Singapore has historically implemented a more liberal immigration policy in comparison to other countries in the region, specifically for skilled and professional migrants, to strengthen its economy and have a competitive talent pool. Being modest in size, the government of Singapore recognises that human capital is needed to continue to drive its economy and combat the challenges of lack of natural resources and labour shortages due to low fertility rates. Despite immigration being one of the driving factors to fill the labour gaps in the economy, the topic has been widely debated in the political landscape with an increased focus on ensuring citizens are fairly considered for job opportunities. The government acknowledges that a competitive balanced workforce is needed, while also recognising the need to implement policies to address local issues. An example of this was the introduction of the Fair Consideration Framework (FCF) in 2013, which sets out requirements for employers to give the workforce in Singapore fair consideration for job opportunities. The FCF has been enhanced since its launch. However, the basic principles of promoting fair employment practices and improving labour market transparency remain in place. 

From 1 September 2023, new candidates applying for an Employment Pass (EP) must pass a two-stage eligibility framework. EP candidates will need to pass a points-based system called the Complementarity Assessment Framework (“COMPASS”) in addition to meeting the qualifying salary. COMPASS will also apply to EP renewals from 1 September 2024. 

The introduction of COMPASS is intended to enable employers to select high-quality foreign professionals, while improving workforce diversity and building a strong Singaporean core. COMPASS considers both individual and firm-related attributes to holistically evaluate an EP applicant’s complementarity. It is designed as a transparent system, to allow businesses to have clarity and predictability for workforce planning. 

The EP candidate requires 40 points to pass COMPASS, which scores EP applications on four foundational criteria. The applications can earn additional points under the bonus criteria if they meet the relevant qualifying conditions.

COMPASS Criteria

Foundational criteria

• C1 Salary (individual);
• C2 Qualifications (individual);
• C3 Diversity (firm-related); and
• C4 Support for Local Employment (firm-related).

Bonus criteria

• C5 Skills Bonus (individual); and
• C6 Strategic Economic Priorities Bonus (firm-related).

C1 Salary

The EP qualifying salary increases with age and experience, but COMPASS does take into account sectoral differences in salary norms. Applications earn points by meeting benchmarks for local professional, managers’, executives’ and technicians’ (PMET) salaries specific to the firm’s classified sector. These benchmarks are also age adjusted. 

Fixed monthly salary compared to local PMET salaries in sector by age:

• ≥90th percentile – 20 points;
• 65th to < 90th percentile – 10 points; and
• < 65th percentile – 0 points. 

Annual updates to the salary benchmarks will be announced in March of each year, which will apply to EP applications submitted from 1 September of the same year.

C2 Qualifications

Employers are responsible for ensuring that the EP candidate’s qualifications are authentic and were awarded by accredited institutions.

With effect from 1 September 2023, qualifications declared to the Ministry of Manpower (MOM) in new EP applications will have to be supported with verification proof from background screening companies authorised by MOM to ensure that the qualifications used to score points under COMPASS are authentic.

Candidate’s qualifications:

• top-tier institution – 20 points;
• degree-equivalent qualification – 10 points; and
• no degree-equivalent qualification – 0 points.

Top-tier institutions include:

• the top 100 universities based on the QS World University Rankings, and other highly reputable universities in Asia;
• Singapore’s autonomous universities; and
• institutions that are highly recognised in a particular field.

The list of top-tier institutions is updated annually in March of each year and will apply to the EP applications submitted from September of the same year.

Degree-equivalent qualifications generally refer to:

• foreign qualifications that are assessed to be comparable to a bachelor’s degree in the UK system (MOM determines this with reference to international recognition bodies, eg, the UK National Information Centre for recognition and evaluation of international qualifications and skills (“UK ENIC”)); or
• professional qualifications that are well recognised by the industry and endorsed by a relevant sector agency.

Candidates who do not hold degree-equivalent qualifications can still meet the COMPASS requirements by earning sufficient points in other areas.

C3 Diversity

More points can be earned for EP applications where the candidate’s nationality makes up a small share of the firm’s PMET employees. No points are awarded if the firm is applying for a candidate whose nationality makes up a significant share of its PMET employees.

Share of candidate’s nationality among firm’s PMETs:

• < 5% – 20 points;
• 5–<25% – 10 points; and
• ≥ 25% – 0 points.

