Singapore — Work Authorization & Visas

Singapore regulates the employment of foreign nationals through the Employment of Foreign Manpower Act 1990 (EFMA), administered by the Ministry of Manpower (MOM). The EFMA establishes a mandatory work-pass regime and imposes direct liability on both employers and foreign workers who fail to comply.

## Core prohibition and work-pass requirement

Section 5 of the EFMA prohibits any employer from employing a foreign employee unless that employee holds a valid work pass. The prohibition is categorical: it applies to all forms of paid employment, business, profession, or occupation in Singapore, subject only to narrow exemptions set out in subsidiary legislation. A "foreign employee" is defined broadly as any individual who is not a Singapore citizen or permanent resident and who works in any capacity for an employer in Singapore.

Section 6 creates a rebuttable presumption of employment: if a foreigner is found performing work on an employer's premises, the employer is presumed to have employed that person unless the employer proves otherwise. This reversal of the burden of proof is a critical enforcement mechanism and underscores the practical risk for businesses: physical presence and work activity alone may establish liability, even absent a formal contract.

## Administering authority and the Controller of Work Passes

The EFMA establishes the Controller of Work Passes (section 3), an official within MOM who has wide-ranging authority to approve, refuse, revoke, or impose conditions on any work pass. All work-pass applications—whether for Employment Passes, S Passes, Work Permits, or other categories—are submitted to the Controller, who exercises discretion within the statutory and regulatory framework.

Employment inspectors appointed under the EFMA have powers of entry, inspection, and arrest without warrant (sections 16 and 21). Employers must maintain a register of all foreign employees (section 8) and notify MOM when a foreign employee's employment is terminated (section 9).

## The work-pass categories and implementing regulations

The EFMA itself does not prescribe the types of work passes or their eligibility criteria; instead, it delegates rule-making authority to the Minister. The operative framework is set out in the Employment of Foreign Manpower (Work Passes) Regulations 2012 (the "Work Passes Regulations"), last amended and current as of 1 April 2026. These regulations define the principal work-pass categories:

• Employment Pass (EP): for foreign professionals, managers, executives, and technicians who meet minimum salary and qualification thresholds (currently SGD 5,000 per month for most applicants, with sectoral and age-based adjustments, and subject to the COMPASS points-based assessment framework introduced in September 2023).
• S Pass: for mid-skilled foreign workers in sectors where an EP is not warranted; subject to quota and levy requirements.
• Work Permit: for lower-skilled workers in construction, marine shipyard, process, services, and domestic sectors; heavily quota-controlled and sector-specific.

Each pass type is governed by distinct eligibility, quota, levy, and condition-of-employment rules set out in the Work Passes Regulations and in MOM policy publications.

## Employer sanctions and criminal liability

Employers who employ a foreign worker without a valid work pass commit a criminal offence under section 5. First-time offenders face a fine of up to SGD 30,000, imprisonment of up to 12 months, or both; repeat offenders face higher penalties. Section 22 creates additional general offences for contraventions of the Act or its regulations, and section 22A prohibits employers from recovering from foreign employees costs associated with work-pass applications, security bonds, or levies (the anti-kickback rule). Violations can also result in administrative debarment, preventing the employer from sponsoring future work-pass applications for a period determined by the Controller.

Foreign employees who work without a valid pass are also criminally liable and face immediate cancellation of any existing pass, removal from Singapore, and potential bans on re-entry.

Source: Employment of Foreign Manpower Act 1990 Source: Employment of Foreign Manpower (Work Passes) Regulations 2012 Source: Ministry of Manpower – Work passes

The Employment Pass (EP) remains Singapore's principal work authorization route for foreign professionals, managers, and executives. EP issuance relies on a two-stage MOM-administered framework: (1) a minimum qualifying salary threshold and (2) a points-based assessment under COMPASS (Complementarity Assessment Framework). Significant updates to both eligibility and COMPASS criteria take effect for 2026–2027.

## Stage 1: EP Qualifying Salary (current and forward changes) As of June 2026, the minimum qualifying salary is S$5,600/month (general sectors, age 23 baseline; see MOM's published age bands), and S$6,200/month for financial services, both indexed by applicant age (with rates rising up to age 45+). These rates continue to apply for applications through 31 December 2026.

From 1 January 2027 (renewals from 1 January 2028):

• The minimum monthly salary increases to S$6,000 (general) and S$6,600 (financial services) for age 23, with corresponding step-ups for older applicants (up to S$11,500/S$12,700 at age 45+). This implements the MOM's May 2026 announced update and aims to align with local PMET wage trends.

EP applicants earning a fixed monthly salary of S$22,500 or more are exempt from the COMPASS assessment.

## Stage 2: COMPASS Points-Based Assessment (2026–2027 Updates) With effect from 1 January 2026 (new applications) and 1 July 2026 (renewals), MOM has materially updated the COMPASS C2 criteria:

• C2 (Qualifications): The lists of "top-tier" recognized institutions and professional qualifications have been expanded and revised. Points are now awarded under the updated lists published by MOM in May 2026. Degrees or credentials outside these updated lists will not score under C2 after these dates. Employers must cross-check their candidate's qualifications against the MOM-published list valid as of filing.
• C1 (Salary Benchmarks): Salaries are compared to percentile benchmarks among local PMETs for the sector, with the underlying benchmark tables updated for 2026. Practitioners must use the latest sectoral benchmarks as published on MOM's COMPASS page when modeling C1 scores.
• Other criteria (C3 diversity, C4 local employment support, C5 shortage occupation/SOL bonus, C6 strategic priorities) are unchanged as of this update, but the Shortage Occupation List (SOL) and strategic priorities continue to be reviewed annually.

