Singapore
Work Permits
Impact date: 1 July 2025 Major changes to Singapore’s Work Permit framework have taken effect. The maximum employment duration cap has been removed, and the work age limit has increased from 60 to 63, aligning with the local retirement age. These changes aim to help employers retain skilled and experienced foreign workers for longer.
Employer implications/action needed Employers should note these changes as they offer greater flexibility in workforce planning and retention of experienced Work Permit holders.
Employer risk N/A
S Pass eligibility
Impact date: 1 September 2025 The minimum qualifying salaries for S Pass holders has increased – rising to at least $3,300 for most sectors (except financial services) and $3,800 for the financial sector, with higher thresholds for older applicants. These adjustments align S Pass salaries with the top third of local Associate Professionals and Technicians. Additionally, the S Pass Basic/Tier 1 levy increased from $550 to $650, while the Tier 2 levy remains unchanged.
Employer implications/action needed Employers should review their hiring plans to account for these higher salary and levy costs.
Employer risk N/A
Review of Employment Act
Impact date: Awaiting details to be announced. On 4 August 2025, the Tripartite Workgroup, co-chaired by leaders from the Ministry of Manpower, National Trades Union Congress, and Singapore National Employers Federation, convened its first meeting to develop recommendations for the review of the Employment Act 1968 (the “Employment Act”). The tripartite partners agreed on the scope and focus areas of work in order to account for the changing labor force profile, evolving forms of work and challenging economic landscape. This would include ensuring adequate protection for different groups of workers and streamlining the Employment Act to reduce regulatory and compliance costs for businesses. More details will be shared later this year.
Employer implications/action needed Employers should monitor upcoming announcements on the Employment Act review, as potential changes may impact employment terms and HR practices. Early awareness will help ensure timely adjustments, if needed.
Employer risk N/A
Public Consultation on Workplace Fairness Second Bill
Impact date: N/A The Ministry of Manpower (MOM) has launched a public consultation on the Workplace Fairness Act (WFA) Second Bill, which will set out the procedures for resolving workplace fairness disputes and making claims. The consultation will run from 26 August 2025 to 19 September 2025.
The First Bill, passed in January 2025, strengthened protections against workplace discrimination. The upcoming Second Bill will address:
· the resolution of workplace fairness disputes
· the appropriate judicial forum for such claims and
· union representation in claims
Employer implications/action needed Employers should be prepared for more structured dispute resolution processes and possible greater union involvement. It would be prudent to review existing HR and grievance-handling policies to ensure they can withstand scrutiny under the new framework.
Employer risk N/A
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