Report on WP Final (H)

Ministry of Labor, Social Affairs, Martyrs and
Disabled
Report on
Streamlining the Procedure of Work
Permit System in Afghanistan
Prepared By:
Muhammad Javaid
Consultant
Managing International Migration
February, 2011

Streamlining the Procedure of Work Permit System in Afghanistan 2011
Ministry of Labor, Social Affairs, Martyrs and Disabled, Afghanistan i
Biography
Muhammad Javaid
The author was born on April 28, 1949, in Lahore, Pakistan. Having pass his master
degree in Economics from Punjab University, Lahore, Pakistan in 1972, he has
postgraduate diplomas from foreign Universities / institutions i) Development Planning
Techniques from Institute of Social Studies the Hague, (ISS) Holland, ii) Human
Resource Development, and iii) Applied Economics of Human Resources from Growth
Dynamic Institute, Erasmus University, Rotterdam, Netherlands.
The author started his career from government service in 1972 as Statistical Investigator
in Population Census Organization and rose to the status of Chief Planning &
Development Division. In-between he served as Research Officer & Assistant Chief,
Deputy Chief and Chief in various important ministries. He finally retired as Chief of
Planning Commission. He has also severed as Project Director/Deputy Project Director of
various development projects. He has served as Principal Staff Officer and Special
Assistant of Deputy Chairmen of the Planning Commission of Pakistan. He was closely
associated with the Chief Economist of Pakistan in finalizing various Economic Policies
and Plans and Development Projects. He has served as secretary of many important
technical committees & working groups.
During his 37 years career, he worked for Socio – Economic Development Projects,
Planning, Economic Research & Analysis, Human Resource Development, Management
/ Administration, Coordination, Organizing Capacity Building Programs, Monitoring &
Evaluation of Development Projects. He has the experience of preparing Project
Proposals of developing projects. He has produced many research papers for national and
international conferences /seminars /workshops.
The author is presently engaged in Social Sector Consultancy Services
(http://www.sscpk.org) at his own Office # 308, 3rd
Floor, Lord Trade Center, F-11
Markaz, Islamabad, PAKISTAN. His contact details are as follow:
Contact Details:
Work Address: Social Sector Consultancy Services
Office # 308, 3rd
Floor, Lord Trade Center,
F-11 Markaz, Islamabad, PAKISTAN
Email: mujavaid@yahoo.com
Telephone: +92-333-5299046, +92-51-2224360, +92-51-2102826
Fax: +92-51-2224359

Ministry of Labor, Social Affairs, Martyrs and Disabled, Afghanistan ii
ACKNOWLEDGEMENTS
This report is prepared in accomplishment of developing a system for proper
management of international migration system in Afghanistan. The Ministry of
Labor, Social Affairs, Martyrs and Disabled (MoLSAMD) is dealing with issuing
work permits to foreign workers as well as managing overseas migration. The
present report is regarding reforms in existing work permit system. The
accomplishment of this report is due to the cooperation of many individuals,
public and private organizations. I wish to acknowledge with thanks to all those
persons, public and private organizations to whom I visited and whose
cooperation was instrumental in accomplishing this task.
I would like to extend my special thanks for the extensive information, support
and comments of the Deputy Minister (Labor) of the Ministry of Labor, Social
Affairs, Martyrs and the Disabled of the Government of Afghanistan, H.E. Mst
Seema “Ghani”. I am also thankful to Ex-Deputy Minister H.E Md Ghaus “Bashiri”
who supported in initial stage. I also wish to extend my thanks to Dr. Salim
“Mastoor” DG, Syed Kazim “Fakhri” Director of Work Permit and his colleagues
for their support. I gratefully acknowledge the managerial and logistic support
extended by Mr. Ahmad Jaweed “Jalali” Project Manager who efficiently
arranged meetings with all stakeholders to obtain their views and comments on
the subject. I also wish to acknowledge with grateful appreciation the I.T support
of Mr. Ahmad Jaweed “Jalali” and his colleagues Mr. Nisar Ahmad “Miakhail”.I
am grateful to Miss Tahmina “Nooristani” who assisted Mr. Ahmad Jaweed
“Jalali” in translation of all relevant legislation, rules and regulation on emigration
from Dari to English. Last but not least I wish to express my grateful thanks to Dr.
Sabur “Ghayur”, International Advisor on Employment Policy & Promotion and
Labor Market Survey for his cooperation and briefing about Kabul Conference
and its follow-up. I express my gratitude to all officers /official to whom I met
during the visit of the various ministries and national and international
organization (Annexure A).
Muhammad Javaid
Consultant
Managing International Migration
February, 2011

Ministry of Labor, Social Affairs, Martyrs and Disabled, Afghanistan iii
Acronyms
MoLSAMD Ministry of Labor, Social Affairs, Martyrs and Disabled
WPS Work Permit System
FW Foreign Worker
FWs Foreign Workers
WPs Work Permits
RQA Return of Qualified Afghans
ER Employer Representative
HRD Human Resource Development
LMIAU Labor Market and Information Analysis Unit
IOM International Organization for Migration
GoIRA Government of Islamic Republic of Afghanistan
ISAF International Security Assistance Force
MoI Ministry of Interior
MoFA Ministry of Foreign Affairs
S$ Singapore Dollar
MOM Ministry of Manpower (Singapore)
EP Employment Pass
PR Permanent Residence
WP Work Permit
TWP Temporary Work Permit
LOC Licensed Outsourcing Company
WPC Work Permit Card
WPCs Work Permit Cards
EntrePass Entrepreneur Pass
PEP Personalized Employment Pass
IPA In-Principle Approval
SOP Standard Operating Procedure
CCFW Cabinet Committee on Foreign Workers
TORs Terms of References
SCWPS Steering Committee on Work Permit System
CCoE Cabinet Committee on Emigration
PRU Policy & Research Unit
BOM Bureau of Migration

Ministry of Labor, Social Affairs, Martyrs and Disabled, Afghanistan iv
Table of Contents
Vision & Mission 01
Section 1. Introduction 02
1.1 Emigration 02
1.2 Immigration 04
1.3 Immigration Laws 07
Section 2. Experience of Some Asian Labor Hosting Countries 09
2.1 Work Permit System (WPS) in Singapore 10
2.1.1 Employment Pass 11
2.1.2 Work Permit (WP) 12
2.1.3 Entrepreneur Pass (EntrePass) 14
2.1.4 Personalized Employment Pass (PEP) 14
2.1.5 Miscellaneous Work Pass 15
2.1.6 Offences and Penalties 15
2.1.7 Specific Requirements for Various Sectors 16
2.1.8 Recruitment of Workers from Various Countries 18
2.1.9 Procedure and Timeline 18
2.1.10 Approval and Collection of Employment Pass 18
2.1.11 Disapproval for Employment Pass 19
2.1.12 Employment Pass Renewal Procedure 19
2.2 Work Permit System (WPS) in Malaysia 20
2.2.1 Procedure for Expatriate Posts 21
2.2.2 Employment of Foreign Workers 21
2.2.3 Process for Selection of Outsourcing Companies 23
2.2.4 Criteria for Selection of Companies 24
2.2.5 Conditions for Approval of LOC 24
2.2.6 Responsibilities of LOC 25
2.2.7 Revoking of Approval 25
2.2.8 Technical Committees 26
2.2.9 Process of Foreign Worker’s Application 27
2.2.10 Types of Permits 28

Ministry of Labor, Social Affairs, Martyrs and Disabled, Afghanistan v
2.3 Conclusion 29
2.3.1 Singapore 29
2.3.2 Malaysia 31
Section 3: Work Permit System in Afghanistan 33
3.1 Work Permit (WP) Procedure 33
3.1.1 Documents Required for WP 34
3.1.2 Processing Flow 35
3.2 Issues and Problems 38
3.2.1 Administrative Issues 38
3.2.2 Technical Issues 41
3.2.3 Revenue Generation 42
Section: 4 Work Permit System’s Reforms 44
4.1 Administrative Reforms 44
4.1.1 Cabinet Committee on Foreign Workers (CCFW) 44
4.1.2 Steering Committee on Work Permit System (SCWPS) 45
4.2 Organizational Reforms 46
4.2.1 Establishment of Bureau of Migration 46
4.2.2 Establishment of Policy & Research Unit (PRU) 49
4.2.3 Work Permit Categories 51
4.2.4 Design of Cards 53
4.2.5 Sequential Procedure for WPC 55
4.3 Procedural Reforms 56
4.3.1 Procedure for WPC Issuance 59
4.3.2 Processing of Applications 61
4.4 General Recommendation 62

Ministry of Labor, Social Affairs, Martyrs and Disabled, Afghanistan vi
ANNEXES
Annex. A Organizations Visited 64
Annex. 2.1Documents Required for Employment Pass in Singapore 65
Annex. 2.2 Sectors with Source Countries in Malaysia 66
Annex. 2.3 Work process of the outsourcing System 67
Annex. 2.4 Processing Flow in 1st Phase and Second phase 68
Annex. 3.1 Statutes on the Employment of Foreign Citizens in 69
Afghanistan Organization
Annex. 3.2 Foreigner Contract 72
Annex. 3.3 Organizational Chart and Duties of Directorate of 73
Work Permit
Annex. 4.1 Organizational Chart of Bureau of Migration 74
Annex. 4.2 Zebra P640i Card Printer 75
Annex. 4.3 Afghanistan Provincial Codes 79
Annex. 4.4 Industrial Classification 80
Annex. 4.5 Application Form 1 81
Annex. 4.6 Undertaking 84
Annex. 4.7 Renewal Form 2 85
Annex. 4.8 Duplication Form 3 86
Annex. 4.9 Cancellation Form 4 87
Annex. 4.10 Appeal Form 5 88
Annex. 4.11 Processing Flow Under New Proposed System 89

Ministry of Labor, Social Affairs, Martyrs and Disabled, Afghanistan 1
Managing the International Migration in
Afghanistan
Vision and Mission1
Vision
Creating enabling environments for Afghans to avail
employment opportunities existing in other countries in
conditions of decent work and simultaneously
regulating, coordinating and streamlining procedures
for the recruitment of foreign workers in the country
through innovation and technology.
Mission
Better managed international migration in order to
ensure greater employment of Afghans in other
countries with adequate safeguards for their protection
and a coordinated and computerized mechanism for
recruitment of foreign workers duly safeguarding the
national security, social order and upholding country’s
laws.
1
The Vision and Mission is designed keeping in view that the affairs of outgoing Afghan workers
and registration of Foreign Workers will be managed by one institution, which is already under
process to fulfill the commitment made in Colombo Process (CP) conference by Afghan
Government.

Section 1: Introduction
Afghanistan is involved in international migration process as “hosting” foreign
workers as well as a “source” country. In the absence of well organized system
for managing the international migration, it is not only difficult to reduce the
dependence on foreign workers but also to ease the unemployment problem by
facilitating the Afghan nationals to get employment in foreign countries. The
Ministry of Labor, Social Affairs, Martyrs and Disabled (MoLSAMD) is dealing
with the subject and recently has initiated the process of developing effective
mechanisms for managing international migration. The better management of
migration could be significant in terms of reducing unemployment and generating
own resources for self reliance. The international migration has two components
i-e Emigration and Immigration. Afghanistan needs to develop the emigration
system for optimal utilization of employment opportunities existing in other
countries for Afghan workforce and to streamline the existing procedure of
registering the Foreign Workers (FW) i-e Work Permit System (WPS).
1.1 Emigration
Migration of people to other countries in search of employment has occurred all
through history and is by no means a new phenomenon for Afghan people. The
problem of unemployment in the country is due to the mismatch between the
manpower requirements and available supply. The shortage of educated,
experienced and skilled manpower in Afghanistan is coexisting with lesser
employment opportunities for the Afghans who lack sufficient education, skills
and experience. The Afghan government has initiated a skills development
program and a five-year education plan. This will enable to fill the gap between
demand and supply. The skilled and professional workforce is not only required
within the country as well as in the Middle-East countries.
Migration also plays an important role in the economic progress and prosperity of
a country. It is an important source of economic growth and development for
individuals as well as nations. Indeed, all migrant workers – irrespective of their
status – contribute to growth and prosperity of destination and source countries.
Afghans are migrating to neighboring as well as Middle Eastern countries to avail
the employment opportunities. However, they have less opportunities as
compared to the nationals of other source countries due to lack of skills
competency. Afghan people need the guidance in this regard and also need a

comprehensive Human Resource Development (HRD)2
policy and program to
meet the own country’s requirements as well as to increase the probability of
getting employment in other countries. Unfortunately no organized system is
available in the country to facilitate and regulate emigration.
In the absence of accurate data on the national labor force and its
characteristics, there is serious impediment to planning HRD. According to
available statistics, this is based on secondary data3
collected by the Labor
Market and Information Analysis Unit (LMIAU) in MoLSAMD, Afghanistan’s labor
force is characterized by a surplus labor, most of which is rural, and a lack of
availability of sufficient and secure employment. The labor force is primarily semi
skilled and there is a high level of illiteracy. At present Afghanistan’s major
human resource is in the lower-skilled sector. The nature of demand in Middle-
East countries is also for semi-skilled and production workers and the Afghan
workforce falling in this category are fairly large. Therefore, efforts have been
made by MoLSAMD to tap the employment potential for the Afghan nationals in
other countries particularly in Middle-East countries. A technical labor dispatch
protocol has been signed with the government of Qatar, and negotiations are
underway on bilateral agreement on the employment of Afghan workers with the
governments of UAE, Kuwait and Iran. All these initiatives need continuous
follow-up.
The ministry has also taken other measures and laid down the procedure on the
functioning of private employment agencies to streamline their procedure of
sending Afghan workforce to foreign countries. About eight private agencies have
been allowed to export the manpower to other countries. Inspite of these efforts,
2
Afghanistan suffered a loss of skilled and professional personnel during last three
decades of conflict prior to 2001, leaving a dearth of qualified professionals to take up
posts in the government and private sector. Therefore, Human Resource Development
(HRD) policy is required to enhance the skills of Afghan workforce to compete the other
countries’ workforce. HRD policy is not only required to meet the country’s own
requirements but also to reduce the dependence on foreign workers which are presently
engaged in the country.
3
A nation-wide survey/study to ascertain the characteristics/labor market indicators has
never been conducted so far in Afghanistan. However, in 2008, the Labor Market and
Information Analysis Unit (LMIAU) in MoLSAMD conducted a survey of i) 13800 households,
ii) 8000 informal businesses, iii) 400 formal businesses, iv) 1000 day laborers, v) 100
vocational and training centers in 31 out of 34 provinces. The survey’s result is being
used as an employment and labor market indicators. The Labor Force Survey is being
planned to be conducted in near future.