COMPASS applies to all new EP applications filed from 1 September 2023 and to renewals from 1 September 2024, with the above C2/C1 changes re-setting the relevant sub-criteria for applications filed from 2026 onward.

## Additional Notes

• MOM updated the COMPASS tool and the Self-Assessment Tool (SAT) with the revised C2/C1 tables in May 2026. Employers must use these for EP applications from the effective dates.
• MOM retains full discretion to approve or reject EP applications even if all thresholds and COMPASS points are technically met. Other policies (Fair Consideration Framework, job advertising) may layer on additional requirements or exemptions.
• Changes noted here are material: employers planning EP sponsorship for 2026 or later must review MOM's current frameworks and published institution/credential lists.

Material changes June 2026: This section is updated to reflect MOM's published expansion of the C2 Qualifications list and new C1 salary benchmarks effective for 2026 applications, as well as affirming the previously announced step-up in minimum qualifying salaries effective 2027.

Source: Ministry of Manpower – Employment Pass eligibility Source: Ministry of Manpower – Upcoming Changes to EP eligibility (May 2026) Source: Ministry of Manpower – COMPASS C1 Salary benchmarks Source: Ministry of Manpower – COMPASS update: C2 Qualifications (May 2026) Source: Ministry of Manpower – COMPASS C5 Shortage Occupation List Source: MOM Factsheet on Foreign Workforce Policy Announcements at COS 2025

The S Pass is Singapore's work-pass category for mid-skilled foreign workers—associate professionals and technicians (APTs)—who do not meet the higher thresholds for an Employment Pass. The S Pass is governed by regulation 8 and the Third Schedule of the Employment of Foreign Manpower (Work Passes) Regulations 2012, and is subject to three controlling mechanisms: a minimum qualifying salary, a quota limit tied to the employer's total workforce, and a monthly levy payable to the Ministry of Manpower.

## Qualifying salary

S Pass candidates must earn a fixed monthly salary of at least SGD 3,300. This threshold applies to new applications submitted from 1 September 2025. For S Pass renewals, the SGD 3,300 floor applies to passes expiring from 1 September 2025 onwards.

The qualifying salary is benchmarked against the top one-third of local associate professional and technician (APT) wages by age. Older candidates require higher salaries to qualify, reflecting the policy intent to ensure a level playing field across age groups and to prevent displacement of older local workers. MOM publishes sector- and age-specific qualifying-salary tables; candidates should verify their applicable threshold using the Self-Assessment Tool (SAT) on the MOM website before the employer applies.

For the financial services sector, a higher qualifying-salary floor applies, though the specific amount for the third-step increase (effective September 2025) was to be finalized and announced closer to the implementation date based on prevailing local APT wages at that time. Employers in financial services should confirm the current threshold on the MOM website.

## Quota: sector-specific limits

The number of S Pass holders an employer can hire is capped by a quota expressed as a percentage of the employer's total workforce. The quota is sector-specific and non-transferable:

• Services sector: S Pass holders may constitute up to 10% of the total workforce.
• Construction, manufacturing, marine shipyard, and process sectors: S Pass holders may constitute up to 15% of the total workforce.

Total workforce is calculated as the sum of (1) local qualifying salary (LQS) count (Singaporean and permanent-resident employees who meet the LQS definition, based on the rolling three-month average of CPF contributions) and (2) all Work Permit and S Pass holders currently employed. Employment Pass holders are not counted in the total workforce for quota purposes.

The S Pass quota is calculated as follows:

S Pass quota = Quota % × (Total workforce + 1)

The result is rounded down to the nearest whole number. For example, a manufacturing employer with a total workforce of 39 and a 15% quota may hire 6 S Passes (15% × [39 + 1] = 6.0). The "+1" in the formula gives employers slightly more flexibility at lower headcounts.

The quota applies per CPF account. Employers with multiple business lines or separate CPF accounts must calculate the quota separately for each account. MOM strictly enforces the quota cap; an employer cannot use excess Work Permit quota to sponsor additional S Passes, and any application that would breach the quota ceiling is automatically rejected.

## Monthly levy: flat rate

Employers must pay a monthly foreign worker levy for each S Pass holder. As of 1 September 2025, the S Pass levy is:

• SGD 650 per month for all S Pass holders, regardless of the employer's sector or the share of S Passes within the total workforce.

This represents the culmination of a three-step levy increase announced at MOM's Committee of Supply (COS) 2022. Prior to September 2025, a two-tier levy structure applied: Tier 1 (SGD 550 per month for employers whose S Pass headcount was ≤10% of total workforce) and Tier 2 (SGD 650 per month for employers whose S Pass headcount was >10% but ≤ the sectoral quota ceiling). The MOM COS 2025 factsheet confirmed that Tier 2 remains at SGD 650, and the final step of the increase brought Tier 1 up to SGD 650 as well, effectively unifying the levy at a single flat rate.

The levy is charged monthly and must be paid via GIRO or other approved payment methods. Employers who fail to pay the levy on time face late-payment penalties and potential revocation of the S Pass. Levy waivers are available only in narrow circumstances, such as when the S Pass holder is on overseas leave or hospitalization leave exceeding a threshold period; waiver applications must be submitted through Work Permit Online.

## Policy context and compliance implications

The S Pass framework is designed to balance employer flexibility with protection of the local mid-skilled labor market. The qualifying salary, quota, and levy are adjusted periodically to ensure that the total cost of hiring an S Pass holder (salary + levy) aligns with the top one-third of local APT wages. MOM announced at COS 2022 that it would review the S Pass qualifying salary and levy annually against this benchmark, giving firms advance notice to adjust. Employers should anticipate incremental increases in future years.

