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Watch videoSingapore often comes up as a place that is accessible for work, business, or investments because of its clear rules and efficient systems. If you’re relocating for a role, the environment is supportive and simple to navigate.
For companies, the appeal is similar. The ecosystem is built around international business needs, which is why Singapore is so often used as the regional hub for coordinating operations in Asia. In this guide, we discuss the main work passes available for individuals and companies entering Singapore, as well as what you need to know before you start the process.
| Agency | Primary responsibility | Key passes and programmes administered |
|---|---|---|
| Ministry of Manpower (MOM) | Administration and regulation of work passes and labour laws |
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| Economic Development Board (EDB) | Attracting strategic investments and curating top-tier talent to drive economic growth |
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| Immigration & Checkpoints Authority (ICA) | Border security and administration of long-term residency and citizenship | Singapore Permanent Residency (PR), Singapore Citizenship, various visit passes and permits |
The most suitable work pass will depend on your experience, what you’re coming to do, and how your arrangement is set up. Some options are geared towards high-performing individuals who need more flexibility, while others are tied to a specific employer or designed for founders starting operations in Singapore.
Once that pathway is clear, it is much easier to work through the eligibility requirements and the necessary steps to apply. Our team can check which pass fits your situation and then guide you through your application. Where a company is sponsoring the pass, we can also coordinate with the hiring team on approval and issuance.
Below are the work passes available for individuals moving to Singapore:
If you meet the high eligibility criteria and need maximum flexibility, the Overseas Networks & Expertise Pass (ONE Pass) is the scheme to look at first. It is a personalised pass meant for top talent across sectors, designed for people whose contribution is not limited to a single job title or a single employer.
With the ONE Pass, you have significantly more scope to structure your working arrangements in Singapore. You can set up, run, and work for multiple companies at the same time, as long as your contractual terms allow it where relevant. You also do not have to reapply for a new pass simply because you change jobs. That makes the ONE Pass particularly useful if you expect your role to evolve, if you want to advise multiple businesses, or if you are building a portfolio of work across several ventures.
There are also practical family considerations. If you’re relocating with your family, the ONE Pass supports eligible family passes. Your spouse may also work in Singapore via a Letter of Consent, subject to the applicable conditions.
To qualify, applicants must have earned a fixed monthly salary of at least SG$30,000 for the past 12 consecutive months or show that they will earn the same monthly amount under an established company based in Singapore. Existing Employment Pass (EP) holders may also apply for the ONE Pass.
If you don’t meet the salary benchmark, you can still apply if you have outstanding achievements in sectors such as business, sports, arts and culture, or academia and research. Various agencies in Singapore review applications holistically based on the work and key achievements accomplished by each applicant.
The ONE Pass is issued for five years and can be renewed in five-year blocks as long as conditions are met. This five-year runway is one of the reasons it is attractive as it lets you plan your career and relocation in Singapore with far less administrative friction.
The Employment Pass (EP) is the standard route for foreign professionals, managers, and executives hired into Singapore-based roles. If you have a job offer from a Singapore employer and the role is professional in nature, this is the category you will most often be dealing with.
It is also a common option for overseas intra-corporate transfers, in which a group company relocates an existing employee into its Singapore entity for a local assignment.
The key thing to understand about the EP is that it is employer-tied. Your employer applies for it, and it is anchored to that specific role and that specific company. If you move into a different role within the same company, your employer must notify the MOM of the change in occupation. If you change employers, your new company will then need to submit a fresh EP application.
On the employer side, there is also a Fair Consideration Framework (FCF) to adhere to. Employers are expected to advertise roles and consider local candidates before hiring from overseas, and this is one of the ways Singapore maintains a balance between attracting foreign talent and prioritising local employment.
Additionally, if your fixed monthly salary is at least SG$6,000, you may sponsor passes for your family members.
To qualify, the candidate must earn at least the qualifying salary, which is benchmarked to the top one-third of local professionals, managers, executives, and technicians (PMETs) by age. This figure is regularly reviewed and adjusted by the authorities.
Historically, the baseline for many sectors has been SG$5,000, with higher expectations for more experienced candidates. However, from 1 January 2025, the minimum salary benchmark has been raised to SG$5,600 for new applications, and to SG$6,200 for roles in the financial services sector.
Since 1 September 2023, a point-based Complementarity Assessment Framework (COMPASS) system has been used to assess candidates’ eligibility. Applications need at least 40 points to pass COMPASS. MOM also refreshes the COMPASS salary benchmarks each year, at which point our team can guide you through the latest figures.
