Hiring migrant workers in Singapore’s construction sector involves meeting specific requirements related to source countries, worker eligibility, quota limits, levy rates, and essential safety training. Understanding these criteria is key to staying compliant and managing your workforce efficiently.

Who You Can Hire: Source Countries and Eligibility

Employers can recruit migrant workers for construction from approved source countries or regions. These include:

1. Malaysia
2. People’s Republic of China (PRC)
3. Non-Traditional Sources (NTS): India, Sri Lanka, Thailand, Bangladesh, Myanmar, Philippines From June 2025, Bhutan, Cambodia, and Laos will also be included.
4. North Asian Sources (NAS): Hong Kong (HKSAR passport), Macau, South Korea, Taiwan

Age Requirements:

1. Minimum age: 18 years
2. Malaysians: Must be below 58 when applying
3. Non-Malaysians: Must be below 50 From July 2025, the age limit for all nationalities will be increased to below 61 years at the time of application. The maximum working age will also rise to 63.

Employment Duration

Currently, the maximum period a migrant worker can stay on a Work Permit varies:

1. Basic-Skilled (R2) from NTS and PRC: Up to 14 years
2. Higher-Skilled (R1) from NTS and PRC: Up to 26 years
3. NAS and Malaysia: No limit

From July 2025, all nationality-based employment duration limits will be removed.

Quota and Levy for Construction Sector

Under the dependency ratio ceiling, employers can hire up to 5 Work Permit holders per local worker earning the Local Qualifying Salary.

Levy Rates (Effective January 2024):

Note: Daily rates apply to workers not employed for the full month. Off-site levy eligibility details are available on BCA’s website.

Mandatory Higher-Skilled Worker Ratio

At least 10% of your construction workforce must be Higher-Skilled (R1). This requirement must be met before you can:

1. Hire new Basic-Skilled (R2) workers
2. Renew existing R2 Work Permits

Failing to comply may result in revocation of excess R2 permits. Employers can check their R1 ratio via WP Online.

Levy Bond Requirements

A levy bond may be required in the following situations:

1. History of late or unpaid levies
2. Change in business ownership or starting a new business entity

Levy Bond Amounts:

1. Skilled or Basic-Skilled: $600
2. Unskilled: $2,000 (Separate bonds are needed for skilled and unskilled workers.)

Settling-In Programme (SIP) & Safety Training

SIP Requirement:

Non-Malaysian workers must attend the Settling-in Programme if:

1. They are working in Singapore for the first time
2. They are re-entering under in-principle approval (IPA)

Mandatory Safety Courses:

One of the following must be completed:

1. Construction Safety Orientation Course (CSOC)
2. Apply Workplace Safety and Health in Construction Sites

Course Completion Timeline:

1. Within 2 weeks of arrival
2. Must pass within 3 months, or the Work Permit may be revoked

Course Re-certification Requirements:

1. Worked ≤6 years: Retake every 2 years
2. Worked >6 years: Retake every 4 years A valid safety certificate (with at least 1 month validity) is required at the time of Work Permit renewal.

Additional Compliance Steps for Employers

Before applying for a Work Permit:

1. Register with BCA’s Contractors Registration System (CRS) (From June 2025, CRS registration is mandatory for all Work Permit and S Pass applications/renewals in construction.)
2. Apply for in-principle approval (IPA)
3. Buy a security bond (non-Malaysians only)
4. Arrange medical insurance and a Primary Care Plan

Business Verification Interview:

Some companies may be selected for an interview to verify business operations. If chosen, it is compulsory for the ACRA-registered director to attend.

Conclusion

Singapore’s construction sector has clear and evolving rules for hiring migrant workers. Staying updated on eligibility, levies, quotas, and training requirements is essential for avoiding penalties and managing your workforce effectively.

For official updates or tools like WP Online and SIP registration, visit the Ministry of Manpower (MOM) website.

Remoly — Your Global EOR & Employer of Record Partner

Serving 100+ Countries & Regions Worldwide

* This article is for informational purposes only and does not constitute legal advice. For specific compliance guidance, consult a qualified professional.