FOURTH SCHEDULE
Regulation 4(2) to (5)
Conditions and regulatory conditions of work permit
Part I
Conditions to be Complied With by Employer of Foreign
Employee Who Is Domestic Worker ISSUED WITH WORK PERMIT
1.  Except as the Controller specifies otherwise in writing, the employer is responsible for —
(a)the upkeep and maintenance of the foreign employee in Singapore, including the provision of adequate food and medical treatment; and
(b)bearing the costs of such upkeep and maintenance.
[S 143/2017 wef 01/04/2017]
2.  The employer shall provide safe working conditions and take such measures as are necessary to ensure the safety and health of the foreign employee at work. This includes —
(a)not permitting the foreign employee to clean the outward facing side of any window not located on the ground level or not facing a common corridor if the window is not fitted with a grille securing against any adult extending any part of his body beyond the window ledge except his arms; and
(b)in the case of a window referred to in sub-paragraph (a) fitted with a grille of the description specified in that sub-paragraph, not permitting the foreign employee to clean the outward facing side of the window unless at all times during the cleaning process —
(i)the grille is locked or secured in a manner that prevents the grille from being opened;
(ii)the foreign employee remains inside the room;
(iii)no part of the foreign employee’s body extends beyond the window ledge except the arms; and
(iv)the foreign employee is supervised by the employer, or an adult representative of the employer, who is reasonably capable of conducting such supervision and is aware of the requirements in sub-paragraphs (i), (ii) and (iii).
3.  Subject to paragraph 2, the employer shall, so far as is reasonably practicable, ensure that the life or personal safety of the foreign employee is not endangered during and in the course of employment, and that the foreign employee acts in a manner which is in accordance with the work practices stipulated by the Controller in its training courses and relevant safety and training materials.
4.  The employer shall provide acceptable accommodation for the foreign employee. Such accommodation must be consistent with any written law, directive, guideline, circular or other similar instrument issued by any competent authority.
[S 563/2013 wef 03/09/2013]
5.  The employer must ensure that the foreign employee resides only at one or more of the following addresses:
(a)the residential address stated in the work permit;
(b)any other residential address approved in writing by the Controller.
[S 143/2017 wef 01/04/2017]
6.  The employer shall pay not less than the fixed monthly salary due to the foreign employee not later than 7 days after the last day of the salary period. Any salary period agreed between the employer and foreign employee shall not exceed one month.
[S 563/2013 wef 03/09/2013]
7.  Except where the foreign employee is on no-pay leave outside Singapore, the employer shall, regardless of whether there is actual work for the foreign employee but subject to any other written law, pay the foreign employee not less than —
(a)the amount declared as the fixed monthly salary in the work pass application submitted to the Controller in relation to the foreign employee; or
(b)if the amount of fixed monthly salary is at any time subsequently revised in accordance with paragraph 5A of Part II, the last revised amount.
Such payment must be made not later than 7 days after the end of each salary period, which shall be agreed between the employer and the employee and which in no case shall exceed one month.
[S 563/2013 wef 03/09/2013]
7A.  In paragraphs 6, 7 and 7B, “fixed monthly salary” means the sum of basic monthly salary and fixed monthly allowances.
[S 563/2013 wef 03/09/2013]
7B.  In paragraph 7, “revised amount” means the fixed monthly salary that is revised in accordance with paragraph 5A of Part II.
[S 563/2013 wef 03/09/2013]
7C.  “Basic monthly salary” means all remuneration payable monthly to a foreign employee that does not vary from month to month on any basis in respect of work done under his contract of service. However, basic monthly salary does not include —
(a)any allowances however described;
(b)any form of overtime payment, bonus, commission or annual wage supplements;
(c)any in-kind payments;
(d)any form of reimbursements, including for expenses incurred by the foreign employee in the course of his employment;
(e)any productivity incentive payments;
(f)any contributions payable by the employer to any pension or provident fund, including any contributions made on the foreign employee’s behalf; or
(g)any gratuity payable on the discharge, retrenchment or retirement of the foreign employee.
[S 563/2013 wef 03/09/2013]
7D.  “Fixed monthly allowances” means all allowances payable monthly to a foreign employee that do not vary from month to month on any basis. However, fixed monthly allowances shall not include any payments listed in paragraph 7C(b) to (g).
[S 563/2013 wef 03/09/2013]
8.  The employer shall bear any medical expenses incurred by the foreign employee for any medical examination required by the Controller.
9.  The employer shall not ill-treat the foreign employee, and shall not cause or knowingly permit the foreign employee to be ill-treated by any other person. A foreign employee is ill-treated if —
(a)the foreign employee is subjected to physical or sexual abuse, or to criminal intimidation;
(b)the employer or other person does, or causes the foreign employee to do, any act which causes or is likely to cause injury to the health or safety of the foreign employee;
(c)the employer or other person neglects or abandons the foreign employee in circumstances which cause or are likely to cause injury to the health or safety of the foreign employee; or
(d)the employer or other person commits an act detrimental to the welfare of the foreign employee.