In terms of validity, new EP passes are commonly issued for up to two years. Renewals can be granted for up to three years at a time. There are circumstances where longer validity can apply, but for planning purposes, the two-year initial period and three-year renewal is the normal expectation.
If you’re a high-earning professional who wants the freedom to move between employers in Singapore without reapplying for a new pass, the Personalised Employment Pass (PEP) is built for this scenario. The PEP is suitable for high-earning EP holders and overseas foreign professionals who meet the salary threshold.
As the PEP is held by you rather than being tied to a specific employer, you have the flexibility to switch jobs without applying for a new pass each time.
There is also a practical buffer built into it. If you leave a role, you can remain in Singapore for up to six months while you search for a new position. The PEP also supports eligible family passes.
Bear in mind the PEP is a pass for top professional employment, not entrepreneurship. You’re not permitted to start a business or operate as a freelancer on a PEP. If you’re looking to build and run a venture, the EntrePass or a more flexible personalised option is usually more suitable.
Eligibility for the PEP is primarily salary-driven. As of 2026, applicants are expected to demonstrate a fixed monthly salary of at least SG$22,500. This applies whether you’re overseas or already in Singapore on an EP and want to move into the PEP category.
As mentioned, there are exclusions that reinforce the pass’s intent. Freelancers and business owners do not fit within this category, and certain restricted occupations are not covered.
The PEP is valid for up to three years, after which it is non-renewable. During this period, there is also an ongoing income expectation to meet. You need to earn at least SG$270,000 per year in Singapore, which broadly aligns to the same tier of top-end monthly compensation. If income falls below that benchmark, or if you’re unemployed for more than six months, you can expect the pass to be at risk.
The S Pass caters for skilled workers who may not meet the criteria for an EP. It is an employer-sponsored pass, so the employer submits the application and the S Pass stays tied to that specific role.
From a planning perspective, the main consideration is that S Pass hiring is governed by quota and levy rules, so employers need to confirm headcount capacity and budget for the ongoing levy. Employers also have ongoing obligations, including providing medical insurance coverage for S Pass holders.
An S Pass holder earning a fixed monthly salary of at least SG$6,000 may be eligible to sponsor a Dependant’s Pass for a spouse and children.
Eligibility starts with a job offer from a Singapore employer that is prepared to sponsor the application and has the quota capacity to hire an S Pass holder. From there, salary becomes the main benchmark.
From 1 September 2025, the minimum qualifying salary for new applications is SG$3,300, with higher benchmarks applying as the candidate’s age and expected experience increases.
For financial services, the minimum is higher, starting at SG$3,800 for new applications from the same period. These are fixed salary benchmarks, and they are intended to align with the upper range of local wages for comparable roles. Qualifications can support the application, though declaring them may not be strictly mandatory in every scenario.
The S Pass is often issued for up to two years and can be renewed, typically up to three years at a time.
Through this pass, companies have the option of bringing in trainees from an overseas office or subsidiary for a short-term programme in Singapore. It can also cover foreign students who are completing a training attachment that is required as part of their course.
The Training Employment Pass is set up specifically for training arrangements over a period of three months. From an employer planning standpoint, there is no foreign worker levy or quota requirement tied to this pass, and it does not support dependant passes. It works well when the placement is short and clearly scoped, with a defined start and end date.
If the applicant is a foreign student, the training attachment should be part of their course of study. The student should either be enrolled at an approved institution or meet the minimum fixed monthly salary of at least SG$3,000.
This salary requirement also applies to trainees coming from an overseas office or subsidiary. Keep in mind if the individual has held a Training Employment Pass before for the same type of training, they may not qualify for another one immediately.
The Training Employment Pass is granted for a maximum of three months, after which it cannot be renewed.
If you’re an established tech founder, leader, or technical expert wanting to achieve more in Singapore, Tech.Pass is the specialist option designed for you. Administered by EDB, the Tech.Pass is a two-year pass that allows you to explore multiple economic activities in Singapore.
The Tech.Pass is built so that you won’t have to change passes as your activities evolve. You can run a business and work for one or more Singapore-based companies in different capacities. You may also participate in activities such as mentoring or lecturing.
Additionally, you do not need to secure a job offer when first applying for this pass. This is ideal for candidates who prefer to relocate and then identify opportunities. It is also aligned with Singapore’s wider aim of encouraging people who can bring capital, networks, product-building experience, and leadership into the local tech scene.
The Tech.Pass also supports sponsoring eligible family members, subject to the relevant criteria for each category.
To qualify for the Tech.Pass, you will first need to demonstrate a fixed monthly salary of at least SG$22,500 over the last 12 months before the application.
