MOM's latest updates: What HR in Singapore needs to act on now
From enforcement against fictitious EP records to stronger protections for whistleblowers, the Ministry of Manpower (MOM) has set clear expectations. Here's what matters for HR - and what to do next.
1) MOM is cracking down on fictitious EP recruitment records
MOM took enforcement action against an average of 140 employers each year (2023-2025) for not fairly considering locals. Cases include token job ads on MyCareersFuture and false declarations in EP applications.
Penalties range from warnings to debarment from hiring foreign workers for up to 24 months. Complicit foreign hiring managers may face work pass revocation and debarment from employment in Singapore.
- Audit all job postings and selection notes. Document fair consideration consistently.
- Ban "token" listings. Only post roles you're ready and willing to fill.
- Train hiring managers and recruiters on fair consideration and EP declarations.
- Centralise approvals for EP-related submissions to reduce compliance risk.
2) AI-linked retrenchments sit under "business restructuring"
MOM tracks reasons for retrenchment under broader categories. Since 2024, business restructuring accounts for 60%-70% of retrenchments - which can include productivity and efficiency moves tied to AI and other tech.
Expect continued monitoring of AI's impact, but don't wait for new categories to do right by your people.
- Classify retrenchments accurately and keep evidence for audits.
- Run skills impact assessments before tech rollouts; plan redeployment where possible.
- Offer targeted reskilling for roles at risk and for managers leading AI-enabled teams. See practical AI upskilling options.
- Engage unions and communicate early to reduce anxiety and attrition.
3) Safety reporting via SnapSAFE is rising - and it's working
In 2025, MOM received about 1,700 SnapSAFE reports. Across 2024-2025, roughly 70% of reports led to enforcement actions, mostly warnings.
The message is clear: workers are speaking up, and MOM is acting.
- Make reporting simple and safe. Promote channels, including SnapSAFE.
- Close the loop fast: acknowledge, investigate, and share fixes.
- Run regular site walks with supervisors; log hazards and corrective actions.
- Recognise teams that report hazards early - don't punish messengers.
4) "Ghost jobs" aren't the main reason job mobility fell
MOM attributes lower job switching mainly to reduced labour turnover, driven by lower resignation rates since 2022 as market tightness eased and uncertainty grew in 2025. With fewer exits, there are fewer replacement roles.
There may be isolated cases of token postings, and MOM investigates those on feedback - but the bigger force is cautious movement.
- Plan workforce needs on real workload forecasts, not assumed churn.
- Be transparent in ads: salary ranges, must-haves vs nice-to-haves, hiring timelines.
- Stop placeholder postings. They waste candidate time and raise compliance risk.
- Strengthen internal mobility so you fill more roles without relying on external supply.
5) Stronger protections for whistleblowers in bullying cases are coming
The Tripartite Advisory urges employers to prevent and manage harassment and ensure whistleblowers aren't penalised. Workers facing retaliation can seek help from TAFEP.
When the Workplace Fairness Act takes effect at end-2027, employers must implement formal grievance handling for harassment and discrimination, protect confidentiality where possible, and are prohibited from retaliating against employees with genuine grievances. Financial penalties may apply for retaliation.
- Publish a zero-tolerance policy for harassment and retaliation.
- Set up confidential reporting (multiple channels) and clear investigation SLAs.
- Train managers on conduct, documentation, and how to avoid retaliatory behavior.
- Track cases to closure and communicate outcomes while protecting identities. See the Tripartite Advisory on Managing Workplace Harassment.
What this means for HR
The throughline is simple: fair hiring, responsible restructuring, safer workplaces, and real protection for people who speak up. The bar is rising - in enforcement and in expectations.
- Tighten compliance around EP hiring and job ads.
- Pair AI adoption with reskilling, redeployment, and honest comms.
- Make safety reporting frictionless and response times short.
- Build a grievance system you're proud to defend in front of MOM.
Do these well and you reduce risk, raise trust, and keep talent - even in a cautious market.
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