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Employer Compliance
No, you are not eligible for maternity leave.
However, you are entitled to adoption leave if you meet the eligibility criteria.
Yes. The foreign worker quota varies according to the sectors with industry specific rules and regulations.
From 1 April 2018, employers are no longer required to bear the pregnancy-related medical costs incurred by their S Pass holders. This is to achieve a better balance of the medical obligations between employers and S Pass holders.
However for S Pass holders covered under the Employment Act, employers must still:
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- Bear the medical consultation fees, which refers to the component of the medical bill that states “consultation” or “consultation fee”.
- Provide maternity benefits.
No. Employers are not legally required to provide medical insurance for Employment Pass (EP) holders.
However, many employers choose to offer medical insurance as part of the employment package to attract and retain talent.
Is maternity leave applicable to foreign female employees? Yes, as long as foreign employees meet the eligibility criteria.
You can update your contact details using EP Online.
You can update your contact details using EP Online.
Use the quota calculator below to plan how many Work Permit and S Pass holders your company can hire based on your sector and workforce.
Note: If you’re checking for services sector, please remember to choose the correct year, e.g. 2026.
Copy & paste the below link to calculate foreign worker quota:
https://www.mom.gov.sg/passes-and-permits/work-permit-for-foreign-worker/foreign-worker-levy/calculate-foreign-worker-quota
No, an Employment Pass holder (EP) can only work for one employer at a time.
All work pass holders must only work for their designated employer. They must not take on additional jobs or engage in activities to earn additional income in Singapore. This also applies to training pass holders doing on-the-job training.
No, a Work Permit holder can only work for one employer at a time.
All work pass holders must only work for their designated employer. They must not take on additional jobs or engage in activities to earn additional income in Singapore. This also applies to training pass holders doing on-the-job training.
When an female employee is pregnant, it is a sensitive period for her and her family. For many, it is a life-changing experience.
The law recognises that it is wrong to add to the burden and stress of pregnancy. Hence, pregnant employees have certain maternity protections during this period.
Dismissing an employee because of pregnancy is against the law. Employers should treat pregnant employees fairly and assess them on their merits and the requirements of the job. If a decision is taken to dismiss an employee, it must be based on relevant and objective performance criteria, and after a thorough inquiry.
Furthermore, a pregnant employee has maternity protection if she has been at her job for at least 3 months. This means that if a pregnant employee is dismissed without sufficient cause, or is retrenched, the employer is still required to pay her maternity benefits.
If you have not been paid your maternity leave benefits, you can approach MOM for assistance.
No, an Employment Pass holder (EP) can only work for one employer at a time.
All work pass holders must only work for their designated employer. They must not take on additional jobs or engage in activities to earn additional income in Singapore. This also applies to training pass holders doing on-the-job training.
No. The Dependant Pass (EP) holder of Employment Pass (EP) is allowed to work only with Letter Of Consent (LOC). The LOC holder is not allowed to work multiple Employers (jobs). The Employer should apply for LOC. After obtaining the approval of LOC, the DP holder can start to work. The LOC is tied up with the validity of the EP holder.
No.
Employer must contribute or pay SDL for all employees working in Singapore, including:
- employees employed on permanent, part-time, casual and temporary basis
- foreign employees on Work Permits, S Pass, Employment Pass, Personalised Employment Pass holders and LOC (Letter Of Consent) holders.
The SDL for foreign employees is in addition to the Foreign Worker Levy payable to the Ministry of Manpower.
Designate driving as a secondary job function
What are the requirements
You must fulfil all of the following:
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- Worker holds a valid driving licence recognised by the Traffic Police.
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- The driving role must only take up a minor part of the worker’s productive hours.
- The number of workers that you can designate to drive cannot be more than 20% of your firm’s total workforce.
If approved, these drivers are only allowed to drive cars or light good vehicles, i.e. Class 3 licence. They cannot be deployed to drive Class 4 vehicles, which include tipper trucks or concrete trucks, as these are meant for dedicated, full-time drivers.
How to apply
You can re-designate your existing workers using the “Change Worker’s Occupation” function on WP Online.
