevent hiring banned or ineligible workers
Minimise levy losses and insurance exposure
Avoid fines, debarment, or licence suspension

The true cost of inadequate screening often appears later — through rejected permits, project delays, higher liability, or restricted workforce access.

Building a disciplined Work Permit screening process

As enforcement tightens, employers that embed verification into their hiring workflows are better positioned to maintain compliance and workforce stability.

For the full original article, click here.

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Background Screening in Singapore: What Employers Should Look for in 2026

Sun, 22 Feb 2026 21:38:47 GMT

This article draws on insights from RMI , a specialist background screening provider.

As Singapore’s workforce becomes increasingly global, background screening has shifted from an administrative task to a strategic hiring priority. With foreign workforce participation continuing to rise and regulatory expectations remaining high, HR and compliance leaders face growing pressure to ensure employment and education credentials are accurate, verifiable, and compliant.

In 2026, effective background screening is no longer about speed alone. It is about accuracy, cross-border capability, and risk management. Employers that invest in the right screening approach are better positioned to protect their organisations, maintain trust, and support sustainable growth.

Why background screening matters more than ever

Singapore’s position as a global talent hub brings significant opportunity, but also increased complexity. Many candidates now present employment histories and academic qualifications spanning multiple jurisdictions, each with its own verification standards and legal considerations.

Robust employment and education verification plays a critical role in:

Reducing hiring and reputational risk
Supporting regulatory and data privacy compliance
Building transparency and trust within teams
Strengthening long-term organisational resilience

For HR and compliance leaders, background screening has become a core component of governance rather than a box-ticking exercise.

What defines a strong background screening provider in Singapore

Not all screening providers are equipped to meet the demands of a globalised hiring environment. In Singapore, where compliance standards are particularly rigorous, leading providers tend to demonstrate strength across several key areas.

Local and cross-border expertise

Strong providers understand both Singapore’s regulatory framework and the realities of international verification. This includes navigating jurisdiction-specific processes across Asia-Pacific and global markets.

Regulatory and data privacy compliance

Compliance with the Personal Data Protection Act (PDPA) is essential. Screening partners must ensure lawful data handling, explicit candidate consent, and secure processing throughout the verification lifecycle.

Technology-enabled efficiency

Advanced platforms help streamline workflows, reduce manual effort, and shorten time-to-hire. Automation also improves consistency and auditability across high-volume hiring.

Scalability and sector understanding

Different industries face different risk profiles. Financial services, education, healthcare, and other regulated sectors often require deeper and more frequent checks. Leading providers tailor their screening approach accordingly.

Accuracy and candidate experience

Speed matters, but accuracy matters more. Effective screening balances thorough verification with a transparent and respectful candidate experience.

The background screening landscape in Singapore

Singapore is home to several MOM-verified background screening providers supporting employment and education verification across local and international markets. These include Risk Management Intelligence, Veremark, eeCheck, First Advantage, and Avvanz.

While each provider brings different strengths, employers increasingly differentiate partners based on their ability to manage cross-border verification, regulatory complexity, and high-growth hiring needs without compromising compliance or quality.

Choosing the right partner for 2026

As hiring models evolve, background screening should be viewed as a long-term capability rather than a transactional service. Organisations planning regional expansion or managing diverse talent pipelines benefit most from partners that combine local regulatory knowledge with global reach.

For HR and compliance leaders, the right screening approach supports faster hiring decisions, reduces exposure to fraud or misrepresentation, and strengthens governance across the employee lifecycle.

You can read the full original article on RMI’s website, click here. To understand how EBC helps organisations navigate complex hiring needs, view our services.

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How Fresh Graduates Can Stand Out in Singapore’s Banking and Finance Sector

Fri, 20 Feb 2026 07:12:34 GMT

As part of our ongoing content collaboration with Workforce Singapore, Ethos BeathChapman continues to share market intelligence and hiring insights to support professionals and employers navigating Singapore’s evolving talent landscape.