Note: 

• The nationality of PMET employees (including permanent residents) is based on the nationality indicated on their passport in the Singapore Government’s records.
• An application scores ten points by default if the firm employs fewer than 25 PMET employees.

C4 Support for Local Employment

EP applications earn more points for firms with a relatively higher share of locals among PMET employees compared to peers in the same sector.

Share of local PMETs within the sector:

• ≥ 50th percentile – 20 points;
• 20th to < 50th percentile – 10 points; and
• < 20th percentile – 0 points.

Note:

• An application scores ten points by default if the firm employs fewer than 25 PMET employees. 
• A firm with a local PMET share of at least 70% (pegged to the 20th percentile of firms economy wide) will earn at least ten points regardless of where the firm stands within its sector.

C5 Skills Bonus (Shortage Occupation List)

The Shortage Occupation List (SOL) recognises EP holders in occupations that require highly specialised skills that are in shortage in the local workforce and is derived by taking into account industry needs and local workforce development efforts.

Candidates with jobs on the SOL will earn 20 points but this will be reduced to ten points if the candidate’s nationality forms one third or more of a firm’s PMETs.

EP candidates that declare an SOL occupation will be subject to additional checks and conditions if:

• they require SOL bonus points to pass COMPASS; or
• they are applying for a longer five-year duration EP for experienced tech professionals.

Experienced tech professionals with skills that are in short supply may apply for an EP with a five-year duration as long as the following criteria are met:

• they will fill specific tech occupations on the COMPASS SOL;
• they earn a fixed monthly salary of at least SGD10,500 (for candidates aged 36 and above, the salary required increases with age, up to a maximum of SGD13,500 at age 45 and beyond); and
• they pass COMPASS and score at least ten points on Criterion 3 (Diversity).

Occupations may be added or removed from the SOL on an annual basis and the list will be announced by March each year. The SOL will also be reset every three years to avoid entrenching dependencies. 

C6 Strategic Economic Priorities (SEP) bonus

Firms with a SEP bonus will be awarded ten bonus points on COMPASS for every EP application.

Firms participating in one of the eligible programmes for a SEP bonus must be supported by economic agencies or the National Trades Union Congress NTUC to be eligible for the SEP bonus. The award of a SEP bonus will be at the discretion of the supporting agencies running the relevant programme. 

Firms that have been awarded the SEP bonus will be notified by MOM by the end of July 2023. Eligible firms will be awarded the SEP bonus points for the duration of their participation in the eligible programme or a period of three years, whichever is shorter. 

At the end of the SEP bonus duration, firms would need to score at least ten points each for C3 and C4 in the three months prior to renewal, to continue to be eligible for SEP bonus points.

Exemptions from COMPASS

An EP candidate is exempt from COMPASS if they meet any of the following conditions:

• they earn at least SGD22,500 fixed monthly salary (similar to the prevailing FCF job advertising exemption from 1 September 2023);
• they are applying as an overseas intra-corporate transferee under the WTO’s General Agreement on Trade in Services or an applicable free trade agreement to which Singapore is a party; or
• they are filling a short-term role for one month or less.

With the implementation of COMPASS from 1 September 2023, it is recommended that companies:

• focus on bringing the best foreign talent to complement the local workforce;
• set up a robust hiring process to develop a strong local core and consider each foreign candidate carefully before offering them the position;
• evaluate the company’s workforce profile regularly to ensure the foundational criteria can be met;
• should, with each salary adjustment, review work pass types for foreign employees and ensure optimum use of the company’s foreign workers’ quota; and
• check the latest version of the SOL, and take the opportunity to review the job titles of their employees and make appropriate changes. 

There are several options available for sponsor-based employment visas in Singapore, depending on whether the applicant is deemed a professional, a skilled or semi-skilled worker, a trainee or a student. 

Employment Pass (EP)

The EP is a work pass for foreign professionals, managers and executives with a job offer in Singapore. A minimum fixed monthly salary of at least SGD5,000 for all sectors, excluding the financial sector, and SGD5,500 for the financial services sector is required to be paid to the EP holder. Also note that the minimum qualifying salary increases progressively with age. The EP holder should also have recognised qualifications, preferably at least a bachelor’s degree, professional qualifications or specialised skills. 