10.  The employer of the foreign employee shall grant the foreign employee —
(a)adequate rest daily; and
(b)where the work permit is issued or renewed before 1st January 2013, rest day(s) in accordance with the terms of the employment contract between them.
11.  Paragraphs 12, 13 and 14 shall apply to any work permit issued on or after 1st January 2013 pursuant to any application for new or renewal work permit.
12.  Subject to paragraph 13, the employer shall grant the foreign employee a rest day without pay for every 7-day period (including Sunday and public holidays). The rest day must be any day within the 7-day period and must be mutually agreed between the employer and the foreign employee.
13.  Notwithstanding paragraph 12, the employer does not have to grant a rest day to the foreign employee if there is a prior written agreement mutually agreed between the employer and the foreign employee —
(a)for the foreign employee to work in lieu of the rest day; and
(b)for the foreign employee to be compensated for working in lieu of the rest day with either —
(i)a replacement rest day without pay. The replacement rest day must be a day within the same month as the rest day to be taken and must be mutually agreed between the employer and the foreign employee; or
(ii)a monetary compensation which shall not be less than the rate of pay for one day’s work of the foreign employee,
and the foreign employee is compensated in accordance with the prior written agreement.
14.  For the purposes of paragraphs 12 and 13 —
(a)a Sunday or public holiday shall be regarded as a rest day only if the employer and foreign employee mutually agree that the Sunday or public holiday is a rest day;
(b)if a 7-day period referred to in paragraph 12 falls between 2 months, the employer and the foreign employee shall mutually agree on a day within either of the 2 months to be the replacement rest day;
(c)the prior written agreement referred to in paragraph 13 must be mutually agreed between the employer and the foreign employee prior to the foreign employee working in lieu of the rest day;
(d)in calculating the rate of pay for one day’s work under paragraph 13(b)(ii), the rate of pay for one day’s work shall be the foreign employee’s monthly rate of pay divided by 26; and
(e)any monetary compensation provided in lieu of the rest day must be paid by the employer to the foreign employee together with the next earliest monthly salary due to the foreign employee.
15.  The employer shall not cause or knowingly permit the foreign employee to be engaged in any illegal, immoral or undesirable conduct or activity.
16.  The employer shall not retain possession of the foreign employee’s original work permit and visit pass and shall allow the foreign employee to retain possession of the foreign employee’s work permit and visit pass.
17.  The employer shall inform the Controller of any change to the employer’s residential address stated in the work pass application form within 14 days after such a change.
18.  If the foreign employee dies while in Singapore, the employer shall —
(a)bear the cost of either —
(i)burial of the body in Singapore;
(ii)cremation of the body in Singapore and return of the ashes to the country of origin; or
(iii)return of the body to the country of origin,
with the foreign employee’s family deciding on burial, cremation or return of the body;
(b)bear the cost of returning the foreign employee’s belongings to the foreign employee’s family; and
(c)pay to the administrators of the foreign employee’s estate any outstanding salaries or moneys due from the employer to the foreign employee.
19.  The employer shall not demand or receive any sum or other benefit from an employment agency or any other person in connection with the employment or change in employment of a foreign employee.
Cancellation of work permit and visit pass and duties before or upon repatriation of foreign employee
20.  The employer shall return the work permit and visit pass to the Controller within 7 days after the cancellation of the work permit.
20A.  Except as the Controller specifies otherwise in writing, the employer is responsible for —
(a)the upkeep and maintenance of the foreign employee in Singapore, including the provision of adequate food and medical treatment; and
(b)bearing the costs of such upkeep and maintenance.
[S 143/2017 wef 01/04/2017]
20B.  The employer shall ensure that the foreign employee has acceptable accommodation in Singapore. Such accommodation must be in accordance with the requirements in any written law, directive, guideline, circular or other similar instrument issued by any competent authority.
[S 563/2013 wef 03/09/2013]
21.  Subject to paragraph 22, the employer shall repatriate the foreign employee to the international port of entry that affords reasonable access to the foreign employee’s hometown within the foreign employee’s home country when the work permit or visit pass of the employee expires or is cancelled or revoked and if the employee is not earlier employed by another employer. In the event of any dispute about the international port of entry to which the foreign employee shall be repatriated, the dispute shall be referred to the Controller, whose decision shall be final.
22.  The employer may repatriate the foreign employee to a destination other than that specified in paragraph 21 —
(a)if the foreign employee so requests, and the Controller is informed by the employer of the employer’s intention to do so, before the repatriation occurs; or
(b)if the Controller so determines.
23.  The employer shall bear the cost associated with repatriating the foreign employee at any time except where the Controller permits otherwise. The employer shall ensure that all outstanding salaries or moneys due from the employer to the foreign employee have been paid before the foreign employee’s repatriation.