Practical compliance steps for employers sponsoring S Pass holders:

1. Model the quota before filing an application. Use MOM's online quota calculator or check the company's current quota balance on Work Permit Online. An application filed when the employer is at or over quota will be rejected immediately, and the non-refundable application fee forfeited.

1. Benchmark the candidate's salary against the age- and sector-specific qualifying-salary table. A salary offer at the minimum threshold may satisfy eligibility but provides no margin for error if the threshold is revised upward between application and approval.

1. Budget for the levy as a recurring cost. At SGD 650 per month, the annual levy cost per S Pass holder is SGD 7,800. For employers at or near the quota ceiling, the marginal cost of adding one more S Pass holder includes both the salary and the levy, which together must justify the business case relative to hiring or training a local worker.

1. Track the total workforce monthly. The quota denominator changes every month as local headcount fluctuates (based on the rolling three-month CPF average) and as Work Permit and S Pass holders join or leave. An employer whose total workforce shrinks may find that it is suddenly over quota and must cancel one or more S Passes to regain compliance; conversely, workforce growth opens up additional quota.

1. Coordinate CPF accounts carefully. Employers operating multiple business lines under separate CPF accounts must track quota and levy separately for each account. An S Pass holder is tied to the CPF account declared on the application form and cannot be transferred between accounts without cancelling and re-applying under the new account.

MOM enforces S Pass quota and levy rules through both automated application screening (applications that breach quota are rejected at submission) and site inspections. Employers found employing an S Pass holder without a valid pass, or who have allowed their quota compliance to lapse, face the same criminal and administrative sanctions as for Employment Pass violations: fines up to SGD 30,000, imprisonment up to 12 months, and debarment from sponsoring future work passes.

Source: Ministry of Manpower – S Pass Source: Ministry of Manpower – S Pass Eligibility Source: Ministry of Manpower – S Pass Quota and Levy Source: Ministry of Manpower – S Pass Quota and Levy Requirements Source: Ministry of Manpower – Guidelines for Employers of Work Permit and S Pass Holders (March 2026) Source: MOM Factsheet on Foreign Workforce Policy Announcements at COS 2025 Source: MOM Factsheet on Foreign Workforce Policy Announcements at COS 2022 Source: Employment of Foreign Manpower (Work Passes) Regulations 2012

Singapore’s Work Permit (WP) is the principal work authorization for foreign nationals in low- and semi-skilled roles, covering construction, manufacturing, marine shipyard, process, and domestic sectors. The framework is governed by the Employment of Foreign Manpower Act 1990 and the Employment of Foreign Manpower (Work Passes) Regulations 2012 (esp. Part IV and Schedules Four to Twelve), administered by the Ministry of Manpower (MOM).

## Material updates for 2026–2028

• Age Limits: As of 1 July 2026, the maximum age for new Work Permit applicants (except construction/marine shipyard) is raised from below 61 to below 62 years; for existing WP holders, the maximum employment age rises from 63 to 64. Construction/marine may have sectoral waivers or specialized rules (always check current sector notice). Source: MOM Key Facts
• Levy Tier Mergers (Manufacturing & Services): In Manufacturing and Services sectors, the existing bottom two levy tiers (Tier 1 and Tier 2) will be merged:
• For new WP applications from 1 Jan 2027, and renewals from 1 Jan 2028, there will be a single lower tier (Manufacturing: $300/month for higher-skilled, $470 for basic-skilled; Services: $400/$600). Source: MOM Press Release, 3 Mar 2026
• Process/Marine Levy Increases: Levy rates for process and marine shipyard WPs increase from 2028 (e.g. basic-skilled in process: $450→$600/month; marine: $500→$600). Employers must re-calculate cost modeling for renewals and new hires from that date. Source: MOM Process Sector
• Higher-Skilled Worker (R1) Framework Update: As of 1 Jan 2026, process sector WPs that did not convert to R1 by 31 Dec 2025 reverted to basic (R2) with higher levy as of Jan 2026. Source: MOM R1 Process info
• LQS (Local Qualifying Salary): Update remains: LQS used in quota and DRC (Dependency Ratio Ceiling) rises from $1,600→$1,800/month on 1 July 2026.
• Performing Artiste WP: Discontinued from 1 June 2026; no new applications accepted for this scheme.

## Core rules (unchanged but reaffirmed)

• WPs remain strictly sector-specific and sourced from MOM-approved country lists. These lists, and quota/levy details, differ by sector and may change multiple times per year. Always check current MOM sector rule pages for up-to-date source-country lists and quota ratios.
• Employer obligations continue: pay sectoral monthly levy (as above), meet statutory medical insurance (currently $60,000/yr per worker), provide approved housing and care, and observe statutory repatriation conditions.
• WPs remain non-transferable, tied to the named employer and valid for up to two years, renewable subject to quota, DRC, and new/existing policy.

Material changes (June 2026 update): Age limits raised (July 2026), levy tier mergers in manufacturing/services (2027/2028), significant levy increases in process/marine (2028), R1 framework adjustment (Jan 2026), and continued LQS changes. Practitioners must validate all rates/statuses directly against current MOM sectoral rules for affected employment periods.

Source: Employment of Foreign Manpower (Work Passes) Regulations 2012 Source: Ministry of Manpower – Work Permit for foreign workers Source: MOM Key Facts on Work Permit Source: MOM Press Release Mar 2026 – Levy and Tier changes Source: MOM – Manufacturing sector requirements Source: MOM – Services sector requirements Source: MOM – Process sector requirements Source: MOM – Higher-skilled workers for process sector Source: MOM announcement – LQS increases 2026 Source: MOM announcement – Performing Artiste WP ends

Singapore permits certain family members of Employment Pass (EP) and S Pass holders to reside in the country using two primary dependent visa routes: the Dependant Pass (DP) and the Long-Term Visit Pass (LTVP). These passes are key for global employers relocating staff who have accompanying spouses, children, or other close family.

