If you are planning to hire foreign employees for your Singapore-based company, the Employment Pass (EP) is one of the most sought-after options.
It allows local companies to bring in skilled foreign professionals from around the world if they meet the eligibility criteria.
In this article, we will walk you through the essentials of Employment Pass in Singapore, including eligibility requirements, the step-by-step process, and alternative work passes.
Overview of Singapore’s Employment Pass
The Employment Pass is a work visa issued by Singapore’s Ministry of Manpower (MOM) for foreign professionals in managerial, executive, or specialized roles.
Some of the key features of employment pass include:
- Validity: First-time EPs are valid for either 1 or 2 years and can be renewed for up to 3 years. Experienced professionals in key sectors may qualify for 5-year renewals.
- Family Sponsorship: EP holders earning at least SGD 6,000/month can sponsor family members under Dependant or Long-Term Visit Passes.
- Eligibility for PR: EP holders can apply for Permanent Residency (PR) in Singapore, subject to contributions to the local economy and community.
Keep in mind that EP in Singapore is employer-driven. The business hiring the candidate or an authorized service provider with an Employment Agency (EA) license needs to submit the application for employees.
Eligibility Criteria for Singapore’s Employment Pass
There are two main eligibility criteria: the minimum salary threshold and the Complementarity Assessment Framework (COMPASS).
Stage 1 – Minimum Salary Threshold
The first step in determining a candidate’s eligibility is meeting the minimum salary requirement.
As of January 2025, the minimum qualifying monthly salary for employment pass in Singapore is set at:
- SGD 5,600 for non-financial sector roles.
- SGD 6,200 for roles in the financial services sector
Note that the minimum salary threshold increases progressively with age from age 23 and goes up to SGD 10,700 for professionals who are 45 and above. For financial sector employees, the minimum threshold goes up to SGD 11,800.
Stage 2: Complementarity Assessment Framework (COMPASS)
After meeting the minimum salary threshold, the next stage is COMPASS evaluation. COMPASS evaluates candidates and employers across 6 criteria. To pass COMPASS, the application must score at least 40 points.
Here’s a summary of compass criteria and points for each criterion for employment pass applicants:
| Criteria | Description | Points |
| C1: Salary Benchmark | Salary compared to local PMET salaries in the sector. (different from the minimum salary threshold) | – 90th percentile and above: 20 pts – 65th to less than 90th: 10 pts – Below 65th percentile: 0 pts |
| C2: Qualifications | Candidate’s academic or professional credentials. | – Top-tier degrees: 20 pts – Other degree-equivalent: 10 pts – No degree-equivalent: 0 pts |
| C3: Diversity NOTE: Companies with less than 25 PMETs automatically receive 10 points | Candidate’s nationality share among company PMETs. | – Less than 5% share: 20 pts - 5% to less than 25% share: 10 pts – 25% or more share: 0 pts |
| C4: Local PMET Support NOTE: Companies with less than 25 PMETs automatically receive 10 points | Company’s local PMET share compared to sector benchmarks. | – 50th percentile and above: 20 pts – 20th to less than 50th: 10 pts – Below 20th percentile: 0 pts |
| C5: Skills Bonus | The job is on the Shortage Occupation List (SOL). | – SOL with less than 1/3 nationality share: 20 pts – SOL with 1/3 or more share: 10 pts |
| C6: Strategic Economic Priorities | The company participates in endorsed innovation or investment programs. | – Participation in eligible programs: 10 pts |
PMET stands for employees in Professional, Managerial, Executive, and Technical roles.
COMPASS Exemption: Candidates earning a fixed monthly salary of SGD 22,500 or more, applying as intra-corporate transferees, or filling a role for less than one month are exempt from COMPASS requirements.
EP Criteria for Employers
In addition to candidate eligibility requirements, MOM also has specific requirements for employers looking to hire foreign talent. Employers must:
- Be registered and actively operating in Singapore.
- Comply with the Fair Consideration Framework (FCF) by advertising job roles on MyCareersFuture to prioritize local talent. The job posting must remain active for at least 14 days before foreign candidates can be considered for an EP application.
Note: Small companies with less than 10 employees are exempted from the job posting requirement.