Part II
REGULATORY CONDITIONS TO BE COMPLIED WITH BY EMPLOYER
OF FOREIGN EMPLOYEE WHO IS DOMESTIC WORKER ISSUED WITH
WORK PERMIT
1.  The employer shall control and supervise the foreign employee. The foreign employee shall be under the employer’s direct employment.
2.  The employer shall not permit the foreign employee to be employed by or contracted to any other person or business to do work for that person or business.
3.  The employer must employ the foreign employee to perform only household and domestic duties at one or more of the following addresses:
(a)the residential address stated in the work permit;
(b)any other residential address approved in writing by the Controller.
[S 143/2017 wef 01/04/2017]
4.  The employer shall purchase and maintain medical insurance with coverage of at least $15,000 per 12-month period of the foreign employee’s employment (or for such shorter period where the foreign employee’s period of employment is less than 12 months) for the foreign employee’s in-patient care and day surgery except as the Controller may otherwise provide by notification in writing.
4A.  Except as the Controller specifies otherwise in writing, where an application for a work permit is made on or after 1 October 2017 in respect of a foreign employee, the employer must —
(a)purchase and maintain personal accident insurance —
(i)to cover permanent disability, or death, by accident to the foreign employee (called in this paragraph and paragraph 4B the insured foreign employee);
(ii)with coverage of at least $60,000; and
(iii)to cover the period of the insured foreign employee’s employment with the employer, until the insured foreign employee is repatriated or is employed by another employer; and
(b)make a claim on behalf of the insured foreign employee in the event of such an accident within 30 days after the date of the accident.
[S 547/2017 wef 01/10/2017]
4B.  In paragraph 4A, “accident” means a sudden, unforeseen and unexpected event, whether or not arising out of or in the course of employment, and whether or not in Singapore, but does not include —
(a)any pre‑existing medical condition suffered by the insured foreign employee;
(b)any psychiatric or nervous or mental disorder suffered by the insured foreign employee;
(c)any sexually‑transmitted disease, AIDS (Acquired Immune Deficiency Syndrome) or ARC (AIDS Related Complex) or other communicable disease, suffered by the insured foreign employee;
(d)any pregnancy, childbirth, miscarriage, abortion, sterilisation, menopause, or any complication arising from any of these conditions, suffered by the insured foreign employee;
(e)the effect or influence of any alcohol or drug on the insured foreign employee (other than when administered according to a prescription of a registered medical practitioner);
(f)any ionising radiation or contamination by radioactivity from the combustion of nuclear fuel or nuclear waste or similar activity, suffered by the insured foreign employee;
(g)any hazardous sport engaged in by the insured foreign employee, including any winter sport (such as skiing or snowboarding), underwater activity (such as snorkelling or scuba diving), aerial activity (such as taking a helicopter tour or para‑gliding) or motor sport (such as motorcycle racing or motor car racing);
(h)any unlawful act of, or wilful exposure to danger (other than in an attempt to save human life) by, the insured foreign employee;
(i)any suicide, attempted suicide or any self‑inflicted injury by the insured foreign employee, or any attempt by the insured foreign employee to cause self‑inflicted injury;
(j)any war, war‑like situation, civil war, mutiny, rebellion, revolution or act of terrorism; or
(k)any foreseeable strike, riot or civil commotion.
[S 547/2017 wef 01/10/2017]
5.  If the foreign employee so requests, the foreign employee’s salary shall be paid through direct transfer into the foreign employee’s bank account in a bank established in Singapore. The employer shall maintain a record of the monthly salary paid to the foreign employee that is accessible to the foreign employee upon request and produce the record upon request by any public officer acting in his official capacity.
5A.—(1)  The employer shall not —
(a)reduce the foreign employee’s basic monthly salary or fixed monthly allowances to an amount less than that declared as such in the work pass application submitted to the Controller in relation to the foreign employee; or
(b)increase the amount of fixed monthly deductions to more than that declared as such in the work pass application submitted to the Controller in relation to the foreign employee,
except with the foreign employee’s prior written agreement.
(2)  Before implementing such reduction or increase, as the case may be, the employer shall inform the Controller in writing of the proposed reduction or increase, as the case may be.
[S 563/2013 wef 03/09/2013]
5B.  In paragraph 5A —
“basic monthly salary” means all remuneration payable monthly to a foreign employee that does not vary from month to month on any basis in respect of work done under his contract of service. However, basic monthly salary does not include —
(a)any allowances however described;
(b)any form of overtime payment, bonus, commission or annual wage supplements;
(c)any in-kind payments;
(d)any form of reimbursements, including for expenses incurred by the foreign employee in the course of his employment;
(e)any productivity incentive payments;
(f)any contributions payable by the employer to any pension or provident fund, including any contributions made on the foreign employee’s behalf; or
(g)any gratuity payable on the discharge, retrenchment or retirement of the foreign employee;
“fixed monthly allowances” means all allowances payable monthly to a foreign employee that do not vary from month to month on any basis. However, fixed monthly allowances shall not include any payments listed in paragraphs (b) to (g) of the definition of “basic monthly salary”.
