On 29 August 2022, Singapore’s Ministry of Manpower (MOM), Ministry of Trade and Industry, and Ministry of Communications and Information announced four key enhancements to Singapore’s work pass framework, namely:
The purpose of these enhancements is to strengthen Singapore’s position as a global hub for talent.
The ONEWP is a personalised five-year work pass that allows holders to start, operate, and work for multiple companies in Singapore at the same time. Applications for the new ONEWP will open on 1 January 2023. The MOM has announced that there will be a few application routes, although it is not yet clear what the different application routes or process will be. Nevertheless, it has been established that applicants will typically need to have earned a fixed monthly salary of at least S$30,000 within the last year or will earn a fixed monthly salary of at least S$30,000 under their future employer based in Singapore. As an exception, candidates with outstanding achievements across the arts and culture, sports, science and technology, and research and academia may qualify for an ONEWP even if they do not meet the S$30,000 minimum salary requirement.
Other key features of the ONEWP, as compared to an EP, are briefly summarized below:
Presently, EP holders who earn fixed monthly salaries of S$20,000 and above are exempted from the FCF job advertising requirement and the upcoming COMPASS. Individuals who fall under this category of EP holders are also eligible for the Personalised Employment Pass (PEP), as an alternative to the EP. From 1 September 2023, to provide greater clarity on the MOM’s work pass framework for talent, the MOM will implement a new public benchmark for such candidates, namely:
To enable employers to be more responsive to business needs, the MOM has implemented the following changes:
Presently, EPs may be granted for durations of up to two years for first-time candidates and up to three years for renewal candidates. From 1 September 2023, in order to allow Singapore to anchor tech capabilities and develop Singapore’s local pipeline, the MOM will offer the option of a five-year EP to candidates who:
In view of the recent and upcoming changes discussed above, it is expected that employers in Singapore will be provided with more options in order to be responsive to their workforce needs, enhance workforce planning, and to better tap into the global talent pool.
We can assist with advising on the details of the changes to Singapore’s work pass regime, as well as assisting employers with the relevant work pass applications.
This publication/newsletter is for informational purposes and does not contain or convey legal advice. The information herein should not be used or relied upon in regard to any particular facts or circumstances without first consulting a lawyer. Any views expressed herein are those of the author(s) and not necessarily those of the law firm's clients.
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