more arrangements are required to establish an institutional mechanism for
managing international migration particular with regard to sending Afghans for
employment in other countries. Inadequacy of the institutional mechanism for
managing the emigration of the Afghan workforce is the main issue that needs to
be addressed for drawing benefits of the existence of a large demand for
expatriates in host countries particularly in the Gulf region. It is also pertinent to
have an institutionalized set up to coordinate and follow up the bilateral
agreements with other countries in the light of available manpower in the country.
The managing the emigration of workforce is relatively a new phenomenon for
Afghanistan. In the past, refugees dominated the scene. Hence, there is now a
need to establish an efficient and effective mechanism to properly manage the
labor migration. The system should be effective to register all out going Afghan
workers and to provide them guidance and protection. The system may also
have welfare and employability programs for returning migrants. Pakistan and
Philippine have developed a good emigration systems facilitating not only out
going workers but also have many program for the returning migrants to utilize
their skills and experience for economic growth and development.
1.2 Immigration
Migration provides opportunities to utilize the services of highly qualified and
experienced professionals which are not available within the country due to the
shortage of educated, experienced and skilled workforce. Afghanistan is
presently utilizing the services of foreign experts and qualified professionals
across economic activities and services. Three decades of disturbance in the
country has created the vacuum in developing the human resource base of the
country. The institutions could not be developed to produce highly qualified and
technical manpower required for reconstruction of its infrastructure and tap its
natural resources needed to revive and sustain economic growth. Therefore, a
reliance on foreign workers is viewed as a necessary but a “temporary” measure
to meet the shortages. It is widely understood that without a recourse to qualified
and trained foreign expertise – momentarily though - could have seriously
impacted the attainment of the nation's socio-economic development goals.
The mass population was displaced during Soviet invasion and in post war
period. Some of them successfully attained higher education and settled in host
countries. The International Organization for Migration (IOM) initiated the
program known as Return of Qualified Afghans (RQA) to motivate and bringing
back highly qualified Afghan experts and helps to place them in key positions
within ministries, government institutions and the private sector enabling them to
participate in rebuilding of their nation. IOM has established a RQA database

with a view to matching their experience and qualifications with the available
positions. The coverage of this program is from all over the world, including
Europe, Africa, Middle East and North America. About 1,000 Afghan experts
living abroad have returned back from 32 countries and have been placed in 30
ministries, 33 government offices/institutions and 75 NGOs. It is interesting to
note that 134 Afghan female have returned. All returnees have been placed in 28
provinces of the country. This program is helpful to reduce the dependence on
the foreign workers in coordination with IOM. There must be a liaison between
MoLSAMD and IOM for effective utilization of Database established under RQA.
The registration of foreign workers is very important in order to prepare the policy
of gradually reducing the dependence on the foreign expatriates and preparing
replacement from local workforce. The data on their characteristics i-e by gender,
occupations, qualification, skills, employers and provinces is required for the
preparation of Human Resource Development (HRD) policy, proper manpower
planning, better regulation, and ensuring safety of foreign workers. The
Government of Islamic Republic of Afghanistan (GoIRA) has started the
registration of foreign employees through introduction of the “Work Permit
System” (WPS). It is mandatory for foreign nationals to get themselves registered
to work in Afghanistan. A Directorate of Work Permit is established in the
MoLSAMD. This Directorate is now issuing Work Permits4
(WPs) to foreigners
hired to work in various public and private organizations. It is pertinent to point
out that the UN personnel including those working in its specialized agencies and
military personnel of the NATO, International Security Assistance Force (ISAF)
and the Allied Forces are exempted to obtain a work permit.
An intending employer for foreign worker (s) - both of a governmental or private
organization - is required to: i) seek prior approval from the competent authority,
ii) apply for the entry visa, and iii) apply for the issuance of WP. The WP is issued
by charging a fee of AFS 7,500 and normally has validity up to one year; it can
be renewed on year to year basis. The current procedure is discussed in detail in
Section 3.
Although, the WPS has been in place for about five years but it has as yet not
been able to register all the expatriates. Whereas, conservative estimates put the
number of foreign workers in excess of 150,000, the numbers of WPs issued so
4
The Directorate is also being called as “Directorate of Foreign Remittances” and signboard are
placed in the office and also appears in government correspondence. However, this
nomenclature has no government approval at any level.

far are close to 77,000. Furthermore, this figure includes WPs: i) renewed, ii)
duplicates, and iii) cancelled.
The current system is not able to provide the detailed statistics required for
effective manpower planning to reduce gradually dependence on foreign experts.
There is a need to develop a proper and well coordinated system which could
provide the necessary information on the placement of expatriates by project,
province, regions & location. Similarly the personal information of expatriates i-e
qualifications, experience and countries of origin is very important for the
preparation of country’s education, technical & vocational, and employment
policies. This reinforces the need for streamlining and strengthening the system
of recruitment of foreign workers in a well coordinated and effective mechanism
and enabling to provide the information for preparing the effective manpower
employment policy.
Many Asian countries are involved in the international migration process and all
of them have developed systems according to their own requirements and social
& cultural traditions. Some of them; Singapore and Malaysia have developed a
well integrated, coordinated system which ensures full documentation of
international migration flow. Afghanistan may get benefit from the experience of
such countries. The procedure of registration in these two countries is analyzed
in Section 2.
In the country managing migration involves two steps:
• Streamline the existing system/procedure of registration of
Foreign Workers.
• Develop a system to regulate/facilitate the employment of Afghan
workers in other countries
Thus, efforts are needed to better manage the whole process of migration
through capacity building and strengthening an institutional and regulatory
framework. Such a mechanism will be able to help in: i) phasing out the
dependence on foreign workers, and ii) sending an increasing number of
Afghans for work in other countries.
The MoLSAMD has given priority to first revise the work permit system enabling
registration of foreign employees properly. The focus is to provide information on:
i) employers by economic activities across provinces and by public and private
sector, and ii) foreign workers by gender, occupations, qualification, skills,
employers and provinces. This information is required for: i) proper manpower
planning, ii) better regulation, and iii) ensuring safety of foreign workers.

The present report deals with the first part and recommendations are being made
to improve / modify the present registration of foreign workers after reviewing the
existing system and consulting/taking on board all the stakeholders. Thus, this
report while not undermining the need for a comprehensive mechanism
developed for managing migration would only be dealing with streamlining the
existing procedure of WPS. The report on second part i-e registration and
regulating the outgoing Afghan workers will be prepared separately.
.
1.3 Immigration Laws
The Ministry of Interior (MoI) is the controlling authority of the immigration laws.
Present immigration laws are inherited by this government from the previous
regime. Prior to analysis and streamlining the present WPS it is worthwhile to
review the immigration laws of the country. All foreign nationals who wish to enter
Afghanistan are required a visa for any type of purpose like leisure, business,
permanent residency, mass media and investment. Exceptions are made for
individuals where Afghanistan has Visa Abolition Agreements i-e UN personnel
including those working in its specialized agencies and military personnel of the
NATO, The International Security Assistance Force (ISAF) and the Allied Forces
in Afghanistan.
The Diplomatic Missions are entrusted the responsibility of issuing visas and
provide information and other requirements needed for entry into country. The
entry into the country is required a passport, travel documents, and a visa
regardless of the purpose of visit as existing in all over the world.
Ten categories of visa are in operation at the moment, out of which only three
types of visas i-e i) Entry Visa, ii) Entry visa for Work and iii) Double Entry Visa,
are valid for issuance of the work permit. If any individual enter in country other
than these visas, is not eligible for the issuance of work permit. The individuals
have to go back to his country and to come again after obtaining the visa
admissible for the issuance of work permit. All visas are being issued by Afghan
missions/embassies are valid for thirty days from the date of the entry and has a
utilization period of three months from the date of issuance, except few visas like
Transit, Double Transit Visa, Resident visa. Multiple travel visa is being issued to
those workers who obtain the work permit enabling them to visit frequently during
their work tenure.
The MoI has authority to extend the visa before the expiry date if someone
intends to stay longer than the duration allowed. Visitors are fined US$2 for each
day of delay for the first month followed by US$5 for each day of delay for the

second month. Holders who don’t apply for an extension after two (2) months are
liable to deport. The fines are mentioned but the implementation on these is
subject to be verified as during the visit of MoI no information was available that
how much revenue is being generated or how many cases are being dealt
periodically under these clause.
The Ministry of Interior (MoI) and Ministry of Foreign Affairs (MoFA) have the
authority to deport or detain any foreign national who does not comply with the
rules of immigration. Immigration officers at the point of entry are also given
authority to refuse entry to any foreign national who appears to threaten the
interests of the country. Hence, MoFA and MoI are the two main administrative
institutions to play role in regulating migration like all over the world.

Section 2: Experience of Some Asian Labor Hosting
Countries
Most of the countries in the Asian region are benefitted from the international
migration process as: i) “hosting” foreign workers, ii) acting “source” country, and
iii) “hosting” as well as acting as a “source” country. Almost, all of them have
developed systems catering to their respective needs. However, there are few
who have developed such systems that are well integrated, coordinated and
ensure full documentation of the international migration flows. Such a set of
countries, in addition to greater and effective coordination between Ministries of
Labor, Foreign Affairs and Interior have also developed comprehensive
computerized information system ranging from work permits, work/employment
visas, employees’ and employers’ information, nationals going abroad for work,
etc. The experience of such countries particularly those acting as both source
and host countries will be help full to develop and operationalise new registration
system.
Australia, Canada, and USA are major labor receiving countries but their
requirements are quite different even with each other. Australia, Canada and
USA differ in institutional arrangements dealing with the international managing
the migration system. Australia and Canada use a “point system” which permits
combining various characteristics particularly productivity to issue the work
permit. In contrast, USA uses a “preference system”. Since their requirement and
environments are different therefore, such countries’ experience is not useful for
a country like Afghanistan.
In Southeast Asia, Singapore and Malaysia have the experience of utilizing the
services of expatriates and developed immigration system. The experience of
such countries could be helpful. In the preceding paragraphs, the immigration
policies of Singapore and Malaysia in devising a system for Afghanistan will be
reviewed.
In recent years, Singapore liberalized immigration policy in order to facilitate the
acquisition of permanent residency for skilled immigrants, as well as launched
various programs to attract talent, such as company grant schemes to ease costs
of employing migrant skilled labor and recruitment missions by Government
agencies.
There is increase in non-resident workforce in Singapore. The majority of migrant
workers are low-skilled workers. They are mainly concentrated in the
construction industry, domestic and household services, services sector,
manufacturing and marine industries. The number of higher skilled and better-

educated foreigners has also increased rapidly as a result of intensive
recruitment and liberalized eligibility criteria. Most skilled professionals come
from the United States, the United Kingdom, France and Australia, as well as
from Japan and South Korea.
2.1 Work Permit System (WPS) in Singapore
Singapore is the ideal business and commercial hub in Southeast Asia partly due
to its immigration policies designed to attract seasoned entrepreneurs and
working professionals from around the world. Singapore’s immigration policy is
described as one that tries to maximize the economic benefits of immigration
while minimizing its social and economic costs. Besides the immigrant’s potential
contributions to the economy, an early thrust has also been to selectively open its
doors to people from countries that bore cultural similarity to the local population.
Hence, initially recruitment was permitted only from Malaysia, but this has had to
be widened as labor needs continued to expand. At present, the search for
skilled workers and professionals has extended world-wide although the sources
for recruitment of unskilled foreign workers remain confined largely to the Asian
region.
Depending on their skills levels, the terms and conditions for foreigners to work
or stay in Singapore differ substantially. Skilled workers, professionals and
entrepreneurs are encouraged to take up permanent residence and citizenship
granted after two to ten years of residence (Social Integration Management
Service 1994). Unskilled foreign workers, on the other hand, are permitted to
work only for limited time periods, after which they are expected to return home.
Selective immigration of persons who can contribute economically is not a new or
recent policy in Singapore. This policy was apparently adopted by the British
administrators.
In Singapore, the work permit process is being managed by the Ministry of
Manpower (MOM). The ministry has introduced an internet platform for work
permit transactions to ensure an efficient process. With the internet portal, the
Ministry is able to process the work permit applications within one or two working
days.
For the work permit, foreign nationals regardless of whether unskilled or semi-
skilled are required to apply for work permits in accordance with the Employment
of Foreign Workers Act of Singapore. Usually in Singapore, the work permit is
actually issued based on the different industrial sectors requirements which
include the construction, non-construction and as well as domestic sectors.

There are quite a few different types of work passes which can be applied by
foreign nationals working within Singapore and three of these work passes
include a Work Permit, S Pass and as well as the Employment Pass (EP). The
requirement for the application of these three work passes are different and
some of these conditions depend on the nationality of the applicant, the sector of
the work, the nature of the work and as well as the basic salary.
2.1.1Employment Pass
The Employment Pass (EP) is the main type of work permit meant for company
owners or skilled employees those who intend to work in Singapore. The
employment pass is actually a general term used to classify some of the passes
used to work within Singapore. The EP categories are based on monthly income.
The monthly income must be more than S$2500 and should be degree holder
from recognized university. There is no official quota system limiting the number
of Employment Passes that can be issued. In reality, the EP can actually be
separated into three categories where these three different employment passes
include: i) P Pass (including P1 and P2 Pass), ii) Q Pass and iii) S Pass which
replaces the old Q2 Pass. The application requirements for these different
passes are different and this solely depends on the circumstances of the
applicant whether the applicant meets the requirements or otherwise. EP holders
are eligible to apply for Permanent Residence (PR) status in due course. The
documents required to apply for EP are placed at Annex -2.1.
i) P Pass
The P Pass is meant for foreign nationals who hold recognized degrees,
professional qualifications or specialist skills and also, these foreign nationals are
seeking professional, administrative, executive or managerial jobs. In addition to
that, the P Pass can actually be separated into two different categories which is
the P1 Pass and as well as the P2 Pass. The difference between these two
passes lies only within the basic salary where for the P1 Pass; it is only issued if
the applicant's monthly basic salary is more than S$7,000 whereas for the P2
Pass; it is issued to those if the applicant's monthly basic salary is between S$
3,500 to S$ 7,000.
ii) Q Pass
The Q Pass is designed for foreign nationals whose monthly basic salary is more
than S$2,500 and in addition to that, they should possess recognized degrees,
professional qualifications or specialist skills.

iii) S Pass
The S Pass is actually used to replace the previous Q2 Pass. The S Pass is for
mid-skilled employees, it is designed for foreign nationals whose monthly basic
salary is at least S$1800 or more. However, there is one major difference for the
S Pass when compared to the Q Pass or the P Pass, for the S Pass applicants
are assessed based on employer's quota eligibility and on a point system where
some of the assessment criteria include applicant’s salary, education
qualifications, skills, job type and also work experiences. Instead of a degree, a
technical diploma is acceptable for this kind of work pass. In general, the number
of S Pass holders a company may hire is capped at 25% of the company's total
workforce. S pass-holders can bring over dependents; they are subject to a
monthly levy of S$50. Only P, Q and S pass-holders can apply to become
permanent residents or citizens, which contrasts to the benefits offered to low-
skilled migrants. However they may have to wait for 4-5 years.
Applying Procedure
An application Form 8 (Employment / S Pass Application Form) duly filled in and
signed by the employer and foreign worker is required to apply for these
employment passes (P Pass, Q Pass and S Pass). Some other documents are
also required which include:
• copy of each applicant's educational documents;
• past employment testimonials in the English language,
• recent passport-sized photograph of the applicant taken within
the last three months;
• copy of the Travel Document page showing the applicant's
personal details; and
• complete Personal Particulars.
In addition to the required documentations, there are some other documents or
approvals which are required for the application, depending on the type of
employers or the job nature of the applicant.
2.1.2 Work Permit (WP)
A Work Permit (WP) is a Work Pass issued to a “skilled or an unskilled foreigner”
whose monthly basic salary is not more than S$1,800 to work in Singapore. The
skilled foreign worker is defined who possesses at least a Sijil Pelajaran Malaysia
(SPM) qualification or its equivalent i-e Secondary School Certificate , or a NTC-

3 (Practical) Trade Certificate [also known as ITE's Skills Evaluation Certificate
(Level 1) from July 2002] which is relevant to his/her occupation.
The duration is generally two years though it is subjected to the validity of the
worker’s Passport (one month before its expiry), the Banker’s/Insurance
Guarantee (two months before its expiry) and the worker’s employment period,
whichever is shorter. Before employing any foreign workers, the prospective
employer is required to apply to the Controller of Work Permits for a work permit.
However, during the period of application, foreign nationals of Non-Traditional
Source (India, Bangladesh, Thailand, Myanmar, Sri Lanka, Pakistan and the
Philippines), North Asian Source (Hong Kong, Taiwan, Macau and South Korea)
and as well as Republic of China are not allowed to be within Singapore. The WP
card states information such as the foreign worker’s Name, Work Permit Number,
Passport Number, Foreign Identification Number (FIN) and Occupation as well as
the Employer’s Name and Address. The FW is only allowed to work for the
original employer and in the occupation as stated in the Work Permit Card
(WPC).
A company is not allowed to deploy its foreign workers to its subsidiary because
they are separate legal entities. The subsidiary has to apply for WPs for the
foreign workers if it intends to employ them. A company may deploy its foreign
workers to work in its new branch provided the new branch:
• carries the same company’s name;
• operates under the same employer’s Central Provident Fund
(CPF) Account; and
• has the same business activity as the company.
The submission method of the application forms for a work permit, it can be done
electronically or via the SignPost post office where an administrative fee of S$10
is charged for each application submitted. The processing through electronically
submitted applications is much faster (combined two working days) compared to
processing it via SignPost post office which usually takes around seven working
days. Prior to the work permit is issued to a foreign national, the foreign national
is required to undergo medical examinations at a Singapore registered general
practitioner and also, the foreign national must be certified to be fit for
employment. After the successful process for a work permit, the applicant or the
employer are able to collect the Work Permit Card (WPC) within four days after
the registration. For the WPC, this 3-in-1 Work Permit identification card was first
introduced in the year 1999 and the card actually combines the Work Permit, the
Immigration Disembarkation/Embarkation card and as well as the Visit Pass. As