[S 563/2013 wef 03/09/2013]
6.  The employer shall send the foreign employee for a medical examination by a medical practitioner registered under the Medical Registration Act (Cap. 174) as and when directed by the Controller.
7.  If the foreign employee contravenes any of the work permit conditions applicable to the foreign employee, and the employer has knowledge of the contravention, the employer shall inform the Controller and, if required by the Controller, apply for the cancellation of the foreign employee’s work permit and visit pass and comply with any other instruction from the Controller with respect to the contravention.
8.  The employer shall pay the monthly foreign employee levy through General Interbank Recurring Order (GIRO) or by such other means as may be approved by the Controller in writing.
9.  If the foreign employee goes missing, the employer shall inform the Controller within 7 days after the employer becomes aware of the foreign employee going missing.
10.  If the foreign employee dies while in Singapore, the employer shall inform the Controller within 12 hours after the employer becomes aware of the foreign employee’s death.
Cancellation of work permit and visit pass and duties before or upon repatriation of foreign employee
11.  The employer shall apply for the cancellation of the work permit and visit pass of the foreign employee when the employment of the foreign employee ceases. The employer shall inform the Controller in writing within 7 days after such cessation of employment.
12.  The employer shall give the foreign employee reasonable notice of the foreign employee’s repatriation.
Part III
Conditions to be Complied With by Employer of Foreign
Employee Who Is Not Domestic Worker, WHO IS ISSUED WITH
WORK PERMIT
Upkeep, maintenance and well-being
1.  Except as the Controller specifies otherwise in writing, the employer is responsible for and must bear the costs of the foreign employee’s upkeep (excluding the provision of food) and maintenance in Singapore. This includes the provision of medical treatment, except that and subject to paragraphs 1A and 1B, the foreign employee may be made to bear part of any medical costs in excess of the minimum mandatory coverage if —
(a)the part of the medical costs to be paid by the foreign employee forms not more than 10% of the employee’s fixed monthly salary per month;
(b)the period for which the foreign employee has to pay part of any medical costs must not exceed an aggregate of 6 months of his period of employment with the same employer; and
(c)the foreign employee’s agreement to pay part of any medical costs is stated explicitly in the foreign employee’s employment contract or collective agreement.
[S 563/2013 wef 03/09/2013]
[S 143/2017 wef 01/04/2017]
1A.  In the case where a foreign employee has, prior to 3rd September 2013, been made to bear part of any medical costs in excess of the minimum mandatory coverage in accordance with paragraph 1(a) and (c) for an aggregate period of less than 6 months (referred to as the first period) during his employment with an employer, the foreign employee may continue to be made to bear part of such medical costs in accordance with paragraph 1(a) and (c) on or after 3rd September 2013 for an aggregate period not exceeding the difference between 6 months and the first period if the foreign employee continues in the employment of the same employer.
[S 563/2013 wef 03/09/2013]
1B.  In the case where a foreign employee has, prior to 3rd September 2013, been made to bear part of any medical costs in excess of the minimum mandatory coverage in accordance with paragraph 1(a) and (c) for an aggregate period of 6 months or more during his employment with an employer, the foreign employee shall not be made to bear any more medical costs with effect from 3rd September 2013 while he remains in the employment of the same employer.
[S 563/2013 wef 03/09/2013]
2.  The employer shall provide safe working conditions and take such measures as are necessary to ensure the safety and health of the foreign employee at work. The employer shall also ensure the foreign employee has acceptable accommodation. Such accommodation must be consistent with any written law, directive, guideline, circular or other similar instrument issued by any competent authority.
[S 563/2013 wef 03/09/2013]
3.  The employer shall pay not less than the fixed monthly salary due to the foreign employee not later than 7 days after the last day of the salary period. Any salary period agreed between the employer and the foreign employee shall not exceed one month.
[S 563/2013 wef 03/09/2013]
4.  Except where the foreign employee is on no-pay leave outside Singapore, the employer shall, regardless of whether there is actual work for the foreign employee but subject to any other written law, pay the foreign employee not less than —
(a)the amount declared as the fixed monthly salary in the work pass application submitted to the Controller in relation to the foreign employee; or
(b)if the amount of fixed monthly salary is at any time subsequently revised in accordance with paragraph 6A of Part IV, the last revised amount.
Such payment must be made not later than 7 days after the end of each salary period, which shall be agreed between the employer and the employee and which in no case shall exceed one month.
[S 563/2013 wef 03/09/2013]
4A.  In paragraphs 1, 3, 4 and 4B, “fixed monthly salary” means the sum of basic monthly salary and fixed monthly allowances.
[S 563/2013 wef 03/09/2013]
4B.  In paragraph 4, “revised amount” means the fixed monthly salary that is revised in accordance with paragraph 6A of Part IV.
