From 1 September 2023, EP candidates must pass a two-stage eligibility framework. In addition to meeting the qualifying salary (Stage 1), EP candidates must pass a points-based Complementarity Assessment Framework (COMPASS) (Stage 2).
COMPASS enables employers to select high-quality foreign professionals, while improving workforce diversity and building a strong local core. It is a transparent system that gives businesses greater clarity and certainty for manpower planning.
COMPASS will apply to:
New applications from 1 September 2023
Renewals for passes expiring from 1 September 2024.
Exemption from COMPASS
Your candidate is exempted from COMPASS if they fulfil any of these conditions:
Earning at least $22,500 fixed monthly salary (similar to the prevailing Fair Consideration Framework job advertising exemption from 1 September 2023).
Applying as an overseas intra-corporate transferee under the World Trade Organisation’s General Agreement on Trade in Services or an applicable Free Trade Agreement that Singapore is party to.
Filling a role on a short-term basis, i.e. 1 month or less.
I am a HR professional and am happy to assist should you require.
Starting 1 July, 3,000 Waste Management workers will benefit from the Progressive Wage Model. They will enjoy annual wage increases from 2023 to 2028, clear career pathways, and opportunities for upskilling.
By then, all recommendations by the Tripartite Workgroup on Lower-Wage Workers will come into effect, benefitting up to 9 in 10 full-time lower-wage workers. This is made possible through the strong support from unions, employers, and the general public.
Let’s continue to uplift our lower-wage workers, and build a more inclusive society together!
This could happen to anyone.
Assuming that one’s age will affect work performance, and ability to do more, is a bias that prevents people with the right experience and enthusiasm from contributing at work. It’s time we end workplace discrimination by knowing and acting on them fast. Together, let’s do our part to create a fair and inclusive workplace for all.
Workplace discrimination. Know it to end it.
Visit tafep.sg for assistance on workplace discrimination.
In the August 2021 National Day Rally, Prime Minister Lee Hsien Loong stated that Singapore would be taking steps to enshrine into law the current workplace anti-discrimination guidelines. To date, there are only guidelines regarding fair treatment in the workplace by the Tripartite Alliance for Fair & Progressive Employment Practices (TAFEP). Singapore does not currently have any legislation which expressly prohibits discrimination per se. Yet, this is set to change as the government has decided to enshrine the TAFEP guidelines in law. This would help to expand the range of measures that could be taken against errant companies.
Strong employee engagement leads to excellent results. This is why HOPE Technik prioritises regular engagement with their employees to understand their needs.
As such, they are able to implement targeted work-life practices that result in a more productive environment, and improved trust between employees and their supervisors.
Find out more about Work-Life Harmony at tafep.sg.
From 14 Feb 2022, individuals 18 years old and above will only be considered fully vaccinated for 270 days after the last dose in their primary vaccination series. To maintain your fully vaccinated status, you will need to get your booster dose. Only fully vaccinated workers are allowed to return to the workplace. Do remember to get your booster dose as soon as you are eligible!
When times are tough, retrenchment is sometimes inevitable. But companies must always conduct retrenchments in a responsible and sensitive manner.
Social media, and the ability to be anonymous, offers employees an easy way to voice their distress when they perceive their organisation and HR department to be ineffective.
Workforce planning may include succession planning, labor demand and supply forecasting, talent management, risk management, skills audit gap analysis, career planning , outsourcing. Forward thinking companies position themselves effectively taking into the emergence of agile workforce and the new environment- Covid tend to
1 shift their talent strategy to focus less on talent acquisition and more on talent access
2 deconstruct certain jobs into discrete work streams and projects that call for talents and expertise
3 invest in training managers on how to lead and manage teams of a mosaic of talents
4 implement a centralized platform that breaks works into projects , matches work needs to skill supply and the importance of cross functional activities.
The expert is only a phone call away and we are happy to be of value added to you. Please call 9436 2866 / 9435 9199 to chat on your needs.
An agile workforce can have multiple benefits and this is the new environment we are going to be in the right space.
A positive work environment should be among the most important factors to consider when choosing the right company to work for. Which is why you should always use the Tripartite Standards as a benchmark to identify supportive employers who have implemented good workplace practices for the employees.
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Wish all a Happy Mooncake Festival.
Ministerial Statement by MOM – Min Tan See Leng
Most media reported on Min/MOM’s ministerial statement in Parliament where he highlighted how Singaporeans could compete strongly and fairly for jobs, including fighting discrimination in the workplace, noting that all employers should comply with the Fair Consideration Framework. One of the requirements was to advertise jobs on the MyCareersFuture portal before submitting work pass applications, which had been extended to a minimum period of 28 days instead of 14, so local job seekers could have more time to respond to job openings. Meanwhile, Min/MOM stressed that TAFEP handled an average of 170 nationality discrimination cases, with half of the complaints from the wholesale and retail trade, administrative and support services, and other service activities. Min/MOM said that MOM would increase its efforts on clamping down on employers with discriminatory employment practices.
Apart from fighting discrimination, Min/MOM pointed out that upskilling and training were vital in helping Singaporeans remain competitive. He stressed that the Government had invested heavily in retraining and skills development for the transition of displaced workers to a different job within or another industry. He was also quoted as saying that the Government extended the SGUnited Jobs and Skills Package in the Budget announcement in February. He emphasised that these programmes were in addition to long-standing programmes such as WSG’s career conversion programmes, and that WSG had also set up the SGUnited Jobs and Skills Centres in all 24 HDB towns to make Singapore’s career matching services even more accessible to locals. Further, the Retrenchment Taskforce led by WSG and supported by NTUC’s e2i had also reached out to nearly all retrenched local workers in 2020, citing that two-thirds of those who took up the Taskforce’s employment facilitation assistance found jobs within 6 months. Additionally, he highlighted the purpose of the 23 ITMs, and quoted former Min/MOM Lim Swee Say’s remarks that the Government will work hard to ensure the employability of Singaporeans by upgrading their skills and staying relevant.
Some media further reported on the 4,200 intra-corporate transferees working in Singapore, which had remained consistently small. Despite the exemption from the Fair Consideration Framework requirement that required firms to advertise jobs on the MyCareersFuture portal, Min/MOM pointed out that none of the Free Trade Agreements, including the India-Singapore Comprehensive Economic Cooperation Agreement (CECA), gave intra-corporate transferees unfettered access to our labour market. Noting on Singaporean’s worries about the growth of EP holders at the expense of local professionals and discrimination against local job seekers and workers, Min/MOM assured that they would continue to refine the system to deliver good jobs, livelihoods and a thriving economy for Singaporeans. Min/MOM underscored that the Government’s goals were for locals to enjoy better jobs and a higher standard of living and to stamp out discriminatory practices to ensure a fair playing field and to protect Singaporean workers.
HCCS (Human Capital Consulting & Services Singapore) a specialist in human resources who will make a difference to our clients’ business and its bottom line and we aim to delight and exceed customers’ expectation by providing value added services. Learn more about us.
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The Employment Act (EA) was enacted in 1968 to ensure reasonable employment standards while balancing businesses’ need to stay competitive. It has been amended to extend better protection for more workers and improve employment standards, while allowing flexibility for employers where there are practical business concerns.
Amendments to the Employment Act
Under the amended Employment Act, you can expect better protection for more workers, more flexibility for employers, and enhanced enforcement of standards. The changes took effect on 1 April 2014.