Dependant Pass (DP) — Core Eligibility and Application Process:

• The employing company of an EP or S Pass holder may apply for Dependant Passes for that worker’s legally married spouse and unmarried children under 21 years of age (including legally adopted children), provided the main pass holder earns a fixed monthly salary of at least SGD 6,000. Only the employer (not the worker or agent) can submit this application online to the Ministry of Manpower (MOM).
• The DP is linked to the validity of the main EP or S Pass and is generally issued or renewed for the same duration (up to 2 years). Cancellation or expiry of the main pass automatically ends the DP.
• DP holders may not work in Singapore unless they obtain a separate Letter of Consent or secure their own eligible work pass.

Long-Term Visit Pass (LTVP) — Distinct Categories and Salary Thresholds:

• LTVPs may be sought for:

• Common-law spouse of the work pass holder • Unmarried step-children under 21 • Unmarried handicapped children above 21 • Parents (but only where the EP holder earns a fixed monthly salary of at least SGD 12,000)

• As with DPs, the employing company must apply directly to MOM for the LTVP. MOM may require documentation such as a statutory declaration for common-law marriage, adoption/handicap proof, or birth and marriage certificates.
• LTVP validity is matched to the main pass where possible. Holders who wish to work in Singapore must separately qualify for a work pass or meet MOM's Letter of Consent rules (current eligibility for LOC is limited; most spouses must now apply for a standard work pass in their own right).

Practical requirements:

• Employers must submit full supporting documents and update MOM on any changes to family relationships or employment status.
• Both passes facilitate talent mobility for employers, but eligibility is tightly prescribed and the salary thresholds are strictly enforced per MOM’s published guidance.

Source: Ministry of Manpower – Dependant Pass Source: Ministry of Manpower – Long Term Visit Pass Source: Employment of Foreign Manpower (Work Passes) Regulations 2012

The EntrePass is Singapore’s dedicated work pass route for foreign startup founders who wish to establish and operate an innovative business in Singapore. Unlike the Employment Pass (EP), which targets conventional employees and established companies, the EntrePass supports founders or teams at the pre-incorporation or early incorporation stage, especially in sectors aligned with Singapore’s innovation agenda.

## Eligibility and qualifying sectors An applicant must:

• Intend to incorporate, or have incorporated within the last six months, a private limited company with the Singapore Accounting and Corporate Regulatory Authority (ACRA). If not yet incorporated at application, incorporation is required after in-principle approval.
• Submit a 10-page business plan, using the Ministry of Manpower (MOM) template, detailing the business model, product or service, market analysis, and financial projections.
• Demonstrate fit in a qualifying sector. These include, but are not limited to, advanced technology, biomedical sciences, urban solutions, clean tech, fintech, media and communications, and other areas designated as innovative by government-linked agencies. Applicants can also qualify if supported by a Singapore government-recognised venture capital, incubator, or accelerator. The full qualifying activities list is published by MOM and cross-referenced by Enterprise Singapore and sector agencies.

Excluded activities: MOM explicitly excludes certain businesses from EntrePass eligibility—e.g., coffee shops, hawker centres, bars and nightclubs, foot reflexology/massage parlours, traditional Chinese medicine, employment agencies, geomancy, or any business structured for pure passive investment. The agency periodically updates the full list of ineligible activities; applicants should check the MOM EntrePass guidance for the current exclusions.

## Financial milestones and local hiring — renewal criteria There is no minimum salary requirement for a first EntrePass grant. However, for renewal, founders must meet or exceed sharply-defined annual targets for both total business spending (Total Business Spending or TBS) and local job creation (Full-Time Employees or FTEs):

• Year 1: S$100,000 TBS and at least 3 local FTEs (Singapore citizens or permanent residents, each earning at least the prevailing Local Qualifying Salary).
• Year 2: S$200,000 TBS and 6 local FTEs.
• Year 3 onwards: S$300,000 TBS and 9 local FTEs.

Supporting evidence—such as audited accounts and CPF records—is required for each renewal. Sector agencies may advise MOM on compliance for businesses in deep-tech and related fields. Failure to meet the renewal thresholds may result in the EntrePass not being renewed.

## Application and duration Applications must be submitted to MOM with all required documents, notably the business plan and supporting proofs of track record (e.g., prior venture experience, IP filings, investment/funding documents). Processing time is typically 8 weeks but may vary. The first EntrePass is valid for 1 year, with renewals possible for up to 2 years per term, subject to performance.

The EntrePass regime is governed by the Employment of Foreign Manpower (Work Passes) Regulations 2012 (see Part V) and by current MOM operational policy, which is updated frequently. Practitioners should cross-check the MOM EntrePass guide for authoritative up-to-date thresholds and sector coverage.

Source: Ministry of Manpower – EntrePass Source: Employment of Foreign Manpower (Work Passes) Regulations 2012, Part V

The Personalised Employment Pass (PEP) is Singapore’s special work authorisation for high-earning foreign professionals, granting job mobility not available under the standard Employment Pass (EP). The PEP is issued to the individual, not a sponsoring employer. This means the holder may switch employers in Singapore at will during the pass validity, provided MOM is notified within one week of each job change or any period of unemployment.

