The Employment Pass and the S Pass are two different rungs of Singapore’s work pass framework. The Employment Pass carries the higher salary floor, starting from S$5,600 a month in most sectors, and MOM states that no foreign worker levy or quota is required for it. The S Pass starts from S$3,300 a month and comes with both a quota and a monthly levy.
Who each pass covers
The Employment Pass is for foreign professionals, managers and executives who have a job offer in Singapore and meet the eligibility criteria. The S Pass is for skilled workers who meet its eligibility criteria, described on MOM’s key facts page as Associate Professionals and Technicians (APTs). The two passes are aimed at different points in the workforce, and their salary floors are benchmarked against different local groups.
MOM benchmarks the Employment Pass qualifying salary against the top one-third of local PMET salaries. MOM benchmarks the S Pass qualifying salary against the top one-third of local APT salaries.
Both passes allow eligible family members to hold passes, subject to separate rules. MOM lists “availability of passes for eligible family members” as a feature of each pass.
Who applies, and how long each pass lasts
An employer or an appointed employment agent applies on behalf of the candidate for either pass. For an Employment Pass, an overseas company without a Singapore-registered office needs to apply through a local sponsor. For an S Pass, a new employer has to apply for a new pass if the pass holder changes jobs.
Duration is the same headline figure for both passes: up to 2 years for a first-time candidate and up to 3 years for renewals. MOM adds that experienced tech professionals with skills in shortage may be eligible for a longer 5-year Employment Pass. For the S Pass, MOM notes that duration granted is limited by passport validity, and the pass can only be valid up to 1 month before the passport expiry date.
Both passes are renewable. Renew the pass before it expires, notify MOM if company or pass holder information changes, apply for a replacement if the card is lost, stolen or damaged, and cancel the pass when the holder stops working for you.
The Employment Pass salary floor
The Employment Pass qualifying salary rises with age from age 23. MOM gives both a current set of floors and a later set with its own effective dates.
| Sector | Current minimum qualifying salary | For new applications from 1 Jan 2027, and renewal of passes expiring from 1 Jan 2028 |
|---|---|---|
| All (except financial services) | S$5,600, increasing progressively with age from age 23 up to S$10,700 at age 45 and above | S$6,000, increasing progressively with age from age 23 up to S$11,500 at age 45 and above |
| Financial services | S$6,200, increasing progressively with age from age 23 up to S$11,800 at age 45 and above | S$6,600, increasing progressively with age from age 23 up to S$12,700 at age 45 and above |
MOM’s key facts page states the same starting points in shorter form: the fixed monthly salary starts from S$5,600 and increases progressively with age, up to S$10,700 for those in the mid-40s. Candidates in the financial services sector need higher salaries to qualify on both pages.
The quoted figures are a Stage 1 threshold, not a score. MOM states plainly that candidates who do not meet Stage 1 will not be eligible for an Employment Pass, regardless of the points they would have scored under COMPASS.
The S Pass salary floor
The S Pass qualifying salary also rises with age from age 23, but from a lower base. MOM sets out current floors and floors with the later effective dates.
| Sector | Current minimum qualifying salary | For new applications from 1 Jan 2027, and renewal of passes expiring from 1 Jan 2028 |
|---|---|---|
| All (except financial services) | S$3,300, increasing progressively with age from age 23 up to S$4,800 at age 45 and above | S$3,600, increasing progressively with age from age 23 up to S$5,100 at age 45 and above |
| Financial services | S$3,800, increasing progressively with age from age 23 up to S$5,650 at age 45 and above | S$4,000, increasing progressively with age from age 23 up to S$5,650 at age 45 and above |
MOM’s S Pass key facts page repeats the headline version: a minimum of S$3,300, increasing progressively with age up to S$4,800 for those in the mid-40s, rising to S$3,600 for the stated later dates. Financial service sector candidates need higher salaries to qualify on both versions.
Declaring qualifications is optional on the S Pass application. If you do declare them, MOM holds you responsible for ensuring the qualification is authentic and was awarded by an accredited institution in the application form’s drop-down list.