for the fees of the employment passes is concerned, the applicable fee is S$30
per year for the passes. In the application of an employment pass, aside from
some of the general regulations or procedures which are mentioned above, there
is also some other more detailed regulations or documentation which is essential
for the application. All foreign workers except those who are domestic workers
must be at least 16 years old at the time of the WP application.
To employ a WPC holder, the employers are subjected to work permit conditions
and the Employment of Foreign Manpower Act. The applicant has also to follow
the rules and regulations, procedures and information which differs depending on
the work sector and as well as the nationalities.
2.1.3 Entrepreneur Pass (Entre Pass)
Entrepreneur Pass (EntrePass) is the primary type of work pass for owners of
newly incorporated (or to be incorporated) who are not qualified under
Employment Pass category due to the lack of education qualifications.
Entrepreneur Pass is also initially issued for 1-2 years (at the discretion of
authorities) and renewable after that as long as the business remains viable.
Business owners who wish to incorporate a new company or have just
incorporated a company less than six months old are eligible for this. There is no
official quota system for EntrePass and each application is considered based in
its own merit. EntrePass holders are eligible to apply for Permanent Residence
(PR) status in due course.
Conditions for EntrePass applications:
• Company must be registered as a Private Limited Company;
• Applicant to hold at least 30% shareholding in the company;
• Company must have at least S$50,000 paid-up-capital; and
• Company must not be registered for more than six months at
the point of EntrePass application.
2.1.4 Personalized Employment Pass (PEP)
The Personalized Employment Pass (PEP) is a special type of Employment Pass
that is not tied to a specific employer. The biggest benefit of having a PEP work
permit is that holder can switch jobs without re-applying for a new employment
pass provided the Holder of PEP is not remained unemployed for more than six
months. PEP is issued for 5 years and is non-renewable. The holder of such

pass is not authorized to establish his own company or start his own business in
Singapore. PEP holders are eligible to apply for PR status in due course.
All those individuals are eligible to apply for a PEP who has current EP, P or Q
Pass. However, the basic salary of the person should be at least S$30,000 per
annum during the previous year. Former P1 holders are also eligible for PEP but
he/she should not have been unemployed for a continuous period of longer than
six months at the time of application. The Overseas professionals, whose last
drawn fixed monthly salary was equivalent to at least S$7,000, can also apply for
PEP. The graduates from Singapore institutes of higher learning can also apply
for PEP. The MOM is flexible on eligibility in these cases, based on the merits of
the applicant and does not indicate the need for specific documents to submit
except mentioned in application i-e Form 8. In case applicant does not currently
hold a Singapore Employment Pass (EP), it is likely that MOM authorities may
ask for additional details.
The processing time for PEP applications is about 2-3 weeks. Once application is
approved, an In-Principle Approval (IPA) letter is sent to applicant which is valid
for three months and he has to collect pass within this period from the MOM
office in Singapore. Once issued, it is valid for five years.
2.1.5 Miscellaneous Work Pass
The Miscellaneous Work Pass is issued to foreigners working in Singapore on
short-term assignments. More specifically if one is;
• involved in activities directly related to the
organization or conduct of any seminar, conference,
workshop, gathering or talk concerning any religion,
race or community, or political end;
• a foreign religious worker;
• a foreign journalist, reporter or an accompanying crew
member not sponsored by any Singapore
Government agency.
There is no quota system for this category, each Miscellaneous Work Pass
application is considered based in its own merit. Misc. Work Pass holders are not
eligible to apply for PR status.
2.1.6 Offences and Penalties
Singapore system has introduced the penalties for both employers and workers.
Employers caught illegally employing foreigners without valid work permit for 1st

time offenders have a maximum fine of S$15,000 or 12 months jail or both, and
this will be over and above the restitution of any levy evaded by the employers.
Second time and subsequent offenders face the same fines but there is a
mandatory 1 to 12 month’s jail. Whereas the employer permitting foreigner
without valid work passes to enter or remain at work place for first time have the
same punishment as in the above case however in second time punishment is
double i-e S$ 30000 and 24 months imprisonment.
The foreigners seeking self employment without valid work pass are being fined
S$ 15000 (Max) and/or 12 months jail on first time conviction and double of it on
second time conviction. The Providing false information to the Controller of Work
Passes is also liable to punishment by charging fine of S$ 15000 and 12 month
imprisonment.
The punishment for “Gives, sells, forges or unlawfully alters work pass” and
“Uses or possesses a forged or unlawfully altered work pass or a work pass
issued to another person” is recently enhanced. The enhanced punishment is
fine of S$15000 and 12 months imprisonment. Similarly, failure to notify controller
of false declaration is punishable by S$5000 and 6 months imprisonment.
2.1.7 Specific Requirements for Various Sectors
Ministry of Manpower (MOM) in Singapore has laid down specific criteria and
requirements for each industrial sector keeping in view country’s social, cultural
and economic conditions. Including the Construction sector, whole industry has
been divided into four sectors and clearly define that what type of Business/firms
fall in these categories. These sectors along with respective business
activities are classified as under:
i) Manufacturing Sector
The manufacturing sector comprises of those companies engaged in the
following business activities:
• Manufacturing of basic industrial acids and alkalis;
• Mechanical engineering works;
• Manufacturing and repair of oil/gas field machinery
• Manufacturing of waxes, polishes and deodorants;
• Electroplating, hot-tip galvanizing, die-casting and
heat treatment;
• Wafer fabrication plants; or
• Food manufacturing

ii) Service Sector
The service sector comprises of those companies engaged in the
following business activities:
• Financial, insurance, real estate and business
services;
• Transport, storage and communications services;
Commerce (retail and wholesale trade);
• Community, social and personal services (excluding
domestic workers);
• Hotels; Restaurants, coffee shops, food courts and
other approved food establishments;
Dispatch and delivery services; or Hair-dressing and
beauty shops;
It is worth mentioning here that Food-stall licensees paying an annual
license fee of $13 cannot employ Work Permit holders. This is because
food-stall licensees, unlike restaurants, normally operate small stalls in
hawker centers, coffee shops or food courts; these are small and can be
operated by the licensees alone or with family members.
iii) Marine Sector
According to description of activities mentioned in Singapore Standard
Industrial Classification (SSIC) 2005, Marine sector includes companies
with the following business activities:
• Building of ships, tankers and other ocean-going
vessels ( including conversion of ships into off-
shore structures);
• Repair of ships, tankers and other ocean-going
vessels;
• Building and repair of pleasure crafts, lighters and
boats;
• Manufacture and repair of marine engines and ship
parts;
• Ship-repairing and Ship breaking
A company/firm that wishes to be classified under the ship-building and
ship-repairing industry must be engaged in one of the 5 above mentioned
ship-building or ship-repairing activities.
Only shipyards, resident contractors and common contractors supported
by a registered shipyard are eligible to recruit foreign workers. They are

only allowed to work in the above mentioned ship-building or ship-
repairing activities within a shipyard's premises.
2.1.8Recruitment of Workers from Various Countries
The companies falling under the Manufacturing & Service sector are allowed to
recruit workers from the following countries:
Malaysia; Hong Kong; Macau; South Korea; Taiwan; and
People's Republic of China (PRC).
Whereas the Marine sector companies can recruit workers from the following
countries:
Malaysia; and/or Non-Traditional Source (NTS) / North
Asian Source (NAS) countries; and/or People's Republic
of China (PRC).
The companies falling in Construction Sector can recruit workers from the
following countries:
Malaysia; People's Republic of China (PRC); or Non-
Traditional Sources (NTS): India, Sri Lanka, Thailand,
Bangladesh, Myanmar, Philippines and Pakistan, North
Asian Sources (NAS): Hong Kong, Macau, South Korea and
Taiwan.
2.1.9 Procedure and Timeline
All complete applications along with the required documents are being submitted
to Singapore’s Ministry of Manpower (MOM) – the government body that
processes EP applications. The application can be filed manually or online.
The processing of online application is quicker but it does not allow for
attachment of supporting documents, these have to be deposited manually. The
reality is that end-to-end processing time for an EP application can take
anywhere between 2-6 weeks depending on a number of different factors.
2.1.10 Approval and Collection of Employment Pass
When Employment Pass (EP) application is approved, MOM mail In-Principle-
Approval (IPA) letter to the employing company’s address as specified in the
filled in application form. The letter has six-month’s validity and EP has to be

collected before it expires. The applicant has to come to Singapore to collect his
Employment Pass.
In order to issue the EP work pass, MOM requires a copy of the IPA letter,
passport, medical report, and any other documents that are requested in the
approval letter. Applicant has to go through a medical test and produce the report
while collecting Employment Pass. The medical tests may be completed in
applicant’s own country through an established clinic/hospital nominated or
recognized by MOM. The option is also available to get it done in Singapore.
The entire requirements mentioned in the IPA have to be completed before
receiving the EP.
If applicants belong to overseas and require an entry visa, a onetime entry visa is
issued to him as part of the letter so that he may enter Singapore and collect his
Employment Pass. In case an applicant has also applied for Dependant Passes
(DP) for family, the same can also be collected at the same time when collecting
EP.
It is worth mentioning here that if EP application is not approved as a matter of
course but is subject to review and approval by authorities. Therefore applicant is
not allowed to make any relocation plans until an In-Principle-Approval is
received.
2.1.11 Disapproval for Employment Pass
All EP work visa applications are not liable to approve. MOM takes into account
the applicant’s qualifications, work experience, and employer credentials when
approving or rejecting applications. If the initial application is rejected, the
applicant has a right to file an appeal with MOM by addressing the issues raised
by authorities if appropriate. If the additional details submitted are satisfactory to
MOM, the employment pass application is approved. The processing of an
appeal application can take another 2-3 weeks.
2.1.12 Employment Pass Renewal Procedure
Generally two months before EP is due to expire, an Employment Pass Renewal
Form is sent to employer’s address. The renewal application is to be completed
and submitted to MOM at least four weeks before the pass expires. After renewal

application is approved, employer receives an approval letter. Applicant need to
visit MOM office to collect his new Employment Pass.
2.2 Work Permit System (WPS) in Malaysia
The employment of Foreign Workers (FW) in Malaysia is also due to the
shortage of manpower supply to meet the workforce demands. The Malaysians
government is encouraging the foreign companies with foreign paid-up capital to
invest in Malaysia. However it is the Government’s policy that Malaysians are
eventually trained and employed at all levels of employment. Companies are
encouraged to train more Malaysians so that the employment pattern at all levels
of the organization may reflect the multi-racial composition of the country.
Notwithstanding this, foreign companies are allowed to bring in expatriate
personnel in areas where there is a shortage of trained Malaysians to do the job.
In addition, foreign companies are also allowed “key posts”, that is, posts that are
permanently filled by foreigners. The foreign companies are given some
relaxation in this regard i-e. Key posts can be considered where the foreign paid-
up capital is at least RM 500, 000. However, the number of key posts allowed
depends on the merits of each case. For executive posts which require
professional qualifications and practical experience, expatriates may be
employed up to a maximum period of 10 years, subject to the condition that
Malaysians are trained to eventually take over the posts. For non-executive posts
which require technical skills and experience, expatriates are employed up to a
maximum period of five years, subject to the condition that Malaysians are
trained to eventually take over the posts.
An expatriate officer who is transferred from one post to another post within the
same company is not required to obtain a new employment pass. His original
employment pass will be amended to reflect the change in post. However, a new
expatriate officer replacing another expatriate officer is required to obtain a fresh
employment pass.
All employment passes are valid for the period of time as approved for the post.
However, for key posts holders, the employment passes are given on a 5-year
renewable basis, except under circumstances where:-
• the validity of the expatriate's passport is less than 5
years;
• the employment contract agreement of the expatriate
is less than 5 years; and

• the employer requires the services of the expatriate
for less than 5 years.
2.2.1 Procedure for Expatriate Posts
All applications for expatriate posts (including key posts, executive and non-
executive posts) are submitted to Malaysian Industrial Development Authority
(MIDA) at the same time as the company’s application for approval of its project.
If the company is unable to do so, it may submit its application for expatriate
personnel at a later stage.
This procedure applies to expatriate personnel required by:
• Companies which propose to establish new projects.
• Existing companies which propose to manufacture
additional products, that is, diversification of products.
• Existing companies which propose to expand their
production capacities, that is, expansion of projects.
For companies which do not fall under the above categories, applications for
extension of expatriate posts or for additional expatriate posts submit directly to
the Immigration Department headquarters in Kuala Lumpur.
There is no levy on expatriate posts. However, a processing fee of RM300 per
year or part thereof for key posts and RM 200 per year or part thereof for
management/professional/technical posts is imposed.
2.2.2 Employment of Foreign Workers
The Foreign Workers Division of the Immigration Department is the approving
authority for the employment of foreign workers belonging to the skilled, semi-
skilled and unskilled categories (i.e. does not include expatriates under the
management, professional and technical/supervisory categories).
Prior to July, 2006, the Malaysian companies or institutions were dealing directly
to acquire the services of foreign workers. Employers had to find and manage
FW on their own, including looking after their welfare, accommodation,
transportation, etc. Employers were not able to fully concentrate on their
companies’ core business. Most of the time employers remained busy obtain the
clearance from government departments. On the other hand the Foreign Workers
had many disadvantages – were not allowed to join any other company in case

the original appointee company was closed , and were not paid whenever they
are without job. The FW have to go back their respective countries.
The Malaysian Government has amended their immigration system by approving
the Foreign Workers Outsourcing System (FWOS) on July 5, 2006. According to
this system various companies are given license to meet the manpower
requirements of local companies. A Licensed Outsourcing Company (LOC) is a
company that is permitted by Kementerian Hal Ehwal Dalam Negeri, Malaysia
(KHEDN) a number of quotas to bring in legal FW from approved source
countries, which in turn have been approved by the Department of Immigration
Malaysia (JIM) to supply and to manage for the principal company. LOC is a new
method of bringing in legal FW from source countries, which is not just to supply
but also to manage the workers as their own employees where they must provide
accommodation, transportation, salaries and benefits, FW’s insurance
compensation scheme, etc.
There are also employers who only require the employment of FWs for a short
duration to fulfill temporary demands that only arises during certain period. For
example, employers in the manufacturing sector who need extra FWs to
complete a large job order within a short timeframe. They might incur losses or
lose their clients if they are unable to complete the job order within the timeframe
set by their clients. Similar situation occurs in the case of employers in the
plantation and farming sectors who need a large number of FWs during the
harvesting season. Any delay in harvesting the crops, it results in the harvest
being of low quality or even damaged. As a result, these employers incur losses.
The need for FWs in the construction sector is different from the other sectors
due to the nature of construction works that is being done in stages by different
set of FW in different trades. FWs in the construction sector are being employed
for specific tasks for limited time, i.e. concreting, bar bending, plastering, piping,
electrical works, etc.
At present, employment of FWs is only allowed for the construction, farming,
maid, manufacturing, plantation and services sectors. Employers are only
allowed to request and employ FWs for a period of at least one year (due to
payment of levy and the issuance of Temporary Work Permit (TWP) for a period
of one year). There are also employers who only require the employment of FWs
for a short duration to fulfill demands that only arises during certain period.
Approval of applications is based on the merits of each case and subject to
conditions that will be determined from time to time. Applications to employ
foreign workers is only considered when an effort to find qualified local citizens
and permanent residents is not possible or failed. The approved/allowed sectors
in which the foreign workers are allowed to recruit and the source countries from
where the recruitment can be made for these sectors are placed at Annex – 2.2.