From 1 September 2023, in addition to meeting the qualifying salary, EP candidates are also required to pass a points-based COMPASS (refer to 1.2 Upcoming Policy Changes).

Under the FCF, companies are required to advertise the job on MyCareersFuture for at least 14 consecutive days and consider all candidates fairly before submitting a new EP application. 

A role will be exempt from the job advertising requirement if any of the following requirements are met:

• the company has less than ten employees (including both local and foreign employees);
• the fixed monthly salary for the position is SGD20,000 and above (from 1 September 2023 onwards, the salary threshold for exemption from the FCF job advertising requirement will be raised to SGD22,500);
• the role is to be filled by a local transferee;
• the role is short term, ie, not more than one month; or
• the role is to be filled by a candidate applying as an Overseas Intra-Corporate Transferee (ICT).

S Pass

Foreign mid-level skilled workers who wish to work in Singapore may apply for an S Pass. Such individuals must have a job offer in Singapore and earn a fixed monthly salary of at least SGD3,000 for all sectors, excluding financial services sector, and SGD 3,500 for the financial services sector (this increases to SGD3,150 for all sectors, excluding financial services sector, and to SGD3,650 for the financial services sector with effect from 1 September 2023). The qualifying salary will be adjusted again for implementation from 1 September 2025 and the details will be announced closer to the implementation date. More experienced applicants are required to earn a higher salary to qualify for an S Pass. They should also have a recognised qualification (degree or diploma).

As with the EP application, companies are required to advertise the position on MyCareersFuture for at least 14 consecutive days before submitting a new S Pass application.

Companies are subject to a quota and levy payment for S Pass employees. The quota for the number of S Pass holders that a company can hire is determined according to the sector under which the company is classified. In addition, the company must pay the levy for all S Pass holders. 

Work Permit (WP)

A WP can be granted to semi-skilled or unskilled workers from certain source countries/regions. The duration of a WP is generally two years, subject to the validity of the worker’s passport, the security bond and the worker’s employment period, whichever is shorter. The number of WP holders that a firm can hire is limited by a quota according to the sector under which the company is classified and each WP is subject to a levy.

Training Employment Pass (TEP)

Foreigners under the following categories who want to undergo training in Singapore may apply for a TEP, which is valid for up to three months and is not renewable. These applicants must be sponsored by a well-established Singapore-registered company.

Undergraduates

The training programme in Singapore must be part of the undergraduates’ course of study. The applicant must be from an acceptable educational institution, or earn a fixed monthly salary of at least SGD3,000.

Intra-company trainees

Companies can bring employees from their foreign offices or subsidiaries to Singapore for professional or executive training. The trainee should earn a fixed monthly salary of at least SGD3,000 and have recognised qualifications.

Applicants may not apply for a TEP if they have previously held a TEP for a similar training arrangement.

Training Work Permit (TWP)

Companies can apply for TWPs for eligible unskilled or semi-skilled foreign trainees or students undergoing practical training in Singapore (refer to the categories below). The TWP is valid for up to six months and is not renewable. The number of TWP holders a company can hire is limited by a quota and subject to a levy.

Foreign employees

A company can bring in semi-skilled or unskilled employees from related overseas companies to undergo training in Singapore.

Foreign students

A company can apply for TWPs for foreign students studying in educational institutions in Singapore for whom the in-company training is part of their course requirements.

There are a number of options available as set out below.

Personalised Employment Pass (PEP)

The PEP is a personalised pass for high-earning EP holders or overseas foreign professionals. The pass is not employer sponsored and offers greater flexibility than an EP. The duration of the PEP is up to three years and it is not renewable. An EP or S Pass will be required to continue working in Singapore once the PEP expires.

Eligibility

The following groups of foreigners are eligible for a PEP.

• An overseas foreign professional whose last-drawn fixed monthly salary overseas was at least SGD18,000. The last-drawn fixed monthly salary overseas should have been paid no more than six months prior to the application.
• Existing EP holders who earn a fixed monthly salary of at least SGD12,000.

Note: From 1 September 2023, the fixed monthly salary threshold for both existing EP holders and overseas foreign professionals will be raised to SGD22,500.

The PEP holder is required to earn a fixed salary of at least SGD144,000 per calendar year (SGD270,000 per calendar year if the PEP is approved after 1 September 2023), and the holder is required to declare the annual fixed salary to MOM by 31 January of the following year.

