[BCM] [MOM] [E3] [BIA] [T1] [CBF] [1] Labour Market Regulation and Enforcement

Sub-CBF Code

Sub-CBF

Description of Sub-CBF

Business Unit Minimum Business Continuity Objective (MBCO)

1.1

Policy & Regulation Design

Formulation and review of labour policies, regulations, and standards to ensure alignment with national objectives and international obligations.

Maintain essential policy drafting and advisory capacity to provide interim guidance on urgent labour market issues within 5–10 working days.

1.2

Licensing & Permits

Processing and issuance of employment-related licenses and permits (e.g., work passes, foreign worker quotas).

Ensure core licensing systems remain operational at a minimum of 50% capacity within 48 hours to support essential manpower movement and employer compliance.

1.3

Inspections, Monitoring & Investigation

Conducting workplace inspections, monitoring employer compliance, and investigating potential breaches of labour laws.

Sustain critical field inspection and investigation activities at 30–40% capacity within 72 hours, prioritising high-risk industries and urgent safety cases.

1.4

Adjudication & Dispute Resolution

Resolving disputes between employers and employees through tribunals, mediation, and adjudication processes.

Maintain dispute resolution services at a minimum level (20–30% of cases handled) within 3–5 working days to prevent the escalation of employment conflicts.

1.5

Enforcement Actions & Sanctions

Initiating enforcement actions, imposing penalties, and applying sanctions against non-compliant entities.

Retain essential enforcement capability (10–20% of cases) within 72 hours to deter systemic non-compliance and protect workers’ rights.

1.6

Stakeholder Engagement & Education

Providing guidance, outreach, and educational initiatives for employers, workers, and unions on compliance and best practices.

Ensure delivery of urgent advisories and stakeholder communication at 50% capacity within 24 hours to sustain public trust and industry compliance.

1.7

Regulatory Intelligence & Risk Management

Gathering intelligence, analysing trends, and identifying emerging risks in the labour market for proactive regulatory responses.

Maintain minimal intelligence-gathering and risk monitoring functions (20–30% capacity) within 5 working days to enable proactive interventions.

Sub-CBF Code

Sub-CBF

Impact Area

Financial Impact – Monetary Loss (Estimated)

Financial Impact – Calculation of Monetary Loss (State Formula for Calculations)

Impact on MBCO – Affect MBCO

Impact on MBCO – Impact

Remarks – Description

1.1

Policy & Regulation Design

Strategic / Regulatory Compliance

High (e.g., S$10M – S$50M annually if ineffective policies cause systemic labour disruptions)

Loss = GDP Impact × % Workforce Disruption × Duration (in months)

Yes

Critical – Policy failures disrupt the entire labour market framework

Development of fair and sustainable labour policies that balance employer and worker needs.

1.2

Licensing & Permits

Legal / Operational / Reputational

Moderate to High (e.g., S$5M – S$20M if delays hinder businesses and foreign worker entry)

Loss = (No. of Delayed Permits × Average Business Loss per Worker per Month)

Yes

Significant – Direct impact on workforce deployment and employer operations

Issuance of work passes and permits essential for businesses to employ foreign manpower.

1.3

Inspections, Monitoring & Investigation

Legal / Compliance / Safety

High (e.g., S$10M – S$30M from workplace accidents, non-compliance fines, reputational damage)

Loss = (No. of Incidents × Average Compensation/Legal Penalty) + Reputational Cost Factor

Yes

Critical – Workplace safety and compliance underpin MOM’s credibility

Conduct inspections, ensure fair labour practices, and address breaches of employment laws.

1.4

Adjudication & Dispute Resolution

Legal / Industrial Relations

Moderate (e.g., S$2M – S$10M due to unresolved disputes leading to strikes or productivity losses)

Loss = (No. of Disputes × Avg. Productivity Loss per Day × Duration)

Yes

High – Failure to resolve disputes may escalate into industrial action

Mediation and resolution of employer–employee disputes, including wage and contract matters.

1.5

Enforcement Actions & Sanctions

Legal / Deterrence / Reputational

High (e.g., S$5M – S$25M if enforcement lapses result in exploitation or systemic non-compliance)

Loss = (No. of Non-Compliant Cases × Penalty Avoided) + Enforcement Resource Costs

Yes

Critical – Weak enforcement erodes deterrence and public trust

Sanctioning non-compliant employers and workers to ensure fairness and deterrence.

1.6

Stakeholder Engagement & Education

Reputational / Social / Compliance

Moderate (e.g., S$1M – S$5M if poor communication leads to widespread non-compliance)

Loss = (No. of Stakeholders Misguided × Avg. Compliance Cost × Non-Compliance Rate)

Yes

Moderate – Impacts the effectiveness of the overall compliance regime

Public awareness campaigns, industry engagement, and education on labour market regulations.

1.7

Regulatory Intelligence & Risk Management

Strategic / Risk / Policy

High (e.g., S$10M – S$40M if risks such as illegal employment or labour exploitation go undetected)

Loss = (Estimated Workforce Affected × Avg. Economic Cost per Worker × Duration)

Yes

Critical – Intelligence gaps undermine policy effectiveness and enforcement.

Collect and analyse data to detect emerging risks, forecast trends, and support evidence-based policymaking.