Singapore MOM probes 45 Changi Airport firms over work pass offences

Singapore’s Ministry of Manpower (MOM) is investigating around 45 companies involved in Changi Airport operations for suspected work pass offences under the Employment of Foreign Manpower Act 1990 (EFMA), according to The Business Times. The investigation covers false declarations and illegal deployment of foreign workers.

A recent inspection at Changi Airport found Employment Pass (EP) holders performing baggage handling work that differed from their declared occupations. Preliminary investigations suggest the salaries and occupations declared to MOM for these EP holders were false. Around 270 workers have been identified whose deployment may not have complied with work pass regulations. The workers were employed by contractors and sub-contractors of SATS, the Singapore-based air cargo handler and in-flight caterer.

What the EFMA requires of employers

The Employment of Foreign Manpower Act 1990 is the primary legislation governing the hiring and deployment of foreign workers in Singapore. Employers must ensure that work pass holders perform only the roles and duties declared in their work pass applications. The occupation, salary and employer details submitted to MOM form the legal basis of the work pass.

When an EP holder is found doing work that differs from the declared occupation, the employer and the pass holder can both face consequences. False declaration in a work pass application carries a fine of up to S$20,000, imprisonment of up to two years, or both. Employers who illegally deploy a foreign employee face a financial penalty of up to S$10,000 and may be barred from hiring work pass holders.

The EFMA applies to the employer named on the work pass. This is a critical point for HR teams managing contractor relationships. A company such as SATS that engages contractors is not automatically the employer of the contractor’s workers, but MOM has now directed SATS to strengthen its oversight of contracted companies. That direction signals an expectation that principal contractors exercise due diligence over their supply chains.

Why contractor oversight is now an HR issue

SATS said it identified work pass-related irregularities involving workers employed by some of its contractor companies during a routine internal audit. The company said it took action against contractor companies that “did not meet the standards and obligations required under our contracts and were assessed to be non-compliant with applicable laws”.

MOM has directed SATS to verify that foreign workers are deployed in accordance with their work passes and to rectify compliance deficiencies. MOM also issued an advisory to other companies involved in SATS’ operations to comply with the EFMA and applicable work pass requirements.

For HR and payroll teams in Singapore, this case shows that work pass compliance cannot stop at the direct employment relationship. Companies that rely on contractors and sub-contractors for operational work should review how those contractors verify work pass conditions. Contractual clauses requiring contractors to comply with the EFMA are common, but this investigation suggests MOM expects active verification rather than passive reliance on contractual terms.

SATS said it has enhanced internal verification process controls to ensure contractor workers are deployed in accordance with the parameters of their respective work passes. The company has also been engaged by the SATS Workers’ Union on the importance of checks and controls over contract workers deployed alongside SATS employees.

The scale of enforcement activity

This is not an isolated enforcement action. ET HRSEA reported that in July 2025, about 70 companies were under investigation for offences including false declarations. The current investigation of around 45 companies at a single airport operation indicates that MOM is conducting targeted sector-level inspections rather than only responding to individual complaints.

MOM said it takes a serious view of work pass offences. Investigations are ongoing, no breach has yet been established, and the ministry will take enforcement action if breaches of the EFMA are proven. MOM has not said when the probe will conclude.

The table below summarises the key figures reported across the sources.

Practical steps for HR teams

HR and payroll teams managing contractor workforces in Singapore should treat this investigation as a prompt to review their own oversight practices. The following steps are consistent with the direction MOM has given to SATS and the actions SATS has described.

First, verify that contractor workers on site hold work passes that match their actual duties. A worker holding an EP for a declared occupation such as logistics coordinator should not be performing baggage handling or other operational roles. The occupation declared to MOM must reflect the work actually performed.

Second, build verification into contract management. SATS said it has completed a comprehensive assessment and audit of its contractor workforce deployed in Changi Airport operations. HR teams can adopt a similar approach by requiring contractors to provide work pass details for all deployed workers and by conducting periodic spot checks against actual duties.

Third, establish a clear escalation path. MOM encourages anyone aware of possible work pass infringements to report them through its Report an Infringement eService. All information provided is kept strictly confidential. HR teams should ensure internal reporting channels are available and that employees understand how to raise concerns without fear of reprisal.

The investigation remains ongoing. MOM has stated that no breach has yet been established, and enforcement action will follow only if breaches are proven. Employers should monitor the outcome for guidance on how MOM interprets deployment obligations under the EFMA in contractor-heavy environments.

Sources: The Business Times, ET HRSEA, Singapore Business Review

Photo: Changi Airport Terminal 1 by Nigos, CC BY-SA 4.0