Category: Visa & Work Pass

[SUMMARIES]

Employment Pass (EP) holders are legally allowed to own 100% of a Singapore company’s shares as a passive investment.

You cannot act as the local resident director for your new company without a specific Letter of Consent (LOC) from MOM, as this counts as “working.”

Operating a business without authorization can lead to EP cancellation and future bans.

You can use a Nominee Director service to satisfy ACRA requirements while remaining the owner.

For full-time entrepreneurship, consider transitioning to an EntrePass or ONE Pass.

[/SUMMARIES]

Can an employment pass holder start a business in Singapore? The answer is yes, but strictly limited to ownership, not management. Navigating Ministry of Manpower (MOM) regulations is crucial, as you must distinguish between being a Shareholder (allowed) and a Director (restricted). Koobiz helps you navigate these critical Shareholder vs. Director distinctions, ensuring you can legally register your company and capitalize on Singapore’s market without jeopardizing your current Employment Pass.

Can an Employment Pass Holder Start a Business in Singapore?

Yes, an Employment Pass holder can start a business in Singapore, provided they limit their role to passive shareholding and do not engage in the daily operations or executive management of the new company.

There are three critical legal pillars supporting this answer:

1. Ownership Rights: Singapore law allows foreigners (including EP holders) to own shares in local companies.
2. Employment Restrictions: The EP is sponsored by a specific employer, meaning you cannot “work” for another company (including your own) without MOM approval.
3. Directorship Requirements: Every Singapore company must have at least one locally resident director, a role an EP holder generally cannot fill for their own startup initially.

As a result, while EP holders are allowed to start a business through incorporation and share ownership, they are restricted from running it as a director or employee. This distinction is crucial, as misinterpreting it is one of the most common causes of work pass compliance breaches. To manage this safely, it is essential to clearly understand the legal and functional differences between ownership and active management within a company structure.

Shareholder vs Director: Understanding the Legal Distinction

In the context of Singapore corporate law, the Shareholder is the owner who provides capital and enjoys dividends, whereas the Director is the executive officer responsible for managing the company’s affairs and operations.

Feature	Shareholder (The Owner)	Director (The Manager)
Core Function	Provides capital; owns a piece of the company.	Manages operations; legally responsible for the company.
Key Activities	Voting at AGMs, receiving dividends.	Signing contracts, hiring staff, opening bank accounts.
MOM Status for EP	Allowed (Considered passive investment).	Restricted (Considered “working/moonlighting”).
Requirement	None (Can hold 100% shares).	Needs Letter of Consent (LOC) or Nominee Director.

While these roles often overlap in small businesses founded by citizens or Permanent Residents (PRs), MOM regulations force a strict separation for EP holders. Confusing these two roles is where most foreign entrepreneurs inadvertently breach their visa conditions.

Rights of an EP Holder as a Shareholder

You have the unrestricted right to hold up to 100% of the shares in a Singapore private limited company, as MOM classifies this as passive investment rather than employment.

Restrictions on Acting as a Local Director

You cannot act as the local resident director of a new entity without a Letter of Consent (LOC), as directorship is considered “employment” and violates the “no moonlighting” condition of your EP.

Exceptions: When You Can be a Director

MOM generally prohibits EP holders from acting as directors for unrelated entities, but specific exceptions exist for corporate hierarchies.

You generally need a Letter of Consent (LOC) to be a director, which MOM typically issues an LOC only where the appointment is a secondary directorship within the same corporate group, such as when the new company is a subsidiary or affiliate of the EP holder’s existing employer. This framework is designed to accommodate regional or group executives overseeing related entities, and it rarely applies to personal startups or independent ventures.

Separately, EP holders are strongly advised to obtain a written Letter of No Objection from their current employer before acquiring shares or accepting any formal role. While this letter is not mandated by MOM, it is an important contractual safeguard. It confirms that the employer consents to the investment or appointment, reducing the risk of breach of employment terms, particularly clauses relating to conflicts of interest or outside business activities.

Risks of Non-Compliance for EP Holders

There are three severe consequences for EP holders who illegally act as directors or employees of their own companies: immediate revocation of the work pass, financial penalties, and a potential permanent ban from working in Singapore.

Singapore takes its manpower laws seriously. The authorities actively monitor ACRA records and income declarations.

Visa Cancellation

If an Employment Pass holder is found to be “moonlighting” — meaning actively working for their own startup while holding an EP sponsored by another employer — the Ministry of Manpower (MOM) may cancel the EP with immediate effect. In practice, the individual is usually issued a Short-Term Visit Pass (STVP), commonly valid for about 30 days (the exact duration depends on MOM’s assessment), to allow time to settle personal and business matters before departing Singapore.

Fines and Prosecution

Under the Employment of Foreign Manpower Act (EFMA), penalties are severe. Offenders can face fines of up to SGD 30,000 and/or imprisonment for up to 12 months (or more for severe illegal employment offenses).

