Singapore Work Permit New Changes: Check New Eligibility and Application Process

Singapore has announced sweeping reforms to its Singapore Work Permit framework, introducing significant changes to eligibility rules and employment conditions for foreign workers. The Ministry of Manpower (MOM) said on 12 October 2025 that the new measures aim to support economic competitiveness while protecting local employment opportunities.

Singapore Work Permit New Changes

A Major Shift in Foreign Labour Policy

In a statement, Minister for Manpower Tan See Leng said the new rules “reflect Singapore’s commitment to remaining open to global talent while safeguarding opportunities for Singaporeans.”

The Singapore Work Permit is the primary employment pass for low- and semi-skilled foreign workers in sectors such as construction, manufacturing, and services. The latest reforms will remove the previous maximum employment duration cap and raise the permissible working age, allowing companies to retain experienced workers for longer periods.

MOM stated that the reforms are intended to strengthen workforce stability while reducing frequent turnover, a challenge for many labour-reliant industries.

Removal of Employment Duration Cap

One of the most notable reforms is the removal of the maximum employment duration for Work Permit holders.

Previously, most permit holders faced a cap of up to 14 years, depending on their sector and country of origin. From 1 July 2025, foreign workers can continue employment indefinitely as long as they meet eligibility requirements and employers comply with sector quotas.

“This change will help reduce the cost of training and improve productivity in the long term,” said Dr. Kenneth Sim, a labour economist at the National University of Singapore. “Retaining experienced workers means businesses can focus more on operational efficiency and less on constant recruitment.”

Higher Age Ceiling and Expanded Source Countries

MOM has raised the maximum employment age for Work Permit holders to 63 years, while new applicants can be up to 61 years old. The change is expected to benefit industries with a high proportion of older foreign workers.

The government will also expand the Non-Traditional Source (NTS) country list, allowing employers to hire from Bhutan, Cambodia, and Laos. This is the first expansion of the NTS list in more than a decade.

“This expansion gives businesses a wider pool of talent and improves workforce resilience,” MOM said in its official statement.

Industry associations welcomed the change, noting that it could ease labour shortages in construction and process sectors.

Changes to the S Pass: Salary and Levy Adjustments

In addition to the Work Permit reforms, MOM announced increases to the S Pass qualifying salary. From 1 September 2025, the minimum qualifying salary will rise from S$3,150 to S$3,300 for most sectors and S$3,800 for the financial services sector.

Levy rates will also be harmonised at S$650 per month for Tier 1 S Pass holders, up from S$550.

These adjustments are designed to align the S Pass wage floor with the top third of local Associate Professionals and Technicians. “This ensures that the S Pass remains a channel for skilled foreign talent rather than a substitute for local labour,” MOM said.

Eligibility Conditions Remain Strict

Despite the reforms, core eligibility conditions for Work Permit holders remain in place:

• Workers must be at least 18 years old.
• Employers must comply with the Dependency Ratio Ceiling (DRC), which limits the proportion of foreign workers in each sector.
• Applicants must come from eligible source countries and work in approved occupations.
• Employers must pay the required foreign worker levy and provide insurance coverage.

Sectors such as construction and marine will continue to require workers to complete safety courses and settling-in programmes before starting employment.

Updated Application Process

The Work Permit application process remains largely unchanged but has been updated to reflect new eligibility rules:

1. Employer application: Submit through MOM’s WP Online system with a S$35 fee.
2. In-Principle Approval (IPA): Issued by MOM if eligibility is met.
3. Security bond and insurance: Required for non-Malaysian workers.
4. Arrival and pass issuance: Workers enter Singapore with IPA, followed by permit issuance.
5. Ongoing compliance: Employers must ensure continued eligibility and levy payment.

According to MOM, most applications are processed within one week.

Industry Response and Economic Context

The reforms come at a time when Singapore faces tightening labour markets and rising operating costs. According to government data, foreign workers make up about 37% of Singapore’s total workforce.

The Singapore National Employers Federation (SNEF) said in a statement that the changes will “improve workforce stability and support long-term productivity goals.”

However, labour groups have urged the government to ensure that the reforms do not lead to excessive dependency on foreign labour. “We must balance economic growth with local job protection,” said Chee Meng, Secretary-General of the National Trades Union Congress (NTUC).

Forward Outlook

MOM has said it will closely monitor the impact of the policy changes and adjust quotas or levy rates if needed. Analysts believe the reforms may help address chronic manpower shortages in critical industries while reinforcing the position of local workers in the labour market.

“The success of this policy depends on how well it balances flexibility with control,” Dr. Sim said. “It’s a significant structural shift, not just a technical tweak.”

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