Frequently asked questions

Singapore's Ministry of Manpower licenses employment agencies by class. A Comprehensive licence allows placement of workers at any salary level, while a Select licence is limited to higher-earning candidates. Ours covers both local and foreign candidates — Work Permit, S Pass, Employment Pass and migrant domestic workers. It is the widest scope an employment agency can hold in Singapore.

Through the Ministry of Manpower, which publishes the licence status of every employment agency in Singapore. We encourage you to check — verifying an agency before engaging it is basic due diligence, and any legitimate agency will welcome it. MOM employment agencies

Yes. Drucker Management is registered for two lines of business: general employment placement, and domestic worker employment placement. Households and businesses can both be served by the same licensed agency.

Work Permit, S Pass and Employment Pass, plus the Work Permit for migrant domestic workers. We handle new applications, renewals, cancellations, appeals where there are proper grounds, thumbprinting appointments and pass card issuance.

The application itself is often the fastest part. The realistic timeline is driven by sourcing and selection, documentation completeness, medical clearance and travel arrangements. We give you an estimate specific to your case at the briefing stage rather than a headline number.

The most common cause of delay we see is incomplete documentation at submission, which is exactly what we spend our effort preventing.

We review the likely grounds with you. Where there is a legitimate basis, we prepare an appeal. Where there is not, we say so and look at alternatives — a different pass type, a different source country, or a differently qualified candidate. We will not submit an appeal purely to look busy.

Yes. We can manage renewals, cancellations and ongoing pass administration for an existing workforce, including expiry tracking so renewals do not creep up on you.

Levy rates and Dependency Ratio Ceilings are set by MOM and revised from time to time, so we deliberately do not publish figures on this site — an out-of-date number is worse than none. We assess your sector, local headcount and existing foreign workforce, then quote against the rates prevailing when you hire.

The official current figures are published at mom.gov.sg.

All sources approved by MOM: the Non-Traditional Sources (Bangladesh, Bhutan, Cambodia, India, Laos, Myanmar, the Philippines, Sri Lanka and Thailand), the People's Republic of China, the North Asian Sources (Hong Kong, Macau, South Korea and Taiwan) and Malaysia. The PRC is its own source group and is not part of the Non-Traditional Sources. Migrant domestic workers may additionally be recruited from countries such as Indonesia and Cambodia.

Which sources apply to a given role depends on your sector and pass type under prevailing MOM rules. See source countries.

In most sectors, the number of Work Permit and S Pass holders you may employ is tied to your local workforce through the Dependency Ratio Ceiling, so a company with no local employees will usually have little or no quota. Employment Pass holders are not subject to quota. We will assess your specific position rather than guess.

Under the Employment Agencies Act, the agency fee collected from a job seeker is capped at one month of the worker's salary for each year of the employment contract, up to a maximum of two months' salary. Any fee charged must be supported by a receipt. If anyone asks a worker for cash without documentation, that is a warning sign regardless of which agency is involved.

Service fees for employers depend on the scope — recruitment only, pass administration only, or the full chain including onboarding and compliance support. We quote against your actual requirement rather than publishing a rate card that would not fit most cases. Ask us and we will put it in writing.

For domestic worker placements, replacement arrangements are agreed in writing before placement. For business hires, the approach depends on the role and the reason, and is set out in the service agreement. We prefer to be explicit about this before placement, not after.

We can arrange dormitory or other acceptable accommodation and handle the address declaration, along with airport reception and transfer on arrival. Housing must meet MOM's requirements, and we will tell you if a proposed arrangement does not.

English and Mandarin for employers and candidates. Our overseas recruitment partners cover the working languages of their own source countries.