Eligibility requirements (as of 1 September 2023):

• Overseas applicants (not currently on an EP) must show fixed monthly earnings of at least SGD 22,500 from their most recent employment overseas, drawn within the last 6 months before application.
• Current EP holders must show fixed monthly earnings of at least SGD 22,500 in Singapore for a minimum of 6 months prior to application.
• The pass is available only to employees (not owners, partners, or directors with shareholding in their employing entity) and is not available to freelancers or entrepreneurs setting up their own business. Certain professions (e.g., journalists, editors, producers) and relatives of existing PEP/EP holders are specifically excluded by regulation and MOM policy.

The PEP is granted for a one-time period of up to 3 years and is not renewable. During this time, holders may remain in Singapore for up to 6 continuous months without a job, but must secure new employment within that period to avoid cancellation. The holder must maintain an annual fixed salary of at least SGD 22,500 × 12 (i.e., SGD 270,000) throughout. Failure to meet this annual salary requirement, or to find new employment after six months of unemployment, leads to the pass being revoked.

Family accompaniment: PEP holders may sponsor family under the Dependant Pass or Long-Term Visit Pass, subject to prevailing minimum salary criteria (e.g., at least SGD 6,000/month for spouse/children DP sponsorship, as detailed by MOM). Dependants may not include those expressly excluded by MOM policy.

The PEP is not subject to sector quotas, dependency ceilings, or Fair Consideration Framework advertising requirements. It is governed by MOM’s operational policy and the Employment of Foreign Manpower (Work Passes) Regulations 2012. MOM retains discretion on all applications and may impose additional documentary or eligibility requirements by policy update.

Source: Ministry of Manpower – Personalised Employment Pass (PEP)

The Training Employment Pass (TEP) enables foreign students and trainees to undergo practical, supervised training in Singapore in professional, managerial, executive, or specialist roles. The TEP is distinct from the Employment Pass, S Pass, and Work Permit; it specifically covers short-term structured workplace training attachments either as part of a degree course or as a corporate trainee program in a Singapore-registered business.

Eligibility

• Foreign students: The attachment must be part of their curriculum at an acceptable institution, with a fixed monthly salary of at least SGD 3,000 during training.
• Corporate trainees: The assignment must be with a related overseas company, with at least SGD 3,000 monthly salary.
• You are generally not eligible for another TEP unless the new training role is not similar to a previous training for which a TEP was issued. MOM may review employers with repeated or high-volume TEP applications compared to industry norms. Source: MOM – TEP eligibility

Duration and renewal

• TEP is issued for a maximum duration of 3 months and is non-renewable for the same training role. Once expired, the holder is not eligible for another TEP for similar training. Source: MOM – TEP eligibility

Quota and levy

• The TEP is not subject to foreign worker quotas or levies; MOM does not impose dependency ceilings or tiered quotas on TEP holders. MOM has not stated whether TEPs count toward the local qualifying salary or headcount calculations for quota-restricted passes. Unable to confirm as of 2026-06-16.

Application process and fees

• Employer applies through MOM’s EP eService. Fees are SGD 105 per application and SGD 225 for issuance (plus SGD 30 for any Multiple Journey Visa). Processing typically takes up to 3 weeks. If a trainee’s Visit Pass will expire before TEP issuance, MOM will not extend the Visit Pass pending approval. Source: MOM – Apply for a TEP

Issuance and arrival

• MOM issues an In-Principle Approval (IPA) letter for single entry, valid for up to 6 months to allow the passholder to enter Singapore and complete issuance. Upon arrival, MOM issues a Notification Letter (permitting work and stay until the physical pass is ready); card delivery follows fingerprint/photo registration if required. Source: MOM – Apply for a TEP

Cancellation and departure

• The employer must cancel the TEP within 1 week after the end of the training attachment (or up to 14 days in advance). Trainees must surrender the pass card (cut in half) upon departure. Unlawful stay or unauthorised work after expiry is an offence under the EFMA. Source: MOM – Cancel TEP

Context

• The TEP is a dedicated regime for cross-border, temporary training, widely used for university-industry partnerships and internal corporate attachments, but not a route to regular employment in Singapore. MOM does not publish statistics or indicate frequency of use in public releases; generalizations about policy usage are editorial.

Source: Ministry of Manpower – Training Employment Pass Source: MOM – TEP eligibility Source: MOM – Apply for a TEP Source: MOM – Cancel TEP

The Overseas Networks & Expertise Pass (ONE Pass) is Singapore’s flagship work pass for distinguished global talent in business, arts, academia, and sports. Launched for applications beginning 1 January 2023, the ONE Pass allows eligible individuals to work for multiple Singapore employers without employer sponsorship, providing greater flexibility than other work passes. The regime is designed to attract internationally recognized individuals with a proven record of achievement or high earning power.

Eligibility – Salary and Exceptional Talent Pathways

• The primary route requires proof of a fixed monthly salary of at least SGD 30,000 (or equivalent in foreign currency) either in the past 12 months at an established employer or under a prospective contract with a Singapore employer. This threshold is stated in Ministry of Manpower (MOM) guidance.
• MOM also considers applicants with outstanding achievements in the arts and culture, sports, academia, or research, even if they do not meet the salary criterion. Such cases are assessed on a discretionary basis, and applicants must submit supporting evidence of international distinction (e.g., awards, institutional appointments). MOM’s online guide confirms the possibility of approval via this pathway but notes that a “very high bar” applies.

Key Features

• Duration is up to 5 years and may be renewed for additional 5-year terms if the applicant maintains a fixed annual income of at least SGD 360,000 and demonstrates ongoing professional activity at a comparable level. MOM guidance details the renewal criteria, including income documentation for the preceding years.
• ONE Pass holders can work for, or start, multiple businesses in Singapore without the need to apply for a new pass for each role. This multi-employer flexibility is explicitly confirmed by MOM (“take on multiple roles/projects at any time”) and is not subject to sector quotas or dependency ceilings.
• No fixed employer sponsorship is required. The applicant may apply directly (self-sponsorship) or, if holding a job offer, through their Singapore employer. MOM’s published eligibility criteria distinguish this from other passes.

