Hiring or relocating talent to Singapore requires strict compliance with local regulations. Understanding work visas and permits in Singapore is essential, without the right pass, employees cannot work legally, and your company risks fines that can harm both operations and reputation.
In this article, you’ll learn about the different types of work passes available in Singapore, the eligibility requirements, application process, common pitfalls, and key updates for 2025. You’ll also discover how Glints TalentHub simplifies compliance so you can focus on hiring and managing top talent with confidence.
Who Needs a Work Pass in Singapore?
Before exploring the various types of passes, it is essential to understand the legal mandate regarding who is entitled to possess them. Singapore has strict requirements for work authorization, and avoiding this may risk your business.
Any non-Singaporean citizen or non-Permanent Resident who is looking to work within the nation must have a valid work pass prior to commencing employment. The employer or an authorized agent typically makes applications on behalf of the business.
That is, unless your employee is a Singaporean or a Permanent Resident, he or she will need a work pass. This is true for all, whether you are hiring senior executives, mid-management professionals, or skilled specialists.
Singapore Work Pass Types at a Glance
| Pass type | Best for | Key employer consideration |
|---|---|---|
| Employment Pass | Foreign professionals, managers, executives, and specialists | Candidate must meet the EP qualifying salary and pass COMPASS unless exempted. MOM currently lists the minimum EP salary as S$5,600, with higher requirements for financial services and older candidates. |
| S Pass | Skilled workers who do not meet EP criteria | Candidate must earn at least S$3,300 in 2026, and employers must manage quota and levy obligations. |
| Work Permit | Semi skilled workers in approved sectors | Applies to specific sectors such as construction, manufacturing, marine shipyard, process, and services. It has quota, levy, insurance, and sector rules. |
| EntrePass | Foreign entrepreneurs starting innovative businesses in Singapore | Best for founders building venture backed or innovation driven businesses. |
| ONE Pass | Top global talent | Suitable for high calibre talent with strong achievements across business, arts, culture, sports, academia, or research. |
Not sure which Singapore work pass fits your next hire?
Glints TalentHub helps employers assess role requirements, hiring timelines, employment setup, payroll, and compliance needs before the hiring process begins. Speak with our team to plan your Singapore or Southeast Asia hiring setup with more clarity.
How Much Does a Singapore Work Pass Cost for Employers?
| Cost item | Applies to | Employer note |
|---|---|---|
| EP application fee | Employment Pass | MOM lists an S$105 application fee and S$225 issuance fee for each pass. |
| S Pass issuance fee | S Pass | MOM lists an S$100 fee for each S Pass issued. |
| S Pass levy | S Pass | Employers must pay levy for all S Pass holders. The rate has been harmonised at S$650 per month since 1 September 2025. |
| Work Permit levy | Work Permit | Levy applies and varies by sector, worker source, and skill level. |
| Insurance and medical obligations | S Pass and Work Permit | Employers may need to provide medical insurance, work injury compensation insurance, and Primary Care Plan depending on worker type and sector. |
Types of Work Passes in Singapore
Singapore does not issue “work visas” but has a work pass policy. Foreign professionals and workers are issued work passes. Securing the proper pass for the job is one of the most significant phases of the hiring process, as under the wrong category, the application can be refused and deferred. The most common occurring work passes are:
| Pass / Work Permission | Purpose | Duration & Notes |
|---|---|---|
| Employment Pass (EP) | Professionals, executives, managers | Salary ≈ S$5,600+ (varies by age/sector), COMPASS framework applies |
| S Pass | Mid-level skilled staff | Salary ≈ S$3,000+ (rising to S$3,300 for non-financial services and S$3,800 for financial services from Sep 2025). Subject to quotas |
| EntrePass | Entrepreneurs founding innovative businesses | Requires business plan, funding, or innovation criteria |
| Personalised Employment Pass (PEP) | For high-income professionals seeking flexibility | Salary ≈ S$22,500+. Not tied to a single employer; stricter eligibility criteria |
| Overseas Networks & Expertise (ONE) Pass | Top global talent with an outstanding track record | Allows multiple employers; stricter eligibility |
| Training / Miscellaneous Passes | Short-term assignments, internships, religious or artistic work | Duration varies by purpose |
Note: Singapore currently does not offer a digital nomad visa. If foreign talent is doing work tied to Singapore’s business ecosystem, a pass is required.
