This article draws on insights from RMI , a specialist background screening provider. Hiring foreign talent in Singapore comes with a key regulatory responsibility: ensuring that all work pass applications comply with Ministry of Manpower (MOM) standards. Employers must submit verification reports from approved screening providers, complete with an official MOM reference number. Failure to meet these requirements can delay applications, trigger rejections, or even jeopardise hiring plans. With rising competition for skilled talent, understanding how to navigate MOM-compliant background screening is essential for HR teams and hiring managers. Why MOM Compliance Matters MOM requires that educational qualifications and relevant employment history be verified by selected background screening companies. Reports must include a unique MOM reference number to be accepted with Employment Pass, S Pass, or OnePass applications. For employers, this ensures that: Applications are processed efficiently Candidates meet eligibility requirements Compliance obligations are fully documented Without proper screening, organisations risk project delays, financial penalties, and damage to their reputation. Common Pitfalls in Background Screening Even experienced HR teams encounter recurring challenges with MOM verification: Missing or outdated reference numbers – Any report issued before September 2023 may require re-issuance. Incomplete documentation – Missing education or employment verification details can trigger delays. Unverified overseas qualifications – Degrees from foreign institutions must be checked through accredited channels. Misalignment with pass type requirements – OnePass, S Pass, and EP applications have differing verification standards. By understanding these pitfalls, employers can proactively address compliance issues and reduce administrative bottlenecks. What to Look for in a Screening Provider When selecting a provider for MOM-compliant checks, employers should prioritise: MOM recognition: Only verified providers are accepted by MOM. Comprehensive services: Beyond education checks, look for employment history, professional licenses, and sector-specific verification capabilities. Global verification network: Providers should be able to authenticate overseas qualifications efficiently. Dedicated support: A single point of contact helps guide HR teams and candidates through the process. Fast turnaround: Efficient processing supports tight hiring timelines without compromising accuracy. RMI, for example, offers a combination of these capabilities, with insights drawn from over a decade of Singapore-specific experience. Operational Implications for Hiring Employers should treat background screening as an integral part of workforce planning rather than a one-off administrative task. Effective compliance strategies help organisations: Avoid rejected applications or delays Maintain continuity in project delivery Minimise legal and financial risk Ensure candidates are properly qualified and fit for their roles Integrating screening early in the hiring process allows HR teams to focus on strategic priorities rather than remediation and follow-ups. Planning for a Smooth Verification Process Practical steps for HR teams include: Initiate verification immediately after candidate selection Confirm that educational and employment credentials meet MOM’s standards Document all verification steps to demonstrate due diligence Coordinate with accredited providers who can deliver timely and compliant reports Proactive planning ensures that candidates clear MOM requirements efficiently and reduces pressure on HR teams during peak hiring periods. Key Takeaways for Employers MOM-compliant verification is mandatory for all work passes and cannot be skipped. Using a recognised provider ensures that reports include the necessary MOM reference number. Global verification capabilities and sector-specific checks help manage risks when hiring internationally. Early planning and dedicated support streamline the hiring process and prevent costly delays. Insights from RMI show that organisations which implement structured screening processes experience fewer compliance issues and faster time-to-hire. How EBC Can Support Your Hiring Strategy EBC helps organisations navigate Singapore’s work pass regulations with confidence. Our advisory services include: Strategic workforce planning Salary benchm arking and compensation guidance Guidance on MOM-compliant background screening Support for Employment Pass, S Pass, and OnePass applications Explore EBC’s advisory solutions and salary guides to ensure your hiring strategy is compliant, competitive, and aligned with market standards.
This article draws on insights from RMI , a specialist background screening provider. Hiring foreign talent in Singapore requires more than identifying the right candidate. Ensuring that background checks align with the requirements of the Ministry of Manpower (MOM) is a critical part of the work pass application process and a key factor in avoiding delays or rejections. MOM’s verification framework exists to protect the integrity of Singapore’s workforce by confirming that candidates’ qualifications and employment claims are accurate and legitimate. For employers, understanding what must be verified, and how, is essential to keeping hiring timelines on track. Why MOM-Compliant Verification Matters Non-compliant or incomplete verification documentation is a common cause of work pass delays. In some cases, applications are rejected outright, requiring organisations to restart the process and re-engage candidates who may already be in transition. By ensuring verification requirements are met from the outset, employers reduce administrative risk, maintain credibility with regulators, and improve the overall candidate experience. Key Requirements for MOM-Compliant Background Checks 1. Work with a MOM-Recognised Screening Partner MOM only accepts verification reports issued by approved background screening providers. Using a recognised partner ensures that verification documentation meets MOM’s prescribed format and evidentiary standards for Employment Pass (EP), S Pass, and One Pass applications. This removes uncertainty and helps applications progress without unnecessary clarification requests. 2. Ensure Education Verification Meets MOM Standards MOM requires verification of all declared post-secondary diplomas and higher education qualifications. This applies regardless of where the qualification was obtained. Compliant verification involves confirming the authenticity of certificates directly with issuing institutions or relevant authorities. Given the global nature of today’s talent pool, this often requires coordination across multiple jurisdictions. 3. Confirm Inclusion of a MOM Verification Reference Number Since 1 September 2023, all compliant education verification reports must include a unique MOM verification reference number. Reports issued before this date without the reference number may need to be reissued. This remains one of the most common technical issues that delays otherwise complete applications. 4. Understand Role-Specific and Pass-Specific Requirements While education verification is a core requirement, different work passes carry different obligations. For example, One Pass applications require more extensive employment checks, including salary verification, to confirm historical earnings. It is also important to note that education qualifications only need to be verified once. If a candidate’s qualifications have already been verified and accepted, repeat verification is not required. Reducing Risk and Administrative Burden For HR and talent teams managing multiple applications or working under tight timelines, MOM verification requirements can quickly become resource-intensive. Standard verification timelines may extend hiring schedules, while incomplete submissions often result in repeated follow-ups and resubmissions. A structured, compliant approach helps organisations avoid these friction points and allows HR teams to focus on strategic hiring priorities rather than regulatory troubleshooting. Supporting Smarter Workforce Planning Background verification is one part of a broader compliance and workforce planning landscape. Alongside verification requirements, employers must also navigate evolving salary benchmarks and pass eligibility thresholds. To support informed hiring decisions, EBC’s Salary Guide provides up-to-date market benchmarks across key roles and functions in Asia-Pacific. Click here to view the salary guide. For the full original article, visit the RMI website.
This article draws on insights from RMI , a specialist background screening provider. 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 .
