Overview
The Employment Pass (EP) is a work visa or permit that allows foreign professionals, managers, and executives to work in Singapore . It is intended for highly skilled personnel – typically those in managerial, executive, or specialized jobs – who meet certain qualifications and salary criteria. The EP is issued by Singapore’s Ministry of Manpower (MOM) and is one of the main work passes (alongside others like S Pass and Work Permits) that companies use to hire foreign talent.
Holders of an Employment Pass can live and work in Singapore legally, and unlike lower-tier work passes, there is no quota or levy for EP (employers do not need to pay foreign worker levy or adhere to a strict quota for EP holders, making it a preferred route to bring in needed professionals). EP holders are also eligible to bring in certain family members on Dependant’s Pass or Long Term Visit Pass if they earn above specific salary thresholds, and may apply for Singapore Permanent Residence after working for some time.
Eligibility Criteria
To qualify for an Employment Pass, an applicant must satisfy several key requirements set by MOM:
• Job Offer in Singapore: The foreign candidate must have a valid job offer from a company that is registered in Singapore . The job must be a professional, managerial, executive or specialized role. The employer acts as the sponsor and will apply for the EP on the candidate’s behalf (candidates themselves cannot apply directly) . If an overseas company without a Singapore presence wants to hire someone on EP, they must engage a local sponsor (typically a related Singapore-registered company or a service provider).
• Minimum Salary: The candidate must command a salary that meets or exceeds the current minimum qualifying salary set by MOM for EP. As of 1 September 2023, the standard minimum salary for new EP applicants was S$5,000 per month (and higher for older candidates). This threshold is periodically raised. In fact, from 1 September 2022, it was $5,000, and it increased further. As of 1 January 2025, the minimum qualifying salary for new EPs is S$5,600 per month for candidates in non-financial sectors . For those in the financial services sector, a higher bar applies – currently S$6,200 per month (also as of 2025) . These figures rise with age: older, more experienced candidates are expected to earn significantly more to qualify (e.g., a candidate in their mid-40s might need double the minimum, around S$10k+ per month, to be considered). The rationale is that a seasoned professional should be earning above a younger entrant’s pay if they are truly high-skilled.
• Qualifications and Experience: The applicant should possess acceptable qualifications, usually a good university degree, professional qualifications, or specialized skills . MOM will consider the quality of the institution and relevance of the education. However, lacking a degree is not an automatic disqualification if the person has proven specialized skills and extensive experience – but then the salary and position must strongly justify the application. In certain industries (tech, for instance), exceptional talent without formal degrees may still get EPs if they have outstanding track records, but generally educational qualifications carry weight.
• Clean Background: The candidate should not have a bad track record (criminal issues or adverse immigration records). Companies sometimes need to show why a foreigner is being hired instead of a local, as part of maintaining fair employment considerations (see Fair Consideration Framework). While not an official point system like COMPASS (explained below), things like a history of the company’s efforts to hire locals can matter if scrutinized.
From September 2023 onward, meeting the salary and qualifications alone is not enough; EP candidates also must pass the new Complementarity Assessment Framework (COMPASS), which is a points-based evaluation system . COMPASS evaluates factors such as the candidate’s salary relative to local norms, education credentials, the hiring company’s diversity (nationality mix) and support for local employment, among other criteria . An EP application needs to score at least 40 points on COMPASS (in addition to salary threshold) to be approved. (More on COMPASS in its own entry below.)
Application Process and Duration
Application: Employment Pass applications are submitted by the employer or an appointed employment agent via the MOM online portal. The process typically requires supporting documents like the candidate’s passport, educational certificates, transcripts, and information about the job (job description, salary). A Self-Assessment Tool (SAT) is available on MOM’s website to let employers and candidates gauge the likelihood of approval by inputting salary, education, etc. . If the SAT shows likely pass, it’s a good sign, but MOM will still review each application in detail.
MOM also requires that jobs be advertised to locals first on the government job portal for at least 14 days (Fair Consideration Framework), before a company can apply for an EP for a foreign candidate, to ensure locals had a fair chance. Certain exemptions apply (e.g. small firms, very high salary jobs, intra-company transfers).
Duration: When approved, a new Employment Pass is typically issued for up to 2 years (sometimes 1 year for younger companies or higher-risk cases) . Renewals can be for up to 3 years each time. There is no official limit on how many times it can be renewed, as long as the criteria continue to be met. Work pass renewals from September 2024 will also be subjected to COMPASS scoring (existing EP holders will be evaluated at renewal).
Family Privileges: EP holders earning at least $6,000 per month can sponsor Dependant’s Passes for their spouse and children. Those earning $12,000 and above can sponsor Long Term Visit Passes for other dependants (like common-law spouse or parents). This makes the EP attractive as it allows a stable family life in Singapore for expat families.
Conditions: While working on an EP, the individual can only work for the sponsoring employer and in the role specified. If they change jobs, a new EP application (or at least a transfer application) must be made by the new employer. EP holders are not subjected to foreign worker levy or quota as mentioned, but employers should not misuse that (MOM monitors companies that suddenly hire an overwhelmingly foreign workforce).
Post-Approval: The EP card (essentially an ID card) will be issued, and the holder must go for fingerprinting and photo registration. EP holders also become taxpayers in Singapore – they’ll have to file annual tax returns for income earned, although Singapore’s income tax rates are relatively low and progressive.
Significance
The Employment Pass is critical for businesses in Singapore to access global talent. It enables companies to fill skills gaps in industries like tech, finance, biomedical sciences, where local supply may be limited. The government uses EP policy as a lever to ensure the foreign workforce is high quality and complements the local workforce (hence the introduction of COMPASS and raising of salary thresholds to moderate inflow and encourage only genuinely needed talent).
For the individuals, an EP is a gateway to living in a favorable environment with a good quality of life. Many EP holders eventually set down roots; the EP is often the first step to obtaining Permanent Residence (PR) in Singapore . After a year or two on EP (sometimes more, depending on salary and contributions), candidates often apply for PR which, if obtained, gives them more stability and stake in Singapore.
From an HR standpoint, knowing the EP process is vital when hiring expatriates. HR must ensure that job offers to foreigners are in line with EP requirements – setting an appropriate salary (too low and the EP won’t be approved), checking the candidate’s credentials, and planning for timelines (EP approvals can range from a couple of weeks to a couple of months depending on backlogs and whether additional info is requested). HR also needs to consider the Fair Consideration Framework advertising requirement and keep records of that.
In summary, the Employment Pass remains the primary work pass for bringing foreign professionals to Singapore. It balances Singapore’s need to remain attractive to global business and talent with the need to ensure local employment is not adversely affected. Recent tightening via higher salary thresholds and COMPASS reflect a calibrated approach: Singapore still welcomes expertise from abroad, but wants to ensure they are high calibre and that employers continue to nurture the local talent pool in parallel.
