Singapore Announces Major Reforms to Foreign Worker Employment Rules

Article Highlights
Off On

Singapore is implementing groundbreaking changes to its foreign workforce policies, aimed at providing businesses more flexibility in the employment and retention of migrant workers. The announcement, made by Manpower Minister Tan See Leng, underscores a strategic shift in addressing post-pandemic labor demands. As global economies rebound and adjust to new realities, these reforms signify Singapore’s commitment to maintaining its position as a competitive hub for business while ensuring the sustainability of its labor market.

Removal of Employment Caps

Beginning July 1, 2025, Singapore will abolish the existing caps on how long a migrant worker can stay employed in the country. Historically, work permit holders were subject to restrictive employment limits, ranging from 14 to 26 years. This cap has often posed challenges for businesses depending on seasoned foreign workers whose skills and experience are critical to their operations. By removing these limits, the government aims to provide employers greater autonomy in managing their workforce, enabling them to retain skilled individuals who have already contributed significantly to their business growth.

Importantly, this change will not apply to migrant domestic workers who will remain under the existing regulations. The policy targets sectors facing acute labor shortages, allowing employers more flexibility to sustain their workforce. Minister Tan emphasized that retaining experienced foreign workers aligns with broader economic objectives, helping businesses avoid the disruptions associated with high employee turnover. This move is expected to attract and keep talent, ensuring that Singapore remains competitive in various industries.

Extended Employment Age Limits

Another crucial aspect of the reforms is raising the maximum employment age for work permit holders from 60 to 63 years, effective immediately. This adjustment ensures alignment with the local retirement age, thereby closing the gap between local and foreign worker policies. Consequently, new work permit applications for individuals over 61 years will no longer be accepted. This change represents a significant shift towards inclusivity, allowing older and more experienced workers to continue contributing to the economy.

Historically, non-Malaysian applicants were required to be below 50 years of age, restricting the talent pool to younger individuals. By extending the age limit, the government recognizes the value of experience and the contribution that older workers can make. This policy acknowledges the evolving demographics of the labor force and the importance of maintaining a diverse and seasoned workforce. It offers businesses access to a broader range of skills and experiences, which are particularly valuable in industries that rely on specialized knowledge and expertise.

Expanded Non-Traditional Sources (NTS) Occupation List

Effective September 1, 2025, the Non-Traditional Sources (NTS) Occupation List will be expanded to include a wider array of roles, such as heavy vehicle drivers, various manufacturing operator positions, and cooks for all general cooking roles, which were previously limited to Indian cuisine. By broadening the range of occupations eligible for foreign worker recruitment, the government aims to ease labor shortages in high-demand sectors and provide businesses with a more robust talent pipeline.

This policy change allows employers to tap into a diverse talent pool from countries like Bhutan, Cambodia, and Laos, which are newly included in the NTS hiring pool. The expansion is designed to address the specific needs of industries experiencing labor shortages and to promote a more flexible and dynamic labor market. Additionally, the move bolsters Singapore’s efforts to maintain its position as a global trading and business hub by ensuring that critical sectors have access to the necessary workforce.

Extension of Manpower for Strategic Economic Priorities (M-SEP) Scheme

The Manpower for Strategic Economic Priorities (M-SEP) scheme, which permits companies to hire additional foreign workers beyond standard quotas, will see its approval duration extended from two to three years starting May 1, 2025. This extension provides businesses with enhanced flexibility, allowing them greater leeway in managing their recruitment processes to better align with economic strategies and industry needs. The longer approval timeframe underscores a strategic initiative to support growth in sectors that are crucial to Singapore’s economic trajectory.

Aligning closely with efforts to meet rising labor demands, especially in strategic sectors, the M-SEP scheme facilitates a smoother hiring process and ensures that businesses can plan their workforce requirements with greater certainty. This move is particularly beneficial for industries such as technology, finance, and manufacturing, where the demand for skilled labor is high. By extending the approval period, the government demonstrates a proactive approach in fostering a conducive environment for business operations and growth.

Increased S Pass Salary Requirements

Effective September 1, 2025, the minimum qualifying salary for S Pass holders across most sectors will increase. Salaries will rise from $3,150 to $3,300, with even higher requirements for older candidates. In the financial services sector, the salary minimum will see a significant hike from $3,650 to $3,800, reflecting the higher wage standards within the industry. These salary adjustments are aimed at ensuring fair wage practices, balancing business cost management with the need for competitive compensation.

By increasing the minimum salary requirements, the government aims to moderate the cost challenges businesses face while maintaining a strong and competitive labor market. These adjustments ensure that wages align with living standards and market conditions, promoting a fair and sustainable labor environment. The policy reflects broader economic goals to attract and retain skilled workers by offering competitive salaries that mirror industry standards.

Enterprise Workforce Transformation Package

Singapore is rolling out substantial changes to its foreign workforce policies to give businesses greater flexibility in hiring and retaining migrant workers. On the forefront of this initiative is Manpower Minister Tan See Leng, who recently announced these transformative measures. These changes mark a pivotal response to the shifting labor needs post-pandemic. As economies worldwide begin to recover and adapt to new circumstances, Singapore’s reforms highlight its dedication to staying competitive in the global market. The country’s strategy is not just about economic competitiveness but also about ensuring that its labor market remains resilient and sustainable. By proactively adjusting its policies, Singapore aims to balance the immediate demand for labor with long-term market stability, thereby reinforcing its status as a key global business hub. This strategic reform demonstrates Singapore’s forward-thinking approach to economic and workforce challenges, ensuring it remains an attractive destination for both businesses and skilled workers alike.

Explore more

Creating Gen Z-Friendly Workplaces for Engagement and Retention

The modern workplace is evolving at an unprecedented pace, driven significantly by the aspirations and values of Generation Z. Born into a world rich with digital technology, these individuals have developed unique expectations for their professional environments, diverging significantly from those of previous generations. As this cohort continues to enter the workforce in increasing numbers, companies are faced with the

Unbossing: Navigating Risks of Flat Organizational Structures

The tech industry is abuzz with the trend of unbossing, where companies adopt flat organizational structures to boost innovation. This shift entails minimizing management layers to increase efficiency, a strategy pursued by major players like Meta, Salesforce, and Microsoft. While this methodology promises agility and empowerment, it also brings a significant risk: the potential disengagement of employees. Managerial engagement has

How Is AI Changing the Hiring Process?

As digital demand intensifies in today’s job market, countless candidates find themselves trapped in a cycle of applying to jobs without ever hearing back. This frustration often stems from AI-powered recruitment systems that automatically filter out résumés before they reach human recruiters. These automated processes, known as Applicant Tracking Systems (ATS), utilize keyword matching to determine candidate eligibility. However, this

Accor’s Digital Shift: AI-Driven Hospitality Innovation

In an era where technological integration is rapidly transforming industries, Accor has embarked on a significant digital transformation under the guidance of Alix Boulnois, the Chief Commercial, Digital, and Tech Officer. This transformation is not only redefining the hospitality landscape but also setting new benchmarks in how guest experiences, operational efficiencies, and loyalty frameworks are managed. Accor’s approach involves a

CAF Advances with SAP S/4HANA Cloud for Sustainable Growth

CAF, a leader in urban rail and bus systems, is undergoing a significant digital transformation by migrating to SAP S/4HANA Cloud Private Edition. This move marks a defining point for the company as it shifts from an on-premises customized environment to a standardized, cloud-based framework. Strategically positioned in Beasain, Spain, CAF has successfully woven SAP solutions into its core business