Treat recruitment and onboarding as one plan
Finding a willing candidate is only one part of hiring a migrant worker. The employer also needs a viable application route and a plan for the person’s arrival and employment. Start with the company’s actual business activity, the proposed occupation and the work location. Those details help determine which sector-specific requirements need checking.
Check the route before sourcing
MOM’s Work Permit framework covers specified sectors and approved source countries or regions. Quota and levy apply. Check the rules for your sector and occupation before spending money on recruitment or discussing travel. A worker who was eligible for another employer’s role is not automatically eligible for yours.
Prepare a complete cost picture
Create a working budget with separate lines for salary, levy, insurance, accommodation, onboarding and any agreed agency charges. Some obligations depend on the worker and sector, so ask for a breakdown rather than accepting a single unexplained total. Also decide who within your business will manage ongoing records and renewal reminders.
Document the arrangement clearly
Confirm the actual duties, workplace, salary and working arrangements with the candidate. Obtain the required consent for the application. Check passport particulars carefully against the application and any approval documents. A simple second-person review of names and dates can catch avoidable errors before they disrupt travel or issuance.
Prepare for arrival and issuance
Use MOM’s current application instructions for the relevant worker category. Requirements can include a security bond, insurance, medical examination, housing and onboarding programmes. Assign an owner and deadline to each applicable task. An in-principle approval and a fully issued work pass are different stages; follow the applicable conditions before the employee begins work.
Make the first week practical
Beyond the application, prepare a supervisor, a clear roster and understandable instructions. Show the employee how to report a safety concern, who to contact when unwell and how to ask for clarification. If language is a barrier, confirm understanding through demonstration rather than simply handing over a long written checklist. Trust Vision can help discuss sourcing and application preparation; the employer retains responsibility for its employment obligations.
Sources & further reading
Official sources checked 8 November 2026. Requirements may change. This guide supports preparation; confirm the rules applicable to your circumstances with the relevant authority or bank.
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