Work Passes in Singapore: What Foreign Professionals and Employers Need to Know
Last Updated: June 2026
Every foreigner who wants to work in Singapore must hold a valid work pass, and in almost every case the employer (or an appointed agent) applies for it through the Ministry of Manpower (MOM), not the worker. The right pass depends on the role and salary: professionals and managers go on an Employment Pass, mid-skilled staff on an S Pass, semi-skilled workers in sectors like construction and manufacturing on a Work Permit, and foreign entrepreneurs on an EntrePass. Top talent can apply for the Overseas Networks and Expertise (ONE) Pass, which is not tied to one employer. This guide is the hub for everything we publish on Singapore work passes: a short overview of each pass, the salary thresholds, and where to read the deep dive.
Key Takeaways
- A valid work pass is required before any foreigner starts work in Singapore, and the employer or appointed agent normally applies through MOM.
- The Employment Pass (EP) is for professionals, managers and executives, with a minimum salary of S$5,600 (S$6,200 in financial services) plus the COMPASS points test.
- The S Pass covers mid-skilled workers at a minimum of S$3,300 (S$3,800 financial services), subject to a levy and quota.
- Work Permits cover semi-skilled workers in specific sectors with no salary floor but a levy and quota; the EntrePass is for founders of innovative or venture-backed businesses.
- From 1 January 2027 the EP minimum rises to S$6,000 (S$6,600 financial) and the S Pass to S$3,600.
- EP and S Pass holders can later apply for permanent residency through ICA.
Who needs a work pass, and who applies for it?
Anyone who is not a Singapore citizen or permanent resident needs a valid pass to take up paid employment. The pass is matched to the job, the salary, and in some cases the sector. The employer is the legal applicant for most passes, so a company has to be set up first before it can sponsor a foreign hire. If you are coming to start your own venture rather than join an existing one, see our guide on opening a business in Singapore as a foreigner, because the order of steps (company first, then pass) matters. The sections below cover each pass, then link to the full guide.
Employment Pass (EP): for professionals, managers and executives
The Employment Pass is the main pass for foreign professionals, managers, executives and specialists. To qualify, a candidate must earn at least S$5,600 a month, rising to S$6,200 in financial services, and this floor increases with age so older hires are benchmarked against local salaries at the same career stage. Salary alone is not enough: applicants must also score at least 40 points under COMPASS, the Complementarity Assessment Framework, which scores salary, qualifications, workforce diversity, support for local employment, and bonus criteria.
We cover the EP in depth across several spokes: the 2026 COMPASS salary benchmarks and what employers must do now, the MOM COMPASS framework calculator and score guide, and the EntrePass versus Employment Pass comparison for founders weighing the two.
S Pass: for mid-skilled workers
The S Pass is for mid-skilled staff such as technicians and associate professionals. The minimum qualifying salary is S$3,300 a month, rising to S$3,800 in financial services, and like the EP it scales with age. Unlike the EP, the S Pass has two extra controls: a monthly foreign worker levy, and a quota (the sub-Dependency Ratio Ceiling) that caps the share of S Pass holders in a workforce. Employers planning headcount should factor in both and watch the broader July 2026 local qualifying salary changes and SME quota updates.
Work Permit: for semi-skilled workers in specific sectors
The Work Permit covers semi-skilled foreign workers in sectors such as construction, manufacturing, marine shipyard, process and services. There is no fixed minimum salary, but it is the most tightly controlled pass: it is tied to both the employer and the approved sector, carries a levy and a quota that vary by industry, and draws workers from a defined list of source countries. Confirm the current levy rates and quota for your industry before recruiting.
EntrePass: for foreign entrepreneurs
The EntrePass is for eligible foreign entrepreneurs starting a venture-backed or innovative business in Singapore. There is no minimum salary, but the applicant must meet business eligibility criteria, such as funding from a recognised investor, holding intellectual property, or a research tie-up with a local institution. If you are deciding between founding on an EntrePass and joining your own company on an EP, our EntrePass versus Employment Pass guide lays out the trade-offs, and founders who use a nominee director service while their pass is processed will find the timing notes useful.
ONE Pass, PEP and Tech.Pass: passes not tied to one employer
A small group of passes are built for senior talent and are not tied to one employer, giving the holder freedom to switch jobs or run more than one business.