Future Ban

In addition to immediate penalties, MOM may impose restrictions or a complete ban on future work pass applications. This includes Employment Passes, S Passes, and Work Permits. Such a ban can effectively end the individual’s ability to work in Singapore and severely limit professional prospects within the region.

Given these high stakes, it is crucial to use the correct legal structure when setting up your business. This is where services like Koobiz become essential for safe incorporation.

Real-World Scenarios: Compliant vs. Non-Compliant

To better understand how these rules apply in practice, let’s look at three scenarios of EP holders attempting to start a business.

These case studies illustrate the difference between passive ownership, illegal operation, and compliant structuring.

Scenario 1: The Passive Investor (Compliant)

Meet John. He is a Marketing Director at a large multinational firm in Singapore on an EP. He sees potential in his friend’s new cafe venture and transfers $50,000 in exchange for 30% equity. John attends quarterly shareholder meetings to vote on the budget, but he never serves coffee, manages the staff, or signs supplier contracts.

Verdict: Compliant.

John’s role is purely that of a shareholder. His involvement is confined to capital injection and high-level voting rights that come with equity ownership. As he carries out no managerial or operational functions, his dividends are considered passive investment income, which is permitted under EP rules.

Scenario 2: The “Silent” Director (Non-Compliant)

Meet Sarah. She is a Software Engineer on an Employment Pass who wants to do freelance work on the side. She sets up a consultancy company and appoints a friend as a “dummy” director on paper. In practice, Sarah spends her evenings coding for clients, issuing invoices, and responding to customer emails using her personal account.

Verdict: Non-Compliant.

Even though she works after hours, Sarah is actively “working” for an entity other than her visa sponsor. This constitutes “moonlighting.” If discovered, she faces immediate EP cancellation and a potential ban from Singapore.

Scenario 3: The Tech Founder Strategy (Compliant)

Meet Mike. He wants to launch a SaaS platform but knows he cannot legally work on it yet. Mike incorporates the company using a Nominee Director service (like Koobiz) and takes 100% shareholding. He hires a local developer to build the product. Mike provides the capital and the vision (as a shareholder) but does not write code or manage daily operations. Once the company gains traction, he applies for an EntrePass to actively run it.

Verdict: Compliant.

Mike clearly separates ownership from employment. By using the correct legal structure, he is able to own the business without breaching his EP conditions until he secures the appropriate visa to actively run the company.

How to Register a Company as an EP Holder: A Step-by-Step Guide

To register a Singapore company safely as an EP holder, follow this structured process to ensure you satisfy the local director requirement while retaining 100% ownership.

Since you cannot act as the local director initially, the standard incorporation steps are modified to include the Nominee Director arrangement.

Step 1: Secure a Nominee Director

Engage a corporate service provider (like Koobiz) to provide a local resident director.

This satisfies the Companies Act requirement while you remain the 100% shareholder. Ensure you sign a Power of Attorney and Indemnity Agreement to limit their authority purely to compliance.

Step 2: Name Reservation & Document Preparation

Check your desired business name availability on the ACRA portal and prepare your documents.

Once the name is approved, compile your passport, proof of Singapore residential address, and the Nominee Director’s particulars for the incorporation application.

Step 3: Submit Incorporation to ACRA

Authorize your corporate secretary to submit the application digitally via BizFile+.

Upon approval (usually within hours), you will receive your Unique Entity Number (UEN) and the electronic Certificate of Incorporation, confirming you are the legal owner.

Step 4: Open Corporate Bank Account

Schedule an appointment with a bank to open your corporate account.

You will serve as the sole authorized signatory, ensuring you have full control over company funds. The Nominee Director may need to sign the initial resolution, but they will not have access to the account.

This structure allows you to own a legitimate Singapore company while keeping your EP status safe. However, if your goal is to quit your job and run the business full-time, you need a different strategy.

Alternatives for Foreign Entrepreneurs in Singapore

If you wish to act as the Director and actively manage your business, you must transition from an Employment Pass to an entrepreneurial visa such as the EntrePass or the ONE Pass.

Staying on an EP limits your potential to scale the business personally. Singapore offers specific visa categories designed for founders.

Employment Pass vs. EntrePass

While the Employment Pass is tied to a specific job offer, the EntrePass is designed for foreign entrepreneurs who want to start and actively operate a new business in Singapore.

Feature	Employment Pass (EP)	EntrePass
Primary Purpose	For professionals with a specific job offer.	For entrepreneurs starting a new business.
Eligibility Basis	Salary (>SGD 5,600/mth) & Qualifications.	VC backing, Innovative IP, or Track Record.
Directorship Status	Restricted (Needs LOC/Nominee).	Allowed (You can be the local director).
Renewal Criteria	Continued employment & salary requirement.	Total business spending & local employees hired.