Benefits – job flexibility

PEP holders can generally take on employment in any sector and do not need to re-apply for a new pass when changing jobs.

PEP holders are also given the flexibility to stay in Singapore while unemployed for a continuous period of up to six months to search for new employment. 

Tech.Pass

The Tech.Pass allows established tech entrepreneurs, leaders or technical experts to: 

• start and operate one or more tech companies;
• be an employee in one or more Singapore-based companies at any time;
• be a consultant or mentor, lecture in local institutions of higher learning; and/or 
• be an investor or director in one or more Singapore-based companies.

Candidates must meet any two of the following criteria to be eligible for the Tech.Pass:

• have a last-drawn fixed monthly salary (in the last year) of at least SGD20,000;
• have at least five cumulative years of experience in a leading role in a tech company with a valuation or market capitalisation of at least USD500 million or at least USD30 million funding raised; and/or
• have at least five cumulative years of experience in a leading role in the development of a tech product that has at least 100,000 monthly active users or at least USD100 million revenue annually.

The pass holder will need to earn at least SGD240,000 in assessable income (this increases to SGD270,000 from 1 September 2024) or demonstrate total annual business spending of at least SGD100,000, together with fulfilling local hiring requirements and performing at least two of the listed roles at the time of renewal, to be eligible for a two-year renewal.

EntrePass

The EntrePass is available to individuals looking to start and operate a business in Singapore who meet the following criteria:

• They have started, or intend to start, a private limited company registered with the Accounting and Corporate Regulatory Authority (ACRA), that is venture backed or owns innovative technologies –
1. if registered, the company must be less than six months old on the date of application; or
2. if not registered, the applicant can do so when the outcome of the EntrePass application is known. 
• They meet any of the innovative criteria as an entrepreneur, innovator or investor as defined by MOM. The applicant does not need to meet all of the criteria for each profile. However, having more qualifications increases the chances of a successful application.

The duration of a new pass and first renewal is one year, followed by two years for each subsequent renewal.

Global Investor Programme (GIP)

Individuals willing to invest in Singapore can apply for permanent residency under the GIP. 

A foreign investor who intends to start a business or invest in Singapore can apply for permanent residence in Singapore through the GIP.  The GIP is administered by Contact Singapore, which is a division of the Singapore Economic Development Board (EDB). The EDB has currently categorised the following four groups of qualifying applicants and has listed the criteria for each group:

• established business owners;
• next-generation business owners;
• founders of fast-growth companies; and
• family office principals.

Individuals who satisfy the qualifying criteria will be required to invest based on the investment options available for the category. Successful applicants are required to fulfil the investment conditions under the selected investment option within six months from the date of the in-principle approval letter. Upon making the investment and having the investment documents verified by the EDB, the Immigration & Checkpoints Authority (ICA) will issue the Final Approval Letter to the applicant for the formalisation of their permanent residence status. 

Overseas Networks and Expertise Pass (ONE Pass)

The ONE Pass is a personalised pass to attract top talent in business, arts and culture, sports, science and technology, and academia and research. The ONE Pass is a five-year work pass that allows holders to concurrently start, operate, and work for multiple companies in Singapore at any one time. The pass holder does not need to reapply for a new pass if they change jobs. In addition, the spouse will be able to work on a Letter of Consent. 

Existing work pass holders and overseas candidates can apply if they meet either of the salary criteria below:

• Have earned a fixed monthly salary of at least SGD30,000, or its equivalent in foreign currency, within the last year.
• Will earn a fixed monthly salary of at least SGD30,000 under their future employer based in Singapore.

The fixed monthly salary of at least S$30,000 should come from one employer. Other sources of income may be considered on a case-by-case basis.

Additional conditions (to be demonstrated by applicant):

Overseas candidate:

• Applicant has been working for an established company for at least one year; or
• Applicant will be working for an established company in Singapore.

Existing work pass holder:

• Applicant has been working in Singapore for at least one year; or 
• Applicant will be working for an established company in Singapore.

Note: For a company to be considered established, it must have a market capitalisation or valuation of at least US$500 million or an annual value of at least USD$200 million. Combined amounts from the entire global office can also be considered and will be assessed on a case-by-case basis.

