The S Pass quota is a hard limit set by the Ministry of Manpower (MOM). When a company’s quota is full, S Pass renewals cannot be approved. This article sets out the official quota rules, the levy, and the main alternatives — Employment Pass (EP) and Personalised Employment Pass (PEP) — using only current MOM published requirements.
How the S Pass Quota Works
MOM applies a Dependency Ratio Ceiling (DRC) by sector. The DRC is the maximum ratio of all foreign workers (Work Permit + S Pass holders) to the company’s total workforce.
| Sector | DRC (maximum foreign-worker share) |
|---|---|
| Construction | 83.3% |
| Process | 83.3% |
| Marine shipyard | 75% |
| Manufacturing | 60% |
| Services | 35% |
Within the DRC, there is a separate cap for S Pass holders specifically:
- Services sector: S Pass holders ≤ 10% of the company’s total workforce
- Construction, Manufacturing, Marine shipyard, Process sectors: S Pass holders ≤ 15% of the company’s total workforce
The total workforce count uses the average number of local employees (Singapore citizens and Permanent Residents) over the last three months, based on CPF contributions. Only local employees earning at least the Local Qualifying Salary (LQS) count toward the quota entitlement. The quota balance is updated every Saturday and visible on WP Online the next working day.
If a renewal application would push the company above its S Pass sub-quota, the application is rejected.
S Pass Levy
Since 1 September 2025, the S Pass levy is a flat $650 per month for all sectors and tiers. The daily rate is $21.37 (monthly × 12 ÷ 365, rounded up). Levy liability starts the day the pass is issued and ends when the pass is cancelled or expires. Employers must pay by GIRO.
S Pass Qualifying Salary (Current and From 2027)
| Sector | Current minimum (age 23) | Current maximum (age 45+) | For new applications from 1 Jan 2027 and renewals expiring from 1 Jan 2028 (age 23) | For new applications from 1 Jan 2027 and renewals expiring from 1 Jan 2028 (age 45+) |
|---|---|---|---|---|
| All except financial services | $3,300 | $4,800 | $3,600 | $5,100 |
| Financial services | $3,800 | $5,650 | $4,000 | $5,650 |
Salaries rise progressively with age. The full age-by-age tables are on MOM’s S Pass eligibility page.
Option A: Convert to Employment Pass (EP)
The EP has no quota and no levy. The employer must sponsor the application.
Stage 1: EP Qualifying Salary
| Sector | Current minimum (age 23) | Current maximum (age 45+) | For new applications from 1 Jan 2027 and renewals expiring from 1 Jan 2028 (age 23) | For new applications from 1 Jan 2027 and renewals expiring from 1 Jan 2028 (age 45+) |
|---|---|---|---|---|
| All except financial services | $5,600 | $10,700 | $6,000 | $11,500 |
| Financial services | $6,200 | $11,800 | $6,600 | $12,700 |
If the candidate’s fixed monthly salary is below the applicable EP qualifying salary, the application is ineligible regardless of COMPASS points.
Stage 2: COMPASS (must score ≥ 40 points)
Four foundational criteria (C1–C4) and two bonus criteria (C5, C6).
| Criterion | Points schedule |
|---|---|
| C1 Salary (candidate’s fixed monthly salary vs. local PMET salaries in sector by age) | ≥90th percentile: 20; 65th–<90th: 10; <65th: 0 |
| C2 Qualifications | Top-tier (top 100 QS, other highly-reputed Asian universities, Autonomous Universities, agency-endorsed): 20; Other degree-equivalent (UK ENIC-assessed, agency-endorsed professional quals, qualifying PEI): 10; None: 0 |
| C3 Diversity (candidate’s nationality share among firm’s PMETs) | Firm <25 PMETs: 10 (default); Firm ≥25 PMETs: <5% share: 20; 5–<25%: 10; ≥25%: 0 |
| C4 Support for local employment (firm’s local PMET share vs. sector) | Firm <25 PMETs: 10 (default); Firm ≥25 PMETs: ≥50th percentile: 20; 20–<50th: 10; <20th: 0. If firm-wide local PMET share ≥70% (pegged to 20th percentile economy-wide), at least 10 points guaranteed. |
| C5 Skills bonus (Shortage Occupation List) | Job on SOL + candidate nationality share <1/3: +20; ≥1/3: +10 |
| C6 Strategic Economic Priorities bonus | Participating in eligible agency/NTUC programme: +10 (up to 3 years or programme duration) |
COMPASS exemptions — no COMPASS needed if the candidate:
- Earns fixed monthly salary ≥ $22,500, or
- Is an overseas intra-corporate transferee, or
- Fills the role for 1 month or less.
Employers must still advertise on MyCareersFuture under the Fair Consideration Framework (FCF) before submitting a new EP application.
Use the Self-Assessment Tool (SAT) on MOM’s website to check eligibility before applying.
