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This article serves as a timely reminder that come 1 September , all Employment Pass renewals will have to pass the COMPASS requirements. If your organisation is not prepared for this important change you may run into problems with respect to your foreign employees. So far we have seen clients panicking as they realise that with their current COMPASS scores they would not be able to retain their foreign employees. In 1 situation, an employer realises that with the changes 1 of its foreign employees will only qualify for a S Pass. The employer engages with the employee about this change only for the employee to balk at it as he sees being on a S Pass as a step down. Another group of foreign employees that will be strongly impacted are those who do not have any recognised degree-equivalent qualifications. This could lead to a situation whereby some of their Employment Passes may not be able to be renewed despite the fact that they have worked in Singapore for a long time and amassed years of experience along the way. We have also seen cases whereby the foreign employees themselves have been engaging with their employers to ascertain on their own end whether their renewals will meet the COMPASS requirements and have gone so far to ask the employers for data in order for them to do their analysis. Ultimately, companies will need to be prepared for these changes, given that this will have a great impact on their foreign employees who will surely be anxious as to whether they can continue to be employed in Singapore. Feel free to share in the comments below any other COMPASS related issues as we head towards 1 September.

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I have been pleasantly surprised by the reaction to my previous post, thanks everyone for your support!   I was racking my brains as to what to write about for this follow up post. Finally after speaking with the wife Alice Ho I decided to talk more about why I find the human element in employment law fascinating. When I speak with my clients about this, I always lead with a very simple soundbite, which is to talk about&#;   The 7 Deadly Sins of Employee Misbehaviour &#;   Basically in my career I realized that all employee misbehaviour can be classified using the 7 Deadly Sins. The more memorable cases that I have dealt with in the past that come to mind:   Lust: The one where 2 employees were caught on camera in the office engaging in acts of passion &#; Gluttony: The one where the employee drank a lot of company sponsored alcohol and started mouthing off to his CEO &#; Greed: The one where the employee used the company credit card to rack up a huge gambling debt &#; Sloth: The one where the employee went on holiday on a work-from-home day and decided to post about it on social media &#; Wrath: The one where the employee got into a heated bar fight and was thrown in jail &#; Envy: The one where the employee tried to torpedo another employee&#;s performance review as he was envious of his meteoric rise &#; Pride: The one where the employee thought that COVID regulations (remember those?) were beneath him and refused to adhere to them, leading to his eventual ejection from the country &#;   The fact scenarios are sometimes so out there, they make the plots in Suits seem plausible. Nevertheless, when we get engaged in these cases, we will return to the fundamentals when analysing the misbehaviour before advising the client regarding the next steps. Hence, for my next post I will share some tips on how best to manage these incidents of employee misbehaviour.   Until then, please feel free to share in the comments below about your employee misbehaviour stories and see if you can categorise them into the 7 Deadly Sins as above! #employeerelations #employmentlaw #employeemanagement #hr #workplacelaw  

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