OED Consent Form
Why is consent required when I have been updating the OED regularly?
Consent is required for MOM MRSD to use the required data from OED (i.e. employee NRIC, contractual working hours, total number of working days in the month, actual number of days worked in the month, PWM Job Level and PWM Job Description) to assess requirements for PWM and PW Mark (including PW Mark Plus), and to share the assessment with relevant government agencies: MOM Work Pass Division (WPD), MOM Labour Relations and Workplaces Division (LRWD), Singapore Business Federation (SBF) for PW Mark accreditation and the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) for the administration of the PW Mark Plus.
Who can fill up the OED consent form?
The Consent Form must be completed by an authorised representative of the organisation who has the authority to provide the consent required. One consent form submission is required for each Unique Entity Number (UEN).
When do I need to submit the consent form by?
Please refer to the date indicated in our consent seeking notification.
How do I submit the consent form?
- Through FormSG: go.gov.sg/OedConsentForm
- Please log in using your CorpPass.
- If you are unable to log in using your CorpPass, your CorpPass admin user or sub-admin user will need to complete the following steps before attempting to complete the consent form:
- Log in to CorpPass account.
- Go to eService Access tab.
- Choose FormSG (Ministry of Manpower) as one of your company's eServices.
- Assign FormSG (Ministry of Manpower) eService to your company's CorpPass user accounts.
What are the implications if I do not provide consent for my OED data to be used for the assessment for the Progressive Wage Model (PWM) and Progressive Wage (PW) Mark?
Organisations are highly encouraged to provide consent. Not acceding to provide consent may result in the delay of assessing the organisation’s eligibility for hiring foreign workers, or the organisation’s eligibility for the PW Mark and PW Mark Plus.
My organisation does not hire any foreign workers. Do I need to provide consent to the first consent option?
You are highly encouraged to provide consent to the first consent option in the consent form so that if your organisation decides to hire foreign workers in future, we will be able to use the relevant data from your OED to assess whether your organisation meets the PWM requirements and to determine your organisation’s eligibility to hire foreign workers. Providing consent to the first consent option now will prevent any delay to your hiring of foreign workers in future.
Use of OED for Local Qualifying Salary (LQS)/Progressive Wage Model (PWM) Assessment
How will OED be used for Local Qualifying Salary (LQS)/Progressive Wage Model (PWM) assessment?The specific information from your OED (i.e. contractual working hours, PWM job level, PWM job description, total number of working days in the month, actual number of days worked in the month) will be used to compute the LQS/PWM requirements that your employees are required to meet.
We will match the OED data with the declared wage data that you submitted to CPFB to determine if your organisation has met the LQS/PWM requirements.
What information is required under “PWM Job Level” and “PWM Job Description”?
For non-PW workers, you may leave the PWM Job Level as “Not Applicable”.
For PW workers, you will need to choose the correct PWM Job Level for your employees who are covered under the Progressive Wage Model (PWM). The PWM Job Description column is a fully automated field. After you have chosen the PWM Job Level, the PWM Job Description will be automatically populated in the OED portal.
What should I declare under “PWM Job Level” for employees who hold two or more roles?
For employees who hold two or more PWM roles, you should classify them under the job role that they spend most of their time performing and should be paid the corresponding wage requirement for that role.
For example, an employee spending 60% of their working hours on Administrative Executive duties and 40% on Administrative Assistant duties should be classified as an Administrative Executive.
For employees who hold both PWM and non-PWM roles, you should classify him/her under the PWM job role if he/she spends majority of the time on the PWM job role. For example, an employee spending 60% of their working hours on Administrative Executive duties and 40% on Logistics Assistant duties should be classified as an Administrative Executive.
Why should I provide data for “Total number of working days in the month” and “Actual number of days worked in the month” columns?
These two data fields will aid you in fulfilling the LQS/PWM requirements. The LQS/PWM wage requirements will be pro-rated for employees who are on paid or unpaid leave and for employees who worked an incomplete month (e.g. new joiners or leavers). By providing us with the total number of working days and the actual number of days worked in the month, we will then be able to accurately pro-rate the LQS/PWM requirements in the event where your employees have worked incomplete months.
How do I know which of my employees are covered under the Progressive Wage Model (PWM)?
You can check if the job descriptions of occupations covered under Sectoral PWs for cleaning, security, landscape, lift and escalator, retail, and Occupational PW for administrators and drivers match the role that your employee is performing.
More information on the upcoming food services PWM will be announced when the Tripartite Cluster for Food Services releases their recommendations later in 2022.
For more information, you can refer to this
link.
What are the consequences of not adhering to the Local Qualifying Salary (LQS)/Progressive Wage Model (PWM) requirements?
MOM will not immediately carry out enforcement action during the initial implementation of these policy changes. Organisations are given a run-in period of 6 months from 1 September 2022 to 28 February 2023. During this period, MOM will focus on helping and allowing employers to understand and adhere to the LQS/PWM requirements without enforcing upon employers (i.e. suspension of Work Pass privileges such that employers will not be able to apply for new or renew existing Work Passes).
Will we have time to familiarise ourselves with the new wage requirements and adjust our employees’ wages accordingly before our work pass eligibility is affected?
Yes, organisations are given a run-in period of 6 months from 1 September 2022 to 28 February 2023. During this period, MOM will focus on helping and allowing employers to understand and adhere to the PWM requirements.
How will my hiring of foreign workers be affected?
From 1 September 2022, organisations employing foreign workers (e.g. Work Permit, S Pass or EP holders) will need to pay:
-
PWs to local workers covered by the relevant Sectoral or Occupational PWs in cleaning, security, landscape maintenance, and retail sectors, and in-house workers covered by the PWM
AND -
at least the LQS to all other local workers.
Organisations that do not comply with the requirements may not be able to renew existing work passes or apply for new work passes when MOM eventually enforces the new measures. Organisations are given a run-in period of 6 months from 1 September 2022 to 28 February 2023, to understand and adjust to the PWM requirements.