[S 563/2013 wef 03/09/2013]
4C.   “Basic monthly salary” means all remuneration payable monthly to a foreign employee that does not vary from month to month on any basis in respect of work done under his contract of service. However, basic monthly salary does not include —
(a)any allowances however described;
(b)any form of overtime payment, bonus, commission or annual wage supplements;
(c)any in-kind payments;
(d)any form of reimbursements, including for expenses incurred by the foreign employee in the course of his employment;
(e)any productivity incentive payments;
(f)any contributions payable by the employer to any pension or provident fund, including any contributions made on the foreign employee’s behalf; or
(g)any gratuity payable on the discharge, retrenchment or retirement of the foreign employee.
[S 563/2013 wef 03/09/2013]
4D.   “Fixed monthly allowances” means all allowances payable monthly to a foreign employee that do not vary from month to month on any basis. However, fixed monthly allowances shall not include any payments listed in paragraph 4C(b) to (g).
[S 563/2013 wef 03/09/2013]
5.  The employer shall bear any medical expense incurred by the foreign employee for any medical examination required by the Controller.
6.  The employer shall register or update the foreign employee’s accommodation address in such form or manner as the Controller may determine, within 5 days of the foreign employee moving to a new address. Unless specified, this condition applies as long as the foreign employee is not repatriated.
7.  The employer shall not retain possession of the foreign employee’s original work permit and visit pass and shall allow the foreign employee to retain possession of the foreign employee’s work permit and visit pass.
8.  The employer shall inform the Controller of any change to the business address stated in the work pass application form within 14 days after such a change.
9.  If the foreign employee dies while in Singapore, the employer shall —
(a)bear the cost of either —
(i)burial of the body in Singapore;
(ii)cremation of the body in Singapore and return of the ashes to the country of origin; or
(iii)return of the body to the country of origin,
with the foreign employee’s family deciding on burial, cremation or return of the body;
(b)bear the cost of returning the foreign employee’s belongings to the foreign employee’s family; and
(c)pay to the administrators of the foreign employee’s estate any outstanding salaries or moneys due from the employer to the foreign employee.
10.  The employer shall not demand or receive any sum or other benefit from an employment agency or any other person in connection with the employment or change in employment of a foreign employee.
Cancellation of work permit and visit pass and duties before or upon repatriation of foreign employee
11.  The employer shall return the work permit and visit pass to the Controller within 7 days after the cancellation of the work permit.
11A.  Except as the Controller specifies otherwise in writing, the employer is responsible for —
(a)the upkeep and maintenance of the foreign employee in Singapore, including the provision of adequate food and medical treatment; and
(b)bearing the costs of such upkeep and maintenance.
[S 143/2017 wef 01/04/2017]
11B.  The employer shall ensure that the foreign employee has acceptable accommodation in Singapore. Such accommodation must be in accordance with the requirements in any written law, directive, guideline, circular or other similar instrument issued by any competent authority.
[S 563/2013 wef 03/09/2013]
12.  Subject to paragraphs 13 and 17, the employer shall repatriate the foreign employee to the international port of entry that affords reasonable access to the foreign employee’s hometown within the foreign employee’s home country when the foreign employee’s work permit or visit pass expires or is cancelled or revoked and if the foreign employee is not earlier employed by another employer. In the event of any dispute about the international port of entry to which the foreign employee shall be repatriated, the dispute shall be referred to the Controller, whose decision shall be final.
[S 143/2017 wef 01/04/2017]
13.  The employer may repatriate the foreign employee to a destination other than that specified in paragraph 12 —
(a)if the foreign employee so requests, and the Controller is informed by the employer of the employer’s intention to do so, before the repatriation occurs; or
(b)if the Controller so determines.
14.  The employer shall bear the costs associated with repatriating the foreign employee at any time except where the Controller permits otherwise. The employer shall ensure that all outstanding salaries or moneys due from the employer to the foreign employee have been paid before the foreign employee’s repatriation.
15.  Unless requested by the Controller of Immigration or the Controller of Work Passes, the employer shall not repatriate the foreign employee when such repatriation would frustrate or deny any statutory claim that has been filed before 1 April 2017 by the foreign employee for salary arrears under the Employment Act (Cap. 91), any claim lodged or intended to be lodged by the foreign employee for salary arrears under the Employment Claims Act 2016 (Act 21 of 2016), or work injury compensation under the Work Injury Compensation Act (Cap. 354).
[S 143/2017 wef 01/04/2017]
16.  Except as the Controller specifies otherwise in writing, the employer continues to be responsible for and must bear the costs of the upkeep (including the provision of food and medical treatment) and maintenance of the foreign employee in Singapore who is awaiting resolution and payment of any statutory claim filed before 1 April 2017 for salary arrears under the Employment Act, any tripartite mediation for salary arrears sought under the Industrial Relations Act (Cap. 136), any mediation request submitted or claim lodged for salary arrears under the Employment Claims Act 2016, or any claim for work injury compensation under the Work Injury Compensation Act. The employer must ensure that the foreign employee has acceptable accommodation in Singapore. Such accommodation must be in accordance with the requirements in any written law, directive, guideline, circular or other similar instrument issued by any competent authority. These responsibilities cease upon resolution and payment of the claim for salary arrears or the work injury compensation.
