If you’re considering sending your employees with Employment Pass, S Pass, or Work Permits to work at a client’s location under a service agreement (Contract for Service), you can do so, provided all the following conditions are met:
- Relevant Work: The work they will perform must match the occupation and sector listed on their work passes.
- Aligned Business Activity: The tasks to be carried out at the client’s premises should align with your company’s declared business activities.
- Employer Responsibilities: Your company must continue to act as the employer, supervising the work and paying the salaries of the work pass holders.
Restrictions on Supplying Labour Services
If you are a company or employment agency looking to provide labour services, you cannot deploy work pass holders to a client solely to supplement their workforce. This practice is only permissible under specific conditions within the construction and process sectors.
Examples of Permitted and Prohibited Deployments
Permitted:
- A cleaning company providing cleaning services at a condominium.
- A power generator manufacturer installing or repairing a generator at a client’s factory.
Prohibited:
- A Food & Beverage (F&B) business sends its staff (such as cooks and waiters) to work at another F&B outlet owned by a different entity, without the original employer supervising the work or paying the employees.
- A labour contracting service or employment agency deploying work pass holders in occupations unrelated to its business activities (such as cooks, cleaners, waiters, factory workers, and sales representatives) to client companies solely to supplement the client’s workforce.
If you are still unsure of how to better utilise the workforce under your care, contact us here for a non-obligatory discussion.