ONE Pass and Tech.Pass Flexibility

The Overseas Networks & Expertise (ONE) Pass and Tech.Pass are premium visa categories that offer significantly more flexibility, allowing holders to start, operate, and be directors of multiple companies simultaneously.

Feature	ONE Pass	Tech.Pass
Target Audience	Top talent (Business, Arts, Sports, Academia).	Established Tech Leaders & Experts.
Criteria	Earn ≥ SGD 30,000/month or outstanding achievements.	Proven track record in scaling tech companies.
Flexibility	Work for/start multiple companies; no new pass needed.	Start/operate businesses, mentor startups, lecture.

These “Rare Attributes” in the visa ecosystem provide the ultimate freedom for high-net-worth individuals or top-tier tech founders.

Frequently Asked Questions on EP Business Ownership

Can I sign contracts for my new company while on EP?

No. Signing contracts, invoices, or cheques is considered “working” as a director, which is prohibited without an LOC. These tasks must be handled by your Nominee Director or a local manager.

Do I need to inform my current employer if I just own shares?

Yes, check your employment contract first. While MOM allows shareholding, your employer might have non-compete clauses. Transparency prevents conflicts of interest that could lead to termination and EP cancellation.

Can my spouse (on Dependant’s Pass) be the local director?

Generally, no. DP holders can no longer work via a simple LOC. To be a director, they must either own 30% of the business and hire a local (via LOC) or apply for their own Employment Pass or Work Permit.

What is the minimum paid-up capital to register the company?

The statutory minimum is SGD 1. However, if you intend to apply for a work pass under this company in the future, a paid-up capital of around SGD 50,000 is typically recommended to demonstrate financial viability to MOM.

Can I use my home address as the registered office?

Yes, subject to HDB/URA approval under the Home Office Scheme. However, most owners use a professional registered address service (like Koobiz) to keep their home address private from public ACRA records.

Can I hire employees for my new company?

Yes, your company can hire locals and foreigners. However, you cannot hire yourself while holding an EP with another employer. To work for your own company, you must obtain a new work pass under the new entity.

About Koobiz

Navigating the complexities of Singapore’s corporate regulations while holding an Employment Pass can be daunting. At Koobiz (koobiz.com), we specialize in bridging the gap for foreign entrepreneurs. Whether you need a trusted Nominee Director, seamless Company Incorporation, or expert advice on Tax and Accounting compliance, our team ensures your business foundation is solid and legally compliant.

Don’t let visa restrictions stop your entrepreneurial journey. Contact Koobiz today for a consultation on how to structure your Singapore business safely and effectively.

[SUMMARIES]

The S Pass is a work visa for mid-skilled professionals in Singapore, allowing them to live and work legally under employer sponsorship.

Applicants must meet minimum salary requirements, and employers must follow MOM’s quota rules.

The pass is valid for up to two years and can be renewed if conditions are met.

Understanding its rights, limitations, and operating rules helps both employees and employers work effectively within Singapore’s workforce system.
[/SUMMARIES]

This 2026 guide explains everything you need to know about the S Pass in Singapore, including eligibility criteria, salary requirements, and the step-by-step application process. It offers clear and practical guidance for both employers and foreign professionals planning to work in Singapore.

What Is an S Pass in Singapore?

The S Pass is a work visa issued by Singapore’s Ministry of Manpower (MOM) for mid-skilled foreign employees. It targets the Associate Professionals and Technicians (APT) segment, including roles such as technicians, supervisors, engineers, and IT support staff.

Unlike the Employment Pass (EP), which is intended for senior professionals, the S Pass is designed for skilled workers with a combination of technical qualifications and practical experience. It is an employer-sponsored pass, meaning applicants must secure a confirmed job offer and cannot apply independently.

As of 2026, the S Pass is regulated through:

• Quota controls (DRC) limiting the number of S Pass holders per company
• Monthly levy paid by employers
• Salary and education benchmarks set by MOM

The S Pass is typically valid for up to two years and can be renewed if both the employer and applicant continue to meet MOM’s requirements.

S Pass Eligibility Requirements (2026 Updates)

To qualify for an S Pass in 2026, applicants must meet the rigorous standards set by Singapore’s Ministry of Manpower (MOM). The S Pass assessment in 2026 is built upon four critical pillars: Qualifying Salary, Quota Availability, Enhanced Medical Protection, and Candidate Profile.

Qualifying Salary Criteria (Age & Sector Benchmarks)

The qualifying salary is the primary factor for S Pass eligibility. MOM benchmarks these figures against the top one-third of local Associate Professionals and Technicians (APT) wages to ensure fair competition.

