Are you ready for the latest era of Singapore’s worker market? In 2026, hiring an international and professional is no extended just about meeting salary limits—it’s about passing a strict, data-driven Sponsorship Inspection. With the milestone Workplace Fairness Act (WFA) now in full effect, the Ministry of workforce (MOM) has shifted from simple eligibility checks to a whole review of your company’s hiring honesty.
This guide explores the updated Singapore Employer Sponsorship Audit Rules 2026, providing the actionable insights your HR team needs to navigate COMPASS 2.0 and avoid costly debarments.
The Audit Trigger Ecosystem
MOM does not check every company. They use smart systems in the myMOM Portal to find problems. They look for things that do not match.
- Workplace Fairness Act (WFA) Compliance In 2026, the WFA is fully in place. It is now a law to treat people fairly at work. Audits check if your company discriminates based on nationality, age, or gender. You must show you hire and treat everyone the same way.
- FCF Job Advertising Integrity The Fair Consideration Framework (FCF) says you must advertise jobs on MyCareersFuture for at least 14 days. You have to think about local people seriously. MOM now looks closely for fake ads. These are ads where you already picked a foreigner before the 14 days end. This is called a “ghost advertisement” and it can cause big trouble.
- COMPASS C3 & C4 Inconsistencies COMPASS is the points system for Employment Pass (EP). C3 is about diversity in your team. C4 is about how much you support local jobs. If your scores change a lot from one application to another, it raises a flag. MOM thinks this might mean you are not really fair.
- EP Online Data Matching MOM checks your EP application salary against tax records from IRAS and CPF payments. They want to make sure there is no fake salary. This is called “salary recycling” where you show high salary but pay less in real.
2026 Compliance Standards
To show your company is trustworthy, MOM looks deep into your records.
- Key Employment Terms (KETs) Accuracy The job contract you give to the worker must match exactly what you wrote in the EP application. This includes job duties, salary, and benefits. Any small difference can fail the audit.
- Tripartite Guidelines on Fair Employment Practices (TGFEP) These guidelines are still very important. They are the main rules for fair work. Auditors check if your company’s hiring policy follows them. You need to have clear rules inside your company.
- Credential Verification (C2 Verification) From 2026, you need stronger proof of the candidate’s education. Especially for degrees from private schools or places not well known. MOM updated the list of accepted qualifications and schools for COMPASS C2 points. You may need third-party checks to confirm diplomas.
- Sector Salary Benchmarks You must use the Self-Assessment Tool (SAT) on MOM website. It is now required. The salary you offer must be in the 65th to 90th percentile of what local people earn in the same job and age group. MOM raised these benchmarks in 2026 for new EPs and some renewals.
Documentation & “Evidence-Based” Hiring
In 2026, you must have proof for everything. If there is no paper or record, MOM thinks it did not happen.
- Interview Scoring Rubrics You need to show fair scoring for all people you interview – local and foreign. Use the same points system based on job skills. Keep records of scores for everyone.
- Grievance Handling Process Under WFA, your company must have a way for people to complain about unfair treatment. Put this in your HR rules or handbook. No process means a red flag in audit.
- Justification Letters for SOL Roles If you use the Shortage Occupation List (SOL) for extra COMPASS points, write clear letters. Explain why this person’s skills fill a real shortage in Singapore. MOM updated the SOL in 2026 with new jobs and rules.
- Authenticity of Job Role MOM may visit your office or do online talks. They check if the worker really does specialist or executive work as written on the pass. The daily job must match the title.
Enforcement & Penalties
Breaking rules costs a lot now.
- Work Pass Debarment (12–24 Months) This is common. For 12 months or more, you cannot apply for new passes or renew old ones. Your company stops hiring foreigners.
- Employment of Foreign Manpower Act (EFMA) For big lies or serious breaks, fines can go up to S$20,000. Or jail up to 2 years.
- Public Listing of Errant Employers In 2026, MOM has a list that names companies who break WFA many times. Everyone can see it. This is “name and shame.”
- Mandatory Training Orders If you fail, your HR people may have to go to TAFEP training. You must finish it to lift the debarment.
2026 Content Strategy: The “Holistic Review”
MOM does not just look at one application now. They do a full review of your hiring over 3 years. If you always hire from one country or say no to local PMETs many times, you get flagged. Even if one application looks good, the pattern matters.
FAQ: Singapore Sponsorship Audits
How long does a MOM audit take in 2026?
Most audits done on desk finish in 4 to 6 weeks. If they need to visit your site, it can take up to 3 months.
Can I appeal an audit failure?
Yes. You can appeal if you bring new proof like better interview records or salary changes. You have 14 days.
Does the WFA apply to small firms?
Right now, WFA covers companies with 25 or more employees. Smaller ones should still follow TGFEP rules.
This is a big change for HR teams. You need to keep good records, follow fair rules, and use MOM tools like SAT. Check MOM website often for latest updates on COMPASS, salary benchmarks, and WFA. Would you like me to draft a “Workplace Fairness Act Compliance Checklist” or a “2026 MOM Audit Preparation Guide” for your HR department?
Disclaimer: This article is for information and learning only. Please check official sources like the Ministry of Manpower (MOM) Singapore website before you make any hiring or money decisions.