20 September 2022

Enhancements to Singapore’s Work Pass Framework Part 2: Talent Comparable to Top 10% of the Employment Pass (“EP”) Holders 新加坡工作准证框架之改进措施(系列二):涉及前10%的就业准证(”EP”)持有人的改进

On 29 August 2022, the Ministry of Manpower (“MOM”), together with the Ministry of Trade and Industry and the Ministry of Communications and Information, announced four enhancements to Singapore’s work pass framework to better attract top talent and experienced tech professionals in areas of skill shortages.
新加坡人力部 (“MOM”) 、新加坡贸易和工业部与新加坡通信和信息部在2022 年 8 月 29 日联合宣布了对新加坡现有工作准证框架的四项改进措施,旨在更好地吸引在技能短缺的领域的顶尖人才和经验丰富的技术专业人士前来新加坡工作、定居。

  1. The four enhancements include:
  2. the introduction of the Overseas Network & Expertise Pass (“ONE Pass”);
    引入顶级专才准证(“ONE Pass”);
  3. a new benchmark pegged to the top 10% of Employment Pass (“EP”) holders;
    引入与前 10% 的就业准证 (“EP”) 持有人有关的更新的月薪基准;
  4. shorter Fair Consideration Framework (“FCF”) job advertising duration and faster processing time for all EP applications; and
  5. longer EP duration for experienced professionals filling specific tech occupations on the upcoming Complementarity Assessment Framework (“COMPASS”) Shortage Occupation List.

In this article, we discuss the new benchmark pegged to the top 10% of EP holders. If you are interested in learning more about the ONE Pass, please click the link below:
https://mp.weixin.qq.com/s/BDb7ZOhYdqU5Sfu1H73QVQ .

本文重点讨论与前 10% 的就业准证持有人有关的更新的月薪基准。若有兴趣了解更多有关于ONE Pass的信息,请点击我们律所之前发布的文章,链接如下:

New benchmark pegged to top 10% of EP holders
涉及前 10% 的就业准证持有人的更新的月薪基准

With effect from 1 September 2023, a new benchmark will be introduced to align the minimum salary requirement for an individual to qualify for certain benefits, such as the Personalised Employment Pass (“PEP”), and exemptions from certain EP requirements.

The new benchmark, which is set at a fixed monthly salary of $22,500 and above, is pegged to the top 10% of EP holders.
新月薪基准的最低适用月薪固定在 22,500 新元及以上,与前 10% 的EP准证持有人有关。


A PEP is an employment pass that is offered only to eligible high-earning foreign professionals. The key distinction between a PEP and an ordinary EP is that a PEP is tied to the individual, while an ordinary EP is tied to a specific employer. Should an individual holding an ordinary EP leave his employer, his EP will be cancelled and he may have to leave Singapore soon after the cancellation of his EP if he fails to find new employment within a short period of time (typically 30 days). However, should an individual holding a PEP leave his employer, his PEP will not be cancelled. In such a situation, the PEP holder merely has to notify MOM of his change in employment status or employer. Furthermore, a PEP holder may stay in Singapore for a continuous period of up to six months without a job to search for new employment.
个人化就业准证是一种仅提供给符合条件的高收入外国专业人士的就业准证。个人化就业准证和普通就业准证之间的关键区别在于 — 个人化就业准证与个人绑定的,而普通就业准证则与特定雇主绑定。如果普通就业准证持有人离开了他的现任雇主,那么他的普通就业准证将被相应取消。若他的普通就业准证被取消后未能在短时间内(通常为30天)内及时找到新的工作,他可能面临必须离开新加坡的窘境。相反的,若PEP就业准证持有人离开了他的雇主,他的个人化就业准证不会被取消。换言之,在PEP就业准证持有人离开前雇主后,其个人化就业准证仍然有效,PEP就业准证持有人只需要及时向新加坡人力部及时报备更换就业状态或更换雇主的情形即可。此外,个人化就业准证持有人可以在没有得到雇佣的情况下在新加坡连续逗留长达六个月的时间旨在在新加坡寻找一份新的工作。

Exemption from COMPASS

From 1 September 2023, an ordinary EP candidate must pass a two-stage eligibility framework: (i) meet the qualifying salary and (ii) pass the points-based COMPASS. Under the points-based COMPASS, EP applicants will be evaluated on four foundational criteria: salary, qualifications, diversity and support for local employment. Additional points can be earned on bonus criteria, which recognise applications that bring in skills in shortage and support strategic economic priorities.
从2023年9月1日起,普通就业准证申请者必须通过两阶段资格评审框架:(i)阶段一:薪酬达标, 与(ii)阶段二:通过补充性评估框架(COMPASS)的积分评估。以积分评估为基础的补充性评估框架(COMPASS)将以四个基本标准来评估申请者是否达标,具体包括:薪酬、资历、多元化及对当地就业的支持。额外的加分部分可以通过特别标准获得,这些标准包括了申请者是否始于新加坡的技术短缺型人才,以及申请者是否可以对新加坡的战略经济优先事项做出贡献。

Individuals with a fixed monthly salary of $22,500 or more will be exempted from the application of COMPASS.

Exemption from FCF

The MOM requires employers who submit EP applications to first advertise the job opening on MyCareersFuture (https://www.mycareersfuture.gov.sg/). However, should the vacancy meet the salary threshold (i.e. a fixed monthly salary of (i) $20,000 (before 1 September 2023), or (ii) $22,500 (from 1 September 2023), employers are exempt from the FCF job advertising requirement.
在常规情况下,新加坡人力部(MOM)要求有关雇主首先在MyCareersFuture (https://www.mycareersfuture.gov.sg/)上发布职位空缺。但是,如果职位空缺的基本月薪达到工资门槛(即(i)20,000 新元(2023 年 9 月 1 日之前);或(ii)22,500 新元(从 2023 年 9 月 1 日起))的月薪门槛,那么有关雇主则无需在公平审议框架平台(MyCareersFuture)上发布相关招聘广告。

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