All applications for FWs are submitted to the One Stop Centre, Ministry of Home
Affairs except for applications for foreign domestic helpers which are being
submitted to Malaysia’s Immigration Department.
The need for FWs in the construction sector is different from the other sectors
due to the nature of construction works that is being done in stages by different
set of FWs in different trades. FWs in the construction sector are being employed
for specific tasks for limited time, i.e. concreting, bar bending, plastering, piping,
electrical works, etc.
Labor Exchange Centre Berhad (CLAB) is responsible to solve the problems of
employers in the construction sector. (CLAB) acts as receiver and distributor to
employers in need of FWs in the construction sector. In order to ensure CLAB
operates effectively, the government has approved a quota of 20,000 FWs from
source countries and 15,000 from Pakistan to CLAB.
Services sector consists of eleven sub sectors: i-e restaurant, cleaning services,
cargo handling, launderette, caddy in golf club, barber, wholesale/retail, textile,
metal/scraps/recycle activities, welfare homes and hotel/resort Island. There is
trend in the Service sector that Malaysian living in the city are not inclined to hire
foreign maid, but instead to engage cleaning service and house cleaning on the
weekends. Consequently, such Malaysian employers resort to engaging the
services of FWs provided by companies that practice the outsourcing concept,
even though it is against the current policy. This is because such employers must
obtain the service of such FWs by whatever means.
For the other sectors, the outsourcing concept is planned to carry out as long as
parties/clients in need of the service of FWs. However, the unsupervised
implementation of outsourcing could lead to oppression and injustice towards
FWs that may tarnish the image of Malaysia in the eyes of the international
community. As such, there is a need for outsourcing to be acknowledged as a
legitimate approach in the recruitment of FWs. The Government can appoint and
supervise capable companies to be in charge of recruiting, managing and
employing FWs for clients in need of their services under the outsourcing
concept.
2.2.3 Process for Selection of Outsourcing Companies
An outsourcing company is only being selected after it has gone through an
Interview Board at KHEDN comprising of:
• Secretary-General, KHEDN
• Deputy Secretary-General, KHEDN
• Director-General, JIM
• Director-General, Department of Labor

After the interview, the companies are short listed by the Chairman of the
Cabinet Committee on Foreign Workers. If all the formalities are completed then
firm is issued license.
2.2.4 Criteria for Selection of Companies
A criterion for selection of LOC stipulates that the company must be registered
under the Company Act 1965 with a paid-up capital of not less than RM100, 000.
Company equities must be wholly owned by Malaysian and majority
shareholders to be held by Bumiputra. Secondly, the companies or Board of
Directors or owners must be experienced and specialized in recruiting, managing
and administering workers’ welfare. The company should prove that they are
able to provide jobs for the FW by showing proof of employment contract or letter
of award or letter of intent.
2.2.5 Conditions for Approval of LOC
The company must place a deposit/bank guarantee/insurance guarantee as a
guarantee to the Government. These deposits or guarantees are forfeited if the
company is found to be misusing the outsourcing conditions. The deposit/bank
guarantee/insurance guarantee that has to be paid is RM500 per approved FW
or RM 250, 000 for every 500 workers. The company is responsible to manage
the process of bringing in the FW into Malaysia subject to the following
conditions:
• Payment of levy to the Government;
• Use of biometric system is compulsory for FW who come
into Malaysia;
• Ensuring that the FW who are brought into Malaysia have
jobs every day and month (excluding public holidays) and
if any FW does not have a job, the outsourcing
company has to pay a minimum allowance of RM400 per
month;
• Ensuring that the FW have undergone medical check-up
before they are issued a visiting pass (Temporary
Employment Permit);
• Salary along with other allowances to FW is to be paid by
the end of every month;
• An advance of their salary on every middle of the month;
• Salary has to be paid using the biometric system which is
connected to JIM for monitoring purposes;
• Providing accommodation and transportation;

• Providing medical benefits and FW Compensation
Scheme
In addition, the company must prove that they have a contract document or letter
of demand from the principal company.
2.2.6 Responsibilities of LOC
The LOC is only allowed to place FW in permitted sectors as stated in the letter
of approval. Placement of FW in other sectors is not allowed, except if the
company has written approval from KHEDN. The company is required to provide
a report on the information of FW under employment to the Director-General,
Department of Labor within 14 days from the date of employment according to
Section 60K of the Employment Act 1955.
The company is to prepare a detailed report on the FWs under its employment,
which is to be periodically submitted on the seventh day of every month to
KHEDN, Ministry of Human Resource (MOHR), and JIM. The LOC is not allowed
to provide the service to principal companies that have terminated their local
workers or that can cause the termination/unemployment of local workers, i.e.
quota of local workers and FW must be adhered to. The LOC is required to abide
by all labor employment laws and rules. The LOC will have to send the FW back
if they are unable to provide them with work/job within six months or if the worker
is declared unfit or breaks the law or regulations. The LOC must always ensure
and maintain their paid-up capital at a minimum of RM100, 000 and company
equities are wholly owned by Malaysian and the majority share are held by
Bumiputra.
Principal companies are required to make payment of service to the LOC at the
end of every month. The LOC must also adhere with other conditions and
policies which have been laid out by the Government time to time.
2.2.7 Revoking of Approval
Approval is based on the merits of each case and subject to conditions that will
be determined from time to time. An employer's application to employ foreign
workers is only considered after efforts to find qualified local citizens and
permanent residents have failed.
To ensure that foreign labor is employed only when necessary, an annual levy on
foreign workers is imposed. The rates of levy on foreign workers involved in the

manufacturing, services and construction sectors are RM125 per month and
workers in the agricultural sector are RM30 per month.
The Government reserves the right to revoke the approval given to the LOC at
anytime, whenever the company fails to abide by or breaks the conditions for
approval as stated above.
The five sectors i-e Construction; Farming; Plantation; Services; and
Manufacturing are allowed to use the services of LOC.
The Work Process of the Outsourcing System is illustrated at Annex 2.3.
2.2.8 Technical Committees
There are three technical committees involved in the employment process of
foreign workers. Each committee has been assigned different task relating to
foreign workers. These are;
• Cabinet Committee on Foreign Workers (JKK-PA)
• Technical Committee on Employment of Foreign Workers
(JKT-EFW)
• Technical Committee (JKT) on Appeal (JKT-A)
The task assigned to each committee is as follow;
a) Cabinet Committee on Foreign Workers (JKK-PA)
JKK-PA is overall responsible for formulation of policy on employment of foreign
workers. It is also responsible for policy related to resolving problems associated
with the presence of illegal foreign workers in the country. Deputy Prime Minister
of Malaysia is the head of this committee. The committee of JKK-PA comprises
on following members:
• Minister of Works,
• Minister of Plantation Enterprises & Commodities,
• Minister of International Trade and Industry,
• Minister of Agriculture & Agro-based Industries
• Minister of Tourism,
• Minister of Human Resources,
• Minister of Rural & Regional Development
• Minister of Entrepreneur Development & Co-operatives,
• Minister of Health

• Minister of Foreign Affairs,
• Minister of Home Affairs,
b) Technical Committee on Employment of Foreign Workers
(JKT-EFW)
The Technical Committee on Employment of Foreign Workers (JKT-EFW) in the
construction sector is headed by the Deputy Secretary-General (Policy), KHEDN
with members comprising representatives from:
• Ministry of Home Affairs, Malaysia
• Department of Immigration Malaysia (JIM)
• Construction Industry Development Board Malaysia (CIDB)
c) Technical Committee on Appeal (JKT-A)
The Technical Committee on Appeal (JKT-A) is chaired by the Secretary
General, KHEDN. The functions of JKT on Appeal are:
• To review application rejected by JKT on Employment of
Foreign Workers
• To review application for increasing the number of foreign
workers
• Both the JKT on Employment of Foreign Workers and JKT
on Appeal only deal with application of foreign workers in
Peninsular Malaysia.
2.2.9 Process of Foreign Worker’s Application
The processing of application is divided into two phases. In the first phase, the
employers complete all the requirements and submit the application to the
department Kementerian Hal Ehwal Dalam Negeri (Malaysia) known as KHEDN,
after entering the data forward the case to the JKT-EFW for convening a meeting
to consider the request. The committee decides to accept or reject the
application and inform the employer accordingly.
In case acceptance of the request of employer the second phase starts and
employer arrange medical examination. Medical examination is conducted by
clinics accredited by the Kementerian Kesihatan Malaysia (KKM) (Ministry of
Health) at the source country. JIM only conducts random medical examination at
the point of entry in Kuala Lumpur International Airport (KLIA). Extension for
Work Permit Pass is to be certified by clinics duly registered with FOMEMA. After

the medical examination employer obtain passport’s particulars of the employee
from source country and proceed for the calling visa (CV) from immigration
department. After the confirmation, employee applies to obtain the entry visa
from the Malaysian Embassy/ Councilor office. After the arrival of workers
employer obtain PL (KS) sticker from immigration and complete the process. The
flow process of both phases is placed at Annex – 2.4.
2.2.10 Types of Permits
a) Employment Pass (EP)
This type of pass is issued to foreigners planning to work under contract for a
minimum period of two (2) years and earning a monthly income of RM 3, 000 or
more in Malaysia.
b) Visit Pass (Temporary Employment)
This pass is issued to foreigners planning to work for less than twenty-four (24)
months in Malaysia.
c) Visit Pass (Professional)
This pass is issued to allow foreigners entering Malaysia to engage in short-term
contracts with any agency. The validity varies but cannot exceed twelve (12)
months at a time. The groups of foreigners eligible for application include:
• Artists
• Volunteers
• Members of religious groups or institutions
• Members of international organizations or agencies
• Filmmakers, producers, photographers, actors, directors,
etc…
• Invited speakers, educators, and lecturers
• Equipment installation or maintenance experts
• Researchers recognized by the Government of Malaysia
d) Dependant Pass
This pass is issued to spouses and children of foreigners possessing an
employment pass. The pass may be filed for application together with the
employment pass application, or after approval of the employment pass. The

maximum duration of the dependant pass should also be aligned with the
duration of the employment pass (around 2 years).
e) Spouse Permit
This permit is issued to foreign spouses married to a Malaysian Citizen. The
duration is between six (6) months and two (2) years.
2.3 Conclusion
2.3.1 Singapore
The review of Singapore's policies on foreign workers reveals that the first
decade of the country's independence was devoted to buildings its economic
foundations, raising living standards, maintaining ethnic harmony among its
diverse population, and increasing economic competitiveness by welcoming
foreign companies and investors. Although strict controls initially were imposed
on unskilled foreign workers, these were relaxed as the country became more
industrialized, a process characterized by high export-led growth. Large numbers
of unskilled laborers in the manufacturing, construction, and domestic services
sectors came from "nontraditional" (meaning non-Malaysian) sources, such as
India, Bangladesh, Sri Lanka, the Philippines, and Thailand, as part of bilateral
agreements between Singapore and these countries.
Singapore's policies on foreign workers are embodied in legislation, regulations
and an administrative system which ensures effective monitoring and control.
The statutory provisions and administrative framework are continually being
changed to adjust the change in circumstances/conditions. The employers of
foreign workers are directly responsible for the workers in all respects, including
the provision of accommodation and eventual repatriation. The long-term policy
regarding foreign workers is to reduce the number of unskilled workers. However,
those with skills are allowed to stay longer as these can’t be produced within
short period. Employers are being given the incentive and encouragement to
adopt working procedures and practices which will help achieve these aims.
Singapore has a small human resource base and its economic progress has
been based on systematically upgrading the level of technology in all sectors,
and adopting high value- added activities, while phasing out labor-intensive ones.
Whereas the employment of foreign workers is permitted in some sectors,
continue reliance on such workers is not desirable. The use of foreign workers
not in Singapore only but all over the world is viewed as a necessary temporary

measure to avoid shortages which could hinder the nation's economic
development. The long-term intention is to reduce the reliance on such workers
however; the efforts are made to derive optimum benefit from these foreign
workers.
The inflow of foreign workers into Singapore is controlled, and companies are
urged and assisted with technical and managerial advice and financial incentives
to adopt approaches which would enable them to substitute for low-skilled labor.
The Government is determined to build up a highly skilled local workforce.
Employers have been continuously urged to upgrade and automate their
operations "because, in the long run, Singapore will not be able to compete with
other countries which have cheap and abundant labor".
Since Singaporeans are reluctant to fill low-skilled jobs that pay low wages,
Singapore turns to foreign workers to fill such positions. But because the
government believes too much permanent, low-skilled migration is disruptive to
society, its immigration policy ensures that unskilled and low-skilled migrants
remain a transient workforce, subject to repatriation during periods of economic
downturn.
The foreign workers are managed through a series of measures, including the
work-permit system, the dependency ceiling (which regulates the proportion of
foreign to local workers), and the foreign-worker levy. The percentage of foreign
workers allowed per company varies according to sector and type of permit, and
can range from 10 to 80 percent.
The foreign workers are confined by allowing to work for the employer and in the
same occupation as reflected in the work permit and therefore cannot gain
access to the local labor market. The termination of employment also results in
the immediate termination of the work permit, and the worker must leave
Singapore within seven days.
In addition, foreign workers are not allowed to marry Singaporeans or PRs, and
they are subject to a regular medical examination that includes a general
physical check-up, a chest x-ray, and a test for HIV/AIDS. Female work-permit
holders (meaning foreign domestic workers) who, through the medical-screening
process, are found to be pregnant are subject to repatriation without exception.
The other important measure is the monthly foreign-worker levy, which varies
according to economic sector, worker’s skill level, and periodic adjustments with
shifts in economic performance. On top of the levy, employers of work-permits

holders are also required to post a security bond for each (non-Malaysian)
worker. Also, all employers of foreign domestic workers must take out personal
accident insurance for each worker since foreign domestic workers are not
entitled to claim workman's compensation.
2.3.2 Malaysia
In Malaysia, employment of foreign workers is allowed in selected sectors i-e
construction, plantation, service (domestic servants, hotel industry trainers and
instructors) and manufacturing sectors. Only nationals of Bangladesh, Cambodia,
Indonesia, Pakistan, the Philippines, Sri Lanka and Thailand are allowed to be
employed.
It is the Government’s policy that Malaysians are eventually trained and
employed at all levels of employment. Companies are encouraged to train more
Malaysians so that the employment pattern at all levels of the organization will
reflect the multi-racial composition of the country.
The foreign companies are allowed to bring in expatriate personnel in areas
where there is a shortage of trained Malaysians to do the job. In addition, foreign
companies are also allowed “key posts”, that is, posts that are permanently filled
by foreigners.
The Foreign Workers Division of the Immigration Department is only the
approving authority for the employment of foreign workers belonging to the
skilled, semi-skilled and unskilled categories.
Approval is based on the merits of each case and subject to conditions that will
be determined from time to time. An employer's application to employ foreign
workers will only considered if qualified local citizens and permanent residents is
not finding.
To ensure that foreign labor is employed only when necessary, an annual levy on
foreign workers is imposed. The rates of levy on foreign workers involved in the
manufacturing, services and construction sectors are RM125 per month and
workers in the agricultural sector are RM30 per month.
The companies whose foreign paid-up capital is more than US$ 2 million are
allowed to fill five posts with expatriate including key posts without any prior
permission. Additional expatriate posts are allowed when necessary, upon
request.

The Companies whose foreign paid-up capital is less than US$ 2 million are
being considered for expatriate posts on the basis of the following:
• Key posts can be considered where the foreign paid-up capital
is at least RM500, 000. This figure, however, is only a guideline
and the number of key posts allowed depends on the merits of
each case.
• For executive posts which require professional qualifications
and practical experience, expatriates may be employed up to a
maximum period of 10 years, subject to the condition that
Malaysians are trained to eventually take over the posts.
• For non-executive posts which require technical skills and
experience, expatriates may be employed up to a maximum
period of five years, subject to the condition that Malaysians are
trained to eventually take over the posts.

Section 3: Work Permit System (WPS) in Afghanistan
The Government of Islamic Republic of Afghanistan (GoIRA) has started the
registration of foreign employees who wish to legally work within Afghanistan,
through the introduction of the “Work Permit System” (WPS). It is mandatory for
foreign nationals to get themselves registered to work in Afghanistan. A
Directorate of Work Permit is established under the administrative control of the
Ministry of Labor, Social Affairs, Martyrs and Disabled (MoLSAMD).This
Directorate is now issuing Work Permits (WPs) to foreigners hired to work in
various public and private organizations. It is pertinent to point out that the UN
personnel including those working in its specialized agencies and military
personnel of the NATO, The International Security Assistance Force (ISAF) and
the Allied Forces in Afghanistan are exempted to obtain work permit.
An intending employer for foreign worker (s) - both of a governmental or private
organization - is required to: i) seek prior approval from the competent authority,
ii) apply for the entry visa, and iii) apply for the issuance of WP. The work permit
is being issued according to a prescribed procedure.
3.1 Work Permit (WP) Procedure
In the pursuance of Article 4 of Labor Laws (Annex - 3.1) Statutes on the
Employment of Foreign Citizens in Afghanistan Organizations was enforced
for the purpose of regulating the criteria for the employment of Foreign Citizens
employed on the contract basis in Afghanistan.
Directorate of Work Permit is dealing with both public and private sectors. The
Afghan Government’s Ministries and Departments after selecting the foreigners
whose services are required, issue an initial offer letter to the selected person
and forward his case to Ministry of Foreign Affairs (MoFA) for the issuing the
instruction for visa to the respective concerned embassy. The MoFA issues a fax
number for obtaining visa. The selected person gets single entry visa or Double
entry from his/her country and proceeds to Afghanistan. After the arrival of
employee, the concerned Ministries/Departments forward the foreign employee’s
particulars to the Directorate for the issuance of work permit.
Similarly the private sector after selecting the foreign person, contact the
respective administrative Ministry or department/agency for obtaining clearance
or approval. With the approval of competent authority the private sector also refer
the case to MoFA for issuing the visa instruction to the respective embassy. In
such cases the M/o Foreign Affairs also issue a Fax number to the respective