The Overseas Networks and Expertise (ONE) Pass is for top talent earning at least S$30,000 a month, or with comparable standing in fields such as the arts, sport, science or technology. It is valid for five years, longer than any standard pass, and lets the holder work for several employers at once.
The Personalised Employment Pass (PEP) is for high-earning EP holders or overseas professionals; it too is not tied to an employer but cannot be renewed. Tech.Pass targets established technology entrepreneurs, leaders and experts. These routes suit a narrow band of applicants, so most hires use the EP, S Pass or Work Permit.
Dependant’s Pass and family options
When a work pass holder earns above the relevant threshold, eligible family members can join them on a Dependant’s Pass (DP) or, for some relatives, a Long Term Visit Pass. A DP holder who later wants to work or run a business has specific options and limits, covered in our Dependant’s Pass, business owner, and LOC versus EP guide.
Comparing the passes at a glance
The clearest way to see where each pass sits is by its salary floor. The Employment Pass and S Pass set a minimum monthly salary, with a higher bar in financial services, while the Work Permit and EntrePass have no salary floor.
The two professional passes anchor the salary scale. Keep the 1 January 2027 increases in mind when budgeting a hire that starts close to the cut-off.
How to apply, and how long a pass lasts
For employer-sponsored passes, the company or an appointed agent files with MOM online, supplies the documents, and pays the fees and any levy. The employer also needs corporate access to government systems: foreign-owned companies without a local Singpass holder should read our guide on CorpPass for foreigners. Once a pass is approved, payroll begins, so set up your payroll process before the start date.
Most work passes are first issued for up to two years, then renewed for up to three years at a time, as long as the holder still meets the criteria at renewal (which is why the 2027 increases matter for staff already on a pass). The ONE Pass is the exception at five years. If you have not set up the hiring entity yet, our step-by-step on how to register a company in Singapore is the place to begin.
From a work pass to permanent residency
A Singapore work pass is often the first step toward residency. EP and S Pass holders may apply for permanent residency (PR) through the Immigration and Checkpoints Authority (ICA) after a track record of working and living here. PR removes the need to renew a work pass, though approval is at ICA’s discretion. Our guide to applying for permanent residency in Singapore explains what strengthens a case.
Frequently asked questions
What are the main types of work passes in Singapore?
The main passes are the Employment Pass (professionals, managers and executives), the S Pass (mid-skilled workers), and the Work Permit (semi-skilled workers in specific sectors). Foreign entrepreneurs apply for an EntrePass, top talent for the ONE Pass, and senior talent can use the Personalised Employment Pass or Tech.Pass.
What is the minimum salary for a work pass in Singapore?
The Employment Pass needs at least S$5,600 a month (S$6,200 in financial services) and the S Pass at least S$3,300 (S$3,800 financial). The Work Permit and EntrePass have no salary floor. From 1 January 2027 the EP minimum rises to S$6,000 (S$6,600 financial) and the S Pass to S$3,600.
Who applies for a work pass, the employer or the employee?
For most passes the employer is the legal applicant and files with MOM, directly or through an appointed agent, which is why a company usually has to be set up first. The exception is the EntrePass, where the entrepreneur applies through their own business.
How long is a Singapore work pass valid?
Most work passes are first issued for up to two years and then renewed for up to three years at a time, as long as the holder still meets the criteria at renewal. The ONE Pass is the exception at five years.
What is the difference between an Employment Pass and an S Pass?
The Employment Pass is for higher-earning professionals and uses the COMPASS points test (minimum S$5,600 a month, pass mark 40). The S Pass is for mid-skilled workers at a lower minimum of S$3,300 a month and carries a levy and a quota that the EP does not.
Can a work pass holder apply for permanent residency?
Yes. Employment Pass and S Pass holders may apply for permanent residency through the Immigration and Checkpoints Authority after working and living in Singapore for a period. Approval is at ICA’s discretion, but a stable employment history and salary generally strengthen an application.
Get expert help with your Singapore work pass
Choosing the right pass, meeting the COMPASS or salary thresholds, and filing cleanly with MOM the first time saves weeks of delay. Excellence Singapore helps employers and foreign professionals with work pass applications, company incorporation, CorpPass setup, payroll and the route to permanent residency, all under one roof. Talk to us and we will map out the fastest compliant path to getting your team in place.
