2026 Guide to Singapore Work Permit Online: Rules & Levy

 

In 2026, new rules around Work Permit eligibility and levies will make compliance much tougher. Employers — especially in sectors like construction and manufacturing — need to plan more carefully. If you're not using HR software in Singapore to stay on top of these changes, you risk falling behind or making decisions too slowly to keep up with new requirements.

 

Work Permit rules are now changing more frequently than they used to. Each new hire or renewal has to meet current MOM rules. If you're not keeping a close eye on quotas or checking that each worker meets updated salary and levy rules, you risk breaching MOM compliance.

 

The guide will walk you through recent changes and show you how HR software in Singapore can help you manage compliance more easily.

 

What are the changes in the work permit?

 

Based on recent updates from MOM and MTI, employers should prepare for four main changes affecting Work Permit approvals and renewals:

 

1.  Tighter Dependency Ratio Ceilings (DRC) in selected sectors

2.  Higher levies for lower-skilled workers

3.  Stronger emphasis on digital compliance and traceable HR records

4.  Narrower eligibility for source countries and job scopes

 

Now is a good time to adjust your hiring decisions and adopt better workforce planning practices. You can also start using all-in-one HR software in Singapore so you can track everything in one place.

 

What are the latest criteria for work permit eligibility?

 

The core WP requirements remain in place, including approved source countries and age limits. But in sectors like services and manufacturing, the eligibility rules have become more specific, so it’s important to pay closer attention to sector-based restrictions and quota conditions if you are in these industries.

 

Here is a consolidated view of key 2026 eligibility conditions based on MOM guidance:

 

Approved source countries

 

You can only hire Work Permit holders from MOM-approved source countries, and the list depends on your sector. Since these lists can change, it’s important to check the latest version before making an offer.

 

Age requirements

 

Workers must be at least 18 to qualify. For non-Malaysians, the maximum age is usually 50. Malaysians can be hired or renewed up to age 58, depending on the sector you're in.

 

Medical requirements

You, as an employer, must ensure that all Work Permit holders undergo a pre-employment medical examination. You’ll also need to make sure that your workers go for their six-monthly medical exams (6ME) and stay covered under valid medical insurance throughout their employment.

 

Security bond

If you’re hiring non-Malaysian Work Permit holders, you’ll usually need to post a $5,000 security bond per worker. Some employers may qualify for an insurance guarantee instead—check MOM’s conditions to see if you’re eligible.

 

Quota and levy compliance

Every Work Permit is tied to a quota and a monthly levy. These limits vary by sector, so you’ll need to track them carefully. If you go over your quota or miss levy payments, you risk fines—or having future applications rejected.

 

 

How can Adaptive Pay support work permit compliance?

 

Staying compliant in 2026 requires real-time HR software in Singapore that can help your business keep pace with policy changes. Adaptive Pay helps you manage Work Permit obligations through automated calculations and audit-ready logs.

 

With a unified system, our platform gives you more visibility into quota limits and levy tiers while keeping all the required documentation in order. This reduces your reliance on manual tracking and keeps you compliant, even as regulations tighten.

 

Request a demo of our HR software in Singapore today to see how it can help your organisation stay Work Permit–compliant with greater confidence.