embassy for the issuance of visa. After the arrival of foreign employee host
establishment take care for obtaining the work permit and to complete the other
visa formalities for the foreign employee.
In case of Journalists, since they don’t have any host organization in
Afghanistan; therefore they apply for work permit through Media Relation
Department of MoFA which issues introductory letter for Work Permit.
3.1.1 Documents Required for Work Permit
All applications along with the required documents are being submitted to the
Directorate for the issuance of work permits. There is no specific Application
Form is available for this purpose. The applications on a plain paper addressed
to the Director are being submitted along with required documents. The
application is required to be submitted in Dari or Pashto. All applications are to
be accompanied with following documents for processing the cases:
i. Original passport having legal visa with valid entry stamp;
ii. Four recent photographs of the applicants;
iii. Original license of the company/organization along with
two photo copies, in which employment is being offered;
iv. Copy of the contract between the employee and
employer company / organization along with copy of
contract prepared by the Directorate known as Foreigner
Contract (Annex -3.2);
v. In case of renewal of work permit, the previous work
permit, four photos, organization’s license and paid
voucher of work permit renewal fee must be attached
with an application;
vi. In case previous work permit is lost, the employee should
make a formal announcement through (Afghan Ailanat),
should provide announcement cutting and attach it with
the request. Also the deposit slip of re-payment of work
permit fee for the issuance of duplicate work permit;
vii. The Tariff voucher / challan (Bank deposit slip) issued by
the Directorate to deposit the work permit fee. (The
issued slip is valid only for three days. In case applicant
couldn’t deposit the fee within three days than the
applicant has to contact again to obtain the fresh tariff
voucher.);

viii. Specimen signature of the authorized person designated
to deal with work permit affairs on behalf of organization /
applicant should be attached according to the format
design by the Directorate; and
ix. All original educational documents of the employee with
compared photo copy, required for the job.
3.1.2 Processing Flow
The Directorate has three sections (Annex -3.3) in which the request of applicant
is being processed. First, Tariff Unit checks all documents attached with the
application and if these are found in order then applicant is handed over a letter
addressed to Ministry of Interior (MoI) for the clearance of Interpol police. If the
applicant brings the positive report from Interpol police the section issue him/her
bank challan / voucher to deposit the Work Permit fee i-e AFS 7500 to DA
AFGHANISTAN BANK. The issued tariff slip is valid only for three days. The
applicant goes to the Bank and brings back the Fee deposit slip. After receiving
the Bank deposit slip the case is forwarded to Documentation Unit.
The Documentation Unit checks the Tariff deposit slip and all other prepared
documents, if everything found according to the rules and regulations, the Unit
prepare the WP and pass on to Registration Unit for further action. The section
maintains the record in following format.
S.
No
Tariff
No
Ministry /
Org. Name
Representative’s
Name
Number of
work permit
Amount
Bank Note #
and Date
Work Permit #
1 2 3 4 5 6 7 8
The Registration Unit after receiving the WP maintain the record in the following
book format and get the signature of Director on it for handing over to the
representative of employer or foreign worker,
WorkPermitNo
Name
F/name
BankNote&date
EmployerOrg.
OrganizationAdd.
Cell#(representative)
Position
(Representative)
SourceCountry
Passport#
Dateofissue
Dateofexpiry
WorkPermitSerial#
Receipt
Photo
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15

Registration Unit keeps all documents in the respective Organization’s folder.
(Each organization has one folder) and singed Work Permit handover to either
Foreign Workers or the representative of Employer Organization.
On the expiry of work permit registration is crossed out with a red pen in the
respective registration book. In case of dismissal/resignation, it is employer’s
responsibility to return employee’s Work Permit back to the Directorate of Work
Permit officially.
In case of renewal, the Directorate issues the new card and record the new WPC
number along with the date of issue in the register at place where the particulars
of previous WPC were recorded.
In case of changing work place, foreign employee has to go back to his County
and come back again on the invitation of new Organization. The current
processing flow is expressed in following flow chart.
Current Processing Flowchart
Cleared Not Cleared
Applicant’s
Representati
Directorate of
Work Permit
Tariff Unit
Ministry of
Interior Interpol
Section
DA
AFGHANISTAN
Bank
Documentation Unit
Registration Unit
Work Rejection

As a policy the work permit is being issued on following type of visa subject to
completion of all prerequisites, and all rest type of visas are not eligible for the
issuance of WP.
• Work visa
• Single entry visa
• Multiple entries visa
Apparently the processing procedure is seems too simple however there are
many policy, administrative and technical deficiencies in it. There is no policy
guidance that to whom the issuance of work permit will be made or denied and
on what basis. There is no Standard Operating Procedure (SOP) for the system.
The Directorate is given free hand to deny issuing WP. The concerned section
reported that they deny the issuance of WP due to following four reasons;
i) Work Permit applied for some lower/unskilled position;
ii) Higher position but person possesses lower educational
qualification;
iii) Non clearance of Interpol; and
iv) Irrelevant visas as mentioned above.
It is interesting to note that the concerned section has neither any approved
classified list of occupations for which they can refuse the issuance of WP nor
they have any matching criteria of educational qualification with occupations. The
unit is exercising its own prerogative with reference to Article # 6 of Statutes on
the Employment of Foreign Citizens in Afghanistan Organizations. Similarly many
other procedural/corresponds flows exists, which are discussed in detail in
following paragraphs.
It is also observed that many initiatives were taken to protect the local labor
market but nothing is done to ensure the implementation. For instant in the
Foreigner Contract two clauses mentioned in Part B at serial No. 4 & 6 are
related to the replacement of foreigner with local person and to train the local
worker enabling to work independently in the absence of foreign worker
respectively. But due to nonexistence of monitoring mechanism and policy and
research section there is no check on it.

3.2 Issues and Problems
There are a number of administrative & technical issues – rather challenges in
the context of immigration relate to different dimensions with regard to: i)
information/data on immigrants, ii) regularization of non-registered foreign
workers, iii) establishing database of immigrants, iv) diplomatic efficiency, v)
efficient coordination between stakeholders, vi) protection of the rights of
immigrants, vii) irregular immigration, viii) establishing the mechanism including
regulatory framework, viii) developing institutional capacity.
3.2.1 Administrative Issues
The review reveals that neither government has any policy5
nor any system to
utilize the services of foreign workers. There must be a high level
forum/committee comprising all stakeholders to formulate the employment policy
of foreign workers. The forum/ committee should be fully empowered to take the
policy decisions keeping in view the country’s requirements and its labor market
situation. The forum should also decide in which sectors the foreign workers may
be employed and what type? Such forum can also identify the non-skilled
occupations to deny the issuance of WP in order to protect the local workforce. It
should also be responsible to resolve policy related issues. It is also noticed that
public and private sector have a separate “competent authorities” to get
permission to employ the foreign workers and these authorities are using their
own prerogatives. There must be a single authority for the issuance of
permission to utilize the services of foreign workers according to the prescribed
policy.
It is noticed that many foreign workers are encouraged by the Public and Private
sectors or by their own are entering in Afghanistan and performing the jobs for
which the Afghan workforce is available. It is against the spirit of Article # 6 of the
Statute. There is no procedure/law exists to implement this clause. Similarly
many foreign private organizations even local private organizations are
employing the foreigner as security guards, which are confronted with country’s
law and Article # 6 of the Statute. There should be a competent body to review
such issues and remove ambiguities and streamline the laws and implementation
plan. The Article # 6 &12 of Statute needs more elaboration and clarity.
According to the Article # 12 the Joint Ventures and Private Sector, in which
5
The “host” countries have Foreign Workers Employment Policies and proper regulatory and
institutional framework to utilize the services of expatriates. Unfortunately, Afghanistan has no
such policy so far.

foreign entrepreneurs or International Organizations invest, may employ the
concerned foreign staff and expatriates according to the provision of these
Statutes in line with the Afghanistan Private Domestic and Foreign Investment
Law. The ambiguity provides the opportunity to Work Permit Section to use it
prerogative to deny for the issuance of WP in some occupations.
The review of existing system reveals that three main ministries play their vital
roles in the issuance process of WP. Ministry of Foreign Affairs initially Issue the
Fax number enabling to receive visa, Interpol section of Ministry of Interior (MoI)
issue clearance, MoLSAMD issues the WP and then again foreign worker
approach to Ministry of Interior for multiple entry visa. Unfortunately, Articles 9 &
14 are silent to recognize/identify the role of Ministry of Interior. MoI controls the
immigration laws and also responsible to maintain the security in the country.
The MoI reviews the immigration laws and procedure of issuance of multiple
entry visa time to time as required in the interest of country in perhaps
consultation or on the direction of MoFA. It is also observed during the visit of
Ministry of Interior that ministry has recently amended the procedure in
consultation of Ministry of Foreign Affairs, for endorsing the multiple visa but not
conveyed officially to MoLSAMD. There is a lack of coordination among these
three main administrative ministries. It is also observed that no forum comprising
on these three main stakeholders, is available in the system to review the
procedure time to time. All three ministries are working in isolation.
It is further observed that there is no consistent and coordinated policy to extend
the Malty-Entry visa by the MoI. In most of the cases MoI endorse the visa less
or more than the valid period of WP. It should be according to the period mention
on WPC. Even the visa may be extended one month ahead than the period
mentioned on WPC enabling the WP holder to easily windup after the expiry of
contract.
The problem of illegal/unregistered foreign workers is reported in the country
which could be solved in coordination with MoI. The MoI may take the strict
measures in consultation of others two stakeholders and can make amendments
in immigration laws and can introduce heavy penalties/ imprisonment for
defaulters.
It is also noticed that Afghan embassies/ consulates are not fully aware/briefed
about the work permit system. In most of the cases the Afghan embassies/
consulates issue the tourist visas inspite of producing the offer / appointment
letters. It create problem for the foreign worker as MoLSAMD refuse to issue the
WP on such visas. The foreign workers in such cases have to go back to their

respective countries for the obtaining the eligible visa (single entry visa) enabling
themselves to obtain WP. It is infact wastage of financial resources and time of
individual as well as the organization. It is only due to the absence of combine
forum of three ministries to review the system time to time and to take measures
to avoid these types of problems. These types of problems may be solved by
making amendments in law or changing the procedure, issuing proper guidelines
or improving diplomatic efficiency.
In the present setup there in no provision to give the right of appeal to a person
who is refused to issue the WP. It is possible that Interpol police may not issue
clearance to any one due to misreporting or some mistake in the record. The
person or employing authority has no opportunity to appeal for the revision of
decision. There must be forum to review the rejected applications.
The issuance of WP is centralized. In the present system the WP is being issued
only from Kabul and there are no sub offices in the other provinces. Resultantly,
everyone has to approach to the Directorate of Work Permit in Kabul to obtain
the WP. The alternate arrangements do not exist to facilitate the foreign workers
or employers to obtain their WP staying remain on their working stations. It is
also evident from present system that either employer representative or
employee has to follow at each step right from beginning to end. The role of
efficient courier service could be introduced to facilitate the employers and
employees to receive the WPs at their work place. This core of action could also
be source of generating the some job opportunities for local people.
There is another serious shortcoming in the system that the delay at the part of
others institution or individuals are being counted at Directorate’s part. For
instance the individuals are bound to get introductory letter from Directorate for
Interpol clearance. If Interpol section of MoI takes four or five days to issue
clearance or similarly if any FW or its representative couldn’t deposit WP fee in
time, these days are counted towards delay issuance of WP. This may be
avoided by allowing getting direct clearance and depositing WP fee directly. MoI
may be developed their own system to issues the clearance and can also charge
nominal fee for it.
The organizational setup is not acquainted to meet the requirements of managing
the international migration. There are two sections working in isolation under one
administrative control for the registration of foreign workers and dealing with the
matters related to outgoing Afghan workers. There is no computer/IT section for
the support of these sections. The organizational setup and functions have to be
revised to reduce the administrative expenditures and to enhance the efficiency.
Recently (during the preparing of this report) the Directorate of Work Permit has

been converted into the unit. Its internal formation changed. The duties /function
of each section and personals are redesigned. The tariff and Documentation
section are merged and a new section is introduced namely Mobile Inspection
Unit. The task assigned to new section to establish the liaison with public and
private sector, inspection of WP and enforcement of the WP rules and
regulations. Inspite of these changes there is still need to revise the basic
structure of organizational setup and revised their functions. Most of the functions
(Annex -3.3) assigned to these sections are not being performed.
3.2.2 Technical Issues
In the absence of reliable data at national level it is difficult to formulate national
policies. The aim of MoLSAMD is to prepare policy on gradually reducing the
dependence on the foreign workers and prepare HRD program to replace them
with local work force but it is not possible without any policy on Employment of
Foreign Workers. Obviously the effective policy needs a sound database. The
present set up is not producing any statistics on the characteristics of foreign
workers and employers by type of economic activities by region, public & private
institutions. The statistics regarding by gender, age, occupation, duration,
qualifications, experience, skills and country of origin of expatriates is also not
being compiled at present. This information is required for proper manpower
planning and better regulation. Although, it could be possible through manual
manipulations if the registration system of foreign workers was design properly.
The unique coding system could be introduced for compiling the required
statistics manually. Even the data could be compiled by using simple spread
sheets of Excel and SPSS etc.
It is worth mentioning here that Registration section is preparing four statistical
reports for its own consumption. These are as follow;
• Total Work Permits issued By Country ( section update it time to
time);
• Year-wise Work Permit by New and Renewed;
• Monthly Report of Work Permit by New and Renewed; and
• Daily Report of WP by New and Renewed.
Only daily report is being sent to the Deputy Minister (Labor) for information. It is
interesting to note during the visit of Directorate that they have never been asked
to produce such statistics.

It is also observed that the system is missing one capable and competent
research unit to feed back the government for formulating the policies or making
changes in these time to time according to the structural changes in the
economy. Perhaps, this may also be a reason that present system has no
pressure to compile the necessary statistics required for better human resource
planning and management.
It is also reported by Ministry of Mines that in most of the cases some
advisors/consultant and highly skilled workers are invited for two to three months.
It becomes very difficult most of the time to obtain the WP for them during their
short stay. It reflects the lack of coordination among three administrative units
particularly between MoI and MoLSAMD. It emphasis that the distinction may be
made between consultancy of short period and employment and have a separate
procedure to record the short visits consultants/highly skilled workers.
In the present system there is no systematic arrangements for the cancellation,
renewal and temporarily deferring the WP. The employers can simply forward the
application for the cancellation or for the renewal but the system is silent in case
if any person left the Afghanistan without any intimation to employer than what
should be the core of action? It is necessary to find out the various possibilities
and then to make provision in the system to handle these.
3.2.3 Revenue Generation
The one of the outcome of the WPS is to generate the government revenue. The
work permit is being issued by charging a fee / charges of AFs 7500. Initially the
WP fee was AFs 2500 in 2005, which is increased to AFs 7500 in 2007. WP
most commonly has maximum validity of up to one year although it can be
renewed for another period but the renewal fee is same. Similarly in case of lose
or damage, the duplicate WP is being issued by charging same fee.
Apart from the WP fee the foreign workers are also paying the Income Tax,
which is a handsome collection. During the visit Income Tax department, it is
noticed that at present the department is not handling the foreign workers
separately therefore it is not possible to assess the amount being collected as
Income Tax from foreign workers. However, the IT office is in the process of
developing new computerized system then it would be possible to generate such
information. Overall a considerable amount is be contributed directly and
indirectly by the foreign workers in government revenue. The foreign workers are
being charged Income Tax according to following schedule which is also
applicable to local workers.

Personal Income Tax Schedule
S.No
Income Groups
(AFs)
Income Tax
Rate
i 0 - 5000 Nil
ii 5000 -12000 2%
iii 12000 - 100000 AFs 150 + 10%
iv 100000 and above AFs 8900 + 20 %
The revenue generation may increase by increasing coverage of registration of
foreign workers. Apart from this the new avenues may be fined for revenue
generation.

