Response to Transient Workers Count Too's (TWC2) articles on In-Principle Approval for migrant workers

On 9 and 15 May 2024, Transient Workers Count Too (TWC2) published two articles, “Blocked from switching to another job, a worker forced to work for same employer” and “Understanding the IPA”. We are addressing the inaccurate claims and assertions in the TWC2 articles below.

Article #1: Blocked from switching to another job, a worker forced to work for same employer

TWC2 stated that MOM’s work permit application system is open to abuse, as employers and employment agencies can submit a work permit application as long as they have the personal data of the foreigner.

There are safeguards in place to prevent such abuse. Employers are required to obtain the worker’s written consent before submitting a work permit application. They are also required to furnish proof of the worker’s written consent upon request by MOM, failing which the worker’s In-Principle Approval (IPA) will be cancelled. Employers who submit work permit applications without obtaining workers’ consent are in breach of the law and will face financial penalties.

TWC2 also mentioned that Rosdai Pacis was exploiting the work application system to prevent Eman (not their real names) from working for a new employer.

Based on Eman’s employment records, Rosdai Pacis submitted work permit applications in September 2016 and October 2022, where the IPAs had expired due to Pacis’s failure to proceed with work permit issuance. MOM did not receive any information that Eman had not provided his consent for these work permit applications. There were also no work permit applications submitted by other employers during these periods. MOM is investigating the case and will take the appropriate actions if there are contraventions.

TWC2 further claimed that the exploitation of MOM’s work permit system by Rosdai Pacis amounted to forced labour.

Migrant workers in Singapore have the option to change employers within 21 to 40 days before the expiry of their work permits without requiring consent from their current employers. This ensures that in situations where the migrant worker and employer are unable to mutually agree on a renewal, the migrant worker can move to another employer and continue working in Singapore. The policy today balances the interests of both parties - employers’ need certainty in their manpower planning, and employees’ having the flexibility to change employers.

Article #2: Understanding the IPA

According to TWC2’s survey with 21 migrant workers, they raised issues stemming from a lack of understanding of the IPA, and called for more to be done to educate migrant workers on their employment rights.

MOM educates migrant workers on their employment rights and obligations through various touchpoints during their time in Singapore. Migrant workers are educated on their rights and responsibilities when they first arrive in Singapore at the Onboard centre. In addition, MOM disseminates information via guidebooks which are made available in the workers’ native languages as well as our social media channels, to help them adjust to working and living in Singapore. These resources also include channels where migrant workers can seek assistance to resolve employment issues.