Secondly, you will need at least five years of cumulative experience in a significant leadership role in the tech industry. This can be satisfied by having held a senior role in a tech company of meaningful scale, such as one with a substantial market valuation of at least US$500 million or with at least US$30 million of funding raised.
Alternatively, it can be satisfied through leadership experience in a tech-focused venture capital firm with at least US$500 million of assets under management.
The Tech.Pass can only be renewed once for an additional two years, after which you will need to consider other work pass pathways depending on what you are doing at that point. For example, an EP if you’re employed by a local company, or EntrePass if you’re operating a qualifying venture.
The Global Investor Programme (GIP) welcomes eligible global investors who intend to drive their businesses and investment growth from Singapore. The GIP is run through Contact Singapore, part of EDB, which provides guidance to entrepreneurs and business owners exploring relocation and investment in Singapore.
Providing you qualify, the main benefit of the GIP is that it can come with Permanent Resident (PR) status for you and your immediate family. This can make it easier to plan housing, schooling, and other aspects of living in Singapore for the long term.
It also offers different ways to meet the programme requirements, depending on whether you prefer to invest into a Singapore business, a qualifying fund route, or build a Singapore-based structure that fits the criteria.
Bear in mind male children who become PRs can be liable for National Service (NS) obligations when they reach the relevant age.
Qualifying criteria is dependent on the profile of the applicant. As of the current framework, the GIP considers those:
The GIP is a PR route rather than a work pass with a fixed validity period. Therefore, if your application is approved and you complete the PR formalities, PR status will be granted.
The main item to track after that is the Re-Entry Permit (REP), which allows you to retain your PR status when travelling in and out of Singapore. This is typically issued for five years at a time and can be renewed.
The EntrePass scheme is designed for foreign accomplished entrepreneurs, high-calibre innovators, or experienced investors, who wish to start a business and relocate to Singapore. The scheme is part of Singapore’s plan to become a global business hub by attracting top business talent and innovators to the country.
This pass allows you to be based in Singapore to set up, operate, and grow a business, and it can also support family relocation. What makes the EntrePass different is that there is no minimum salary requirement. This is key as early-stage founders tend to reinvest the cash earned into the business.
You should expect to submit a well-structured plan that explains the product or service, the market, why the idea is innovative or differentiated, and how the company will grow in Singapore.
EntrePass is open to all nationalities, but the qualifying criteria are stringent. Applicants must have started, or intend to start, a private limited company that is venture-backed or owns innovative technologies.
Applicants must meet at least one of the following criteria:
A new EntrePass is initially issued for one year. It can be renewed, with the first renewal valid for one additional year, and all subsequent renewals valid for two years.
The Work Permit (WP) is the work authorisation used for skilled and semi-skilled roles in sectors such as construction, manufacturing, marine shipyard, process, and certain services. Like the S Pass, the WP is issued for a specific job and company.
As such, the employer will oversee the application and remain responsible for key compliance steps, including maintaining permit validity and meeting the required employment conditions.
For many workers, the WP is a practical route to take up employment in Singapore in sector-based roles. The application process is employer-driven, which can make the move more manageable for workers coming to Singapore.
Another key benefit is that the WP operates within a regulated framework that includes required protections. For example, employers are required to maintain medical insurance coverage for WP holders, which reduces the risk of being without basic coverage while working in Singapore.
At a baseline level, the worker must be from an approved source country or region and employed in an eligible sector. There are also age restrictions, with the worker needing to be at least 18 years old and below 61 years old at the point of application.
Unlike other work passes in Singapore, there is no fixed minimum salary threshold stated for the WP. However, because it is employer-sponsored, the employer must have the capacity to hire under the relevant quota and levy rules.
In most cases, a WP is issued for up to two years and can be renewed. The actual validity may be shorter depending on passport validity, the duration of the security bond, and the period of employment.
In Singapore, there are also company-focused schemes that can make hiring plans more predictable if your business fits the profile. Schemes include Tech@SG and Tech:X Programme Pilot.
If you’re a fast-growing tech company building out in Singapore and need to hire foreign tech talent quickly, Tech@SG is designed for that exact situation. It is a joint programme by EDB and Enterprise Singapore, structured as an EP facilitation scheme for eligible tech companies bringing in critical leadership and specialist talent.
Under Tech@SG, a qualifying company can receive support for up to ten new EP applications over two years. The scheme is specifically designed to reduce the risk of unsuccessful outcomes for these applications. It also supports the first renewal for passes issued under the scheme, which can help you plan beyond the initial hire and stabilise the team.