Section: 4 Work Permit System’s Reforms
The review of existing WP system reveals that there is large scope of
improvement in the system keeping in view the country’s social and economic
conditions. At present the whole WP system in being operated without any policy.
In this section some administrative, organizational and procedural reforms are
being suggested to streamline the WPS. Beside some recommendations are also
being made to rationalize the revenue generations and to ensure the full
coverage of registration of foreign workers. These recommendations will make
the current system more convenient, smooth and rational. The recommendations
will also reduce the WP preparing and issuance time.
4.1Administrative Reforms
Since the present WPS system is being executed without any policy on
employment of foreign workers and there is no forum available in the country to
formulate, approve and to review periodically the policy and procedure to utilize
the services of expatriates. In the absence of such forum, lot of confusion and
irregularities exists. The present system needs a mechanism for policy
formulation and to review it time to time in the light of structural changes in labor
market. The forum should also be empowered to take the decisions about
necessary legislation to implement the policy. Apart from policy forum monitoring
and evaluation mechanism is also necessary for an effective managing migration
system. The following two committees are proposed to streamline the system.
4.1.1 Cabinet Committee on Foreign Workers (CCFW)
It is imperative to have high powered government forum to prepare a policy for
the employment of foreign workers as well as to tackle the issue of
unemployment by taking measures to train and prepare the Afghan workers to
replace the foreign workers. Since the subject comes under the preview of
MoLSAMD therefore, it should be the focal agency and perform as a secretariat
of the forum.
The committee may comprise on the ministers of all important ministries which
are using the services of foreign expatriates and control directly or indirectly
regulation and registration of foreign workers. The main task of committee should
be the formulation of policy on employment of foreign workers. It should also be
responsible resolving policy related issues and the presence of illegal foreign
workers in the country. In principle the role of the committee will be to deal with
policy, legislation, administrative structures and issues, operational systems and

Human Resource Development (HRD) to address the country’s migration
problems. The meetings of the committee should be headed by the Chief
Executive of the country. The following ministries are proposed to be included in
the committee.
Composition of CCFW
i) Ministry of Foreign Affairs;
ii) Ministry of Interior;
iii) Ministry of Higher Education
iv) Ministry of Education;
v) Ministry of Defense;
vi) Ministry of Finance;
vii) Ministry of Mines;
viii) Ministry of Commerce and Industry;
ix) Ministry of Communications & Information Technology;
x) Ministry of Labor, Social Affairs, Martyrs and Disabled (MoLSAMD)
TORs of CCFW
i) Formulation the policy on Employment of Foreign Workers;
ii) Approval of procedure for the registration of foreign workers;
iii) Strategy of phasing out the dependence on the foreign
workers;
iv) Review of Labor Market of the country and revision of policy
in the light of structural changes;
v) Approval of the sectors/occupations in which the services of
foreign workers are required;
vi) Approval of source countries from where the foreign workers
are allowed to utilize the services;
vii) Strategy to ensure the registration of all foreign workers; and
viii) monitoring and evaluation of WPS:
4.1.2 Steering Committee on Work Permit System (SCWPS)
The present system does not have any statuary body to supervise/ monitor the
working of WPS, resolve the issues and problems and to revise it for making it
more convenient and efficient. Moreover, the present system does not provide
any right to foreign national or employer to appeal on refusal of issuance of work
permit. Therefore, a steering Committee is suggested to monitor the WP system

and for the consideration of appeals of employers/foreign nationals. The steering
committee will also ensure the implementation of policy formulated by CCFW.
Composition of SCWPS
The steering committee may comprise senior representative i-e Deputy Ministers
of the following three administrative ministries playing important role in WPS.
i) Ministry of Interior (MoI);
ii) Ministry of Foreign Affairs (MoFA); and
iii) Ministry of Labor, Social Affairs, Martyrs and Disabled (MoLSAMD).
TORs of SCWPS
i) To monitor and evaluate the WP system of foreign workers;
ii) To ensure the implementation of policy approved by CCFW; and
iii) To review appeal applications on denial to issue WP;
iv) Preparing recommendation for the consideration of CCFW in the
light of monitoring.
4.2 Organizational Reforms
4.2.1 Establishment of Bureau of Migration
MoLSAMD is in the process of reorganization of its structure. Therefore, it is the
time that a well organized institution under its administrative control may be
established to regulate and manage the emigration and immigration (registration
of foreign workers). There must be a one establishment to deal with the affairs of
outgoing Afghan workers and the promotion of the overseas employment as well
as the registration of foreign workers. It is recommended that there must be a
Bureau of Migration (Annex - 4.1) to deal the subject. The new organization
should have two independent sections dealing with the both subjects separately
and one IT section to support and maintain Database. The main functions of the
Bureau are proposed as under:

Role and Responsibilities6
of Bureau
The proposed objectives and functions of the Bureau of Migration are as under:
i) To register the foreign workers and to promote foreign
employment with a view to reduce the pressure of
unemployment in the country;
ii) To maintain the Database of foreign workers, outgoing
Afghan workers and returning migrents;
iii) To supervise the activities of private employment promoters
and establish direct liaison with these to update the
Database;
iv) To devise procedure for controlling and regulating foreign
workers registration and emigrants proceeding abroad:
v) To protect the terms and conditions of contracts of
emigrants;
vi) To advise GoIRA to explore foreign employment
opportunities and reducing dependence on foreign workers;
vii) Assessment of the availability of Afghan workforce to
replace the foreign workers and to meet the demand of
foreign countries;
viii) To provide pre-appointment briefing and reorientation to
Afghan workers selected for foreign employments in line
with the specific requirements of country of destination:
ix) To devise procedure for settling disputes of foreign workers
and Afghan workers regarding breaches of service contracts,
etc;
x) To deal with death compensation settlement and insurance
claims etc;
xi) To look after the welfare of returning migrants and devise
System for utilizing the skills of retuning migrants and
assisting and advising them for resettling in country;
xii) To devise the policy to increase the foreign exchange
remittances through formal banking channels; and
xiii) In view of the overseas manpower demand and incoming
foreign workers suggest to GoIRA for restructuring the
educational curriculum and technical and vocational training
policies.
6
The role and responsibilities are proposed in view of combined organization set up dealing with
both immigration and emigration. More responsibilities can be assigned to the Bureau as the
proposed organizational setup will be fully functional.

Organizational Setup of Bureau
The proposed bureau will work as a subordinate department of the MoLSAMD
and will be headed by a senior officer equivalent to the status of present Director
General of the ministry. The Bureau is proposed to be having four major
sections. The working of the Bureau may be distributed in following four sections:
i) Immigration;
ii) Emigration;
iii) I T section; and
iv) Administration;
The Bureau is also proposed to have field offices in various provinces. However,
the establishment of field offices may be initiated gradually after assessing the
work load of WP and quantity of Afghan workers proceeding abroad from those
provinces.
The Immigration and Emigration sections will further be divided in sub sections /
Desk. Since the present report deals with the WPS therefore, the responsibilities
in respect of emigration will be discussed in detail in 2nd
part of the report on
Emigration system. Broadly the above four sections will perform the following
jobs;
i) The immigration section will be responsible to register all the
foreign workers and the issuance of work permit to them. It
will also implement the policy/procedure approved by the
CCFW and SCWPS.
ii) The Emigration section will facilitate the Afghan workers as
per the policy and procedure approved by the Cabinet
Committee on Emigration (CCoE)7
or any other forum
dealing with emigration matters. It will also ensure to perform
the all function mentioned in above section “Jobs and
Responsibilities of Bureau” in respect of Afghan workers
proceeding abroad for jobs.
iii) I T section will be responsible for data entry and preparation
of Work Permit cards, to maintain Database of foreign
workers, outgoing Afghan workers, returning migrants,
processing of all type of registrations, software
7
The committee to be proposed in second part of the report to deal with the policy matters
regarding outgoing Afghan workers (emigrants).

implementation, maintenance and up-gradation of website,
technical facilitation in hardware procurements, utilization of
new technology, technical facilitation in up- gradation of
technology related system and processes, maintaining
network with other administrative stockholders
receiving/downloading foreign workers application and
electronic processing, ensure electronic correspondence
with others field offices, release of periodically statistical
bulletins.
iv) The Administration section will be responsible to deal with
personal administration, pay and allowances of staff,
preparation of annual budget for the whole institution,
general administration i-e transport, procurement,
maintenance of equipments, security of office etc.
maintaining the record revenue generated by the registration
of foreign workers and from outgoing Afghan workers,
reconciliation with other financial institution i-e Ministry of
Finance and Banks.
Function of Field Offices
The offices will collect only applications in the respective
province and will forward to headquarter (i-e Bureau of
Migration in Kabul) for the processing and preparation of
WP. The bureau will process the applications and will
prepare the WPCs. The WPCs will be sent to field office for
distribution. The field office will maintain the record of WP
processed through the office.
4.2.2 Establishment of Policy & Research Unit (PRU)
The policy is defined as an attempt by the government to address the issues.
The issue needs to be diagnoses on the basis of real facts and figures. The
formulation of policy requires a detailed analysis of entire system, requirements
of stakeholders and possible impacts. The implementation of policy may also be
hindered due to lack of depth analysis in planning stages. It is therefore,
necessary that policy should be based on real facts and figures and proper
homework. At present MoLSAMD is missing such technical support. Moreover
the existing system is not conducting research to find out the shortcomings and
not producing required statistics for policy formulation. In these circumstances it
will be worthwhile either to redesign the role and responsibility of the existing

Directorate of Policy, Planning & External Relation or may be created a Policy
and Research Unit (PRU) in the newly proposed Bureau of Migration (Annex -
4.1 Option II) as a section to feed back the CCFW and SCWPS. In both cases
the following role and responsibilities are proposed to be assigned to PRU.
Role and Responsibilities of PRU
Periodic assessment, review and analysis of manpower
resources and requirements of the country;
Collection and compilation of relevant statistics required
to support/feedback to CCFW and SCWPS;
Periodic assessment, review and analysis of labor market
situation within the country & assessment of overseas
manpower requirements;
Review and analysis of Labor Market Information System
(LMIS) consequences of Economic Development;
Critical review and analysis of the process/procedures of
immigration and emigration policies of the competitive
countries;
preparation of plans to meet the overseas/ Middle East
countries’ manpower requirements;
Policy planning for vocational and technical training in the
country to meet the country’s as well as overseas
employment requirements;
Research into problems of overseas Afghanis, promotion
and coordination of measures best suited to resolving
them and motivating Afghanis citizens (Diaspora
Resources) abroad to strengthen their links with the
mother country;
Improvement in the method and process to increase the
demand of Afghan workers in the Middle East countries;
Worked as coordinator to evolve the system for “Exit” &
“Entry’ of Afghans and foreign workers;
Preparation of Data Base for the available workforce
within the country and foreign workers;
Conducting research/surveys and preparation of
strategies to achieve the overseas employment targets.
Preparations of policy to increase the remittances
through the formal banking system counter the hawala
system, which is more cost-effective and versatile than
bank transfer.

To work as a secretariat of CCFW and SCWPS; and
Preparation of working papers for CCFW and SCWPS:
4.2.3 Work Permit Categories
The GoIRA is in rebuilding process of its infrastructure and economy of the
country. The government is facing two types of problems to carry out this
process. First they need highly qualified and experienced workers which are not
available within country, to reconstruct its infrastructure and explore its natural
recourses to boost up economic growth. Consequently, the government is
allowing the utilization of foreign workers in public and private sectors. Second
there is huge unemployment within the country and there is dire need to create
the employment opportunities. It is observed that most of the foreign companies
and private sector prefer to utilize the services of foreign unskilled workers due to
special circumstances existing in the country. This act further minimizes the job
opportunities for the Afghan nationals.
The Afghan national and Government on various occasions expressed concern
about the potential social impact of a large pool of migrant, particularly unskilled
workers and over-dependence on foreign labor, quite aside from the concern
about its impact on the restructuring of the economy. It can only be addressed
with an effective employment policy of foreign workers which unfortunately
missing at present. The government policy of employment of foreign workers
should be based on following two objectives:
i) Phasing out dependence on foreign workers; and
ii) Developing Human Resource of Afghan workforce to replace
foreign workers.
Keeping in view the above objectives, it is proposed to introduce two types of
WPCs - one for the highly skilled/professional foreign workers and second Semi
skilled/Low skilled workers. The highly skilled professionals can’t be prepared in
short period, for them need to make changes in the educational structure and
technical and vocational training system. Whereas semi or low skilled needs one
to two years time span for preparation to replace the foreign workers.
The Policy and Research Unit should clearly define the list of occupations falling
under these two categories in line with the country’s requirements for the
approval of CCFW enabling the Bureau to issue the WP accordingly.

The definition of highly skilled workers is quite problematic; as there is no agreed
international definition. Many countries have their own definitions developed
keeping in view their own environments. The PRU should develop various
definitions including highly skilled and semi/low skilled after studying the various
definitions in use. Using these definitions PRU have to recommend the list of
occupations using International Standard Classification of Occupational codes for
approval of CCFW. The following definitions may be considered as a starting
point to initiate the work.
i) Highly Skilled:
A highly skilled worker is one who completed higher level of
education i-e PhD, Master Degree or equivalent level and who is
capable of work and supervises efficiently the work of skilled/semi
skilled workers in the field of education completed.
ii) Semi / low Skilled:
A semiskilled worker is one who acquires the lower level of
education and skill through technical & vocational training,
apprenticeship. He does work generally of defined routine nature
wherein the major requirement is not so much of the judgment, skill
and but for proper discharge of duties assigned to him or relatively
narrow job and where important decisions made by others. His
work is thus limited to the performance of routine operations of
limited scope.
iii) Unskilled:
An unskilled worker is one who does operations that involve the
performance of simple duties, which require the experience of little
of no independent judgment or previous experience although
familiarity with the occupational environment is necessary. His work
may thus require in addition to physical exertion familiarity with
variety of articles or goods.
iv) Professional:
A professional worker is who has obtained a high level degree in a
professional field, enjoy considerable work autonomy, a
comfortable salary, and are commonly engaged in creative and
intellectually challenging work but less technically. The term

professional is used more generally to denote a white collar
working person, or a person who performs commercially in a field
typically reserved for hobbyists or amateurs.
On the basis of above definitions or these can be amended suited to the current
labor market situation, the occupations list may be prepared and can be notified
to public and private sector for utilizing the services of foreign workers, but it
should be a part of the overall policy approved by the CCFW.
It is further proposed that the issuance of WP card to highly professional/ skilled
workers may be issued for maximum five years or period of employment
whichever is less. However, the issuance of the work permit to semi/low skilled
workers may be issued with the condition that employer/organization will trained
a local Afghan national to replace the foreign worker on the expiry of WP.
Therefore the period of issuance of WP may be linked with time required for
training of local person. It again depends on the homework of PRU, the unit can
conduct research on time required to train person in various occupations and the
time frame for the issuance of WP may be designed accordingly.
Initially, it is proposed to issue for two years or the period of contract whichever is
less. The provision of one year grace time may be introduced to extend the WP
with some special fee if employer/ organization could not trained person in two
year time. The employer has to give undertaking for the preparation of
replacement of foreign worker. This condition will not be applicable if the foreign
worker is being employed for less than one year, however, to ensure the
implementation of this reform the said employer/organization will not be granted
WP in same trade/ occupation. For this purpose the necessary amendments
have to be made in law.
4.2.4 Design of Cards
Two types of cards are being proposed therefore; two different types of Work
Permit Cards (WPCs) are required. These cards must be differentiated from each
other by using different colors. One may be used for highly professional/skilled
workers and other for semi/low skilled workers. Each card should have a unique
number which can also be used in processing of data required for policy and
planning.
The electronic cards may be introduced for this purpose. The new cards should
contain security features. Technology is continuously evolving and it is important
to use it in the preparation of cards. The new card may be prepared by using

micro-lettering and fine line which is difficult to copy. There is provision to record
the photograph and details of cardholder on a bar code in an encrypted format,
which could be accessible only to authorized officials.
The second option is to prepare Work Permit Cards (WPCs) similar to ATM
cards. It is easy, common and cheap now-a-days. In both cases the card will
contain the name of person and a card number. All other information about card
holder will be displayed on computer using electronic black strip.
The third option is that a printing of PVC card may introduce for the issuance of
WPC containing, Name of card holder, Occupation, Passport #, Nationality, Issue
& Expiry Dates of WP, Organization and its Address using PVC card theology
presently using by various institution like Kabul Bank. PVC card printing is lower
in cost and easy in dual sides printing. The detail information about its features is
attached at Annex – 4.2. The following design is proposed with two different
colors.
WPC for Highly Professional/Skilled Worker
Blue WPC
WPC for Semi/Low-Skilled Worker
WPC for Semi/low Skilled Worker
Yellow WPC

WPC for Low Skilled/Un-Skilled Worker
Yellow WPC
4.2.5 Sequential Procedure for WPC
Each WPC will be allocated one serial number of fifteen (15) digit number. The
distribution of these 15 digits will be as follow:
i) The first four digits will refer to the country
destination of foreign worker. The international
telephone dialing codes may be used for this purpose.
For example, if following number is given then it refer
that worker belongs to INDIA.
0 0 9 1
ii) The next two digits will refer to the province of
Afghanistan where foreign worker is placed by

employer organization. Since there are 34 provinces
exist therefore Alphabetic code list is prepared and
placed at Annex – 4.3. For example, if following code
is given than it means that the foreign worker’s place
of duty is BALKH province.
0 3
iii) The next two digits will refer to the establishments’
business field according to the international industrial
classification as per Annex - 4.4. For example, if
following code is given than it means that the foreign
worker is employed in the establishment which falls in
Mine sector.
0 2
iv) The next seven digits will refer to the serial number
within the country code given at first three places. For
example, if following code is given than it means that
the foreign worker is the 123rd
worker.
0 0 0 0 1 2 3
The combine serial number 009103020000123 will
represent that the foreign worker is 123rd belonging
to India and working in Balkh province. His
establishment falls in Mining sector.
4.3 Procedural Reforms
In order to simplify the WPS the following procedural reforms are suggested.
These are as follow:
i) The ER/FW should approach directly to the Interpol section of
Interior Ministry for obtaining the clearance before applying for WP.
There is no justification to come first to Bureau to obtain
introductory letter for the clearance of Interpol.