Family members and dependant privileges

• ONE Pass holders earning at least SGD 6,000/month may sponsor a legally married spouse and children under 21 (Dependant Pass) and other dependants (Long Term Visit Pass), subject to the standard MOM dependant criteria.

Application process

• Applications are made through the MOM portal with required proof of earnings or recognition; processing times are stated as "within 8 weeks" but are not guaranteed. MOM states the criteria and renewal policy in its official ONE Pass resource, and applicants should consult the page for the most current requirements and process details.

Statutory basis

• The ONE Pass is governed under the Employment of Foreign Manpower (Work Passes) Regulations 2012, Twelfth Schedule, and issued at the discretion of the Controller of Work Passes under Ministerial direction.

Features, renewal, and documentation requirements may change according to ongoing MOM policy announcements. Practitioners should confirm all criteria with MOM before applying.

Source: Ministry of Manpower – Overseas Networks & Expertise Pass (ONE Pass) Key Facts Source: Employment of Foreign Manpower (Work Passes) Regulations 2012, Twelfth Schedule

Note: As of June 2026, MOM announced a separate new ONE Pass track for AI & Tech talent, effective January 2027. The general ONE Pass criteria above remain as described. For the latest on the new track, refer to forthcoming MOM publications.

The Work Holiday Pass (WHP) is Singapore’s principal short-term work authorisation for foreign students and recent graduates seeking combined work-and-travel or internship experience. The WHP framework enables eligible individuals to undertake employment in Singapore for up to six months without employer sponsorship—a contrast to standard work passes (EP, S Pass, TEP), which are employer-tied and subject to quota and levy regulations.

Core eligibility: The WHP targets:

• Full-time students or recent graduates (within 12 months of graduation) aged 18–25 from universities in countries approved by the Ministry of Manpower (MOM)—including Australia, France, Germany, Hong Kong, Japan, Netherlands, New Zealand, Switzerland, United Kingdom, United States, and, under separate arrangements, China and India (these last two under the country-specific Work Holiday Programmes).
• Applicants must not have previously held a WHP and must meet all other criteria published in the current MOM eligibility list. The eligible universities and countries are periodically reviewed and detailed on MOM’s Work Holiday Programme portal.

Quota and application: WHP applications are capped by an overall quota, which MOM references on its website and closes temporarily when filled. Exact quota figures and their current status are indicated online and may change periodically; applicants should verify on the MOM portal at the point of application. For WHP–China and WHP–India, separate application windows, eligibility, and quotas apply and are also administered via the MOM website.

Permissible work and duration:

• The WHP grants up to six months’ stay and permits holders to work full- or part-time for most Singapore employers. MOM notes that holders cannot work in certain restricted professions (such as journalism, law, or medicine), nor engage in self-employment or start their own business, according to prevailing MOM policy statements. Current exclusions and compliance requirements are detailed on the MOM site.
• The WHP is strictly non-renewable; holders must depart Singapore when the pass expires unless approved for a wholly new work authorisation through standard employer sponsorship channels (e.g., Employment Pass, S Pass).

Application process:

• Applicants apply directly via the MOM online service, not through the host employer. Required documents include passport particulars and documentary proof of eligibility (enrolment or recent graduation from a listed university).
• Employers hiring WHP holders do not need to meet quota, levy, or advertising obligations but must verify that the individual holds a valid WHP before starting work.

WHP regulations and lists of eligible nationalities, universities, and quotas are updated from time to time—both applicants and employers should confirm the latest MOM rules before relying on eligibility or planning a WHP engagement.

Source: Ministry of Manpower – Work Holiday Programme

The Ministry of Manpower (MOM) in Singapore may administratively "debar" (blacklist) employers from hiring or renewing work passes for foreign nationals as a sanction for non-compliance with statutory foreign manpower rules. Debarment is a discretionary enforcement mechanism authorized by the Employment of Foreign Manpower Act 1990 (EFMA), separate from criminal prosecution and often enforced for even first-instance or non-criminal breaches.

## Legal authority and process The legal authority for debarment comes from sections 7, 10, and 11 of the EFMA, which empower the Controller of Work Passes (an MOM official) to refuse, revoke, or decline to renew any work pass, including on grounds of non-compliance by the employer or an associated entity. MOM may take this step regardless of whether a criminal conviction or court finding is made. The operative test is typically stated as "contravention of any provision of the Act or its regulations." Employers are notified in writing when debarred, outlining the grounds and period. There is no fixed minimum or maximum duration in the EFMA or MOM's published rules; durations are discretionary and not always publicly disclosed. Unable to confirm a typical range as of 2026-06-16.

## Common statutory triggers Debarment most frequently arises where an employer:

• Employs a foreign worker without a valid work pass (EFMA s. 5)
• Recovers salary, levy, or work-pass application costs from a migrant worker contrary to the EFMA (s. 22A)
• Fails to pay levies or maintain required medical insurance (s. 8A EFMA; MOM sector rules)
• Breaches work permit housing or welfare requirements (see MOM Work Permit sector-specific rules)
• Obstructs an inspector or submits false statements/documents (ss. 22, 23 EFMA)

This list tracks MOM’s official debarment scenarios, updated as of June 2026. Application and scope vary by infraction and sector.

## Practical consequences and scope A debarred employer is blocked from making any new work pass (EP, S Pass, Work Permit, LTVP, Dependant Pass, etc.) applications or renewals for the debarment period. MOM may also cancel ongoing applications already in progress at the time of debarment. Where enforcement targets a particular director or manager, affiliated businesses may be affected if MOM finds circumvention or overlapping control, but this affiliation principle is by MOM policy rather than explicit statutory text. Unable to confirm the exact operational thresholds as of 2026-06-16.