With several pass types available, aligning the role and salary level to the right pass is the most critical step. Misalignment is a common cause of rejection.
Singapore Work Visa Eligibility & Requirements
Once you know which pass is needed, the next step is to check if both your company and the candidate meet Singapore’s criteria. These conditions differ for employers and employees, and missing one can slow down or even derail the application.
Employer Requirements:
- Must be a Singapore-registered entity or appoint a licensed employment agent
- Provide proof of business registration and financial stability
- Observe quota limits for certain passes (e.g., S Pass)
- Demonstrate a genuine need for foreign hires
Employee Requirements:
- Valid passport and personal information
- Relevant qualifications and verified work experience
- Salary aligned with pass type thresholds
- Clear criminal and immigration history
- Additional documents, such as medical exams or academic verification
The Ministry of Manpower (MOM) evaluates applications holistically, balancing salary, qualifications, role, and employer legitimacy. Meeting all criteria upfront smooths the process significantly.
Employment Pass vs S Pass vs Work Permit
| Criteria | Employment Pass | S Pass | Work Permit |
|---|---|---|---|
| Talent level | Professionals, managers, executives, specialists | Skilled workers | Semi skilled workers |
| Minimum salary | From S$5,600 in 2026, higher for financial services and older candidates | From S$3,300 in 2026 | No minimum qualifying salary |
| Quota | No standard quota, but COMPASS and fair hiring rules apply | Yes | Yes |
| Levy | No standard monthly levy | S$650 per month since 1 September 2025 | Depends on sector and worker skill level |
| Family pass eligibility | Possible if salary requirements are met | Possible if fixed monthly salary is at least S$6,000 | Not available for migrant worker Work Permit holders |
Application Process & Timeline
The application process for work passes in Singapore is digital-first and relatively efficient compared to neighboring countries, but accuracy is critical.
- Prepare required documents (contract, qualifications, company records)
- Employer or agent applies via MOM’s online eServices
- For S-Pass and Work Permit Applicants:
- Employer: Must post a job advertisement on the MyCareersFuture portal for a minimum of 14 days to review local candidates (Singaporean and Permanent Residents), before hiring any foreign talent.
- Employee: Must undergo a mandatory medical examination and provide the results to the employer.
- The employer may only submit the work pass application after these two conditions are met.
- For Employment Pass (EP) Applicants:
- Employer: Must fulfill the 14-day job advertising requirement on MyCareersFuture to ensure fair consideration for local applicants.
- Applicant: Must have their educational qualifications verified by an MoM-certified agency.
- The employer may only submit the EP application after the job advertising period is complete and they have received the applicant’s education verification.
- For S-Pass and Work Permit Applicants:
- MOM reviews the application and issues an In-Principle Approval (IPA) if successful
- Employee enters Singapore (if abroad), submits documents, and collects pass card
- Work officially begins only after the pass is endorsed
In most cases, Employment Pass applications take around ten business days, though more complex applications may take longer. Careful preparation and timely submission help reduce delays and avoid unnecessary back-and-forth with MOM.
Common Pitfalls & What to Watch
Even well-prepared employers can encounter challenges during the application process. Salary thresholds may change unexpectedly, employers may fail to meet quota limits for certain passes, or documents may be flagged as unverifiable.
Renewal delays are another common issue, as is the misclassification of a candidate as a contractor instead of a full-time employee. Some employers also make the mistake of allowing employees to begin work before the pass is formally endorsed, which can lead to penalties.
Most of these pitfalls stem from poor timing or missing details. By staying proactive with requirements and closely tracking deadlines, companies can avoid most of these setbacks.