ii) The Ministry of Interior may develop a simple procedure and design
standard clearance certificate format and can issue by charging
nominal fee. It will generate the government revenue. It will
eliminate one visit of employer’s representatives/foreign worker to
the Bureau.
iii) The WPC fee procedure is also to be changed. The work permit fee
should also be deposited by the applicant or his/her representative
before submitting the application and attached the bank deposit slip
with the application. There is no need to visit the Bureau to collect
the tariff slip or any other slip and then go to the bank for deposit
the fee. After clearance from Interpol the applicant should go
directly to DA AFGHANISTAN BANK and should deposit fee by
filling the deposit slip in quadruplet. The Bank should return two
slips to depositor. The depositor should attach one with the
application and other for his/her own record.
iv) ER/FW has to deposit the fee separately for each foreign worker’s
WP and attach the deposit slip with respective application.
v) The fee of WP will be deposited according to the contract period. If
the contract with FW is for two years and employer establishment
desire to get WP for two years than establishment will deposit two
year WP fee and Bureau will issue WP for two years. For the
extension of another period after two years the WP fee will again be
deposited for the extended period.
vi) The employer organization will be given option to obtain WP for
once or in parts by paying requisite annual fee.
vii) The bank and Bureau will reconcile the account periodically i-e
weekly, fortnightly, or monthly basis which is suitable and
convenient to both institutions. The procedure of reconciliation may
be agreed by mutual settlement.
viii) The Bank and Bureau will send a joint reconcile statement to
Ministry of Finance.
ix) IT section of the Bureau will also prepare a report containing Name,
Serial No. and particulars of bank deposit slip on following format
for cross checking. The same would be used as secondary source
for reconciliation.
S.No Name of WPC
Holder
WPC # Bank Slip
#
Date of
Deposit

x) Blue WP (For highly skilled/professional workers) will be issued for
maximum five years or according to request made by employer
organization whichever is less. In case the employer’s initial
request is less than five year then it will be extend able up to period
five years if further request(s) is made by employer.
xi) Yellow WP (For semi/low skilled workers) will be issued for two
years subject to train a local person during the employment period
of foreign workers.
xii) In case training of local person is required more period and not fully
prepared to take over the job of foreign worker and employer
organization needs to extend WP for another period. The yellow
card will be extendable only for another one year or according to
the policy approved by CCFW.
xiii) A Temporary Work Permit/Pass may also be introduced to
accommodate the short visits of foreign nationals who visits to
conduct the technical training courses, seminars, workshop or on
advisory trips. The period of short visit may be determined in
consultation of some important ministries or other government
departments. However initially it is recommended to issue such
WP/Pass to those foreigners who are visiting for less than three
months. Such Foreigners may be exempted from Interpol clearance
and Income Tax also but WP fee may be charged little bit higher
than normal WP fee. The policy and modalities of issuance of WP
may be discussed and finalized in above recommended Policy and
Monitoring Forums.
xiv) CCFW will deal with policy, legislation, administrative structure and
issues, operational systems and Human Resource Development to
diverse migration problems.
xv) SCWPS will monitor the WPS and will ensure that a procedure is in
line with the policy approved by the CCFW.
xvi) MoI will extend the visa 15/30 days ahead than the period
mentioned on WPC enabling WP holders to have enough time to
wind up.
xvii) Various simple standard forms are being introduced to make
various requests to Bureau in various situations.
xviii) In case of issuance duplicate cards the “Duplicate” will be written
on the cards with all previous particulars.
xix) In case of renewal the issue and expiry dates will be changed
accordingly whereas all other particulars will remain same.

xx) In case if employee complete his/her job period according to
contract and employer don’t need the services of foreign employee
or employing establishment is not in position to utilize the services
of any more due to its own administrative/financial reasons, the
foreign employee will be allowed to join other establishment without
going back to his country provided the any other establishment
make requisition for his/her services
xxi) The employer/ foreign worker is given right to appeal in case of
refusal to issue the WPC or against cancellation of WPC. The
effectees may appeal which will be considered by the SCWPS.
xxii) The employer will be remain responsible to deposit the Income Tax
of the employee on his behalf and ensure to be deposited in
government account. The employer organization will submit a
statement by each FW to the income tax department at the end of
financial year indicating the number of foreign workers employed in
the organization and tax deducted at source and proof of depositing
in Government account. The modalities and format of report may
design by Income Tax department.
xxiii) The age limit for foreign workers is also to be changed. The lower
limit of 18 years will remain same however, the upper limit need to
be 65 years as most of the highly qualified professional experts and
consultants are fall in the age group of 55 – 65. In most of the
countries the experts/consultants are available in this age group
after retiring from their regular service.
xxiv) The original passport, copies of educational certificates, copy of
government contract, original license of the company/organization
and original educational documents of the employee will no more
require submitting along with Application Form.
4.3.1 Procedure for WPC Issuance
a) Requirement for New WP of Both Categories
A standard application form containing important information of foreign workers
and employing establishment is designed and placed at Annex - 4.5. It also
contains all necessary details to generate the data required for policy and
planning or preparing replacement plan of foreign workers. The application form
will be made available on web side and will also be made available to collect
from the Bureau or DA AFGHANISTAN BANK. The employer establishment will
submit the filled in Application Form for each WP to the Bureau office with
following documents:

i) Bank deposit slip of Work Permit Fee;
ii) Clearance certificate of Interpol of Ministry of Interior:
iii) Copy of the contract between the employee and employer company
/ organization
iv) Four passport size photograph; and
v) Photo copy of first page, or other relevant page of Passport.
vi) Undertaking of employer organization as per Annex - 4.6.
b) Requirement for Renewal of WP Both Categories
In case of renewal of WP, the employer organization/foreign worker will apply on
Form 2 (Annex - 4.7) one month before the expiry of WP with the following
documents.
i. Fee deposit slip bank for renewal of Work Permit;
ii. Copy of renewal/extension of contract (if applicable);
iii. Undertaking of employer organization as per Annex – 4.6.
iv. Reason for extension/renewal.
c) Requirement for Duplicate WP
In case of loss/damage of WPC the employer organization or employee will apply
on Form 3 (Annex 4.8) for the issuance of duplicate WP along with fee deposit
slip of bank for the issuance of duplicate WP.
d) Cancellation of WP
The WPC will liable to be cancelled on the request of immigration authority,
Ministry of Interior, Ministry of Foreign Affairs, or any other government agency
responsible to maintain the law and order in the country. The employer
organization may also request for cancellation the WPC in case employee is not
up to the required standard to perform the duties. The employer organization has
to apply on Form 4 (Annex - 4.9). The other agencies have to apply on same
Form. In case they are unable to fill the Form due to incomplete particulars than
they may made request officially however they have to provide either the WPC
number or any other particulars of the person to be traceable from Database and
cancel the WPC from the system.

e) Appeal against Refusal and Cancelation of WP
The foreign worker or his/her employer would be able to submit appeal against
the decision of refusal to issue and cancellation of the WP. The effected person
will submit the appeal on the prescribed relevant Form 5 (Annex – 4.10), along
with supported documents to revise the decision of Bureau.
4.3.2 Processing of Applications8
a) Issuance of New, Renewal and Duplicate WPC
An application for the issuance of WPC will be received in Bureau at reception
and after finding required documents in order for the processing a receipt will be
issued indicating the delivery date of WPC.
Application will be sent to the Immigration section for processing. First manually
data entry will be completed and then forward to the IT section for card
preparation and further processing.
The IT section will first complete the data entry and then will prepare
computerized card according to the define procedure. The section will ensure
that serial number is allotted according to laid down Procedure.
The prepared card will be sent to reception for delivery. The WPC will be
delivered after taking back original receipt.
b) Cancelation of WPC
The employer organization will submit the application for the cancellation of WP
at reception, other requests from the other agencies will be address to the
Director General (DG), Bureau of Migration. DG will be authorized to issue order
for the cancellation of WP and all such application will be forwarded to IT section
for further processing on their part. Bureau will notify the list of cancelled WP to
all stake holders.
8
The new flowchart of the processing of application is placed at Annex - 4.11

c) Appeal against Refusal and Cancelation of WP
The employer or foreign worker will submit the appeal to Bureau along with the
justification or documents in support of his/her claims. The Bureau will examine
the case and will prepare a working paper for the consideration of SCFW. The
decision of SCFW will be the final.
4.4 General Recommendation
a) It is general feeling that many public and private sector’s organization are not
getting registered their foreign workers. Resultantly the country doesn’t have
the exact numbers of foreign workers in the country and also not generating
the revenue up to the level it should be. This problem may be tackle in two
ways; first a survey may be designed to estimate the numbers of foreign
workers employing in various public and private organizations and secondly
MoLSAMD may start a compgain to motivate the employers to get register
their foreign workers within given time frame and thereafter may introduce the
fine and other punishments for those who don’t comply in coordination with
MoI. The procedure may be amended accordingly to address this issue.
b) Afghanistan needs to properly manage its foreign workers registration system
to ensure that it continues to contribute positively to the economy. Foreign
workers should also be protected against errant employers who circumvent
the work pass system by employing workers illegally, and ignore conditions
imposed to safeguard the workers’ well-being. A strong system with effective
laws, enforcement and safeguards is therefore needed.
c) MoLSAMD needs amendments in the Statutes on Employment of Foreign
Citizens in Afghanistan Organizations. The amendments should define clear
the role of MoI and other stakeholders and to introduce the penalties for
selected offences.
d) It is also recommended to introduce the post of Employment Inspectors to
facilitate enforcement of law.
e) The penalties for the offences like illegal employment by employer (s),
providing false information by employer(s) about foreign workers in their
establishment(s), on foreigners who are illegally self employed, possession of
forged WPC, forgery of WPC and false declaration by employer or foreign
workers.

f) MoI should send the weekly list to MoLSAMD and MoFA to whom the
clearance certificates are issued.
g) MoLSAMD should also circulate the list of foreign workers to whom the WPC
issued to MoI & MoFA.MoFA should also make provision while developing a
new computerized system to share the name and other particulars with MoI &
MoFA for whom the Fax numbers are being issued.

Annex - A
Organizations Visited
No Name of official Designation Organization
1 Mr. M. Sharif Roshan
Ahmadzai
Vice President,
Administration
Afghanistan Investment
Support Agency (AISA)
2 Eng. Abdul Karim Safi Director, Investment
Support
3 Mr. Abdul Salam Zahed Inter Ministerial Advisor on
Investment
4 Mr. David Watt Senior Revenue
Administrator Human
Resource
Ministry of Finance
5 Dr. Ahmad Shah Zamanzai Director General Revenue
Department
Ministry of Finance
6 Mr. Said Lutfullah SADAT Chief of Consulate
Department
Ministry of Foreign Affairs
7 Mr. Abdul Gheias Deputy Director Interpol
8 Mr. M. Ayub Director General Directorate of Passport
9 Mr. Aqa M. Khan Manager Visa Section
10 Mr. Herve Berger Senior Coordination /
Representative
International Labor
Organization (ILO)
11 Dr. Anahita Amin Program officer International Labor
Organization (ILO)
12 Eng. M. Aziz Director Ministry of Mine
13 Mr. Feridon Manager Da Afghanistan Bank branch
# (1)
14 Mst. Negina Program Manager International Organization
of Migration

Annex - 2.1
Documents Required for Employment Pass in Singapore
The following documents are required for submission of Employment Pass visa
application in Singapore:
• EP Application Form 8. The application form must be
endorsed by the Singapore employing company;
• A copy of resume detailing the applicant’s work
experience;
• Copies of educational certificates and past
employment testimonials;
• A passport-size photograph taken within the past
three months;
• A copy of the personal particulars page of the
applicant’s passport;
• Copy of business profile for the Singapore company;
• Detailed description of the duties to be performed by
the applicant;
• Detailed description of activities and/or products of
the company; and
• Tenancy agreement of the place of business
operations in Singapore
Any documents that are not in English must be officially translated into
English.

Annex – 2.2
Sectors with Source Countries in Malaysia
Sectors Source Countries
All sectors
Manufacturing
Plantation
Agriculture
Construction
Services sector
Indonesia
Cambodia
Nepal
Myanmar
Laos
Vietnam
Philippines (male only)
Pakistan
Sri Lanka
Thailand
Turkmenistan
Uzbekistan
Kazakhstan
Services (cooks,
wholesale/retail, barber,
metal/scraps/ recycle, textile)
Construction (fixing of high
voltage cable only)
Agriculture
Plantation
India

Annex - 2.3

Annex - 2.4
Processing Flow in 1st
Phase
Processing Flow of 2nd
Phase

Annex - 3.1
Statutes on the Employment of Foreign Citizens
In Afghanistan Organizations
Chapter One
General Provisions
Purpose
Article 1:
These Statutes are enacted according to Article (4) of Labor Law for the purpose of
regulating the criteria for the employment of Foreign Citizens employed on the
contract basis in Afghanistan organizations.
Terms
Article 2:
The following terms used throughout these Statutes shall have the following
meanings:
1) “Organizations” are all of governmental, joint ventures, private and Non-
Governmental Organizations stationed in Afghanistan.
2) A “Foreign Citizen” is a person who does not have the Afghan citizenship.
3) An “Agreement” is a document relevant to employment, signed between
governmental, joint ventures, private, and Non-Governmental Organizations
stationed in Afghanistan on one hand and foreign countries and International
Organizations on the other hand.
4) “Foreign and Domestic Non-Governmental Organizations” are organizations
registered with the government and work in economical and social sectors according
to the law.
5) A “Work Permit” is a printed endorsed document, issued by the Ministry of Labor and
Social Affairs to the qualified foreign citizens according to the provisions of these
Statutes.
6) A “Work Contract” is a written document signed by a foreign citizen and the
organization, containing work conditions, obligations of the two parties, terms of
validity, norms and criteria for payment of salaries ad other benefits.
Employment
Article 3:
Foreign citizens may be employed in the organizations on the basis of bilateral and
multilateral agreements according to the provisions of these Statutes.
Observance of Laws and the enforced Statutes
Article 4:
Foreign citizens employed in organizations are obliged to observe the provisions of
the enforced laws and these Statutes and respect the beliefs and traditions of the
people of Afghanistan.
(Contd...)

Criteria for Employment
Article 5:
1) Foreign citizens who have completed 18 years of age, have not reached the final age
for retirement, which is enacted in Labor Law, holds the health certificate from the
country of citizenship and the Ministry of Public Health of Afghanistan, may be
employed in the following forms in the organizations in Afghanistan.
A) On the basis of agreement based on the request of governmental organizations and
the countries and processed through the ministries of Foreign Affairs and Social
Affairs.
B) On the basis of individual request of the foreign citizens who have obtained the stay
permit (visa) in Afghanistan and the organizations need them.
2) Employment of foreign citizens outside their field of specializations is not allowed.
3) The employing organization shall supervise the activities of the employee from time to
time.
Restrictions on the Employment
Article 6:
If both domestic and foreign workers are available, priority is given to domestic
workers.
Issuance of Work Permit
Article 7:
(1) The Ministry of Labor and Social Affairs issues the Work Permit against a fixed cost.
(2) The cost of the permit mentioned under item (1) of this article considering criteria fro
time limit shall be fixed by the ministries of Labor and Social Affairs and Finance.
(3) Identification of employee such as location of work, work specification, date of
beginning of duty and time validity, shall be specified in the Work Permit.
Validity of Work Permit is one year. If the Work Permit is extended, it may be for
another term.
Specimen of Work Contract
Article 8:
Work Contract for foreign staff employed in the organizations shall be designed and
fixed by the Ministry of Labor and Social Affairs.
Information about Changes
Article 9:
Organizations are obliged to inform the Ministries of Foreign Affairs and Labor and
Social Affairs of the changes occur in foreign staff and expatriates’ work and its
specifications during the term of work.
(Contd...)

