Work Passes in Singapore: EP, S Pass and Work Permit

Anyone who is not a Singapore citizen or permanent resident needs a valid work pass to work in Singapore, and the type of pass depends mainly on the job and the salary. This page starts with the law that makes a pass compulsory, the Employment of Foreign Manpower Act 1990, then explains the three main passes and the salary and points rules that decide eligibility. The salary figures move often, so each is dated.

This is general legal information, not legal advice. Consult a qualified advocate and solicitor about your situation. Figures are current as of 2026.

The law behind work passes

Work passes are not just an administrative process. They rest on the Employment of Foreign Manpower Act 1990 (EFMA), enforced by the Ministry of Manpower (MOM), which creates real criminal offences.

Section 5 is the core prohibition. A person must not employ a foreigner who does not hold a valid work pass, a foreigner must not work without one, and neither may work outside the conditions of the pass. Employing a foreigner without a valid pass carries a fine and can carry imprisonment, with heavier penalties, including mandatory imprisonment for individuals, on a repeat offence. It is generally not a defence to say you did not know the worker was a foreigner unless you checked the passport or identity document with due diligence.

The Act also protects workers from having costs shifted onto them. The foreign-worker levy is imposed on the employer as a statutory charge under section 11, recoverable as a debt, and sections 22A and 25 make it an offence for an employer to make the worker bear that levy or other employment costs through salary deductions or kickbacks. The levy is legally the employer's burden, not the worker's.

The Employment Pass (EP)

The Employment Pass is for foreign professionals, managers and executives in higher-skilled roles. Eligibility turns on two separate tests that must both be met: a minimum qualifying salary and the COMPASS points framework.

As of 2026, the minimum qualifying salary rises with age, to reflect the higher pay an experienced local professional would command. In most sectors it starts at S$5,600 a month for the youngest applicants and rises progressively to S$10,700 at age 45 and above. In the financial services sector the figures are higher, from S$6,200 up to S$11,800.

Meeting the salary floor is necessary but not sufficient. Since September 2023, most new EP applicants must also pass COMPASS, a points-based framework scored across factors such as salary, qualifications, and how the hire diversifies the employer's workforce. An applicant needs at least 40 points to pass. Some applicants are exempt from COMPASS, including where the fixed monthly salary is at least S$22,500, for very short assignments, and for certain intra-company transfers. COMPASS is a layer on top of the salary floor, not a substitute for it.

The S Pass

The S Pass is for mid-skilled staff, such as technicians. As of 2026 the qualifying salary starts at S$3,300 a month for the youngest applicants and rises by age to S$4,800, with a higher entry point in the financial services sector. S Pass holders are also subject to a quota (the dependency ratio ceiling) and a levy payable by the employer, so an eligible salary does not guarantee a pass if the employer is at its quota.

The Work Permit

The Work Permit is for lower-wage and sector-based migrant workers, for example in construction, manufacturing, marine, process and services. Unlike the EP and S Pass, there is no minimum salary requirement. Eligibility instead turns on the worker's source country, the sector, and the employer's quota, and the employer pays a monthly levy that varies by sector and the worker's skill classification. Because these levy rates and quotas change, employers should check MOM's current levy tables rather than rely on a general figure.

Why the figures are dated

The salary thresholds and COMPASS points are MOM policy set by administrative decision, not numbers written into the Act, and MOM changes them on a published schedule. The Employment Pass minimum salary has already moved more than once in recent years, and MOM has pre-announced the next increase for 1 January 2027. That is why every figure on this page is marked as current as of 2026: a salary table read a year from now may be out of date even though the underlying law in the Employment of Foreign Manpower Act has not changed. For the wider employment relationship once a pass is granted, see the employment law section.

Frequently Asked Questions

Do I need a work pass to work in Singapore?

Yes, unless you are a Singapore citizen or permanent resident. Under section 5 of the Employment of Foreign Manpower Act 1990 it is a criminal offence to work without a valid pass, and for an employer to employ a foreigner without one. Penalties include fines and, in some cases, imprisonment, with heavier penalties for repeat offenders.

What is the minimum salary for an Employment Pass in Singapore?

As of 2026 the Employment Pass minimum qualifying salary runs from S$5,600 a month for the youngest applicants up to S$10,700 at age 45 and above, and from S$6,200 to S$11,800 in the financial services sector. Applicants must also pass the COMPASS points framework. MOM has announced a further increase from 1 January 2027, so confirm the current figure.

What is COMPASS and do I need to pass it?

COMPASS is a points-based framework most new Employment Pass applicants must pass, scoring factors such as salary, qualifications and workforce diversity. An applicant needs at least 40 points. Some are exempt, including where the fixed monthly salary is at least S$22,500. COMPASS applies on top of the minimum qualifying salary, not instead of it.

What is the difference between an S Pass and a Work Permit?

The S Pass is for mid-skilled staff and has a qualifying salary, from S$3,300 up to S$4,800 by age as of 2026, plus a quota and an employer-paid levy. The Work Permit is for lower-wage and sector-based workers and has no minimum salary, but is governed by source-country rules, sector quotas and levies set by MOM.

Can my employer make me pay the foreign-worker levy?

No. Under section 11 of the Employment of Foreign Manpower Act 1990 the levy is a statutory charge on the employer, and sections 22A and 25 make it an offence for an employer to shift that levy or other employment costs onto the worker through salary deductions or kickbacks. The levy is legally the employer's burden.