Individuals with outstanding achievements in the arts and culture, sports, science and technology, and academia and research can apply and qualify for the Pass, even if they do not meet the salary criterion.

The duration of the ONE pass is five years for first-time candidates and five years for subsequent renewals.

To be eligible for renewal, the pass holder must meet either of the following requirements:

• have earned a fixed monthly salary of at least SGD30,000 on average over the past five years in Singapore; or
• have started to operate a Singapore-based company that employs at least five locals, each earning at least SGD5,000 (pegged to the EP minimum qualifying salary).

MOM will request the following information from the pass holders annually to ensure that they take advantage of the flexibility accorded to them in order to contribute meaningfully and to assess their eligibility for renewal:

• details on all their professional activities over the past year; and
• the annual salary earned from all their professional activities.

Visitors entering Singapore are issued with a Short-Term Visit Pass (STVP) at the point of entry. They can participate in the following activities for the duration of the STVP in Singapore: 

• attend company meetings, corporate retreats or meetings with business partners;
• attend study tours or visits, training courses, workshops, seminars and conferences as a participant; and
• attend exhibitions as a trade visitor.

The above activities should not involve a contract of service or a contract for service with an employer in Singapore. 

Remote working without a work pass is allowed subject to the following conditions:

• the individual is working for an overseas company while in Singapore;
• the overseas company the individual is working for is a separate legal entity from any related office that it may have in Singapore and the work has no link to, nor any interaction with, the Singapore office; and
• the individual is not providing services to clients in Singapore.

There is no language requirement to apply for a work pass in Singapore. However, all documents required for a pass application need to be translated into English and submitted together with the original document to MOM. 

Any foreign-born children below 12 years of age are required to have a vaccination certificate to show proof of vaccination against diphtheria and measles before applying for a Dependant Pass (DP). This proof can be obtained by applying to the Singapore Health Promotion Board.

COVID-19 Vaccination Requirements

Work and related pass holders must fulfil the COVID-19 vaccination requirements to apply for or renew passes. Foreigners who are vaccinated overseas are required to verify their overseas vaccination records and have their records updated in the National Immunisation Registry (NIR) by taking a serology test or by getting their vaccination certificates digitally verified at a local clinic.

WP and S Pass holders who are employed in the construction, marine shipyard or process sector; or who stay in dormitories, must be fully vaccinated against COVID-19 to get new passes issued or to get renewals. 

All other pass holders aged 13 and above based on birth date must be fully vaccinated against COVID-19 to get new passes issued. 

See 2.1 Sponsor-Based Employment Visas.

See 2.1 Sponsor-Based Employment Visas and 2.2 Unsponsored Work and Investment Visas. 

See 2.1 Sponsor-Based Employment Visas and 2.2 Unsponsored Work and Investment Visas. 

There are no travel restrictions once an application is filed. However, the pass holder must be physically in Singapore at the point of issuance/activation of the pass, and to complete the post-arrival medical as well as biometric registration formalities, as required. 

There is currently no fast-track process for visas in Singapore.

The individual may need to complete a medical examination, if required, for the issuance/activation of the pass by the company once the individual has arrived in Singapore. 

If required, the individual may need to make a biometrics registration appointment at MOM for the registration of their fingerprints and photo before the physical pass card is issued to the individual. 

Employment Pass, Training Employment Pass, Personalised Employment Pass and ONE Pass:

• application fee – SGD105; and
• issuance fee – SGD225 + multiple-journey visa of SGD30, if applicable.

S Pass:

• application fee – SGD105; and
• issuance fee – SGD100 + multiple journey visa of SGD30, if applicable.

Work Permit and Training Work Permit:

• application fee – SGD35; and
• issuance fee – SGD35. 

Visa costs are paid by the employers for sponsor-based pass applications. 

For non-sponsor based applications, the visa costs are paid by the applicant.

The Employment of Foreign Manpower Act (EFMA) prescribes the responsibilities and obligations of employing foreign employees in Singapore. It covers regulations relating to work passes and enforcement for offences and infringements. The EFMA covers employers of foreign employees and any person issued a work pass by MOM. Work passes include the Employment Pass, S Pass and WP. The EFMA outlines responsibilities relating to work passes, including the application process, medical insurance, levies, cancellation and repatriation.

Penalties for Common Offences

The following penalties apply.

