Singapore is undergoing a pretty comprehensive overhaul of its employment / labour laws. With phase one well under way the governments Ministry of Manpower (MOM) has already introduced a number of laws that affect many employees from PME’s (Professionals, Managers and executives) through to expatriates and parents. Currently, MOM is extending its review to include others in non-conventional employment situations such as freelancers and outsourced workers.

Part of these reforms include the Singapore National Job bank. This is the government initiative to provide equal employment opportunities to Singaporeans. From 1^stAugust 2014 any jobs that are open to application by foreign candidates must first be advertised on the Singapore National Job bank for at least 14 days before a foreign employee on an employment pass can be recruited.

Only Singaporeans and permanent residents can apply for jobs through this online portal that is free for both employers and employees to use.Jobs attracting a wage of over $12,000 (Singapore) a month do not need to be advertised in this way. In addition, small companies (those will 25 or less employees) are also exempt from these requirements.

The Workforce Development Agency (WDA) who run the website quickly promoted the website as an instant hit reporting over 50,000 job postings being posted very soon after its implementation. At time of writing, there are over 62,500 jobs posted on the website.

There are certainly a number of positive aspects to this initiative. It will in theory provide increased opportunity for employment to Singaporeans and Permanent Residents particularly in skilled jobs. In addition, for businesses and employers it will provide a free way of advertising jobs saving them money on job advertising.

What’s the problem and will this solve it?

The problem is that the Singapore government wants to provide a fairer and more balanced approach to labour law. It wants to balance the needs of business and Singaporeans / permanent residents whilst maintaining its reputation as a strong international business partner.

Critics of the Singapore National Jobs Bank would suggest that many employers will take advantage of the free jobs advertising and then simply hire a foreign candidate on an Employment Pass after the 14 days advertising requirements are met. Let’s be honest it will often take more than 14 days to advertise, interview and hire an employee anyway – particularly for skilled jobs – so it is of little consequence to the employer. It will certainly take far longer than 14 days to hire a foreign candidate.

In addition, it could backfire in so far as anyone can browse the available jobs without creating an account. This means that the portal could just as easily be used by foreign nationals to research potential jobs as it could be used by the people it is designed to help.

It is however, a step in the right direction giving Singaporeans a gateway to compete for such jobs. Only time will tell how effective a strategy the Jobs Bank is going to be but it should not be discredited just yet. Working in Singapore is not easy but with the Government’s effort to help the locals, Recruitment process for company will become more easier with this website.