Existing foreign workers may retain their passes unless MOM specifically revokes them due to the breach; this is at MOM's discretion and depends on the nature of the contravention.

## Appeals and review Employers may seek reconsideration by submitting written representations to MOM, but success rates and procedural specifics are not set out in statute or published policy. There is no formal published appeal process beyond written representation to the Controller, and judicial review is rare and limited by administrative law standards.

Because debarment jeopardizes all future foreign hiring, practitioners should treat compliance failures as carrying business-critical risk and consult MOM's most current debarment scenarios for sector and trigger updates.

Source: Employment of Foreign Manpower Act 1990 Source: Ministry of Manpower – Common Work Permit debarment scenarios

The Fair Consideration Framework (FCF) requires most Singapore employers to advertise professional-level job vacancies on the government portal MyCareersFuture before applying for an Employment Pass (EP) for a foreign national. This process is designed to ensure that Singapore citizens and permanent residents receive fair access and consideration for roles that could otherwise go to a foreign worker.

Who must advertise and where: Employers must post the vacancy on MyCareersFuture for at least 14 consecutive days. The job must include a clear description, qualifications, and salary range, and be genuinely open to Singaporeans and permanent residents. Only after meeting this advertising requirement can the employer submit an EP application for a chosen foreign candidate. The Ministry of Manpower (MOM) may inspect records to confirm that the hiring process was conducted fairly.

Key statutory exemptions include:

• Positions with a fixed monthly salary of SGD 22,500 or above (aligned with the Personalised Employment Pass threshold, effective 1 September 2023).
• Employers with 10 or fewer employees.
• Intra-corporate transferees under the WTO General Agreement on Trade in Services (GATS).
• Positions intended to be filled for one month or less.

Employers relying on an exemption must ensure documentation of eligibility (such as company headcount or salary offer) is retained in their records.

Recordkeeping and enforcement: Employers must retain supporting documents related to the advertising and selection process, as described in MOM’s published guidance. MOM may require evidence that the advertisement was run as required, and may conduct audits or act on complaints. Failure to comply can result in the rejection of the EP application and may lead to debarment from hiring all foreign workers for a period at MOM’s discretion. MOM also has the power to name and bar employers found to have breached fair consideration policies or discriminated against local candidates.

Employers are strongly advised to review MOM’s latest FCF and EP advertising guidance before recruiting foreign employees as rules and qualifying thresholds are periodically updated.

Source: Ministry of Manpower – Fair Consideration Framework (FCF) Source: Ministry of Manpower – EP job advertising requirement

Obtaining an Employment Pass (EP) or S Pass in Singapore requires a Singapore-registered employer to submit an application through the Ministry of Manpower (MOM) EP eService, strictly according to detailed documentary and procedural requirements under MOM policy and the Employment of Foreign Manpower (Work Passes) Regulations 2012.

1. Lodgement and application process EP and S Pass applications can only be submitted by a Singapore-registered employer or appointed employment agent, not the candidate directly. Each application is tied to the Unique Entity Number (UEN) of the employing entity, and employer eligibility (including debarment status and quota for S Pass) is checked automatically via MOM’s digital systems. The online forms require personal and job particulars, the proposed salary, and upload of supporting documents. Self-application is permitted only for Personalised Employment Pass or ONE Pass; all standard EP and S Pass candidates require employer sponsorship. (Source: MOM – Apply for an Employment Pass)

2. Required documents (as of June 2026)

• Personal particulars/biodata page of the candidate’s passport (must be valid at date of submission)
• Educational certificates/diplomas and, where applicable, transcripts. For all EPs and for S Passes where the job/sector requires diploma or degree, documents must be accompanied by third-party verification if issued outside Singapore.
• MOM application form, employer business profile (from ACRA), and detailed job description/employment contract
• For regulated occupations: relevant registration or licensing evidence (e.g., healthcare, legal, engineering roles)
• Further supporting documents may be required for FCF advertising or sectoral requirements

(Source: MOM – Employment Pass required documents)

Educational credential verification (ECV): From 1 September 2023, all new EP and S Pass applications and renewals (where diploma or higher certificate is required for eligibility) must include educational credential verification done by a MOM-approved agency (e.g., Dataflow Group) for any non-Singapore award. Applications failing to include ECV, or where discrepancies are found, will be rejected. (Source: MOM – Verify your qualifications)

3. Employer duties and recordkeeping Employers must retain supporting documents for all EP/S Pass employees. As per the Employment of Foreign Manpower (Work Passes) Regulations 2012, Regulation 6 and the First Schedule, core records (including passport copy, proof of academic qualifications, and salary payment records) must be preserved during employment and for at least 1 year after employment ends. MOM policy advises a retention period of 1–2 years; error on the side of two years is prudent for audit.

4. Processing timeline and typical outcomes MOM states that “most” applications are processed within 10 business days (sometimes longer for regulated professions, document checks, or if further information is required). The outcome is posted via the eService and rejection reasons (if any) are listed there.

5. Common MOM refusal reasons Below is a non-exhaustive list compiled from MOM’s published reasons and user guide pages:

• Unverified, missing, or inconsistent educational certificates (or ECV not provided from a MOM-approved vendor)
• Application with incomplete/missing documentary support, or use of outdated forms
• Employer at or over quota (for S Pass and Work Permit), or under debarment (EP and S Pass)
• Salary offered or job description does not match FCF job ad or regulatory role matrix
• False or misleading submissions, or discrepancies in declared information
• Failing to respond to further information requests on time

(Source: MOM – Employment Pass appeals and application outcomes)

Rejected applications can often be appealed, but appeals must address the stated refusal ground and new evidence is typically required.

