FROM Jun 1, employers in Singapore can hire work permit holders from more countries in certain sectors or for specific occupations, with more roles joining the list in September.
This will allow firms to “build a more skilled and resilient workforce”, said Minister for Manpower Tan See Leng at his ministry’s Committee of Supply debate on Thursday (Mar 6).
Work permit holders can be hired from non-traditional source (NTS) markets in the construction, marine shipyard and process industries, as well as for specified manufacturing and services roles on the NTS Occupation List.
The current NTS markets are Bangladesh, India, Myanmar, the Philippines, Sri Lanka, and Thailand. From Jun 1, Bhutan, Cambodia and Laos will be included.
Calling it a “good move”, Association of Small and Medium Enterprises (Asme) president Ang Yuit noted that hiring from traditional sources can be challenging due to availability constraints or higher costs.
From Sep 1, three roles will be added to the NTS Occupation List: heavy-vehicle drivers; manufacturing operators; and cooks, replacing the earlier occupation of “cooks in Indian restaurants”.
Noting that manufacturers have “consistently requested” the addition of such manufacturing operator roles, Singapore Manufacturing Federation president Lennon Tan said the move will especially alleviate shortages in “labour-intensive operator roles that have proven challenging to fill”.
These countries have “untapped talent pools” that could offer motivated and trainable workers suitable for various operator roles that are critical to operations, he said.
“Industries such as precision engineering, electronics manufacturing and aerospace have experienced considerable operational disruptions due to persistent manpower gaps, impacting overall productivity and competitiveness,” he added.
Restaurant Association of Singapore president Benjamin Boh said the expansion gives businesses a wider hiring pool and “greater flexibility in staffing”.
But Singapore Contractors Association Ltd president Lee Kay Chai cautioned that integrating workers from new source countries requires careful planning and transition support.
“Beyond recruitment, it is essential to ensure that they adapt well to local working conditions, industry safety standards, and cultural differences,” he said. “Employers will also need to support their acclimatisation in areas such as language, food, and daily living.”
Translation apps may help overcome language barriers, while smooth onboarding can be facilitated through structured training, he added.
Ang Wee Seng, executive director of the Singapore Semiconductor Industry Association (SSIA), noted that workers from Bhutan, Cambodia, and Laos are as yet untested in the semiconductor sector.
“Workforce quality and skills readiness remain key considerations. While broader talent access is beneficial, ensuring that incoming workers meet the industry’s needs will be essential,” he said.
Helping firms retain experienced workers
Nonetheless, SSIA’s Ang welcomed two other moves that will allow companies to retain experienced workers.
From Jul 1, all work permit holders will no longer face a maximum employment period. The maximum period currently ranges from 14 to 26 years, depending on a worker’s skill and industry.
While work permit holders will still be subject to a maximum employment age, this will be raised to 63, from the current 60, to align with Singapore’s retirement age.
The maximum age for new work permit applications will be raised to 61 years, up from 50 for non-Malaysians and 58 for Malaysians.
Asme’s Ang noted that this will also reduce training costs for businesses. “When someone, whether local or foreign, works with you, they develop skills and experience. If they leave, companies must retrain new hires, which incurs significant costs.”
