- Singapore Employment Pass updates
The Ministry of Manpower has raised the qualifying salaries for the Employment Pass (“EP”) as follows:
- An increase from S$5,000 to S$5,500 per month for all sectors except Financial Services, with a progressive increment with age 23 up to S$10,700 for applicants aged 45 and above instead of the current qualifying salary of S$10,500.
- An increase from S$5,500 to S$6,200 per month for the Financial Services sector, with a progressive increment with age 23 up to $11,800 for applicants aged 45 and above instead of the current qualifying salary of S$11,500.
These revised qualifying salaries will be effective for:
- New EP applications starting from January 1, 2025, and
- Renewal of EP applications for EPs expiring from January 1, 2026.
The new changes to the Singapore EP application include implementing the Complementarity Assessment Framework (“COMPASS”).
The first stage to get an EP is to meet the qualifying salary, and the second is to pass a points-based assessment. COMPASS assesses every EP application based on a holistic set of individual and firm-related attributes, focusing on enabling employers to select high-quality foreign professionals while improving workforce diversity and building a strong local core.
Please note that the COMPASS for new EPs applications is mandatory since September 1, 2023, and is mandatory for renewals of EPs expiring as from September 1, 2024.
- Clarification on the Tripartite Guidelines on Flexible Work Arrangement Requests (“TG-FWAR”)
In an oral response to parliamentary questions regarding the TG-FWAR, the Ministry of Manpower (“MOM”) clarified that flexible work arrangements (“FWAs”) do not equate to work from home only and can include flexi-time and flexi-load arrangements.
The MOM emphasized the importance of employees and employers discussing arrangements that address their respective needs and constraints and highlighted the resources which the Tripartite Alliance for Fair Employment Practices (“TAFEP”) and the Institute for Human Resource Professionals (“IHRP”) will be rolling out this year, such as self-help resources which can already be found on the TAFEP’s website and monthly briefings for all employers beginning from May 2024.
The TAFEP will also provide more guidance to help employers understand the types of FWAs they can offer to employees with different needs, such as senior employees who may prefer flexi-load, or mobility-challenged workers who may need telecommuting arrangements. Employers may also tap on grants such as the Productivity Solutions Grant to offset the costs of adopting FWAs, such as for consultancy services to redesign jobs or business processes and upgrade their IT systems to support FWAs.
- Updates in parental leaves
During his National Day Rally speech on Sunday August 18, 2024, the Prime Minister of Singapore announced changes concerning paternity leave (i) and shared parental leave (ii).
Paternity leave
Currently, eligible fathers with Singapore citizen children are entitled to 2 weeks of government paid paternity leave with the option for employers to grant an additional 2 weeks of government paid paternity leave on a voluntary basis.
However, from April 1, 2025, the additional two weeks of government paid paternity leave (which employers currently have the option to offer on a voluntary basis) will be made mandatory. As such, eligible fathers with Singapore citizen children born on or after Aril 1, 2025 will be entitled to 4 weeks of government paid paternity leave.
Shared parental leave
Currently, eligible fathers with Singapore citizen children may share up to 4 weeks of their spouse’s government paid maternity leave.
However, with effect from April 1, 2025, an additional 6 weeks of government paid shared parental leave will be provided on top of maternity leave to be shared between the parents.
With effect from April 1, 2026, the additional 6 weeks of government paid shared parental leave (to be in effect from 1 April 2025) will be increased to 10 weeks of government paid shared parental leave.
- Updates in regulations for Workplace Safety and Health (“WSH”)
Two significant measures has been implemented by The Multi-Agency Workplace Safety and Health Taskforce from June 1, 2024.
These two new measures are aimed at reducing the number of workplace death and incidents under the Workplace Safety and Health Act (WSHA)’s Subsidiary Legislation. These measures are (i) increased penalties for maximum fines for safety breaches and (ii) video surveillance system requirements for companies in the construction sector.
Increase in Maximum Fines for Safety Breaches
The maximum fine for the first conviction of offences which are a major cause of serious harm (i.e. death, serious bodily injury, or dangerous occurrence) has been increased from SGD 20,000 to SGD 50,000.
The maximum fine for the first conviction of offences which are not a major cause but contribute to serious harm is SGD 20,000.
The maximum fine for the first conviction of less serious offences that are procedural or administrative in nature is S$10,000 and below.
The increase in the maximum fines aims to strengthen ownership and accountability of WSH.
Employers must ensure that directors and senior employees are aware of the increased penalties associated with safety breaches under the WSHA Subsidiary Legislation.
Mandatory installation of Video Surveillance System
All construction sites with a contract sum of S$5 million and above will be required to install VSS at worksite locations where high-risk work activities are conducted. Further details may be found in the WSH Guide on Video Surveillance System published by the WSH Council.
By enabling remote monitoring and video capture, this aims to deter unsafe workplace behaviours, provide valuable training resources for companies, and offer insights for investigations of safety incidents.