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in Background Screening Even experienced HR teams encounter recurring challenges with MOM verification: Missing or outdated reference numbers – Any report issued before September 2023 may require re-issuance.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. 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 .