To be eligible for the Tech@SG programme, your company must first be incorporated in Singapore. You must have a digital or technology offering as your core business and have raised at least US$10 million in cumulative venture capital funding within the past 36 months, including funding from a programme-recognised investment firm during that same period.
On the hiring side, it is also important to set expectations. Candidates still need to meet the prevailing EP requirements and due diligence checks. The roles should be core team hires at manager level or above and aligned to core business or technical functions.
Including the first renewal, Tech@SG can support eligible hires for up to five years before they move onto the standard EP renewal framework.
Alternatively, if you prefer bringing in early-career tech talent, Tech:X is worth considering for your business expansion in Singapore.
Tech:X is a talent attachment pilot between Singapore and Indonesia, supporting short, project-based placements in Singapore. Through this programme, you can hire young working professionals who are either Singaporean or Indonesian citizens for up to one year.
This can help if you need extra capacity quickly, or if you want to trial talent before making a longer-term hire. The programme can also support cross-border team building.
Your chosen applicant must be a Singaporean or Indonesian citizen under 30 years old and must have graduated from a listed university within the last five years. Their qualification must also be at a bachelor's level or higher, and the role in Singapore must be tech related. Relevant roles can cover areas such as artificial intelligence (AI), cloud computing, digital innovation, Internet of Things (IoT), as well as machine learning.
If the applicant is taking up employment in Singapore, the role must offer a fixed monthly salary of at least SG$3,000.
Tech:X can support attachments in Singapore for up to one year. As it is not extendable, a separate work pass route would be needed if you intend for an individual to stay on. Each applicant can generally take part once.
When you’re relocating to Singapore for work, you may also want to understand if your family is able to join. Singapore has two main passes that allow eligible family members to stay with you. These passes are designed to support accompanying family members, rather than employment, and are typically sponsored through your employer.
The Dependant’s Pass (DP) will allow your eligible family members to live in Singapore. The DP is available to a legally married spouse and unmarried children under 21 years old, including legally adopted children. It is enabled by work passes such as the EP, PEP, S Pass, and ONE Pass. If you plan on relocating with your family, this is usually the first pass to consider.
The DP is not part of the employer’s quota planning, and there is no levy attached because it is a dependant status, not an employment status. With the DP, your children can live in Singapore and attend school, and your family can access Singapore’s healthcare system as residents, typically with private insurance in place.
It’s worth noting, a DP does not automatically grant the right to work. Historically, many DP holders could work if an employer has a Letter of Consent, but this has since changed.
From 1 May 2021, the standard position is that a DP holder who wants to work must qualify for and apply for their own work pass, such as an EP, S Pass, or WP, depending on the role and salary. Eligible DP holders who want to operate a business can apply for a Letter of Consent.
If your monthly salary in Singapore is at least SG$6,000, you’re generally in the range to sponsor eligible dependants. Your dependants themselves must fit the definitions: a legal spouse, or a child under the age of 21 (including legally adopted children).
The application is usually handled by your sponsoring employer or an authorised agent, and it typically requires standard family documents such as marriage certificates and birth or adoption certificates, along with proof of the sponsor’s employment and salary.
Upon approval, the DP will be valid for up to two years and can be renewed, tied to the validity of the main work pass.
Alternatively, there is the Long-Term Visit Pass (LTVP) for family members who fall outside the Dependant’s Pass categories. It can be used for parents, a common-law spouse, unmarried stepchildren under the age of 21, as well as unmarried disabled children aged 21 and above.
Foreign spouses of Singapore citizens may be eligible to hold an LTVP+, which comes with a longer period of residency.
The LTVP allows your family member to stay and live in Singapore for the period approved. It is meant to support your family’s stay here while you’re working in Singapore. It is important to know that the LTVP is not a work pass. If your family member intends to take up a job in Singapore, they will usually need to qualify for a suitable work pass for that role.
As with the DP, you’ll generally need to meet a fixed monthly salary requirement of at least SG$6,000. If you’re applying to bring in parents, a higher salary threshold applies, and you will need a fixed monthly salary of at least SG$12,000. The application will then be handled by your employer or an appointed agent.
Valid for up to two years, the LTVP is renewable and is tied to the validity of the main work pass.
Our highly experienced teams will help deal with the key tax compliance, residence, emigration and immigration needs of your entities.
When you have been in Singapore for a while and things start to feel more settled, it is common to think beyond your current work pass and towards something more lasting. This often happens once your career path is clearer, or family and lifestyle decisions start to factor more heavily into your plans.
A Permanent Resident (PR) is a foreigner who has been granted residence status and can live in Singapore on a permanent basis.
You may be eligible if you hold an EP or SP, or if you’re a foreign investor under the GIP.PRs aged 15 and above will be issued with a Singapore blue Identity Card (IC) along with a REP.
