Work Permit: hiring an existing process worker
If you are in the process sector, you can hire existing workers without them having to leave Singapore first. Find out the requirements and how to apply.
At a glance
| Who are eligible |
Existing process workers from Non-Traditional Sources (NTS), North Asian sources (NAS), or People’s Republic of China (PRC). Note: You can also find out about hiring existing Malaysian workers. |
|---|---|
| When you can apply |
With the existing employer’s agreement: If the Work Permit has a validity of 14 days or more, you may proceed tosubmit a Work Permit application. If the worker's Work Permit is expiring in less than 14 days, you first need to apply for pre-approval from MOM. You will need the existing employer to sign the consent form. Without the current employer's agreement: From 40-21 days before the worker's current Work Permit expires. |
Why hire an existing worker
You may consider hiring workers who are already in Singapore to:
- Benefit from experienced workers and a faster deployment time.
- Save on the cost of bringing in new workers.
Transferring existing workers with current employer's agreement
If the current employer agrees, you can apply for existing workers while their Work Permits are valid. Their Work Permit must have a remaining validity of at least 14 days.
Apply for a transfer worker
As an existing employer, what could I do to keep my workers
As an existing employer, you are given priority to renew your workers’ Work Permits.
If you want to keep your workers, you should renew their Work Permits early, upon receiving the renewal notice.
When your workers’ Work Permits are within 40 to 21 days from expiry, another employer can apply for new Work Permits for them without your consent.
We will SMS or email your WP Online administrator if another employer submits an application for your worker.
If the new employer’s application is approved:
- You can continue to employ the worker, as long as the existing Work Permit is valid.
- You will remain responsible for the upkeep and maintenance of the workers until the new Work Permit is issued under the new employer.
- You are responsible for settling any outstanding salary while the worker was under your employment.
Roles and responsibilities
Please see the table below to find out the current and new employers’ responsibilities during the transfer of a migrant worker within their own business sector:
| Work Permit status | Who is responsible for worker's upkeep, maintenance and repatriation | What you need to do next | ||
|---|---|---|---|---|
| With current employer: Live With new employer: Approved |
Current employer |
Current employer: Discuss and agree with new employer on the date to get the new Work Permit issued. New employer: Get the pass issued before the IPA expires or earlier if the current employer agrees. |
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| With current employer: Live With new employer: IPA expired, withdrawn or cancelled |
Current employer | Current employer: You may renew the Work Permit (if eligible), or send the worker home. New employer: No further action needed. |
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| With current employer: Expired/Cancelled With new employer: Approved |
New employer | Current employer: No action needed. New employer: Get the Work Permit issued now to avoid any overstaying fine. Submit a request if you need more time to get the pass issued. |
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| With current employer: Expired With new employer: IPA withdrawn or cancelled before the worker’s Work Permit expires. |
Current employer | Current employer: You may renew the Work Permit (if eligible), or send the worker home. New employer: No action needed. |
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| With new employer: Expired With current employer: IPA withdrawn or cancelled after the worker’s Work Permit expires. |
New employer | Current employer: No action needed. New employer: You need to arrange to send the worker home. |
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