Minimum Monthly Salary (Effective Sep 2025 – 2026):

Sector	New Applications (Minimum)	Older / Experienced Candidates
General Sectors	$3,300	Up to $4,800 (for age 45+)
Financial Services	$3,800	Up to $5,650 (for age 45+)

Pro-Tip: Transitional salaries ($3,150 for General / $3,650 for Finance) may still apply for renewals expiring before September 1, 2026. However, all new applications submitted in 2026 must adhere to the higher benchmarks above.

Educational Qualifications (Optional Declaration)

A significant update for 2026 is that declaring qualifications is optional for S Pass applications. MOM now prioritizes the salary level as the most reliable indicator of a candidate’s skill level.

However, if an employer chooses to declare qualifications to strengthen the application profile, the following rules apply:

• Authenticity: Certificates must be genuine and awarded by accredited institutions.
• Verification: MOM may require a verification report from approved independent screening agencies (such as DataFlow or RiskManagement) before the pass can be issued.
• MOM-Recognised: The institution must be found within the pre-approved list in MOM’s application portal.

Enhanced Medical Insurance (EMI) – Mandatory Standard

Since July 2025, MOM has significantly increased the insurance requirements to protect both employers and employees from high medical costs.

• Minimum Annual Coverage: $60,000.
• Scope of Coverage: Must include inpatient care and day surgery.
• Direct Settlement: Insurers are now required to pay hospitals directly, reducing the cash-flow burden on employers.
• Co-payment Structure: For claim amounts above $15,000, a co-payment of 75% by the insurer and 25% by the employer is standard.

MOM Self-Assessment Tool (SAT) – The Preliminary Check

Before officially submitting an S Pass application, it is mandatory for employers to use the MOM Self-Assessment Tool (SAT).

• Real-time Algorithm: The SAT uses MOM’s 2026 live data to evaluate the candidate’s age, salary, and company quota.
• 90% Approval Probability: A “Likely to Qualify” result provides high confidence for approval, provided all declared information is accurate and the company has sufficient Dependency Ratio Ceiling (DRC).

S Pass Quota & Levy – What Employers Need to Know

The S Pass is strictly regulated by quota and levy controls managed by the Ministry of Manpower (MOM). These mechanisms ensure businesses maintain a balanced ratio of local to foreign employees.

S Pass Quota (Dependency Ratio Ceiling)

The quota limits the number of S Pass holders based on a company’s total workforce. To be counted in the quota, local employees must earn at least the Local Qualifying Salary (LQS), which is $1,600 in 2026.

• Services Sector: Capped at 10% of the total workforce.
• Other Sectors (Manufacturing, Construction, Marine, Process): Capped at 15%.

Foreign Worker Levy (Updated 2026)

Employers must pay a monthly levy for each S Pass holder. As of September 2025, MOM has harmonized the levy rates across all tiers and sectors to simplify the system.

• Monthly Levy Rate: $650 per S Pass holder.
• Daily Levy Rate: $21.37 (applicable for incomplete months of employment).

This levy is a mandatory tax and is non-refundable. Employers should use the MOM Quota Calculator via the myMOM Portal to verify their current availability before submitting any new applications or renewals, as exceeding the quota will lead to immediate rejection.

How to Apply for an S Pass – Step-by-Step Guide

The S Pass application is a fully digital process managed via Singapore’s myMOM Portal (formerly EP eService). Applications can only be submitted by the employer or an MOM-licensed employment agent; candidates cannot apply for themselves.

Step 1 – Submit the Application

The employer initiates the process by submitting the candidate’s details and job offer online.

• Application fee: A non-refundable $105 per application.
• Eligibility check: Employers must use the Self-Assessment Tool (SAT) to confirm the candidate meets the 2026 salary and quota requirements.
• Consent: Written consent from the candidate is mandatory before submission.

Step 2 – MOM Review

MOM evaluates the application based on the candidate’s profile and the employer’s quota availability (Dependency Ratio Ceiling – DRC).

• Processing time: Most online applications are processed within 10 business days.
• Tracking: Application status can be monitored in real-time via the myMOM Portal.

Step 3 – In-Principle Approval (IPA)

If approved, MOM issues an In-Principle Approval (IPA) letter.

• Purpose: Acts as a pre-entry approval for candidates outside Singapore.
• Validity: Typically valid for 60 days.
• Conditions: The candidate must meet all requirements stated in the IPA, such as completing a medical examination in Singapore.

Step 4 – Pass Issuance & Biometrics

The candidate must be in Singapore to complete this final stage within the IPA validity period.

• Issuance fee: $100, payable online by the employer.
• Immediate work authorisation: A Notification Letter is issued upon payment, allowing the candidate to start work immediately and travel in/out of Singapore while awaiting the card.
• Biometrics: If required, the candidate must register fingerprints and photographs at the Employment Pass Services Centre (EPSC).
• Card delivery: The physical S Pass card is delivered to the employer’s address within 5 working days after registration.

How Long Does It Take to Get an S Pass?

