October 2025 HR & Payroll News Roundup: Singapore Updates

Singapore's EP Talent Pool is Ageing, But New Hires Skew Early-Career

The share of Employment Pass (EP) holders with over 25 years of experience has risen to 11% (from 9%), according to recent MOM figures, suggesting a gradual aging of the professional talent pool.

Despite this trend toward a more experienced overall workforce, the majority of new EP issuances continue to favour early-career workers, with approximately one-third of new passes going to individuals with five years or less experience.

This highlights a dual strategy in Singapore's foreign talent acquisition, retaining highly seasoned professionals while actively recruiting those at the start of their careers.

Mandatory 2% EPF Contributions for Foreign Employees Start October 2025

Effective with October 2025 wages, non-Malaysian citizen employees (excluding domestic servants) holding valid passports and employment passes must begin mandatory EPF contributions at 2% of monthly wages for both the employer and employee.

This new requirement takes effect for the November 2025 contribution month . Employers must ensure they are registered with EPF. Registration for those with Visitor’s Pass (Temporary Employment) or Employment Pass is automatic and accessible via i-Akaun (Employer).

Half of Singapore's Workers Face Financial Stress Amidst Payroll System Pressures

Majority of Singaporean employees report financial stress due to wages not keeping pace with inflation, making them unable to sustain their lifestyle for even three months without income.

This widespread financial strain is driving a strong desire for flexible pay options like weekly cycles and Earned Wage Access (EWA), which nearly three-quarters of workers would use if offered, while current payroll teams are simultaneously struggling with burnout and increased compliance demands.

This underscores an urgent need for businesses to modernize integrated payroll systems to reduce errors, improve transparency (only 29% confidently decode their payslips), and enhance employee engagement to mitigate the risks associated with a financially strained and disengaged workforce.

New 'Opportunity Index' Ranks Singapore Companies on Worker Career Support

Singapore launches the new Singapore Opportunity Index, allowing workers and jobseekers to identify companies with a strong track record of supporting employee career growth.

By early 2026, the public will be able to view the top 300-performing firms , assessed using data from nearly 1,500 companies and 1 million workers across five key metrics: progression, pay, hiring, retention, and gender parity.

This initiative will also provide participating companies with confidential reports detailing their specific strengths and weaknesses in workforce development, making it a new key metric for HR professionals to track and improve.

MOM to Implement 'Stringent Validation' Against Ghost Jobs

MOM is implementing stringent validation measures to combat "ghost jobs" and ensure the integrity of its labour market data.

This involves cross-checking reported vacancies against platforms like MyCareersFuture and directly following up with employers who show suspicious trends, such as sharp increases in openings without corresponding hires, or positions repeatedly left unfilled.

These steps not only improve data quality to accurately reflect genuine hiring demand but also support jobseekers by encouraging responsible job posting practices on the MyCareersFuture portal.

Singapore's New Discrimination Bill Redefines HR Dispute Management

Singapore has introduced the second part of the Workplace Fairness Act (WFA), establishing a new dispute resolution process for discrimination claims that prioritizes an amicable, accessible, and expeditious pathway through mediation before making adjudication the last resort.

For claims up to $250,000, disputes will be heard by the Employment Claims Tribunal (ECT) with simplified procedures and without legal representation, though union support is permitted, while the larger claims will go to the High Court.

This legislation, expected to be implemented in 2027, encourages employers to proactively review their HR practices in line with fair employment guidelines to prepare for the new law, which also includes provisions to deter frivolous claims.

Firms with good HR practices keep new hires for longer: Singapore Opportunity Index

According to the Singapore Opportunity Index, workers in firms with good HR practices are over twice as likely to remain beyond their first year and earn over three times more for similar roles.

These key findings, based on data from over 1,500 firms covering nearly half of Singapore's resident workforce, also indicate that almost 90% of these workers receive higher pay in their subsequent jobs.