A valid REP is necessary whenever a PR travels out of Singapore. It allows you to retain your permanent residence status while away. If you leave Singapore or remain overseas without a valid REP, you will lose your permanent residence status and be assessed for entry into Singapore as a foreign visitor.
PR status does not expire but an associated REP needs to be renewed. All REPs are valid up to a maximum of five years.
Singapore citizenship allows you to live and work in Singapore with the fewest restrictions. Singaporeans also enjoy the highest level of flexibility and subsidies in housing, education, healthcare, and other government benefits.
You are eligible to apply for Singapore citizenship if you have been a Singapore PR for at least two years and are aged 21 and above.
A Singapore passport is well recognised worldwide and provides visa-free access to more than 190 countries. This can be useful if you’re a frequent business traveller to various destinations.
Note that holding dual citizenship is not allowed in Singapore, so you will need to renounce any other citizenship if you become a Singapore citizen.
When it comes to approvals for PR and citizenship, the authorities assess your ability to contribute to Singapore and integrate into the society, as well as your commitment to staying in Singapore.
One crucial point to note: under Singapore’s Enlistment Act, all male Singapore citizens and PRs are required to serve National Service unless exempted.
“We’ve been working with Hawksford since 2012 when we decided to set up our own entities in Asia. The team is very professional and helpful. They took care of every step of business formation, giving us advice and responding to our needs in a timely manner."
Sophia Zhou, APAC Finance Controller, Moleskine China
If you’re considering relocating to Singapore, or your employer is suggesting it, it helps to confirm your work pass category early, along with the documents you will need and the likely timeline. Through our experience assisting clients with their move to Singapore, what usually slows applications down is not the concept of the pass itself, but the preparation around it. As a starting point, you may get the following documents ready for your work pass application:
Our Singapore team can provide guidance on the requirements and coordinate with employers to keep the process on track. In the event of an application rejection, we can also assess whether an appeal is viable and address the reasons for refusal with stronger supporting documents. For more information, please get in touch with us.
Where a local entity is not yet set up in Singapore, our Employer of Record (EoR) service can also be a practical option to support compliant hiring and onboarding while longer-term plans are being finalised.
For anything work pass related, the Ministry of Manpower (MOM) is the main authority. For citizenship and permanent residence, the Immigration & Checkpoints Authority (ICA) sets the eligibility rules and runs the application process. If you’re looking at investment-led PR routes such as the Global Investor Programme (GIP), the Singapore Economic Development Board (EDB) publishes the programme requirements and how the route works.
If you need support here, our team can help you understand which framework applies to your situation and manage your application process in a structured way.
Not directly. Singapore does not have a “citizenship for investment” model. ICA is clear that citizenship is applied for through a formal process, and one baseline condition for adults is that you must have been a Singapore permanent resident (PR) for at least two years before applying.
That said, if you qualify under the GIP, you may apply for a PR status first, which can support your citizenship application further down the line. Even then, citizenship is not automatic and remains discretionary. Our team can provide guidance on what is suitable for your profile and assist in your work pass application.
In most cases, it is employer-led. Once a job is offered to a candidate, the employer or an appointed employment agent should submit an EP application to the MOM for approval. Many applications are assessed under COMPASS, which evaluates the candidate and employer context together unless an exemption applies. For employers, our team can help with an eligibility pre-check as well as documentation planning so there are fewer avoidable delays.
It is possible, but it will likely be treated as a new EP application rather than a simple conversion. The key question is whether you meet current EP criteria, including the qualifying salary and COMPASS where applicable, and whether an employer is ready to sponsor the EP for the role you’re moving into.
The practical risk to manage is timing because you do not want a gap in lawful status. Our team can help you plan the transition, so the compliance steps and timelines are handled properly.
The requirements depend on the pass category, but the pattern is fairly consistent. You need a legitimate role and an employer to sponsor the application, and you need to meet the pass-specific thresholds such as qualifying salary. For EP applications, you should also factor in COMPASS unless you are exempt.
For S Pass and WP routes, there are quota and levy requirements that will determine whether the company can sponsor the pass. Whether you’re applying as an individual or sponsoring a hire as an employer, we can help you identify the most workable pass category and the practical steps to get it over the line.
Employers have a legal obligation to ensure that the salary they pay to EP and S Pass holders meets the minimum requirements, and they must inform the MOM of any changes to the employee's particulars. This includes updating company, occupation, passport, salary, and residential address details.
It is generally recommended to apply for family passes after the main work pass has been approved.
Get in touch to find out how our Corporate team can support you with your business needs.