The financial sector is competitive, and fresh graduates need the right mix of technical and soft skills to shine. Our consultant Claudia Wong , Senior Consultant, Banking and Financial Services at Ethos BeathChapman, recently shared her insights with Workforce Singapore on what employers look for in today’s market.

Understanding the Graduate Job Market

Singapore’s financial services sector grew by 6.8% in 2024, but momentum is expected to ease in the coming years. The latest Joint Graduate Employment Survey shows that 84.4% of fresh business graduates secured full-time roles in 2024, down from 88.3% in 2023. With fewer opportunities and more selective hiring, graduates must sharpen their skills, highlight their experiences, and demonstrate the right mindset to employers.

Making the Resume Stand Out

According to Claudia Wong, “An added advantage goes to fresh graduates with degrees in business, banking and finance, accounting and finance, or analytics. The theoretical knowledge gained provides a solid foundation, helping them integrate more easily into roles that require technical proficiency. This is particularly relevant for non-technology roles, where a grounding in finance or analytics equips them to adapt quickly.”

She also emphasises the importance of internship or work experience, noting, “What matters most is seeing how graduates have actively sought out real-world experience and used those opportunities to develop skills they can apply in professional settings.”

Technical and Soft Skills That Give an Edge

Claudia believes graduates who combine technical proficiency with strong interpersonal skills demonstrate that they can learn, adapt, and contribute effectively, a balance that sets them apart to employers.

She notes, “Emerging technical competencies such as data literacy, familiarity with FinTech and digital banking, and knowledge of ESG principles are increasingly important. Advanced Excel proficiency continues to serve as a practical differentiator.”

She adds that soft skills remain equally essential: “Agility, adaptability, and the ability to communicate ideas clearly are crucial as digitisation, automation, and regulatory shifts reshape workflows. At the foundation of all these skills is integrity and strong ethics. Employers consistently prioritise candidates who demonstrate honesty and ethical judgment, ensuring that technical and professional capabilities are matched by a commitment to responsible conduct.”

Courses to Build Skills

Building these skills doesn’t have to be overwhelming. There are many courses available that can help you strengthen both your technical capabilities and soft-skill competencies. Here are some courses to consider:

Data Analytics Using Power BI by SMU: Learn how to acquire, transform, and visualise data using Power BI — enabling you to generate insightful reports and dashboards for data-driven decision making.
Certificate in ESG for Professionals in Banking & Finance: Sustainable Finance and Impact Investing by SMU: Gain foundational knowledge in ESG principles, sustainable finance frameworks, and impact investing. Learn how to assess and integrate sustainability into finance decisions.
Ethics, Financial Crime and Regulatory Compliance in Singapore by NYP: Get practical skills in ethical decision-making, AML (Anti-Money Laundering)/CFT (Countering the Financing of Terrorism), and regulatory compliance. Learn how to foster accountability and integrity in Singapore’s financial services and asset management sector.
Essential Thinking: Adopting a Growth Mindset for Critical Thinking and Problem Solving in the Digital Age by SMU: Cultivate a growth mindset and essential digital-age thinking skills — critical thinking, problem-solving, innovation, and resilience. Turn these insights into actionable strategies for the future of work.

Interview Preparation Tips

Claudia also provides practical advice for interview preparation. She recommends that graduates research the company and role thoroughly, practice answers to common interview questions, and prepare examples that demonstrate skills, achievements, and adaptability.

She explains, “Those who struggle to explain their contributions in internships, projects, or part-time work may come across as unprepared.” She further suggests asking thoughtful, professional questions such as, “What does a typical day look like for someone in this role? How do you measure success for this position? Can you describe the team structure and how different functions collaborate?”

She adds, “Show curiosity while staying professional, avoiding personal or compensation-focused questions, as well as questions that can be easily answered with a quick online search.”

Key Takeaways

Standing out in banking and finance requires clear presentation of experiences and skills, technical proficiency in areas like analytics, FinTech, ESG, and Excel, strong soft skills such as communication and collaboration, active learning through courses and internships, and confidence and preparedness in interviews. Graduates who integrate these elements can position themselves for success in one of Singapore’s most competitive job markets.

