Employment of Foreign Manpower Act 1990 · 2020 Revised Edition · Part 2 · Work Passes
9. Termination of employment of foreign employees
Feedback & supportLast amended by an amending law of 2012.
Where the Controller has decided to suspend or revoke the work pass of a foreign employee under section 7(5), the Controller must notify the employer of the foreign employee of his or her decision and the employer of the foreign employee must, within 7 days of receiving the notification, terminate the employment of the foreign employee.
Controller
“Controller” means the Controller of Work Passes appointed under section 3;
Every employer of a foreign employee who intends to have the work pass of the foreign employee cancelled must —
employer
“employer” means any person employing a foreign employee, and includes —(a)for the purposes of an application for a work pass — any person who has the intention or purports to have the intention to employ a foreign employee; or(b)in a case where a foreign employee has or had a valid work pass — any person specified in the work pass as the employer of the foreign employee;
apply to the Controller to cancel the work pass; and
if so required, return the work pass to the Controller within 7 days of such cancellation.
Where any employer contravenes subsection (1), the Controller may impose on the employer a financial penalty of an amount, not exceeding $10,000, as the Controller may determine.
Any employer who contravenes subsection (2) shall be guilty of an offence and shall be liable on conviction to a fine not exceeding $10,000.
The termination of the employment of a foreign employee under subsection (1) is not to be —
foreign employee
“foreign employee” means —(a)any foreigner, other than a self-employed foreigner, who seeks or is offered employment in Singapore; or(b)any other person or class of persons as the Minister may, by notification in the Gazette, specify;
capable of negotiation with a trade union representing the foreign employee;
a matter in respect of which any form of industrial action may be taken by any such trade union;
the subject matter of a trade dispute or of conciliation proceedings or any method of redress whether or not under any written law; and
any industrial matter within the meaning of the Industrial Relations Act 1960.
Where in respect of the employment of any person there has been any contravention of subsection (1), that person is, by reason only of such contravention, not to be deemed to be employed under an illegal contract of employment.