Tax Payment
Article 10:
(1) Tax is collected from the monthly income of foreign citizens employed in the
organizations according to the Income Tax Law.
(2) The employing organization is obliged to with hold tax from the monthly salary/wages
of foreign staff on the basis of Article 5 and item (1) of this Article, according to the
Income Tax Law and norms and transfer it to the incoming account of the
government.
(3) I f the employing organization does not with hold the percentage of tax from foreign
staff’s salary and does not transfer it to the incoming account of the government and
the term of contract is terminated and the employee leaves Afghanistan, the relevant
organization shall pay his/her taxes.
The Right to Rest and to Take Leaves
Article 11:
(1) Foreign Citizens employed according to the provisions of these Statutes, have the
right to take paid leave on the basis of relevant legal work documents.
(2) The Weekend for Foreign Staff is Friday like domestic staff in the governmental
organizations.
Chapter Two
Final Provisions
Recruitment of Foreign Expatriates
In Joint Ventures and Private Sector
Article 12:
(1) Joint Ventures and Private Sector, in which foreign entrepreneurs or International
Organizations invest, may employ the concerned foreign staff and expatriates
according to the provision of these Statutes in line with the Afghanistan Private
Domestic and Foreign Investment Law.
(2) Foreign Citizens employed in the organizations, whenever needed shall issue their
educational documents to the Ministry of Labor and Social Affairs.
The Position of Already Employed Staff
Article 13:
With the enforcement of these Statutes, Staff and expatriates employed by the
organizations prior to the enforcement of these Statutes, shall observe the provisions
of these Statutes.
Procedure for Employment
Article 14:
Procedures for the employment of Foreign Citizens in the organizations shall be
designed, prepared and approved by the Ministries of Foreign Affairs and Labor and
Social Affairs.
Article 15:
Foreign Citizens, Who Travel for work to Afghanistan, shall obtain work visa
against costs.
Enforcement
Article 16:These Statutes shall be enforced after published in the official Gazette.

Annex – 3.2
Islamic Republic of Afghanistan
Ministry of Labor, social Affairs, Martyrs & Disabled
Directorate of Work Permit
Foreigner contract
A:
Identification of employer organization
Name of the organization
Legal identity
Address
Type of Services
Employer Name
Tell phone #
Cell phone #
Email
Identification of employee
Name and sure name
Age (according to the passport)
Source country
City/district
Residence
Passport #
Type of visa and date of entrance
Educational level
Residence in Afghanistan
Identification of employment
As per previous contract
Without previous contract
Occupation
B:
Employer/ Employee’s responsibilities against the Government
1. Monthly payment AFs( ) equivalent to USD ( )
2. Monthly income tax should be deducted from employee’s salary and should be deposited to Government account
3. Employers must conduct all their affairs according to Afghanistan Islamic Republic Labor Law and Foreign Employment
Regulations.
4. In task or occupation which we hire/ going to hire foreigner will be replaced by an Afghan in one year.
5. We are not hiring any foreigners in government or nongovernmental organizations without issuing them work permit
according the Foreign Employment Regulations.
6. In work affairs, I promise I will train Afghan employee and will enable him/her to work independently in my absence.
This contract is confirmed by both employer and employee and will affect for one year, it can be renewed by either party’s
agreement.
Annex – 3.3
Name, Sur name,
Signature, Thumb
Impression
Name, Sur name,
Signature, Stamp of
Employer
Date: 2010/ /
( )
( )
( )
( )
( )
( )
( )
( )

Annex – 3.3
Organizational Chart
(Changed after administration reforms)
Duties and Responsibilities of Tariff and
documentation Unit
1. Action plan in order to match the general plan
related to achieve organizational common goals
and objectives
2. Training the newly hired staff and developing
their skills in concerned fields as per ToR
3. Checking the applicant’s documents in context
of rules and regulations for accuracy
4. Making sure that work permit blanks (fields)
are filled accurately and accordingly
5. Making sure that all financial matters such as
bank tariff are issued accurately and being paid
by the applicant.
6. Reporting the revenue generated out of work
permits to concerned departments so to
maintain a transparent work process
7. Making sure the accuracy of transactions, and
transferring the revenue generated from the
work permits to the governmental income
account
8. Sending the list of work permit holders to any
other concerned offices or stake holders
9. Maintaining an effective filing system (hard
and soft copy) for the security and future use of
the documents
10.Fulfilling any other tasks assigned by the
management
Duties and Responsibilities of Registration Unit
1. Action Plan in order to match the General Plan
related to achieve management objectives fixed.
2. Training the newly hired staff and developing
their skills as per ToR
3. Analysis and Evaluation of the needs to foreign
professionals and skilled entities in
governmental and international Administrations
and organizations
4. Document Analysis and Evaluation of the
foreign professionals and skilled entities
according to needs and demands of the
governmental agencies and foreign institutions
for further processes
5. Introduction of the qualified human resource to
national and international Administrations or
Organizations for recruitment
6. Inspections of the overall work permit process
and registration of the foreign employees
according rules and regulations fixed.
7. Maintenance and monitoring of the work permit
database in accordance to the nature and
number of work permits registered to the
foreign professionals and skilled entities
8. Fulfilling any other duties assigned by the
management.
Responsibilities of the Mobile Inspection Unit
1. Preparing Action Plan in order to match the
General Plan related to achieve management
goals set by
2. Leading new employees and transferring
experience to them as per Tor.
3. Inspection work permits of foreign nationals
working in the vicinity of government offices
and private sector domestic and international to
prevent the illegal foreign workers
4. Instructing of foreigner whose work permits
are expired for renewal
5. Reporting concerned offices about foreigners
who have no work permits for law
enforcements
6. Information, the exact number of foreigners
employed in the separation of public and
private institutions and professional expertise
to the concerned authorities to carry out the
next steps
7. Establishing contact with relevant authorities
in relation to the prevention of foreigners
working illegally in the country
8. Fulfilling any other duties assigned by the
management in accordance to law and
administrative goals
Work Permit
Unit

Annex – 4.1
Organizational Chart of BOM
(Option I)
Organizational Chart of BOM
(Option II)

Annex - 4.2
Zebra P640i Card Printer
Overview: Zebra P640i PVC Card printer is a dual sided best selling PVC card
printing product in the market today having the capability of printing 2 cards per
minute, and as we know that the Directorate of Work Permit registers almost 30
international skilled, semiskilled and other professionals per day, which means
this printer can print all the 30 cards in just 15 minutes after the data is updated
in the database, in addition this printer is ideal for the following purposes and we
may need this card printer to do more for us instead just printing ordinary cards.
Ideal for
• Access Control
• Driver Licensing
• National Identification
• Secure Identification
Many “Best In Class” Features
• Lowest consumables cost per card in the industry
• Highest production output speed with continuous card loading feature
• Superior print quality for optimal color fidelity and precision details
(Contd...)
Sale Price: $7,830.70

Multiple Security Features
• Security features for all components required to create highly secure and durable
ID card from the card, print ribbons, laminates, printer, and software printer
driver.
Ease of Use with Reliability Built In
• Simplicity in design was the focus of the engineers efforts when designing this
printer. It is designed for reliability and for a very complex printing system it is
very easy to use and does not require fine tuning like most other printing and
laminating printers.
General Specifications
• Dual-sided printing and one-pass waste-free lamination
• 120 cards/hour dual-sided printing and laminating (YMCK ribbon & 1.0 mil
laminate both sides)
• Micro-positioning card transport system for enhanced color photos
• Complete system security features & options for printer, ribbons, laminate, cards,
and card issuance process
• Covert printing capability – text approx 17 mil high
• Automated card cleaning before printing
• Windows®
drivers for 2000, XP, Server 2003, Vista
• Advanced security features (ID/Log & password protection)
• One year printer warranty
• One year (unlimited passes) print head warranty
Color Printing
• Color dye sublimation and resin K
• 30 seconds per card (YMCK & dual sided lamination)
• 300 dpi (11.8 dots/mm) print resolution
Bar Codes
• Bar code and other symbologies available via Windows driver.
Fonts
• True Type or other type fonts via Windows driver.
Card Specifications
• Types: PVC Composite
• Card width/length: ISO CR-80 – ISO 7810, 2.12” (54mm) x 3.38” (86mm)
• HiCo Magnetic Stripe – ISO 7811
• Contact Smart Card – ISO 7816 Compliant
• Contactless Smart Card – 13.56 MHz (Contd...)

• Card thickness: 27 mil – 33 mil
• Card input hopper capacity: 150 cards
Ribbon Specifications
• YMCK: 600 cards/roll
• YMCKK: 500 cards/roll
• YMCUvK: 500 cards/roll
• Cleaning cartridge: cleans 3,000+ cards
Laminate Specifications
• Liner less & waste free 1.0 mil laminate, 600 cards/roll
• 2 Laminate cassettes (upper & lower)
• Laminates available
• Clear full size, clear for magnetic stripe cards and clear for smart cards
• Custom laminates available upon request: Holographic images, Special OVD
images, UV images
Communications Interface
• USB 1.1 (standard)
• Built-In 10/100 Ethernet (factory installed option)
Mechanical
• Width: 27.5” (699mm) not including exit hopper
• Depth: 9.7” (246mm)
• Height: 11.5” (292mm)
• Weight: 35 lbs (15.9kg)
Electrical
• 110 - 240 Volts AC, 50/60 Hz
• 8 MB image memory standard
• FCC Class A, UL, CUL, & CE approved
Environmental
• Operating temperature: 50°F to 95°F (10°C to 35°C)
• Operation humidity: 20% to 80% non-condensing
• Storage temperature: -4°F to 158°F (-20°C to 70°C)
• Storage humidity: 5% to 90% non-condensing
• Ventilation: Free air
(Contd...)

Options
• ID/Key security printing feature
• Magnetic Encoder
• Built-in Ethernet for networking capability
• Smart Card Contact Station
• Smart Card Contact encoder/reader
• Warranty programs
Color/Description Quantity Price/500
Total Price
$405.84White w/
Hi Co Magnetic Strip
3,000 $67.64

Annex – 4.3
Afghanistan Provincial codes
S/No Province Name Code
1 Badakhshan 01
2 Badghis 02
3 Balkh 03
4 Bamyan 04
5 Baghlan 05
6 Dicondi 06
7 Farah 07
8 Faryab 08
9 Ghazni 09
10 Ghor 10
11 Herrat 11
12 Helmand 12
13 Jawozjan 13
14 Kabul 14
15 Kandahar 15
16 Kapisa 16
17 Khost 17
18 Konar 18
19 Kondoz 19
20 Laghman 20
21 Logar 21
22 Nangarhar 22
23 Nimroz 23
24 Noristan 24
25 Orozgan 25
26 Paktia 26
27 Paktika 27
28 Panjshir 28
29 Parwan 29
30 Samangan 30
31 Sar-e-pul 31
32 Takhar 32
33 Wardag 33
34 Zabul 34

Annex 4.4
Industrial Classification
S.No Sector Code
1 Agriculture, Forestry &
Fisheries
01
2 Mining & Quarrying 02
3 Manufacturing 03
4 Electricity & Gas 04
5 Construction 05
6 Whole Sale &Retail Trade 06
7 Transport & Communication 07
8 Finance, Banking &
Insurance
08
9 Services 09

For office use only
Date application received
Receipt No.
Name of Receiving Officer
Signature of Receiving Officer
Date of issuance
Annex - 4.5
GOVERNMENT OF ISLAMIC REPUBLIC OF AFGHANISTAN
MINISTRY OF LABOR, SOCIAL AFFAIRS, MARTYRS & DISABLED
(BUREAU OF MIGRATION)
WORK PERMIT APPLICATION FORM 1
1. Applicant Details
1.1
First Name: Surname: Given Name:
1.2
Passport No:
……..…….…...
Residential address in Afghanistan:
……………………………………………………………………………………
…
……………………………………………………………………………………………….
Mobile: ..……………………Home Tel: ….…………Work Tel:
………………......
1.3
Date of Birth
……...../……...……/…...…...
Day/Month/Year
1.4
Place of birth
…………………………….…
(City, State/Province,
Country)
1.5
Nationality:
……..…………………...……
……..
1.6
Occupation:
1.7
Qualifications:
1.8
Experience in year/s:
1.9
Have you ever worked before in Afghanistan? Yes
No
Photo

1.9
(a)
If yes, have you issued work permit? Yes
No
1.9
(b)
If yes,
Work Permit #: ( ) Period: From ……..……………
To…………………….
Organization: ……………………… Place of Duty:
2. Work Details
2.1
Name and address of the employer
organization:
……………………………………………………
Type of business:
License #:
Issued by:
2.2
Focal Person:
Address:
Tel/mobile
Fax:
E-mail:
2.3
Occupation of Foreign Worker:
2.4
Contract Period:
From ………………………..
To……………………..
2.5
Experience/Skills Required for the Job:
2.6
Work Permit applied for:
Professional/Skilled
Low/ Semi skilled

3. Declaration
I hereby declare that I understand the questions and contents of this form and all the information in this
application is true and correct. I also attach the required additional information and prescribed fee.
Signature of the Employer Organization: --------------------------------------------------------------------------------------
----
Stamp of the Employer Organization:
4. Documents required to be attached
• Four most recent passport photos
• Employment Contract
• Bank deposit slip of the Work Permit Fee
• Interpol clearance letter
• Copy of passport and Visa
Work Permit # (for official use)

Annex – 4.6
ON LETTER HEAD PAD OF THE EMPLOYER ESTABLISHMENT
UNDERTAKING
Ref. No. ………………………
Dated………………………
I, --------------------------------------------------------------S/o---------------------------------------------------------
Proprietor/Manager of------------------------------------------------------------------------------------------------
(Name of Establishment)----------------------------------------------------------------------------------------------
License No. -----------------------------------------Issued by. --------------------------------------------------------
Solemnly affirm/ confirm and stand guarantee that my establishment will fulfill the following
responsibilities under the Foreign Worker’s Employment Policy/Rules:
a. Establishment will conduct all Foreign Worker’s affairs according to the
Afghanistan Islamic Republic Labor Law and Foreign Employment
Regulations.
b. Establishment will train local worker(s) to take over the job of Foreign
Worker(s) after the expiry of Work Permit Period/Contract;
c. Establishment will deposit the Income Tax of foreign worker(s) and all
others due taxes under the rules if any;
d. Establishment will furnish the correct information to Bureau of Migration
and will be held responsible under rules if furnished false/ incorrect
information.
Signature of Administrator of Establishment
( )
Name (in Block Letters)
Office Seal

For office use only
Date application received
Receipt No.
Name of Receiving Officer
Signature of Receiving Officer
Date of issuance
Annex – 4.7
WORK PERMIT RENEWAL FORM 2
1. Applicant Details:
Nationality:
………………………………
Passport #:
………………………………
Date of birth:
/ /
2. Work Permit Card Number:
3. Reason(s) of Renewal:
I. According to Contract
II. Local Worker is not trained yet
III. Trainee is not capable to take over
IV. Any other
………………………………………………………………………………………………………………………………………
………………………………………………………………………………………………………………………………………
Note: Please attach to this application the following:
• Employment new contract (if applicable)
• Bank slip of the Work Permit Fee
• Copy of passport (if renewed)
• Two most recent passport photos
Name of the forwarding officer Signature
Name of the Employer Organization Stamp
Photo

Annex - 4.8
WORK PERMIT DUPLICATION FORM 3
Nationality:
………………………………
Passport #:
………………………………
Date of birth:
/ /
3. Reason(s) for Duplication:
i. Lost
ii. Damaged
iii. Any other
……………………………………………………………………………………………………
……………………………………………………………………………………………………
Name of the Employee/forwarding Officer Signature

Annex – 4.9
WORK PERMIT CANCELLATION FORM 4
Nationality:
………………………………
Passport #:
………………………………
Date of birth:
/ /
3. Reason(s) for Cancellation:
i. Contract completed
ii. Resignation of Employee
iii. Employee’s absconding
iv. Employee’s inefficiency
v. Employee’s involvement in illegal activities
vi. Any other
……………………………………………………………………………………………………
……………………………………………………………………………………………………
Name of the forwarding Officer Signature

Annex – 4.10
APPEAL AGAINST REFUSAL TO ISSUE WORK PERMIT
Form 5
1. Employer Details:
a. Name of Employer’s Organization: …………………………...…………………..
b. Type of Business: …………………………………………..………………………..
c. License #: ……………………………………………………………………………..
2. Foreign Worker Details:
d. Name of Foreign Worker: ……………………………………………………………
e. Nationality: ……………………………………………………………………….……
f. Occupation for which applied: ………………………………………………..........
g. Passport #: …………………………………………………………………………….
3. Reason (s) of Refusal:
…………………………………………………………………………………………………………
…………………………………………………………………………………………………………
…………………………………………………………………………………………………………
…………………………………………………………………………………………………………
4. Justification for Appeal:
…………………………………………………………………………………………………………
…………………………………………………………………………………………………………
…………………………………………………………………………………………………………
Name of the Employee/forwarding Officer Signature
Note: i) Supported documents may be attached ii) Additional sheet maybe used (if
required)

Annex – 4.11

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