For new workers, you can apply for their work permits under one of the following occupations (depending on the sector they are working in):
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- Construction Worker-cum-Driver.
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- Process Maintenance & Construction Worker-cum-Driver.
- Marine Trades Worker-cum-Driver.
Yes, an employer of a Foreign Domestic Worker (FDW) can appeal against a fine imposed by the Ministry of Manpower (MOM).
For pass holders (work pass holders or dependants) who meet any of these conditions, business employers or employment agents can use this form to appeal for a refund of the overstaying fines:
• Pass holders have obtained legal stay from the Immigration & Checkpoints Authority (ICA).
• There was a delay in the processing of the pass holders’ pass extension requests.
The appeal must be submitted to MOM within the stipulated deadline stated in the notice, together with supporting documents and a clear explanation of the circumstances. MOM will review the case based on its merits, including whether there were valid reasons, mitigating factors, or evidence of compliance efforts.
However, approval is not guaranteed. Employers should ensure the appeal is well-supported, timely, and factually justified to improve the chances of a favourable outcome.
Yes.
For pass holders (work pass holders or dependants) who meet any of these conditions, business employers or employment agents can use this form to appeal for a refund of the overstaying fines:
• Pass holders have obtained legal stay from the Immigration & Checkpoints Authority (ICA).
• There was a delay in the processing of the pass holders’ pass extension requests.
No. Employer cannot reject employee’s resignation. Employee has the right to resign at any time, by serving the required notice or by paying compensation to the employer in lieu of notice.
Note: It is an offence for employers to disallow employees to leave their job.
Employees have the right to resign at any time, by serving notice or by compensating the employer with salary-in-lieu.
As a work pass is meant for employment, employers must cancel an employee’s Employment Pass (EP), S Pass or Work Permit within 1 week after employment ends.
Employers cannot use the refusal to cancel the work pass as a threat or retaliation for employment or contract disputes. If there is a dispute, both employers and employees should try to resolve it amicably or seek mediation. For salary disputes, you can approach TADM for assistance.
If your employer refuses to cancel your work pass after you have resigned and served your notice, you can contact MOM for assistance.
No. Employer cannot reject employee’s resignation. Employee has the right to resign at any time, by serving the required notice or by paying compensation to the employer in lieu of notice.
Note: It is an offence for employers to disallow employees to leave their job.
Yes. If you wish to become a Singapore permanent resident, you can apply through the Immigration and Checkpoints Authority (ICA). The application will be assessed based on ICA’s PR criteria.
Changing, conversion or upgrading of Migrant Domestic Worker (MDW) to S Pass. If you hold a Work Permit and wish to apply for an S Pass, first ensure that you are eligible for the S Pass by using the S Pass self-assessment tool at MOM website at: www.mom.gov.sg. If you meet the requirements, your employer can then apply for an S Pass for you.
Note: Your employer should apply for the S Pass early.
You can remain in Singapore while the application is being made, as long as your Work Permit is valid. Your employer doesn’t have to cancel the Work Permit before the S Pass is approved.
If your Work Permit is expiring before you get the S Pass application outcome, your employer can request to extend your Work Permit using WPOL e-services. The extension is subject to MOM’s approval.
Upgrading or conversion from Work Permit to S Pass is open to all Nationalities.
Yes.
For pass holders (work pass holders or dependants) who meet any of these conditions, business employers or employment agents can use this form to appeal for a refund of the overstaying fines:
• Pass holders have obtained legal stay from the Immigration & Checkpoints Authority (ICA).
• There was a delay in the processing of the pass holders’ pass extension requests.
In most of the cases, you will be required to pay the Fines for overstaying first and then only you could be able to appeal to get the refund of Fines from MOM.
Forms for appeal submission
| For excluding FDW employers: https://form.gov.sg/#!/5c6be1b83b87480017625311 |
| For FDW employers: https://form.gov.sg/#!/5f681af8051c700012d25947 |
Yes. You can apply for an Employment Pass (EP) while you are in Singapore on a valid visit pass.
However, you cannot start working until the EP is approved and issued by the Ministry of Manpower (MOM).
If approved, you may need to complete formalities such as issuance procedures before commencing employment.