COMPASS: the Employment Pass second stage
Unless exempted, an Employment Pass candidate must pass COMPASS after clearing the salary floor. The application needs 40 points to pass. COMPASS sets out six criteria, C1 to C6, and the points for C1, C2, C3, C4 and C6 are summarised below..
| Criterion | Points available |
|---|---|
| C1. Salary | 20 at or above the 90th percentile, 10 from the 65th to less than the 90th, 0 below the 65th |
| C2. Qualifications | 20 for top-tier degree-equivalent, 10 for other degree-equivalent, 0 where none |
| C3. Diversity | 20 under 5% nationality share, 10 from 5% to less than 25%, 0 at 25% or more; 10 by default under 25 PMETs |
| C4. Support for local employment | 20 at or above the 50th percentile, 10 from the 20th to less than 50th, 0 below the 20th; 10 by default under 25 PMETs |
| C6. Strategic Economic Priorities bonus | 10 for meeting at least one eligible programme |
COMPASS C1 is not the same test as the qualifying salary. MOM describes C1 as benchmarking salary against local PMET salaries in the sector, while the qualifying salary is the minimum bar.
Some candidates are exempted from COMPASS altogether. The exemptions cover a fixed monthly salary of at least S$22,500, an application as an overseas intra-corporate transferee, and filling the role for 1 month or less. The S$22,500 figure is described on the eligibility page as similar to the prevailing Fair Consideration Framework job advertising exemption from 1 September 2023.
MOM publishes a Self-Assessment Tool (SAT) employers and employment agents can use to check eligibility before applying. The Workforce Insights tool on myMOM Portal shows the organisation’s scores for C3 and C4. The S Pass has no equivalent second-stage framework described in this material.
Quota and levy on the S Pass
Employers are subject to a quota and a levy for S Pass employees. No such requirement applies to the Employment Pass, which MOM states needs no foreign worker levy or quota.
A dependency ratio ceiling (DRC) is the maximum ratio of foreign workers to the total workforce a company in a given sector can employ. The DRC varies by sector.
| Sector | DRC |
|---|---|
| Construction | 83.3% |
| Process | 83.3% |
| Marine shipyard | 75% |
| Manufacturing | 60% |
| Services | 35% |
On top of the DRC, MOM caps the number of S Pass holders at 10% of the company’s total workforce in the services sector and 15% in the construction, manufacturing, marine shipyard and process sectors. A separate PRC sub-quota caps PRC Work Permit holders at 8% of the total workforce in services and 25% in manufacturing.
MOM computes local headcount from your company’s CPF account, using the average number of local employees over the last 3 months. Local employee numbers update every Saturday, and you can check the quota balance on the next working day. Late or non-payment of CPF contributions and salary declarations affects the quota and may cause foreign workers to be allocated higher levy tiers.
Since 1 September 2025, the S Pass levy rate has been harmonised to S$650 across all sectors and levy tiers. The daily levy rate is S$21.37 for S Pass holders who did not work for a full calendar month. Levy liability starts from the day the S Pass is issued and ends when the pass is cancelled or expires, and MOM asks employers to pay by GIRO.
First-time employers should note a separate gate. If you have never applied for a Work Permit or S Pass, you need to declare your business activity, and MOM assigns your company to the most relevant sector based on that declaration.
Medical cover after approval
The two passes differ here too. For Employment Pass holders, employers can choose whether to provide medical insurance. For S Pass holders, employers must provide medical insurance for each pass holder and submit the insurance details online after arrival.
Some S Pass holders also need a Primary Care Plan (PCP). An employer must buy a PCP after getting the in-principle approval or renewal letter for workers who stay in dormitories accommodating 7 or more workers or who work in CMP sectors, and must declare the PCP purchase on myMOM Portal before the S Pass can be issued or renewed. No corresponding PCP requirement appears on the Employment Pass key facts page.
Cards arrive on different timelines. An Employment Pass card arrives at the address provided 5 working days after registration or document verification. An S Pass card arrives 4 working days after registration or document verification.