This article incorporates insights from Claudia Wong, shared in collaboration with Workforce Singapore. Read the full original article here.

If you would like to discuss current market trends and reports, please reach out to us at marketing@ethosbc.com .

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Fresh Graduates, Want a Job in Healthcare? Here’s What You Need to Know

Fri, 20 Feb 2026 02:51:27 GMT

The healthcare sector continues to expand as Singapore’s population ages, and the demand for skilled professionals remains robust. Our consultant Ann Marie Christopher , Director, Life Sciences at Ethos BeathChapman, recently shared her insights with Workforce Singapore on how fresh graduates can stand out and secure their first roles.

Understanding the Healthcare Job Market

As Singapore’s population continues ageing, more people require ongoing care, and the need for skilled healthcare professionals is expected to stay strong. This means simply meeting baseline qualifications may not be enough, graduates need to distinguish themselves by demonstrating relevant experience, transferable skills, and a commitment to the sector.

Making the Resume Stand Out

Ann Marie emphasises that employers understand fresh graduates may have limited hands-on experience. She explains, “What matters more is your potential, commitment, and alignment with healthcare. To stand out, you should focus on showcasing meaningful exposure and transferable strengths.”

Graduates should highlight internships, lab attachments, research stints, or short placements during semester breaks, specifying techniques used, software or equipment handled, and collaboration with clinicians or research teams. Independent projects, academic papers, or presentations with measurable outcomes or recognition also help demonstrate initiative and genuine interest in healthcare.

Technical and Soft Skills That Give an Edge

In a sector as broad as healthcare, Ann Marie stresses the importance of first identifying your functional area, whether clinical research, regulatory or quality roles, biomedical/R&D, or HealthTech, so you can tailor your skills accordingly. She said, “Soft skills are equally important. Communication, teamwork, adaptability, and a willingness to learn are essential in healthcare environments. The ability to actively listen, stay composed in fast-paced settings, and manage diverse situations mindfully can strongly differentiate you from the rest.”

For technical skills, relevant courses include Good Clinical Practice (GCP), Clinical Research Coordinator certification, ISO standards, medical device regulations, Quality Management Systems (QMS), data analytics with Python or R, lab automation, biostatistics, and HealthTech-focused coding or data visualisation. Ann Marie also recommends increasing visibility by attending seminars, webinars, networking events, and joining professional organisations or LinkedIn groups to build meaningful industry connections.

Courses That Build Capabilities

To strengthen technical and practical skills, graduates can consider programmes such as:

Good Dispensing Practice (Republic Polytechnic): Advance dispensing and clinical skills and provide specialised counselling.
Medical Device Regulation in ASEAN and Asia-Pacific (NUS): Understand regulatory requirements across the region.
Data Analytics and AI for Healthcare (Tertiary Infotech): Apply AI insights to improve healthcare outcomes and manage data effectively.
Master Class in Advanced MedTech and HealthTech (SIMTech): Gain practical skills in emerging technologies and digital healthcare applications.

Interview Preparation Tips

Ann Marie advises thorough preparation for interviews, including researching the company’s therapeutic areas, products, and pipeline, reviewing your CV and job description, and preparing for fundamental questions such as “Why healthcare?”, “Why this company?”, and “Why this position?”. She also suggests structuring examples from internship experiences using a reflection method, considering what went well, what could be improved, and what to avoid in the future. This demonstrates reflection, self-awareness, and a commitment to growth. She encourages asking meaningful questions during interviews to show curiosity and a growth mindset, such as:

“What does a typical day in this role look like?”

“What qualities are most important for someone to succeed here?”

“Are there opportunities to learn across functions or contribute to the wider patient journey?”

Key Takeaways

Differentiation in healthcare comes from presenting experience clearly, building the right combination of technical and soft skills, committing to continuous learning, and entering interviews well-prepared and confident. Graduates who integrate these elements can stand out in Singapore’s competitive healthcare job market.

This article incorporates insights from Ann Marie Christopher, shared in collaboration with Workforce Singapore. Read the full original article here.

If you would like to discuss current market trends and reports, please reach out to us at marketing@ethosbc.com .