Documents Required for Employment Pass in Singapore
To apply for an Employment Pass, employers must prepare the following documents:
- Completed EP application form
- Company business profile from ACRA.
- Employment contract specifying the role, salary, and terms.
- A copy of the employee’s passport (personal details page).
- Educational certificates and other supporting qualifications (translated into English if needed)
- Education verification proof
The Ministry of Manpower (MOM) can request additional documents depending on the specifics of the application.
Moreover, all the candidate’s qualifications are required to be verified by a background screening company, the awarding institution’s verification portal, or the OpenCerts portal.
Depending on the qualification, this process alone can take approximately 3 weeks and must be done before submitting the application. Contact Emerhub if you would like to be connected to an approved background screening company.
It is important to note that any inaccuracies in the documents can result in delays or even rejection of your EP application. Therefore, it is advisable to consult our local experts who will handle the EP application on your behalf to ensure accuracy and avoid unnecessary delays.
Steps to Apply for an Employment Pass
1. Meet the Eligibility Criteria and Submit Application to MOM
Ensure the candidate reaches 40 points using the COMPASS system described above. Otherwise, the application will be rejected. You can engage a consultant at Emerhub to ensure the requirements have been met.
Once done, you can submit the EP application and required documents through the MOM portal or a registered Employment Agency.
2. In Principal Approval (IPA)
Once MOM approves the application, you will receive an In-Principle Approval (IPA) letter. This document allows the candidate to move to Singapore and is valid for up to 6 months.
During this period, employers need to coordinate employee’s relocation and ensure they complete any medical examinations required by MOM. The IPA letter is also essential for arranging entry clearance into Singapore.
Note that the employee cannot start legally working for the company until Step 3 is completed.
3. Issuance of EP
After the candidate arrives in Singapore, the final step is to issue the Employment Pass. This involves scheduling an appointment with MOM for the candidate to register their fingerprints and photograph. If a medical check was mandated, the results must be submitted before issuance.
Once the issuance is completed, the employee will receive a Notification Letter. This authorizes the employee to start their employment. The Employment Pass card will be delivered in 4-5 days.
Emerhub’s local experts can handle this entire process on your behalf to ensure timely approvals and compliance with local regulations.
Alternatives to Employment Pass in Singapore
If the employee is not eligible for EP or it isn’t the right fit, Singapore offers several other work passes tailored to different needs. These options include:
- The Personalized Employment Pass (PEP): PEP is meant for high-earning foreign professionals who earn at least SGD 22,500 per month. This pass is not tied to any employer and is valid for 3 years.
- Entre Pass: For foreign entrepreneurs planning to operate a venture-backed or innovative-tech-based business in Singapore
- S Pass: This is for mid-skilled workers earning SGD 3000 or more. S Pass applications are subject to quotas and levies imposed on the employer.
- Work Permits: Employers in specific sectors such as manufacturing or construction, can apply for Work Permits for their semi-skilled employees. While these permits have no salary threshold, they are tied to strict quotas and employer responsibilities.
If you are unsure about what specific work pass is suitable for you or your employees, our local experts will advise you on the most suitable options as per your business activities.
For more details, fill out the form below and we will put you in touch with one of our experts.
Singapore Employment Pass FAQs
Yes, EP holders earning SGD 6,000+ monthly can apply for Dependant’s Passes for spouses and children. Those earning SGD 12,000+ can sponsor parents under a Long-Term Visit Pass (LTVP).
The EP targets highly skilled professionals earning SGD 5,600+, while the S Pass is for mid-skilled workers earning SGD 3,000+.
Employers have a quota for S Passes, so a company cannot hire any employees on an S Pass until they have a number of local employees first.
Yes, EP holders in Singapore are eligible to apply for permanent residency. The final approval depends on contributions to Singapore and the potential for integration.
If the Employment Pass application is rejected, employers can appeal the decision within 3 months. In the appeal, they must address MOM’s concerns and provide additional supporting documents if necessary. 85% of appeals are processed within 6 weeks.
To ensure accuracy and timely approvals, you can get in touch with Emerhub relocation experts who will handle the application process on your behalf.
