The Work Permit system in Singapore promotes the construction industry, manufacturing, services, marine industry and process industries. Although the Work Permit holders are semi-skilled labour, the employers still bear a great role of compliance responsibilities, such as background checks, identity validation, and right-to-work assurance.
However, this is where most employers fail to notice that the regulation environment has become difficult. Singapore is drawing the interest of job seekers throughout Asia with the number of foreign applications growing by 96 percent in the last three years, placing Singapore’s Ministry of Manpower (MOM) in a more scrutinised position than ever before.
This guide proclaims what employers should check before employing a work permit owner, as well as why compromising can result in expensive rejections, violations of laws, or even worse outcomes.
Who can be issued with a Work Permit Singapore?
Work Permits are intended for workers from MOM-approved source countries. The eligibility also depends on industry, nationality, age restriction, and skill-based programs (e.g. higher skilled or basic skilled levels).
The catch? Such requirements vary and what was effective yesterday may not be the same today. The Singapore workforce landscape is important to understand since the Work Permits are only one level levels in a structured system of foreign workers in Singapore. Employers must also comply with:
- sector-specific quotas
- levy payments
- medical insurance
- primary healthcare requirements
- security bond obligations (most sectors)
All these compliance areas will result in further verification needs. Many employers will find themselves stumbling in their work permit applications as they are either delayed or rejected.
Are background checks required for Work Permit holders?
Yes. Even though applicants of the Work Permit do not need such education verification as applicants of EP/S-Pass, employers must perform due diligence on the identity and history of the worker, ensuring their credentials are legitimate.
Recent changes in workforce requirements have cost employers dearly due to the misconception that ‘semi-skilled’ means no verification. Whether it is a Work Permit application or any other category of work pass under the MOM, background screening has become a non-debatable issue. Key checks include:
Identity verification
Confirm the worker’s identity, including:
- legal name
- date of birth
- passport validity
- nationality
- source country eligibility
- Basic qualifications or work experience
This will stop identity fraud and make sure that MOM restrictions are followed. The practice of identity fraud has also become more advanced, with counterfeit documents difficult to notice unless they are checked using appropriate verifying tools and knowledge.
Authenticity of experience (where relevant)
In technical sectors (construction, process, marine), certain Work Permit roles require:
- trade test certification
- skill upgrading certificates (e.g., BCA, MPA, ACE)
- past experience validation
These documents have to be checked by employers prior to deployment. With appropriate skills verification, the number of accidents in the workplace might be reduced significantly, meaning verification is important for safety and legal liability as well.
Employer’s obligations
Work Permit screening also involves confirming the employer’s compliance with:
- housing requirements
- medical examinations
- security bond conditions
- Work Injury Compensation Insurance (WICA)
- salary payment obligations
Lack of these requirements may result in loss of licence to hire foreign employees. MOM has also tightened its enforcement to an extent that failure to comply will lead to instant punishment as opposed to giving warnings or grace periods.
Pass compliance in medical examinations and MOM work
Every applicant of Work Permit should pass through:
- pre-employment medical examination
- checks for communicable diseases
- vaccinations (sector dependent)
Before deploying the worker, the employer has to ascertain health status. After the pandemic, health screening has become stricter than ever in all types of MOM work passes, and there are also other requirements which may cause a delay in processing if they are not addressed appropriately.
What is the importance of work permit applicants screening to employers?
For employers, screening is not simply about meeting MOM requirements at the point of application. It directly affects operational stability, cost control, and the ability to sustain foreign workforce access over time. Thorough screening helps employers:
- avoid fraudulent documents
- comply with MOM audits
- reduce safety risks at worksites
- prevent hiring workers banned from Singapore
- minimise levy losses
- avoid fines or debarment
The economic cost of ineffective screening goes far beyond the pre-screening expenses. The real cost: rejected applications of work permits translates into project delays and higher insurance coverage and liability. In addition, debarment may lead to complete closure of foreign hiring.
| Screening / Compliance Area | What Is Being Checked | Risk if Overlooked | Impact on Employer |
|---|---|---|---|
| Identity verification | Name, date of birth, passport validity, nationality, source country eligibility | Identity fraud or ineligible worker employed | Work Permit rejection, MOM violations |
| Source-country compliance | Eligibility based on approved source countries | Application deemed non-compliant | Delays or automatic rejection |
| Skills and experience (where relevant) | Trade test certification, skill upgrading certificates, past experience | Unqualified workers in safety-critical roles | Higher workplace accident risk, legal liability |
| Medical and health screening | Pre-employment medical checks, communicable diseases, vaccinations | Failure to meet health clearance standards | Processing delays or rejection |
| Employer compliance obligations | Housing, insurance, security bond, salary obligations | Breach of employer conditions | Fines, debarment, loss of hiring privileges |
| Documentation and audit readiness | Record of checks and verification steps | Inability to demonstrate due diligence | Audit failures, enforcement action |
Practical Tips for HR Teams
Given the regulatory complexity and enforcement intensity surrounding Work Permit applications, HR teams must treat screening as a disciplined operational process rather than a one-off administrative task.
- Verify identity using official passports and government databases.
- Confirm source-country restrictions before hiring.
- Use accredited testing centres for skill certifications.
- Document all compliance steps for potential MOM audits.
The most effective employers that we collaborate with consider verification as investment with regard to operational success as opposed to compliance burden. They know that a good screening would save them much more serious issues in the future.
Organised Work Permit screening process safeguards the employer and the worker and ensures compliance with the Singapore regulatory framework.
As one of just eleven verification providers approved by Singapore’s Ministry of Manpower, RMI has a clear understanding of the documents MOM accepts and the issues that commonly lead to automatic rejection. Its typical turnaround time of seven to fifteen business days for most checks allows employers to move through the verification process with confidence, ensuring they meet MOM’s requirements smoothly and without unnecessary delays.