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Our suite of technology solutions, like ImmiSMART, includes tools to keep your company and employees compliant with all immigration requirements related to their international assignments.
Essential tools to navigate this rapidly changing landscape
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Reduce compliance risks and mobility costs while managing individual and project-related travel with ImmiSMART: the solution that unifies your travel and mobility programs.
March 18, 2022
Q&A Report Prepared by Newland Chase
Within one working day, provided there are no technical issues within the MOM; often, delays occur when the MOM carries out system enhancements. However, once the Employment Pass/S Pass has been successfully issued, we have seen card registration appointments for S Pass holders at the MOM Service Centre available at a much later date, i.e. two weeks after the pass is issued. Note that the employee can still start work once the pass has been issued while waiting for the card to be ready.
The only two types of work visa in Singapore are the Employment Pass and S Pass. If a person is in Singapore for company familiarization/training (three months), then the company should consider a Training Employment Pass (TEP).
Based on the information available on the MOM website, Dependent’s Pass (DP) holders can get an Employment Pass, S Pass or Work Permit if they wish to work in Singapore. The prospective employer must apply on their behalf, and the relevant qualifying salaries, quotas and levies of the respective work passes will apply. DP holders who get a Work Permit:
We recommend that the employer verifies the candidate’s vaccination status by requesting a copy of their proof of vaccination.
Work Pass Exemptions (WPE) are issued for certain short-term activities in Singapore without a Work Pass. For a full list of eligible activities, check the Singapore immigration website. If the interns are undertaking job training, the WPE route will not apply to them. The company may consider applying for a TEP or Work Holiday Pass (WHP).
This is not mandatory; however, the employer is encouraged to submit the DP application once the EP has been approved. If the EP application is unsuccessful, all of the other passes submitted along with the EP application will be rejected.
The MOM does not specify a requirement for employers to keep a copy of their employees’ vaccination certificates.
The employer is obligated to inform and ensure that the foreign employee/ foreigner:
We don’t have any information about this at the moment. You may refer to the authorities’ websites to check for this information if there are any news/ updates around the travels/activities for visitors into Singapore.
Yes, an appointed employment agency can post the job vacancy on MCF on behalf of the employer.
As part of the “collation of the personal information” process, we will collect from the employee a copy of their vaccination certificate for verification of the information provided.
Travelers who are no longer required to present a VTP upon arrival in Singapore do not need to do anything further about the VTP that has already been applied for.
For details on the criteria to be considered fully vaccinated, please check the Singapore immigration website.
The company may choose not to include the MCF ad in the EP application. However, the company must still practice fair hiring and consider all candidates fairly.
The Work Pass application must be submitted within three months from the job advertisement expiry date.
For renewal applications, the changes will apply from September 2023 – one year later to give businesses enough time to adjust.
Long-Term Pass holders (excluding Work Permit holders) are no longer required to apply for a VTP.
This is correct. The salary threshold for S Pass holders in the financial service sector is only introduced this year which will be effective September 2022.
Unsupervised self-administered ARTs will no longer be required on days 2 to 7 after arrival in Singapore.
Penalties for discrimination cases may include work pass debarment for up to 12 – 24 months (new and renewal applications). The MOM will prosecute errant employers or key personnel who make false declarations that they have considered all candidates fairly. Employers convicted of false declaration under the Employment of Foreign Manpower Act will face imprisonment of up to two years, or a fine up to S$20,000, or both.
This white paper was prepared by Newland Chase. View as a downloadable PDF
Gain practical knowledge and up-to-date information on common types of work authorization, application requirements and qualifying criteria, visa options for dependent family members, the latest updates on the Fair Consideration Framework, minimum salary levels, the MOM eServices processes and COVID-19 related travel processes. This session is a must for all HR and mobility managers and anyone interested in improving their company’s talent mobility strategy in the APAC region. Watch now.
Need Support Evaluating the Immigration and Business Travel Strategies Discussed? Contact us today to receive expert advice tailored to your organization. Reach out to your dedicated Newland Chase representative or contact us to schedule a consultation.
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