Singapore remains one of Asia's most important destinations for international talent. As a regional headquarters hub and financial centre, the city-state attracts thousands of expatriate professionals each year across banking, technology, professional services, and manufacturing. For HR teams, navigating the Ministry of Manpower (MOM) work pass system — particularly the Employment Pass (EP) and S Pass — is a core operational competency. This guide covers the current rules, thresholds, and scoring criteria for 2026.
The Two Main Work Passes for Foreign Professionals
Singapore's MOM administers several work pass categories, but the Employment Pass and S Pass are the two most commonly used by multinational employers for mid-to-senior professional hires.
The Employment Pass is designed for foreign professionals, managers, and executives. It is the appropriate route for candidates in senior or specialist roles and carries no foreign worker levy or quota. The S Pass is designed for mid-skilled workers and is subject to both a foreign worker levy and a sub-dependency ceiling, making it more administratively complex for employers.
Employment Pass: Eligibility and Salary Thresholds in 2026
To qualify for an Employment Pass in 2026, candidates must meet a salary threshold that varies by age, sector, and the COMPASS points-based assessment framework introduced in 2023.
The minimum qualifying salary for most EP applicants is SGD 5,000 per month. However, financial services sector candidates must meet a higher threshold of SGD 5,500 per month. Older and more senior candidates are expected to command higher salaries commensurate with their experience — MOM applies a progressive salary expectation as part of the COMPASS evaluation.
Applications that meet the salary threshold but fall below 40 points on the COMPASS framework will be rejected. Applicants with strong COMPASS scores can qualify with the minimum threshold; those with weaker scores may need a higher salary to compensate.
Understanding COMPASS: The Points-Based EP Assessment
The Complementarity Assessment Framework (COMPASS) was introduced by MOM in September 2023 and applies to all new EP applications and renewals. It evaluates applicants on four individual criteria and two bonus criteria, with each scoring component awarding up to 20 points. A total of 40 points is required to pass.
The four core criteria are salary relative to local peers in the same occupation, diversity of the applicant's nationality relative to the employer's workforce, the employer's track record of supporting local employment (measured by a skills bonus indicator), and the applicant's qualifications relative to the role.
The two bonus criteria can each contribute up to 10 additional points: one for candidates with exceptional skills or STEM qualifications, and one for companies with strong local hiring and development track records.
HR teams must be proactive about maintaining accurate COMPASS inputs — particularly the workforce diversity data and local employment benchmarks — as these affect the entire EP application portfolio, not just individual cases.
S Pass: Eligibility, Levy, and Quota
The S Pass is for mid-level skilled workers earning at least SGD 3,150 per month in 2026. Like the EP, the financial services sector carries a higher minimum of SGD 3,650 per month.
Unlike the EP, S Pass holders are subject to a foreign worker levy paid by the employer, and S Pass holders count toward the Dependency Ratio Ceiling (DRC) — the maximum proportion of foreign workers an employer can hold relative to their local workforce. In the services sector, the S Pass sub-DRC is 10%; in manufacturing it is 15%.
Employers approaching or at their S Pass quota cannot hire additional S Pass holders until the ratio is adjusted — either by reducing S Pass headcount or by hiring more local staff. HR teams managing large operations in Singapore must track S Pass utilisation as a live compliance metric.
Application Process and Timelines
Both EP and S Pass applications are submitted through MOM's EP Online portal. The employer or an appointed employment agent submits the application on behalf of the candidate. Standard processing time is three to eight weeks for EP applications and three weeks for S Pass applications, though times can vary.
Once approved, MOM issues an In-Principle Approval (IPA) letter. The candidate then enters Singapore on the IPA, registers their fingerprints and photograph at an Employment Pass Services Centre (EPSC), and receives the physical pass card. New EP applicants must attend in person; S Pass applicants are also required to register biometrics.
EP holders may also apply for a Dependant's Pass for their spouse and children. Dependant's Pass holders are automatically eligible to work in Singapore without a separate work pass, provided their sponsor holds a valid EP — a meaningful benefit when relocating employees with working spouses.
Fair Consideration Framework: What Employers Must Know
Singapore's Fair Consideration Framework (FCF) requires employers with 10 or more employees to advertise job vacancies on the MyCareersFuture portal for at least 14 calendar days before submitting an EP application, unless an exemption applies. The objective is to demonstrate that employers have considered qualified local candidates before hiring a foreigner.
MOM actively monitors employers for discriminatory hiring practices. Companies on the FCF watchlist face additional scrutiny and may have EP applications subjected to longer processing times or rejection. Maintaining clear, documented recruitment processes that give genuine consideration to local applicants is a legal and reputational priority.
Renewals and Long-Term Planning
EP renewals are subject to COMPASS reassessment at the point of renewal. This means employees who would have qualified under the pre-COMPASS regime may face rejection on renewal if their salary or the employer's COMPASS profile has deteriorated. HR teams should conduct COMPASS health checks at least six months before an EP renewal date.
EP holders who have been resident in Singapore for a sufficient period may apply for Permanent Residency (PR). PR applications are assessed on merit by the Immigration & Checkpoints Authority (ICA) and are not guaranteed. Employers who support long-tenured expatriates with PR applications tend to see higher retention among international staff.
How xpath.global Supports Singapore Mobility
Managing EP and S Pass applications, COMPASS assessments, FCF compliance, and levy payments across a multi-national workforce requires ongoing attention and local expertise. xpath.global's Singapore-connected partner network and global mobility coordination platform enables HR teams to manage Singapore work pass portfolios efficiently — from initial eligibility assessment through to renewal and dependent processing.
With 183+ countries covered, 600+ vetted partners, and a 98.4% move success rate across 30,000+ cases, xpath.global brings operational precision to complex Singapore mobility programmes.
xpath.global manages EP, S Pass, COMPASS reviews and dependent passes end to end.
Explore Immigration Servicesxpath.global Editorial Team — June 2026
