Note: This blog post is written in context of Singapore's hiring practices.
My short answer is YES, if your employer has asked for it.
Some employers today may have voluntarily abolished this, in effort to work towards more progressive hiring practices.
However, it is my personal belief that until such a practice is legally banned, the majority of employers based in Singapore, especially the traditional sectors, will continue to keep the practice intact.
Growing reluctance from jobseekers to do so
There has been a growing reluctance by candidates to provide payslips when they reach the critical offer stages.
In June 2020, CNA published an article about then Minister of Manpower Josephine Teo's oral reply to a parliamentary question that has, ever since, been frequently quoted by candidates I've encountered.
The headline is masterfully crafted as such:
Employers cannot insist job seekers declare last-drawn pay, 'practical approach' should be taken
Thankfully, I have managed (on most occasions) to resolve differences with such candidates in good faith and mutual understanding.
Why provide payslips?
Here is why I would, as a candidate, continue to provide payslips when asked.
1) It affirms my integrity towards the employer
Integrity often plays a huge factor and is an unspoken hiring criteria in my past experiences with hiring teams.
Most of us jobseekers in Singapore do verbally share last-drawn salary information with employers early in the recruitment process.
Providing the necessary payslip(s) confirms that the last-drawn salary I've shared is reliable, and this in turn affirms my integrity towards the employer.
Evidence is indisputable.
2) It is still part of a standard hiring protocol for MANY companies
The reality of today is, it remains a practice for employers in Singapore to ask for payslips during the offer stage. Period.
In this context, refusing to provide payslip can work against me as it creates a hiccup for all parties in what is still viewed today as a standard process.
Being reluctant to comply with protocols can position me less favourably, especially in front of strong competition. With the employer having a good candidate supply, it is very easy for them to make a different hiring choice.
Don't get me wrong. For the record, I will not join firms that offer solely based on last-drawn salary.
Neither do I advocate such an employment practice as a recruiter.
However, it doesn't make it a smarter choice to decline my prospective employer's request for payslips.
While last-drawn salary isn't the "be-all and end-all", it is one aspect amongst others that many firms in Singapore take into account for an overall view of the candidate's worth.
The same news article candidates use to justify against providing payslips is also seen quoting the following:
Citing her previous experience as a human resource director, Mrs Teo replied that firms usually look at multiple factors - aside from a person’s last-drawn salary - when they make an offer.
3) I perceive the employer's payslip request as a tool that works to my advantage
Every tool that exist in this world is double-edged. It can either work for or against you, depending how you view and use it.
When this realisation dawned upon me, I lost the need to maintain any hyper-judgemental approach about an employer's practice of collecting candidates' payslips.
Whether employers or the Ministry of Manpower should relook at how a candidate's worth should be fairly evaluated, is a debate for another time and occasion. Definitely not when you're job-hunting.
When you should NOT provide your payslips
Most, if not all employers based in Singapore, do not request for payslip(s) until the offer stage. This ensures data is only sought when the need arises, as per most standard hiring protocols.
Do as the Romans do - if you are securing a job outside Singapore, understand the local hiring protocols and adapt accordingly. For example, some American states have laws banning employers asking for salary histories (Today, 2020).
My thoughts and recommendation
If the practice of providing payslip(s) is truly bothering you, no harm asking your recruiter if the request can be waived, citing your concerns.
But, it will be wise to remain flexible if they can't make an exception for you. Else, the risk of losing the job offer to a close competitor will be there.
You may also consider focusing your job search within less traditional/more disruptive sectors. There is a higher chance their hiring protocols may be more progressive and therefore more aligned to your mindset.
Conclusion
What do you think? Let me know your thoughts!
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