Practitioners should cross-check the MOM document checklist immediately before submission, as required documents and verification rules are revised periodically.

Source: Ministry of Manpower – Apply for an Employment Pass Source: Ministry of Manpower – Employment Pass required documents Source: Ministry of Manpower – Verify your qualifications Source: Employment of Foreign Manpower (Work Passes) Regulations 2012

Singapore’s Work Permit for Foreign Domestic Workers (FDWs) is a distinct regime under the Employment of Foreign Manpower Act (EFMA) and the Employment of Foreign Manpower (Work Passes) Regulations, with unique requirements compared to other Work Permit categories. FDWs may only work in private residences performing domestic and caregiving roles; they may not be assigned to non-domestic or commercial work, and must have their employment and accommodation tied to a single Singaporean employer’s household.

Employer and worker eligibility:

• Employers must be Singapore citizens or permanent residents, over age 21, not undischarged bankrupts, and must meet minimum income or capacity-to-employ criteria set by MOM. The list of MOM-approved source countries is published and may change from time to time. As of June 2026, key source countries include Indonesia, Philippines, Myanmar, India, Sri Lanka, and several others, but these are periodically reviewed. FDWs must be female and meet the age criteria specified by MOM at time of application.

Minimum wage and levy:

• Singapore does not legislate a statutory national minimum wage for FDWs. However, employment contracts must meet or exceed the minimum specified by the worker’s sending country, as published by MOM at the time of engagement. For example, the MOM site currently states the minimum monthly salary for Filipino FDWs is SGD 570, for Indonesian FDWs SGD 550, and for Myanmar FDWs SGD 450, but these figures are subject to regular revision based on sending-country rules and negotiations. Employers should verify the current minimum before signing any contract.
• The Foreign Worker Levy for FDWs is a monthly charge set by MOM. Levy rates may differ if the employer qualifies for concession (e.g., presence of a young child or elderly person in the household). Current rates and conditions are on the MOM portal and may change without notice.

Mandatory obligations and conditions:

• Employers must purchase medical insurance (with a required minimum coverage per MOM, currently SGD 60,000 per year per FDW) and a personal accident policy. An S$5,000 security bond is generally required per FDW (excluding Malaysians). FDWs must be provided with accommodation meeting MOM’s standards for safety and privacy, daily meals, and all medical care costs must be borne by the employer.
• FDWs are entitled to at least one rest day per week or compensation in lieu, in accordance with MOM’s rest day rules, which reflect the regulatory updates from 2023. Detailed conditions (rest days, accommodation, transfers) are stated in the MOM employer obligations and should be checked at the time of each hire or renewal.

Violations of FDW regulations—including assignment to non-domestic work, failure to provide mandatory rest days, or underpayment of wages—can result in fines, debarment, forfeiture of bond, and prosecution under the EFMA.

All salary thresholds, levy amounts, insurance coverage, and approved source-country lists should be confirmed direct from MOM at the point of action, as these are subject to regular changes. This section relies on primary authority current as of the publication date; practitioners should always consult the MOM portal for up-to-date requirements before hiring or renewing an FDW.

Source: Ministry of Manpower – FDW work permit Source: Ministry of Manpower – FDW levy and salary Source: Ministry of Manpower – FDW employment conditions

Singapore does not operate a stand-alone visa exclusively for intra-corporate transferees (ICTs). Instead, multinational employers transfer key personnel between overseas and Singaporean entities primarily via the Employment Pass (EP) route, with specific provisions for ICTs grounded in both domestic law and Singapore’s trade commitments—chiefly the WTO General Agreement on Trade in Services (GATS) and select Free Trade Agreements (FTAs).

ICT eligibility under MOM policy Applicants for EPs as ICTs must:

• Be posted to a Singapore entity that is part of the same corporate group as the overseas employer.
• Occupy a specialist, manager, or executive role recognized by GATS or FTA commitments. MOM expects the group relationship and transfer context to be stated during the application process, though the precise method is not established in regulation.
• Meet all standard prevailing EP eligibility: minimum qualifying salary, recognized qualifications, relevant experience, and role-specific requirements. (See separate EP section on salary thresholds and COMPASS points framework.)

GATS and FTA framework – job advertising exemption ICT applications for the EP are exempt from the Fair Consideration Framework (FCF) job advertising requirement. Under Singapore’s GATS and FTA commitments, qualifying intra-corporate transferees do not need their roles to be publicly posted on MyCareersFuture prior to EP application. This exemption is confirmed in MOM’s guidance: “You do not need to advertise jobs that are to be filled by intra-corporate transferees… under the WTO GATS or an applicable Free Trade Agreement.” Employers must document that the candidate meets the group relationship and transfer criteria in case of MOM audit. [Source: MOM FCF exemptions]

Other regulatory notes

• ICTs using the EP route are not subject to S Pass quotas or dependency ratio ceilings, but all regular employer compliance and salary rules apply.
• GATS and some FTA schedules may reference minimum periods of prior overseas employment or maximum stay durations for ICTs, but these numbers are not codified in Singapore statute or on the MOM portal as of June 2026. Practitioners should check relevant treaty schedules when planning longer-term transfers.
• Approval, pass duration, and extension decisions remain at MOM discretion and are not published as a special regime for ICTs; standard EP policy applies unless MOM notifies otherwise.

Source: Ministry of Manpower – Employment Pass holders: Intra-Corporate Transferee exemption (GATS) Source: Employment of Foreign Manpower (Work Passes) Regulations 2012