[S 143/2017 wef 01/04/2017]
17.  Despite paragraph 12, the employer must not repatriate a foreign employee if, before the repatriation, the Controller —
(a)notifies the employer that an in‑principle approval has been issued for the foreign employee to be employed by another employer (called in this Part the second‑mentioned employer); and
(b)directs the employer not to repatriate the foreign employee, which direction has not been withdrawn.
[S 143/2017 wef 01/04/2017]
18.  Where the foreign employee is not repatriated by virtue of paragraph 17, the obligations of the employer to the foreign employee under paragraphs 11A, 11B and 16 survive until —
(a)the date of expiry of the foreign employee’s work permit, or the date a work permit is issued for that foreign employee with the second‑mentioned employer, whichever is earlier, unless a notice mentioned in sub‑paragraph (b) is given to the employer; or
(b)if a notice is given by the Controller to the employer before the date of expiry of the work permit requiring the employer to continue to be responsible for the foreign employee, the date stated on the notice (which date must not be later than 30 days after the date of expiry of the work permit), or the date a work permit is issued for that foreign employee with the second‑mentioned employer, whichever is earlier.
[S 143/2017 wef 01/04/2017]
Part IV
REGULATORY CONDITIONS TO BE COMPLIED WITH BY EMPLOYER
OF FOREIGN EMPLOYEE WHO IS NOT DOMESTIC WORKER, WHO IS
ISSUED WITH WORK PERMIT
Employment
1.  The employer shall control and supervise the foreign employee. Except as provided in paragraphs 6 to 12 of Part V, the foreign employee shall be under the employer’s direct employment.
2.  The employer shall not permit the foreign employee to be employed by or contracted to any other person or business to do work for that person or business.
3.  The employer shall not employ the foreign employee in either an occupation or a sector which is different from that specified in the work permit.
4.  The employer shall purchase and maintain medical insurance with coverage of at least $15,000 per 12-month period of the foreign employee’s employment (or for such shorter period where the foreign employee’s period of employment is less than 12 months) for the foreign employee’s in-patient care and day surgery except as the Controller may otherwise provide by notification in writing. Where the employer purchases group medical insurance policy for his foreign employees, the employer shall not be considered to have satisfied the obligation under this condition unless the terms of the employer’s group medical insurance policy are such that each and every individual foreign employee is concurrently covered to the extent required under the conditions in this Part.
5.  If the foreign employee so requests, the foreign employee’s salary shall be paid via direct transfer into the foreign employee’s bank account in a bank established in Singapore.
6.  The employer shall maintain a record of the monthly salary paid to the foreign employee and produce the record upon request by any public officer acting in his official capacity.
6A.—(1)  The employer shall not —
(a)reduce the foreign employee’s basic monthly salary or fixed monthly allowances to an amount less than that declared as such in the work pass application submitted to the Controller in relation to the foreign employee; or
(b)increase the amount of fixed monthly deductions to more than that declared as such in the work pass application submitted to the Controller in relation to the foreign employee,
except with the foreign employee’s prior written agreement.
(2)  Before implementing such reduction or increase, as the case may be, the employer shall inform the Controller in writing of the proposed reduction or increase, as the case may be.
[S 563/2013 wef 03/09/2013]
6B.  In paragraph 6A —
“basic monthly salary” means all remuneration payable monthly to a foreign employee that does not vary from month to month on any basis in respect of work done under his contract of service. However, basic monthly salary does not include —
(a)any allowances however described;
(b)any form of overtime payment, bonus, commission or annual wage supplements;
(c)any in-kind payments;
(d)any form of reimbursements, including for expenses incurred by the foreign employee in the course of his employment;
(e)any productivity incentive payments;
(f)any contributions payable by the employer to any pension or provident fund, including any contributions made on the foreign employee’s behalf; or
(g)any gratuity payable on the discharge, retrenchment or retirement of the foreign employee;
“fixed monthly allowances” means all allowances payable monthly to a foreign employee that do not vary from month to month on any basis. However, fixed monthly allowances shall not include any payments listed in paragraphs (b) to (g) of the definition of “basic monthly salary”.
[S 563/2013 wef 03/09/2013]
7.  The employer shall send the foreign employee for a medical examination by a medical practitioner registered under the Medical Registration Act (Cap. 174) as and when directed by the Controller.
8.  If the foreign employee contravenes any of the work permit conditions applicable to the foreign employee, and the employer has knowledge of the contravention, the employer shall inform the Controller and, if required by the Controller, apply for the cancellation of the foreign employee’s work permit and visit pass and comply with any other instruction from the Controller with respect to the contravention.
9.  The employer shall pay the monthly foreign employee levy through General Interbank Recurring Order (GIRO) or by such other means as may be approved by the Controller in writing.
