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