• Employing a foreign employee without a valid work pass: a fine of between SGD5,000 and SGD30,000, or imprisonment for up to 12 months, or both may be imposed. For subsequent convictions, offenders face mandatory imprisonment of between one and 12 months, and a fine of between SGD10,000 and SGD30,000.
• Contravening any condition of a work pass: a fine of up to SGD10,000, or imprisonment for up to 12 months, or both.
• Making a false statement or providing false information in any application or renewal of a work pass: a fine of up to SGD20,000, or imprisonment for up to two years, or both.
• Receiving money in connection with the employment of a foreign employee: a fine of up to SGD30,000, or imprisonment for up to two years, or both.
• Obtaining a work pass for a foreign employee for a business that does not exist or is not in operation or does not require the employment of the foreign employee: an imprisonment term of between six months and two years, and possibly a fine not exceeding SGD6,000. 
• Employers are required to declare in the work pass applications of foreign employees that they have considered local candidates for the job. If an employer makes this declaration without fairly considering local candidates, the company may be charged with making a false statement under the EFMA. This offence carries a maximum fine of SGD20,000 and/or a jail term of up to two years.

Any registered Singapore entity can apply for work passes. As a work pass sponsor, the company is responsible for the well-being of the pass holder and must be willing to undertake responsibilities for the stay, maintenance and repatriation of foreign employees. 

A right to work (RTW) check is mandatory in Singapore before a candidate can formally start employment. 

Generally, a RTW check is performed by reviewing the applicable immigration document of the candidate. A brief summary of the most common RTW scenarios are provided below, listed by employee type and acceptable RTW documents:

• citizen – passport and/or National Registration Identity Card (NRIC);
• permanent resident – passport, PR card and re-entry permit;
• student/intern – passport, Student Pass, Student Visa, a letter from the university confirming the number of hours allowed for work/internship; and
• foreign worker – passport, existing work pass or In Principle Approval (IPA).

The following family relationships are recognised for the purpose of a Dependant Pass (DP):

• spouse (legally married);
• unmarried children under 21 years of age; and
• unmarried, legally adopted children under 21 years of age.

The following family relationships are recognised for the purpose of Long-Term Visit Pass (LTVP) applications:

• common-law spouse;
• unmarried disabled children aged 21 and above;
• unmarried stepchildren under 21 years of age; and
• parents.

DP holders tagged to EP, S Pass or PEP holders who wish to work in Singapore can get a work pass (EP, S Pass or WP) to do so, as the DP itself does not allow any work rights for the pass holder. The prospective employer must apply on their behalf, and the relevant qualifying salaries, quotas and levies of the respective work passes will apply.

A holder of a DP issued by MOM who wishes to operate a business can apply for a Letter of Consent for DP holders who are business owners. DP holders who wish to work for an employer have the option of applying for a WP, in which case, both a DP and a WP will have to be held in conjunction.   

DP holders who get an EP or S Pass will be granted the work and stay privileges associated with an EP or S Pass. As their stay in Singapore is no longer dependent on the main pass holder, they will no longer require a DP, and their DP will need to be cancelled before their EP or S Pass is issued. 

DP holders who get a WP:

• are required to hold on to both the DP and WP, and the WP’s validity period will be tied to that of the DP; 
• can be of any nationality/citizenship (ie, source requirements are waived);
• are not subject to the six-monthly medical examination, security bond or pregnancy restrictions; and
• do not need medical insurance from their employers if they are already covered under a medical insurance plan that meets MOM’s prevailing minimum mandatory insurance coverage requirement.

DP holders tagged to ONE Pass holders:

• if they are the spouse of the ONE Pass holder, they can work in Singapore with a Letter of Consent (LOC), acquired by their prospective employer by submitting an application to MOM on their behalf; or
• if they are not the spouse of the ONE Pass holder, they will need to obtain a work pass to work for an employer in Singapore.

The validity of the DP and LOC will be tied to the validity of the ONE Pass.

LTVP holders tagged to ONE Pass holders:

• if they are the common-law spouse of the ONE Pass holder, they can work in Singapore with a LOC, acquired by their prospective employer by submitting an application to MOM on their behalf; or
• if they are not the common-law spouse of the ONE Pass holder, they will need to obtain a work pass to work for an employer in Singapore.

The validity of the LTVP and LOC will be tied to the validity of the ONE Pass.