10.  If the foreign employee goes missing, the employer shall inform the Controller within 7 days after the employer becomes aware of the foreign employee going missing.
11.  If the foreign employee dies while in Singapore, the employer shall inform the Controller within 12 hours after the employer becomes aware of the foreign employee’s death.
Cancellation of work permit and visit pass and duties before or upon repatriation of foreign employee
12.  The employer shall apply for the cancellation of the work permit and visit pass of the foreign employee when the employment of the foreign employee ceases. The employer shall inform the Controller in writing within 7 days after such cessation of employment.
13.  The employer shall give the foreign employee reasonable notice of the foreign employee’s repatriation.
Part V
ADDITIONAL REGULATORY CONDITIONS TO BE COMPLIED
WITH BY EMPLOYER OF FOREIGN EMPLOYEE WHO IS
CONSTRUCTION WORKER OR CONSTRUCTION WORKER-CUM-DRIVER
[S 333/2015 wef 01/06/2015]
Definitions of this Part
1.  In this Part —

“construction site” means any worksite for the purpose of general building construction or civil engineering works;

“employer” means the employer of a foreign employee to whom these conditions apply.

Specified activities
2.  The employer may only allow the foreign employee to perform the following specified activities at or within a construction site:
Basic construction
(1)erection of any building or part thereof;
(2)renovation of any building or part thereof;
(3)installation of roofs;
(4)waterproofing of basement, roofs and wall;
(5)erection of perimeter fences and gates;
(6)concrete repairs, which encompass the reinforcement of structures and joints through the use of cement-sand-mortar mix, the injection of slurry into the joints and cracks in concrete structures, and the application of spraying of cement-sand-mortar onto surfaces of reinforced concrete works;
(7)repainting and minor non-structural repair of buildings and existing structures;
Roadworks
(8)marking and painting of roads;
(9)laying asphalt;
(10)laying underground pipes and the subsequent reinstatement of roads and other surfaces;
(11)installation of underground cables and subsequent reinstatement of roads and other surfaces;
Specialised installation activities
(12)installation of integrated signposting systems for complexes, airports and shopping centres;
(13)installation of cold rooms and ventilation systems;
(14)installation of microprocessor or computer based control systems, such as integrated environmental control, fire and security computer control systems, and industrial process control systems;
(15)installation of communications system, such as intercom and wireless radio, and security systems, such as closed circuit television, security alarms, car park security control and card access systems;
(16)installation of central antenna television systems;
(17)installation of electrical based systems such as switch gears, transformers and large generators, including electrical installations in buildings;
(18)installation of fire alarms, fire prevention and fire protection systems;
(19)installation of low-tension and high-tension overhead wires, and poles for overhead cable and street lighting;
(20)installation of lifts, escalators and travelators;
(21)installation of mechanical plant, machinery, power generators and turbines systems;
(22)installation of aluminium, steel, steel alloy and timber structural components, metal scaffolds and curtain walls;
(23)installation of water and gas pipes, sanitary works and plumbing fixtures;
(24)installation of traffic light systems, and the setting-up of signs along roads;
(25)installation of all heavy sheet piles, driven precast reinforced and prestressed concrete piles, bored cast-in-situ piles and timber piles;
Telecommunication works
(26)laying underground telecommunication cables;
(27)laying underground pipes for the purposes of telecommunications;
(28)wiring work within a building for telecommunication purposes;
Earthworks and soil sampling
(29)excavation and earthmoving works;
(30)collection of or removing earth samples for the purpose of investigation and testing services to determine soil classification, strength and composition, and soil stabilisation works such as micro piling, ground anchoring, sand drains and ground grouting;
Landscaping works
(31)provision of landscaping works, excluding grass cutting and nursery works;
Demolition works
(32)general demolition works;
Marine construction works
(33)works involving marine piling and the construction of marine structures such as jetties, wharves, sea and river walls;
Dredging and land reclamation works
(34)works involving the dredging of canals, rivers and offshore waters for the purpose of deepening;
(35)works involving the reclamation of land;
Corrosion protection works
(36)corrosion protection works on metal surfaces and structures, including processes such as cathodic, anodic and electrolytic protection;
Driving
(37)driving vehicles;
Fabrication works
(38)the fabrication of structural precast concrete products, such as slab panels, wall panels, column and beams;
(39)the fabrication of prefabricated steel reinforcement products, such as beam cages and pile cap cages.
[S 333/2015 wef 01/06/2015]
3.  The employer may allow the foreign employee to perform the following activities outside a construction site:
(a)in any case, fabrication works referred to in paragraph 2(38) and (39);
(b)in the case where the foreign employee’s work permit states the occupation as “construction worker-cum-driver” and the employee is in possession of a valid driving licence, driving vehicles on public roads in the course of work.
[S 333/2015 wef 01/06/2015]
4.  Subject to paragraph 6, the employer shall not permit the foreign employee to be employed by or contracted to any other person or business to do work for that person or business.