The processing time for an S Pass varies depending on the employer’s entity type. In 2026, the Ministry of Manpower (MOM) adheres to the following standard timelines:

• Singapore-registered Companies (Online): Applications are typically processed or updated within 10 business days.
• Overseas Companies (No registered office in Singapore): Due to additional vetting, most cases are processed within 8 weeks.
• Physical Card Delivery: You will receive the S Pass card within 5 working days after completing fingerprint/photo registration or document verification.

Note: These timelines may be extended if MOM requires additional documents.

Common Reasons Why S Pass Applications Are Rejected

MOM’s assessment in 2026 is highly stringent. Most rejections occur due to the following non-compliance issues:

• Salary and Age Benchmarks: The offered salary is either below the $3,300 minimum or does not scale appropriately with the candidate’s age and years of experience. High-seniority roles with “entry-level” salaries are frequently flagged.
• Quota and LQS Compliance: The company has exceeded its Dependency Ratio Ceiling (DRC) or lacks sufficient local employees earning the Local Qualifying Salary (LQS) of $1,600 to support a new S Pass seat.
• Educational Qualifications (if declared): If academic qualifications are declared, they must be from recognized institutions and pass MOM-approved third-party verification (such as DataFlow). Rejections occur if qualifications cannot be verified, are deemed non-equivalent to a degree/diploma, or are irrelevant to the job role.
• Inconsistent Job Profiles: Discrepancies between the declared job duties and the candidate’s actual work history, or a job description that does not reflect an Associate Professional and Technician (APT) level role.
• Employer Track Record: Companies with poor compliance history, such as late CPF contributions or non-adherence to the Fair Consideration Framework (FCF) advertising requirements, face higher rejection risks.

S Pass Renewals & Cancellations

Proper management of S Pass validity is essential to ensure compliance and avoid legal penalties.

S Pass Renewals

• When to Apply: Up to 6 months before expiry.
• Eligibility: Candidates must meet the current 2026 salary and quota requirements, regardless of their initial application criteria.
• Medical Insurance: Coverage must comply with the Enhanced Medical Insurance (EMI) 2026 standards.
• Processing Time: Usually 10 business days, similar to new applications.

S Pass Cancellations

• Timeline: Must be cancelled within 1 week of the employee’s last working day or contract termination.
• Levy Obligations: Employers are liable for the monthly levy until the pass is officially cancelled in the myMOM Portal.
• Stay Period: Upon cancellation, a 30-day Short-Term Visit Pass (STVP) is typically issued to allow the employee to settle affairs.
• Tax Clearance: Employers must file the Form IR21 with IRAS and withhold the employee’s final salary for tax clearance before departure.

S Pass Benefits & Limitations

The S Pass offers mid-level foreign professionals the opportunity to live and work legally in Singapore, while balancing regulatory requirements. Understanding its benefits and limitations is key for both employees and employers.

Key Benefits

• Legal Work & Residency: Live and work in Singapore legally for the duration of your S Pass.
• Family Sponsorship: Eligible holders can sponsor spouses, children, and certain dependents, subject to salary and MOM approval.
• Mandatory Healthcare: Employers provide medical insurance covering inpatient care and day surgery, ensuring peace of mind.
• Path to Permanent Residency (PR): Consistent employment and contribution in Singapore may allow S Pass holders to apply for PR.

Important Limitations

• Employer-Specific: S Pass is tied to one employer. Changing jobs requires a new S Pass application from your new employer.
• Quota & Levy Restrictions: Employers must comply with the S Pass quota and pay the monthly levy for each holder.
• Salary Benchmarks: To remain eligible, your salary must meet MOM’s age and experience benchmarks for mid-skilled professionals.
• Business Ownership Restrictions: S Pass holders generally cannot register or run a company in Singapore.

Pro Tip for Professionals: If your qualifications and salary grow significantly, consider upgrading to an Employment Pass (EP). This removes quota limits and eliminates the monthly levy for your employer, giving you more career flexibility.

Can S Pass Holders Bring Family Members to Singapore?

Yes! If you are an S Pass holder, you can bring your immediate family to Singapore through a Dependant’s Pass (DP) or Long-Term Visit Pass (LTVP) – provided you meet certain criteria.

Sponsorship: Your company must be established and registered in Singapore, as only employer-sponsored applications are accepted.

Minimum Salary Requirement: To sponsor your family, you must earn at least SGD 6,000 per month (personal income only, not household combined).

Eligible Family Members:

• Dependant’s Pass (DP): Your legally married spouse and unmarried children under 21, including legally adopted children.
• Long-Term Visit Pass (LTVP): Your common-law spouse, unmarried step-children under 21, or unmarried handicapped children aged 21 and above.

Special Case – Parents: Only available for those earning a fixed monthly salary of at least $12,000.

Bringing your family to Singapore can make your relocation more comfortable and help you settle in smoothly. Make sure to check all eligibility criteria before applying to avoid delays.