Hiring foreign talent in Singapore comes with salary thresholds, documentation, fair hiring rules, quota considerations, and renewal deadlines. Glints TalentHub helps companies source, hire, onboard, pay, and manage talent across Southeast Asia with local compliance support.
Book a consultation to discuss your next Singapore or regional hire.
Singapore Work Pass Updates for 2026 and 2027
Singapore regularly updates its work pass framework to balance access to foreign talent with local workforce development. For employers, this means salary thresholds, quota calculations, levy costs, and application requirements should be reviewed before every new hire or renewal.
For Employment Pass applications, candidates must first meet the qualifying salary requirement and then pass the COMPASS framework, unless exempted. In 2026, the minimum EP qualifying salary is S$5,600 for most sectors and S$6,200 for financial services. From 1 January 2027, this will increase to S$6,000 for most sectors and S$6,600 for financial services for new applications. For renewals, the new thresholds will apply to passes expiring from 1 January 2028.
For S Pass applications, the minimum qualifying salary is S$3,300 for most sectors in 2026, with higher requirements for financial services and older candidates. From 1 January 2027, the minimum S Pass salary will increase to S$3,600 for most sectors and S$4,000 for financial services for new applications. The new renewal threshold will apply to passes expiring from 1 January 2028.
Employers should also note that the Local Qualifying Salary will increase from S$1,600 to S$1,800 for full time local employees from 1 July 2026. This matters because the Local Qualifying Salary affects how local employees are counted toward a company’s Work Permit and S Pass quota entitlement.
These changes make workforce planning more important. Before hiring foreign talent in Singapore, employers should check the candidate’s salary, role type, pass eligibility, quota availability, levy obligations, and renewal timeline.
Why Glints TalentHub Should Be Your Go-To in Singapore
For most HR teams, navigating immigration law is not a core strength. This is where Glints TalentHub makes the process easier and more reliable.
We provide end-to-end support, from hiring and compliance to onboarding and payroll. With in-depth knowledge of MOM rules, we help reduce the risk of rejection or penalties while ensuring your applications move forward smoothly. Our team also helps you scale across Southeast Asia, so you can apply consistent processes across multiple markets.
With Glints TalentHub, you gain more than compliance. You gain peace of mind knowing that every hire in Singapore is handled correctly from day one.
👉 See our Singapore Hiring Guide
Action Checklist for Your HR / Hiring Team
To make sure no step is missed, here’s a practical checklist for hiring foreign talent in Singapore.
- Confirm which roles require passes
- Match candidates to the correct pass type
- Gather and verify all required documents early
- Track salary thresholds and quota changes
- Schedule renewals well in advance
Most importantly, partner with Glints TalentHub for ongoing support. This ensures compliance is handled professionally, while freeing up your HR team to focus on talent strategy and growth. A clear checklist not only keeps you compliant but also makes onboarding smoother for new employees, building trust and confidence from their very first day.
Singapore remains one of the most attractive destinations for businesses and professionals in Asia, but only when compliance is properly managed. While work passes can seem daunting at first, the process becomes straightforward with the right preparation and guidance.
By understanding the different passes, meeting eligibility criteria, and carefully planning each stage of the process, your company sets new hires up for success. And with Glints TalentHub by your side, you can concentrate on building and scaling your business while leaving compliance in expert hands and without unnecessary risk.
This article is brought to you by Glints TalentHub. Leading companies are actively building their borderless teams in Southeast Asia, Taiwan, and beyond. However, the prospect of going borderless can be daunting due to complex regulations and cultural ambiguities. With Glints TalentHub, you’ll have a dedicated team of in-market legal, HR, and talent experts by your side at every step of the way.
Glints TalentHub offers an end-to-end, tech-enabled talent solution that encompasses talent acquisition, EOR, and talent development. We empower businesses to leverage the strengths of regional talent efficiently to build high-performing, cost-efficient teams.
Schedule a no-obligation consultation with our experts to receive a tailored proposal today!