EP Duration
- First-time candidates: up to 2 years
- Renewals: up to 3 years
- Experienced tech professionals in shortage occupations: may qualify for 5-year duration
Medical insurance for EP holders is optional for employers.
Option B: Personalised Employment Pass (PEP)
PEP is for high-earning individuals and is not tied to an employer. It has no quota and no levy.
Eligibility
- Fixed monthly salary ≥ $22,500 (benchmark: top 10% of EP holders). For overseas candidates, last drawn salary must be within the last 6 months.
- To retain the PEP: must be continuously employed in Singapore; if unemployed >6 months, pass must be cancelled. Must earn fixed salary ≥ $270,000 per calendar year (if applied on/after 1 Sept 2023) or ≥ $144,000 (if applied before 1 Sept 2023).
Not eligible
- EP holders under sponsorship scheme
- Freelancers or those intending freelance work
- Sole proprietors, partners, or director-shareholders in ACRA-registered companies
- Restricted occupations (media, religion, etc. — see MOM’s restricted occupations list)
- Cannot start a business or conduct entrepreneurial activity on PEP (use EntrePass or ONE Pass instead)
PEP Duration
- Up to 3 years, non-renewable (issued only once)
- Can stay in Singapore up to 6 months continuously without a job to search for new employment
- If PEP expires, holder must obtain an EP or S Pass to continue working; existing PEP need not be cancelled for the new application
PEP Holder Obligations
- Notify MOM of annual income by 31 January of the following year
- Notify MOM of any changes to employment or personal information
Option C: New S Pass with a Different Employer
If the current employer’s quota is full, the candidate may seek a new employer with available S Pass quota. The new employer must:
- Meet the sector DRC and S Pass sub-quota
- Pay the $650 monthly levy
- Meet the S Pass qualifying salary for the candidate’s age and sector
- Use the SAT to pre-check eligibility (SAT-eligible candidates have ~90% chance of approval)
The candidate’s existing S Pass remains valid until its expiry date. Upon cancellation, a Short-Term Visit Pass (STVP) is typically issued; the duration is at ICA’s discretion.
Employer Actions to Manage Quota
- Monitor quota balance on WP Online (updated weekly).
- Increase local headcount — hiring local employees earning ≥ LQS raises the quota ceiling.
- Verify sector classification — the sector assigned at business activity declaration determines the DRC and sub-quota.
- Use Workforce Insights tool on myMOM Portal to view C3 and C4 scores and benchmarks.
- Consider EP conversion for roles that meet the higher salary and COMPASS requirements — removes quota and levy.
- For shortage occupations — check the Shortage Occupation List (SOL) for C5 bonus points; note redeployment restrictions if SOL points were needed to pass COMPASS or obtain 5-year EP.
Employee Steps If Renewal Is Rejected Due to Quota
- Confirm the S Pass expiry date on MOM’s portal.
- Discuss with employer whether EP conversion is possible (salary uplift + COMPASS check via SAT).
- Check PEP eligibility — only if fixed monthly salary ≥ $22,500.
- Search for other employers with quota headroom; new employer applies for a fresh S Pass.
- Prepare documents — degree certificates (with verification proof if claiming C2 points), salary slips, employment contracts.
- Track immigration status — after S Pass cancellation, the STVP duration is determined by ICA; do not overstay.
FAQ
What is the S Pass quota for my company?
The quota depends on your company’s sector and total workforce. Services: S Pass ≤ 10% of total workforce. Construction, Manufacturing, Marine shipyard, Process: S Pass ≤ 15% of total workforce. Total workforce is based on the 3-month average of local employees (CPF-contributing, earning ≥ LQS). Check the current balance on WP Online.
What is the current S Pass levy?
$650 per month for all sectors and tiers, effective 1 September 2025. Daily rate: $21.37.
Can I convert my S Pass to an EP if my salary is below the EP qualifying salary?
No. Stage 1 (EP qualifying salary) is a hard floor. If the fixed monthly salary is below the applicable threshold for the candidate’s age and sector, the application is ineligible regardless of COMPASS points.
How many COMPASS points do I need to pass?
40 points minimum.
Do I need to submit qualification documents for COMPASS C2?
Only if you need points from C2. If you do not need C2 points, you do not need to submit qualifications or verification proof. If you need C2 points, you must submit verification proof together with the qualifications.
What happens if my firm has fewer than 25 PMETs?
C3 (Diversity) and C4 (Support for local employment) each score 10 points by default.
Can I get a quota exemption?
MOM does not publish a general quota exemption framework for S Pass. The sources provided do not describe a quota exemption process for S Pass. Employers should manage headcount within the published DRC and sub-quota.
Is the PEP renewable?
No. The PEP is issued only once, for up to 3 years. After expiry, you must obtain an EP or S Pass to continue working.
Can an S Pass holder apply for a Dependant’s Pass for family?
Yes, if the S Pass holder earns a fixed monthly salary of at least $6,000.
Where can I check my firm’s C3 and C4 scores?
Use the Workforce Insights tool on the myMOM Portal.