S Pass vs Employment Pass in Singapore – Which Work Visa Is Right for You?

Feature	S Pass (Mid-Skilled)	Employment Pass (High-Skilled)
Minimum Salary	From SGD 3,300 (SGD 3,800 for Finance sector)	From SGD 5,600 (SGD 6,200 for Finance sector)
Quota & Levy	Subject to quota + SGD 650 monthly levy	No quota + No levy
Assessment System	Fixed eligibility criteria	COMPASS (points-based framework)
Family Sponsorship (DP/LTVP)	Minimum salary SGD 6,000	Minimum salary SGD 6,000
Parents (LTVP)	Minimum salary SGD 12,000	Minimum salary SGD 12,000

Which One Should You Choose?

• S Pass is suitable for technical, skilled, or supervisory roles with mid-range salaries. Employers must have an available quota and be prepared to pay the monthly levy.
• Employment Pass (EP) is ideal for managers, executives, and specialists. Although salary requirements are higher, it offers greater flexibility for employers (no quota or levy) and stronger family sponsorship options for the pass holder.

Pro Tip: If you qualify for both passes, the Employment Pass is generally the better choice, as it removes quota restrictions and monthly levy costs for your employer, and provides more long-term flexibility for you.

Get Expert S Pass Assistance with Koobiz

Applying for an S Pass can be complex due to strict salary benchmarks, quota limits, and detailed documentation requirements. Even small errors may result in delays or rejection.

Koobiz provides end-to-end support for employers and professionals, including:

• S Pass eligibility and quota assessment
• Application and renewal submission
• Document review and preparation
• Dependant’s Pass (DP) and Long-Term Visit Pass (LTVP) applications

With in-depth expertise in MOM regulations, Koobiz ensures your S Pass process is accurate, compliant, and completed efficiently saving you time and reducing risk.

FAQs About S Pass in Singapore

What is the minimum salary required for an S Pass?

The minimum starts at $3,300 ($3,800 for the Finance sector). The exact requirement scales upward based on the applicant’s age and experience, reaching up to $4,800+ for older candidates.

Can an S Pass holder apply for Singapore PR?

Yes. S Pass holders are eligible to apply for Permanent Residency (PR) via the PTS scheme. Approval is at the discretion of ICA, based on factors like salary, qualifications, and length of stay.

Does an S Pass allow me to work in Singapore?

Yes, but only for the specific employer that sponsored the pass. To change jobs, your new employer must apply for and obtain approval for a new S Pass before you can start.

[SUMMARIES]

Work Permit (WP) cancellation in Singapore ensures foreign workers’ employment ends legally and smoothly.

Employers must cancel the WP within seven days to stop levy charges, avoid fines, and secure the $5,000 Security Bond.

The process includes tax clearance, final salary settlement, repatriation, and issuing a Special Pass if needed.

Proper compliance protects employers from legal, financial, and reputational risks while finalizing the worker’s exit.
[/SUMMARIES]

Work Permit Cancellation ensures a smooth and compliant end to your foreign worker’s employment in Singapore. This 2026 guide covers everything employers need to know, including timelines, online procedures, Special Pass issuance, security bond refunds, and common pitfalls to avoid.

What is Work Permit (WP) Cancellation?

Work Permit (WP) cancellation is a mandatory administrative process through which an employer informs the Ministry of Manpower (MOM) that an employment relationship has ended. Under Singapore’s Employment of Foreign Manpower Act, employers are required to revoke a foreign worker’s work authorization when their contract expires, is terminated, or the worker resigns.

Cancelling a Work Permit is not just a formality—it is a legal obligation. Proper cancellation ensures:

• Cessation of Foreign Worker Levy (FWL): Daily levy charges stop immediately as of the cancellation date.
• Regulatory Compliance: Employers avoid fines, penalties, or losing the $5,000 Security Bond if the worker overstays.
• Repatriation Responsibility: It triggers the necessary steps to ensure the worker’s safe return to their home country, as required by MOM.

Not cancelling a Work Permit within the required timeline (usually 7 days) can lead to serious legal consequences, including forfeiture of the Security Bond and restrictions on hiring foreign workers in the future.

Critical Timeline – When Must You Cancel a Work Permit?

Adhering to the Ministry of Manpower (MOM) timeline is essential to maintain your company’s clean employment record and avoid unnecessary financial liabilities.

Mandatory Cancellation Deadlines (The 1-Week Rule)

• Employers must cancel a Work Permit within 1 week after the last day of notice.
• If the worker has already left Singapore permanently and will not return to work for you, the Work Permit must be cancelled within 1 week from the departure date.

When Does the Levy Billing Stop?