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Q1 2026 | Legal Private Practice Market Movers & Shakers

Tue, 10 Feb 2026 03:45:42 GMT

EBC Latest Report

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Why “Job Hugging” Is Becoming the Preferred Career Approach in Singapore

Thu, 08 Jan 2026 08:59:50 GMT

Why “Job Hugging” Is Becoming the Preferred Career Approach in Singapore

Instead of frequently switching roles, more professionals are opting to stay longer in their positions, a trend known as “job hugging.” Our experienced consultants, Wanyee Pang, Principal Consultant, Industrial, and Jillian Yip, Director, Accounting and Finance, recently shared their insights with Workforce Singapore (WSG) on this evolving career behaviour and its implications for both employees and employers.

Career loyalty is making a quiet comeback in Singapore. While job hopping has long been seen as a way to accelerate growth, many workers are now recognising the benefits of committing to a single role or organisation for longer periods.

Defining the Trend: Why Employees Are Clinging to Their Jobs

“Job hugging” describes the tendency of employees to stay in their current roles, even when they feel unfulfilled. Often, this behaviour stems from a cautious outlook on the economy, concerns about potential layoffs, or simply staying in their comfort zone. While it may provide short-term security, it also raises questions about long-term career growth and personal fulfilment.

The Employer Perspective

SMEs and MNCs alike are noticing the effects of job hugging. Wanyee Pang said, “Over the past few years, uncertainty in the market has made employees far more cautious about changing jobs. Many fear the “last-in, first-out” risk if downsizing occurs. For those with families or significant financial commitments, stability tends to outweigh the desire for change. Employees who already enjoy hybrid or flexible work arrangements are less inclined to take the risk of moving, especially when it’s unclear if a new employer can offer the same balance. Increasingly, these non-monetary factors have become just as important as pay or title.”

Companies are adopting retention strategies, including job redesign, performance frameworks, and talent assessments to ensure cultural fit. Meanwhile, some are investing in AI technology and outsourcing certain roles to maintain productivity and compliance.

Benefits and Risks for Employees

Jillian Yip highlights “Employees who choose to “wait it out” in their current firm may stand to gain, especially if they are staying for the right reasons and in a supportive environment. On the flip side, “job hugging” can be counterproductive when employees choose to stay in their current role for one sole reason — comfort and stability, even at the risk of stagnation.”

Staying longer in a role can be advantageous if employees continue to grow, gain new responsibilities, or deepen expertise. Conversely, remaining in a position purely for comfort may lead to stagnation, skill atrophy, or reduced marketability. Making deliberate choices about career moves ensures that stability does not come at the expense of long-term prospects.

Advice for Job Huggers

Employees should evaluate whether their current role aligns with their mid- to long-term career goals. Jillian Yip advises, “My advice would be to have clarity on your mid- to long-term career aspirations. If staying in your current role does not hinder your overall career trajectory or the direction you aim to move toward, then there is no harm in staying. This is especially if it offers you growth in other forms, such as broader exposure, deeper expertise, or leadership opportunities.”

This article includes insights from Wanyee Pang, Jillian Yip, and Stef Chua, contributed in collaboration with Workforce Singapore. Read the full original article here.

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Market Insights 2025 - Risk Management

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Market Insights 2025

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Market Insights
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2025 | SG Private Practice Trends & Salary Guide

Mon, 03 Nov 2025 09:03:45 GMT

LEGAL PRIVATE PRACTICE | SINGAPORE

Our experts share their insights on the legal private practice space in Singapore. The report includes:

2024: A Macro Round Up
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2025 | In-House SG Trends & Salary Guide

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2024: A Macro Round Up
2025 Outlook & Industry Trends
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2024 Review
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2025 | Chemicals Trends & Salary Guide

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Legal Market Movers & Shakers - Q1 2023

Fri, 31 Oct 2025 18:15:39 GMT

Legal Market Movers & Shakers - Q1 2023

EBC’s legal private practice market movers and shakers is a quarterly resource that reports the latest partner moves, team moves and senior appointments within law firms in Hong Kong, Singapore and China.

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