5.  Subject to paragraph 8(b), the foreign employee shall be under the employer’s direct employment, and the employer shall control and supervise the foreign employee and ensure that the foreign employee performs only the specified activities.
6.  Notwithstanding paragraph 4, an employer may, with the consent of the foreign employee, enter into a contract for the supply of labour with an eligible third party engaged in the construction industry, in relation to a foreign employee to whom the regulatory conditions in this Part and the conditions in Part VI apply.
7.  The employer shall verify the eligibility of the third party with the Controller, through such means as may be provided by the Controller, before entering into any such contract for the supply of labour.
8.  Any such contract for the supply of labour shall provide that —
(a)the third party shall ensure that the foreign employee is not sent to work for any other person or business;
(b)the third party or his employees shall supervise the foreign employee and ensure that the foreign employee performs only the specified activities as work for the third party;
(c)the third party shall notify and update the employer of the particular specified activities that the foreign employee will perform;
(d)the third party shall notify and update the employer of the worksite address where the foreign employee will work;
(e)the third party shall produce the foreign employee to the employer once the foreign employee’s services are no longer required, and the contract for the supply of labour in respect of the foreign employee shall be deemed terminated;
(f)the third party shall produce the foreign employee to the employer if the contract for the supply of labour is terminated by either party, for whatsoever reason;
(g)the third party shall inform the employer immediately if the foreign employee goes missing; and
(h)the third party shall not retain the original work permit and visit pass and shall allow the foreign employee to retain the foreign employee’s work permit and visit pass.
9.  The employer shall specify in the contract for the supply of labour that any breach by the third party of the contractual provisions stated in paragraph 8 shall be a material breach of the contract between them and the contract for the supply of labour for all foreign employees shall be deemed terminated.
10.  Subject to the terms specified in paragraph 8, no other responsibilities of the employer as specified in the conditions in this Schedule shall be delegated to the third party.
11.  The contract for the supply of labour shall be in writing, a copy of which shall be retained for a period of no less than 2 years from the date of execution.
12.  Where the contract for the supply of labour is terminated or where the foreign employee is no longer working for the third party for any reason, the employer shall take all necessary measures to resume compliance with paragraphs 4 and 5 as if there was no contract for the supply of labour.
Part VI
Conditions to be Complied With by Foreign Employee
ISSUED WITH WORK PERMIT
Employment
1.  The foreign employee shall work only for the employer specified and in the occupation and sector specified in the work permit.
2.  A foreign employee whose occupation is stated in the work permit as a “domestic worker” may perform only household and domestic duties and reside only at one or more of the following addresses:
(a)the residential address stated in the work permit;
(b)any other residential address approved in writing by the Controller.
[S 143/2017 wef 01/04/2017]
3.  Except for a foreign employee whose occupation as stated in the work permit is that of a “domestic worker”, the foreign employee shall reside at the address indicated by the employer to the foreign employee upon the commencement of employment of the foreign employee and shall inform the employer about any subsequent self-initiated change in residential address.
4.  The foreign employee shall undergo a medical examination by a medical practitioner registered under the Medical Registration Act (Cap. 174) as and when directed by the Controller.
5.  The foreign employee shall report to the Controller as and when required by the Controller to do so.
Conduct
6.  The foreign employee shall not go through any form of marriage or apply to marry under any law, religion, custom or usage with a Singapore citizen or permanent resident in or outside Singapore, without the prior approval of the Controller, while the foreign employee holds a work permit, and also after the foreign employee’s work permit has expired or has been cancelled or revoked.
7.  If the foreign employee is a female foreign employee, the foreign employee shall not become pregnant or deliver any child in Singapore during and after the validity period of her work permit, unless she is a work permit holder who is already married to a Singapore citizen or permanent resident with the approval of the Controller, or as the Controller allows in any particular case.
[S 143/2017 wef 01/04/2017]
8.  The foreign employee shall not be involved in any illegal, immoral or undesirable activities, including breaking up families in Singapore.
Part VII
REGULATORY CONDITIONS TO BE COMPLIED WITH
BY FOREIGN EMPLOYEE ISSUED WITH WORK PERMIT
1.  The foreign employee shall not do any of the following without the prior written approval of the Controller:
(a)apply for registration under the Business Names Registration Act 2014 (Act 29 of 2014) to carry on any business in Singapore;
[S 143/2017 wef 03/01/2016]
(b)carry on or manage any business in Singapore;
(c)be or purport to be a director, manager or secretary of any company that is incorporated under the Companies Act (Cap. 50);
(d)be or purport to be a partner of any partnership that is formed in Singapore;
(e)be or purport to be a partner or manager of any limited liability partnership that is registered under the Limited Liability Partnerships Act (Cap. 163A);
(f)be or purport to be a general partner or limited partner of any limited partnership that is formed in accordance with the Limited Partnerships Act (Cap. 163B).
[S 563/2013 wef 03/09/2013]