To avoid unnecessary costs, it’s important to know exactly when your obligation to pay the Foreign Worker Levy (FWL) ends:

• Levy Cessation: Your obligation to pay the Foreign Worker Levy (FWL) ends the day before the Work Permit is cancelled. Example: If you cancel the permit on January 25, levy charges will apply only until January 24.
• Avoid Overpayment: MOM does not automatically refund levy paid for missed cancellations. Timely formal cancellation is the only way to stop daily charges.

Pre-Cancellation Checklist for Employers (Must-Do)

To avoid legal disputes and ensure a smooth exit, employers must complete these critical steps before clicking “Cancel” on WP Online.

Tax Clearance (Form IR21) – For Eligible Workers

Tax clearance is the mandatory process of ensuring a foreign employee settles all tax liabilities before their departure from Singapore.

• Who Needs It: You must file Form IR21 for all non-Singaporean employees (including Work Permit holders) who are terminating their employment, starting an overseas posting, or leaving Singapore for more than three months.
• The Exemption: You are generally exempt from filing Form IR21 for Work Permit holders if their total annual income is below the taxable threshold (currently S$21,000) and other conditions are met. Always verify their residency status with IRAS to ensure compliance.
• Timeline & Withholding Salary: Submit Form IR21 at least 1 month before the worker’s last day of employment. Employers are legally allowed to withhold the employee’s final payment, including basic salary and bonuses, until tax clearance is confirmed.

Settle All Outstanding Salaries & Payments

MOM takes salary disputes seriously. Before cancellation:

• Final Pay: Clear all basic wages, overtime pay, and encashment of unused annual leave.
• Deadline: Ideally, all payments should be settled by the worker’s last day of work to ensure a clean tax clearance and cancellation process.
• Proof: Keep signed salary vouchers or bank transfer receipts as evidence

Repatriation Obligations (Return Air Ticket)

Employers are legally responsible for the worker’s return to their home country.

• Full Coverage: Purchase a return flight, including check-in luggage.
• Destination: Ticket should be to the nearest international airport in the worker’s home country (unless otherwise agreed in writing).
• No Cost-Sharing: The airfare cannot be deducted from the worker’s salary or security bond.

Clear Communication on Departure

Finalize logistics to avoid “missing worker” issues:

• Special Pass: Inform the worker they may receive a 14-day Special Pass to settle their affairs before departure.
• Card Disposal: Instruct the worker to surrender their physical Work Permit card. Under 2026 guidelines, most cards should be cut in half and disposed of after the digital cancellation is complete.

Step-by-Step Guide: How to Cancel a Work Permit Online

Cancelling a Work Permit doesn’t have to be complicated. Whether your worker is still with you or has already headed home, following these clear steps will ensure a smooth transition for both parties.

Quick Comparison: Work Permit Cancellation – Singapore

Step / Feature	Worker Still in Singapore	Worker Already Left Singapore
Login	WP Online	WP Online
Cancellation	Select employee & follow prompts	Select “Worker has left Singapore”
Special Pass	Print & hand to worker (valid up to 14 days)	Not applicable
Departure	Worker presents Special Pass & passport at checkpoint	MOM verifies departure
Security Bond	Non-Malaysian: discharged ~1 week after departure if conditions met. Malaysian: not applicable	Non-Malaysian: discharged ~2 weeks after verification if conditions met. Malaysian: not applicable
Compliance	Worker must leave before Special Pass expires	Cancel within 7 days of departure

Option 1: If Your Worker is Still in Singapore

• Step 1 – Quick Login: Access the WP Online
• Step 2 – Simple Cancellation: Select the employee you wish to off-board and follow the guided prompts. It’s a straightforward process that takes only a few minutes.
• Step 3 – Print the Special Pass: Once the cancellation is successful, the system will generate a Special Pass. Please print this out and hand it to the worker. This allows them to stay in Singapore legally (usually for 14 days) while preparing to fly home.
• Step 4 – Departure at the Checkpoint: The worker simply needs to present their Special Pass and passport to the officers at the airport or checkpoint.
• Step 5 – Security Bond Release: For non-Malaysian workers, the Security Bond is usually discharged about one week after departure, provided all cancellation conditions are met. Malaysian workers are exempt from the Security Bond requirement, so this step does not apply to them.

Option 2: If Your Worker Has Already Left Singapore

• Step 1 – Log in to WP Online
• Step 2 – Choose the Right Reason: From the menu, simply select “Worker has left Singapore”.
• Step 3 – The 7-Day Window: To stay fully compliant with MOM, make sure to submit this cancellation within 7 days of their departure date.
• Step 4 – Relax and Wait for the Refund: Once MOM verifies the departure with immigration records, your Security Bond will typically be discharged within 2 weeks.

Post-Cancellation Obligations – Bond & Card Return

Even after a Work Permit is cancelled, employers have certain obligations to complete. This ensures compliance with MOM and smooth finalisation of the employment relationship.

Returning the Physical Work Permit Card (Is It Still Required?)

