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From enforcement against fictitious EP records, to whether AI-linked retrenchments are tracked under business restructuring, and protection for whistleblowers in the case of workplace bullying, here's what you need to know.
As Parliament continues to discuss employment practices in Singapore, the Ministry of Manpower (MOM) has responded to several questions from Members of Parliament (MP) on fair hiring, retrenchments linked to artificial intelligence (AI), workplace safety reporting, job mobility, and protections for employees who speak up.
Below is a summary of five written responses shared over the course of the week.
MOM takes firm action against fictitious recruitment records for EP applications
Responding to a question by MP Gerald Giam, MOM reiterated its firm stance against employers that attempt to circumvent the work pass framework or fail to fairly consider local candidates.
MOM said that between 2023 and 2025, it took enforcement action against an average of 140 employers each year for not fairly considering locals. This includes cases where employers submitted fictitious job advertisements or provided false information in Employment Pass (EP) applications, such as advertising vacancies on MyCareersFuture as a token measure.
Enforcement actions ranged from written warnings to debarment from hiring foreign workers for up to 24 months.
MOM added that if foreign hiring managers are found to be complicit in such fraudulent practices, enforcement action will also be taken against them. This may include the revocation of work passes and debarment from employment in Singapore.
AI-linked retrenchments tracked under business restructuring, says MOM
In response to MP Patrick Tay on whether MOM would publish quarterly statistics on retrenchments related to AI, MOM said retrenchment data is currently captured under broader categories.
The ministry explained that it surveys businesses on the reasons for retrenchments, with business restructuring being one of the key categories. Since 2024, retrenchments due to business restructuring have generally made up 60% to 70% of all retrenchment cases.
Such restructuring, MOM noted, may stem from productivity improvements or work efficiency gains, including those arising from the adoption of AI or other technological advances.
It added that the government will continue to study the impact of technological adoption, including AI on employment trends.
SnapSAFE sees rise in reports as workers speak up about unsafe practices
Addressing another question by MP Patrick Tay, MOM shared updated figures on the use of SnapSAFE, a platform that allows workers to report unsafe workplace practices.
In 2025, MOM received approximately 1,700 reports via SnapSAFE. The increase follows MOM’s annual ‘Reporting Saves Lives’ campaign, launched in 2023, which aims to encourage workers to come forward when they observe unsafe practices.
MOM added that around 70% of reports made across 2024 and 2025 led to enforcement actions, including the issuance of warnings. The remaining cases either lacked sufficient information for follow-up or did not result in the identification of work-related lapses.
Lower job mobility not mainly driven by “ghost jobs”, MOM says
On the issue of so-called “ghost jobs”, a term that refers to job postings that do not exist or are not intended to be filled. MOM said these are not the main driver of lower job mobility in recent years.
Responding to MP Patrick Tay, MOM pointed to findings from its Labour Force in Singapore 2025 report, which showed lower job switching rates were largely due to reduced labour turnover. This was attributed to lower resignation rates since 2022, as labour market tightness eased from its post-pandemic peak and workers became more cautious amid external economic uncertainties in 2025.
With fewer employees leaving their roles, fewer replacement vacancies were created, leading to lower recruitment activity and fewer opportunities for job switching.
That said, the ministry acknowledged there may be a small number of cases where employers post vacancies as a token measure to meet fair consideration requirements. MOM said it will investigate such cases upon receiving feedback and take enforcement action if the allegations are found to be true.
Stronger protections for whistleblowers in workplace bullying cases ahead
In response to a question by MP Dr Wan Rizal on whether more can be done to protect employees and whistleblowers during workplace bullying investigations, MOM highlighted existing and upcoming measures.
Currently, the Tripartite Advisory on Managing Workplace Harassment encourages employers to put in place practices to prevent and manage harassment, including bullying, while ensuring that whistleblowers are not penalised. Workers who face retaliation can approach the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) for help.
Looking ahead, MOM said that when the Workplace Fairness Act comes into force in end 2027, employers will be required to implement formal grievance handling processes for workplace harassment and discrimination. Employers must also protect the confidentiality of employees who report grievances, as far as possible.
Under the new law, employers will be prohibited from retaliating against employees and whistleblowers with genuine grievances, and financial penalties may be imposed on those who do so.
Across the updates, a common thread emerges: MOM is sharpening its focus on fair hiring, responsible restructuring, workplace safety, and employee protection.
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