Understanding the NTS Quota in Singapore – A Complete Guide

Hiring foreign workers is common for many businesses in Singapore, particularly in industries where local manpower is limited. 

However, employers cannot hire foreign workers without limits. The Ministry of Manpower (MOM) regulates hiring through a quota system, and one of the rules employers often encounter is the Non-Traditional Source (NTS) quota.

The NTS quota determines how many Work Permit holders from specific countries a company can employ as part of its foreign workforce. It operates within Singapore’s broader foreign worker quota framework, which controls the proportion of foreign employees in each business.

For employers planning to hire workers from countries such as Myanmar, Bangladesh, or India, understanding how the NTS quota works is essential. It affects hiring capacity, workforce planning, and ultimately whether a Work Permit application can be approved.

Workers hired under the NTS scheme typically come from South and Southeast Asia.

Approved Non-Traditional Source countries include:

• Myanmar

• India

• Bangladesh

• Sri Lanka

• Thailand

• Philippines

• Cambodia

• Laos

• Bhutan

Employers in the manufacturing and services sectors are allowed to hire workers from these countries only for specific occupations listed under the NTS Occupation List. These restrictions are designed to ensure that the scheme supports roles where manpower shortages are more acute.

The NTS quota does not operate independently. 

Instead, it forms part of Singapore’s broader foreign worker quota framework, which determines how many foreign employees a company can hire.

The key rule governing this framework is the Dependency Ratio Ceiling (DRC).

The DRC sets the maximum proportion of foreign workers permitted in a company’s workforce, and the limits vary by sector depending on labour needs.

These limits include both Work Permit holders and S Pass holders. The NTS quota therefore sits within the overall foreign workforce permitted under the DRC rather than operating as a separate quota system.

Employers in the manufacturing and services sectors can only hire NTS workers for occupations listed under the Non-Traditional Source Occupation List (NTS-OL).

The list was introduced to allow businesses to fill roles that are difficult to staff locally and where automation is often limited. Examples include manufacturing production roles, hotel housekeeping support, certain food preparation jobs, and heavy vehicle driving positions.

Companies hiring NTS workers under this scheme must meet several requirements.

First, NTS Work Permit holders must remain within a sub-Dependency Ratio Ceiling of 8% of the company’s total workforce. This means that even if a business has an unused foreign worker quota under the sector limit, the number of NTS workers cannot exceed this smaller allocation.

Second, employers must pay workers hired under the NTS Occupation List a fixed monthly salary of at least S$2,000. This requirement is intended to ensure that the scheme attracts workers with the appropriate skills and helps maintain fair wage standards.

Finally, NTS Work Permit holders must perform only the occupation specified on their Work Permit. For example, workers hired as heavy vehicle drivers must hold the appropriate driving licence and cannot be assigned to other unrelated roles.

Certain occupations on the list also come with sector-specific conditions. For instance, cooks must be employed by businesses holding a valid Singapore Food Agency food shop licence, while food processing workers must be hired by companies with the relevant food processing or slaughterhouse licence.

The service sector has the most restrictive foreign worker quota in Singapore.

Under current MOM rules, companies in the service sector may have up to 35% foreign workers in their workforce.

To understand how this works in practice, consider a business employing twenty staff members. Under the sector quota, up to seven of those employees may be foreign workers.

However, the NTS rule introduces another layer of restriction. Because NTS workers cannot exceed 8% of the total workforce, the same company would only be able to hire one NTS worker even if an additional foreign worker quota is still available under the sector limit.

Employers therefore need to check both limits when planning recruitment: the sector foreign worker quota as well as the NTS sub-quota.

Employers can estimate their hiring capacity quickly with this foreign worker quota calculator. 

Or you can also refer to the official calculator by the Ministry of Manpower.

MOM’s calculator considers several factors, including:

• the company’s sector

• the number of local employees

• the number of existing foreign workers

• S Pass usage

Many employers check their quota before beginning recruitment to ensure the position can be legally filled before starting the Work Permit process.

Hiring NTS workers follows the same general rules as other Work Permit hires. Employers must meet several compliance requirements set by MOM.

One of the key requirements is the security bond. For most non-Malaysian Work Permit holders, employers must post a bond of SGD 5,000. This bond ensures that the employer and worker comply with the conditions of the Work Permit.

Employers must also provide medical insurance for foreign workers. The insurance policy must cover at least SGD 60,000 per year for inpatient care and day surgery so workers can access medical treatment without placing unexpected financial burden on employers.

Accommodation is another important responsibility. Employers must ensure that foreign workers live in approved housing that complies with MOM standards. Depending on the sector, this may include purpose-built dormitories, factory-converted dormitories, or approved rental arrangements.

In addition, employers must pay the monthly foreign worker levy, which varies depending on the worker’s skill classification and the sector in which they are employed. The levy is part of Singapore’s broader system for managing foreign manpower levels.

For many businesses in Singapore, the NTS quota is a practical constraint that shapes hiring decisions. Companies that rely on foreign manpower need to understand how the quota interacts with the broader foreign worker framework, including sector limits and the NTS Occupation List rules.

The NTS Occupation List itself continues to evolve as labour needs change. Additional roles in sectors such as food services, social services, and air transport are expected to be introduced in the coming years, including positions such as kitchen assistants, waiters, teacher aides, and cabin attendants. These changes are intended to give businesses more flexibility in filling manpower gaps while maintaining safeguards on wages and workforce composition.

Employers who review their quota early in the hiring process can avoid delays and rejected Work Permit applications. When employers work with us at Trinity Pass, we help verify quota availability and guide companies through the hiring process so they can bring in the workers they need while remaining compliant with MOM regulations.