A checklist before applying for a Singapore Employment Pass

In Singapore, the benefit of securing an Employment Pass (EP) for a foreign employee is immense. This is because employers, in an EP application, face neither the restriction of foreign workers quota nor the additional costs of foreign workers levy, which are applicable in other types of work visas prevalent here such as the work permit and S Pass.

But EP applications are tricky. More so, with the Fair Consideration Framework (FCF) in place since August this year, employers in Singapore need to be judicious in their application for an EP, which is normally issued to professionals, managerial personnel, executives, or specialists with good work experience.

Thus, it's always advisable to be reasonably sure about securing an EP approval before initiating the application process, which otherwise can turn out to be a waste of time, money, and other resources.

Below is a checklist of important considerations that every employer and foreigner must go through before approaching the Ministry of Manpower (MOM) with an EP application.

General advisory

• If the employer belongs to a niche industry that requires personnel with specialised skills-set to function, or an established company with a very successful track-record, securing an EP is relatively easy.
• It also helps if the applicant's skills-set compliments the local work-force and not compete with it.
• If the prospective employee is a native of tier one countries/region, his or her EP application will most likely be approved.

Do a self-check

Use the Self-Assessment Tool (SAT) on MOM’s web portal to assess whether a candidate meets the EP requirements. A positive SAT indicates a high probability of the EP application being successful.

Use jobsbank.gov.sg

Under FCF, every firm (few are exempted though) wishing to hire foreigners must first advertise the particular position on www.jobsbank.gov.sg – a portal operated by Singapore Workforce Development Agency, for 14 days before it can make an EP application.

Unless the employer employs less than 25 employees, or the recruitment is for a job that pays more than S$12,000 per month, or the EP application is for an intra-corporate transfer, or the job is for a short-term contingency (less than one month of employment), make sure this criterion is fulfilled.

Else, MOM will reject the EP application.

Pay appropriate salaries

Do note that MOM takes a very stringent view of the fixed monthly salary intended to be paid to the foreign applicant.

Thus, while for a young graduate's application who is from a good academic institution with decent grades S$3,300 per month salary may be enough to secure an EP, higher salary bracket would be required if an employer wants to hire an experienced foreign professional.

For middle-level positions and skilled technicians, the salary range must be above S$4,500 per month. For senior-level hiring such as CEOs and CFOs, the monthly compensation must cross S$8,000.

The good news though is that MOM doesn't have a list of approved institutions with respect to evaluating an applicant's qualifications. As such every application is evaluated case-by-case basis, with appropriate weightage given to work experience of the applicant, a proven track record, and skills-set.