Family members on either pass
Both passes can lead to a Dependant’s Pass if the salary condition is met. MOM’s Dependant’s Pass eligibility page requires the sponsor to hold an Employment Pass or S Pass, earn a minimum fixed monthly salary of S$6,000 based on the holder’s own salary rather than combined household income, and be sponsored by an established, Singapore-registered company.
The same S$6,000 figure appears on the S Pass eligibility page, which states that pass holders with a fixed monthly salary of at least S$6,000 are eligible for a Dependant’s Pass for their spouse and children. Employers can submit that application together with the S Pass application or separately at a later date.
A Dependant’s Pass covers a legally married spouse and unmarried children under 21 years old, including legally adopted children. Family members who are not eligible may qualify for a Long-Term Visit Pass. Many details of family documentation sit outside this material, so check MOM’s Dependant’s Pass pages for the full list.
Switching between the two passes
Upgrading an S Pass holder to an Employment Pass means submitting a new Employment Pass application. MOM states there is no need to cancel the S Pass while doing so, and that you do not need to advertise on the MyCareersFuture job portal for this upgrade. Normal new applications do carry the advertising step, which appears on both pass maps.
Downgrading works differently. An Employment Pass holder can consider an S Pass switch if they no longer meet the prevailing Employment Pass criteria, but the employer must ensure it meets the quota requirements and that the employee is eligible for an S Pass. There is no need to cancel the Employment Pass before applying, but cancel it once the S Pass is approved and before the S Pass is issued. Dependants need to apply for new Dependant’s Passes under the S Pass.
Deciding which pass to pursue
Employers and employment agents can check either route with the SAT before applying. The sequence below reflects the order MOM sets out on the two pass maps.
- Advertise on MyCareersFuture and consider all candidates fairly, unless the case is an S Pass upgrade, where MOM states no advertising is needed.
- Check the candidate’s salary against the correct age band and sector for that pass.
- Check that the employer has quota headroom and understands the levy, for any S Pass.
- Use the SAT to check eligibility before applying.
- Submit the application, wait for the outcome, and collect the in-principle approval letter if approved.
- Complete arrival steps: issue the pass, arrange registration if required, and receive the card.
MOM’s S Pass eligibility page adds a caution for SAT users. If the SAT shows the candidate is not eligible for the S Pass, MOM says you should not apply, because it will be rejected; if the SAT shows eligibility, MOM states there is around a 90% chance the candidate will get a pass.
Where the candidate clears the Employment Pass floor but the employer is unsure about COMPASS, the SAT and the Workforce Insights tool give the firm’s own C3 and C4 position before an application is submitted.
What to read next
- Employment Pass Application Guide: Fair Consideration, Eligibility, Documents and the EP Online Steps — walk through the stages around a fresh Employment Pass application.
- S Pass Salary Requirements in Singapore: Minimum Pay, Quota Levies and What Employers Pass On — see the S Pass pay floors and levy rules set out by pass.
- Dependant’s Pass Guide: Who Qualifies, How to Apply and What Family Members Can Do — check family eligibility beyond the S$6,000 salary condition.
- Checking Your Singapore Work Pass Application Status: MOM, ICA and Where Each Pass Is Tracked — find where each application is tracked after submission.
- Employment Pass hub — browse the rest of our Employment Pass coverage.
- S Pass hub — browse the rest of our S Pass coverage.
Official sources
- Key facts on Employment Pass
- Eligibility for Employment Pass
- Key facts on S Pass
- Eligibility for S Pass
- S Pass quota and levy requirements
- Can an Employment Pass holder switch to an S Pass?
- How do I upgrade my S Pass holder to an Employment Pass?
- Eligibility for Dependant’s Pass
These pages were retrieved on 2026-10-07, and the salary floors, levy rates and quota rules they publish change, so confirm every figure on the MOM page itself before you act. This site is not an immigration agent: it does not file applications or represent applicants, and it provides general information only, not immigration or legal advice.
