A recent enforcement case involving the misuse of Singapore work passes has resulted in a jail sentence—highlighting the real and serious consequences of non-compliance with the Employment of Foreign Manpower Act (EFMA).
In this instance, work passes were issued under false pretenses—no actual job, no real employment, just declarations on paper. While the case may seem extreme, it underscores a critical truth:
🔍 Even well-intentioned employers can unintentionally breach EFMA requirements without clear internal processes and due diligence.
With MOM stepping up audits and enforcement, it’s more important than ever for HR, operations, and business leaders to understand the boundaries of lawful employment practices.
Identify red flags in work pass applications and understand what constitutes a false declaration under EFMA
Clarify whether foreign employees can work remotely from outside Singapore—and the implications for tax, EP/S Pass renewals, and MOM compliance
Understand how medical coverage and repatriation obligations differ based on contract terms
Learn from real enforcement cases and implement preventive safeguards
Don’t wait for a compliance issue to arise. Take proactive steps to protect your organization and your workforce.
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