• Physical card return: Once the Work Permit is cancelled online, the physical card should be collected from the worker.
• Disposal: For most cases under 2026 guidelines, the card should be cut in half and safely disposed of.
• Purpose: Returning and disposing of the card confirms the permit is no longer active and prevents misuse.

When Will the $5,000 Security Bond Be Discharged?

• Non-Malaysian workers: The security bond is generally refunded within 1–2 weeks after the worker departs Singapore, provided all conditions are met.
• Conditions for discharge:
• The worker has left Singapore legally.
• There are no outstanding levy payments, fines, or unresolved employment disputes.

Tip for Employers: Keep confirmation of Work Permit cancellation and any documentation related to bond refund for your records. This ensures you have proof of compliance in case of audits or inspections.

Consequences of Late or Improper Work Permit Cancellation

Failing to cancel a Work Permit (WP) on time or following incorrect procedures can result in serious financial, legal, and reputational consequences for employers.

Overstaying Fines & Legal Risks

• Daily fines: If the WP remains active after the employee has stopped working or left Singapore, the worker may be considered an overstayer, and the employer could be liable for daily fines and administrative penalties imposed by MOM.
• Legal action: Employers may face prosecution under the Employment of Foreign Manpower Act, especially if the delay leads to a breach of work pass conditions.
• Reputational impact: Non-compliance can leave a negative record with MOM, affecting future Work Permit or S Pass applications and increasing scrutiny.

Security Bond Forfeiture

• Bond risk: Late or improper cancellation breaches the conditions of the $5,000 Security Bond and may lead to its forfeiture.
• Conditions for forfeiture: MOM may withhold or forfeit the bond if there are unpaid levies, outstanding fines, or unresolved employment disputes at the time of cancellation.
• Timely compliance matters: Cancelling the WP correctly within the 7-day mandatory window ensures the bond is released promptly once all obligations are met.

Missing Worker

• Do NOT cancel WP immediately: If the worker is missing, cancelling through the usual process is not allowed.
• Report immediately: Employers must notify both the police and MOM about the missing worker.
• Security Bond freeze: MOM may temporarily freeze the Security Bond until the situation is resolved. This prevents employers from being penalized for the worker’s disappearance while protecting bond conditions.

Frequently Asked Questions

How Many Days Will It Take to Cancel a Work Permit?

The cancellation can be done by the employer or an employment agent. The process typically takes within 3 working days to be finalized.

How Long Can a Worker Stay in Singapore After Work Permit Cancellation?

The worker is typically issued a Special Pass valid for up to 14 days. This allows them to stay legally to settle personal matters and complete exit procedures.

Can Employers Cancel a Work Permit If the Worker Has Already Left Singapore?

Yes. Employers can cancel the Work Permit online via WP Online within 7 days of the worker’s departure. The security bond is usually refunded after MOM verifies the worker has left and all conditions are met.

[SUMMARIES]

Eligibility Distinction: The Dependant’s Pass (DP) is strictly for legally married spouses and children, while the Long Term Visit Pass (LTVP) covers parents, common-law spouses, and step-children.

Salary Thresholds: Sponsors need a minimum salary of SGD 6,000 for DPs, whereas LTVP applications for parents require a minimum salary of SGD 12,000.

Work Rights: Neither pass grants automatic work rights; both usually require a separate Work Permit, S Pass, or Employment Pass to work in Singapore.

Issuing Authority: This guide focuses on passes issued by the Ministry of Manpower (MOM) for expats, distinct from those issued by ICA for locals.

[/SUMMARIES]

Navigating Singapore’s family visa options is crucial for expats holding an Employment Pass or S Pass. Understanding the Long Term Visit Pass vs Dependant’s Pass ensures your family can legally reside with you. At Koobiz, we go beyond business incorporation and tax services to support your personal stability. This guide compares eligibility, financial criteria, and work rights for spouses, children, and parents, helping you choose the right path for your family.

What are Dependant’s Pass (DP) and Long Term Visit Pass (LTVP)?

Dependant’s Pass and Long Term Visit Pass are relocation visas issued by the Ministry of Manpower (MOM) allowing specific family members of Employment Pass or S Pass holders to reside in Singapore.

Each has its own specific purposes distinguished by their core definitions and how they fit into the immigration framework. The Dependant’s Pass (DP) is primarily intended for the immediate nuclear family unit, reflecting a direct legal dependency on the main pass holder. In contrast, the Long Term Visit Pass (LTVP) acts as a flexible instrument for extended family members or relationships that do not fall under the strict legal definitions of marriage or biological lineage required as for DP. Yet both passes are tied to the validity of the main applicant’s work pass.

Key Differences Between DP and LTVP: A Comparison Table

The Dependant Pass is designed for nuclear family members with a standard salary threshold, whereas the Long Term Visit Pass caters to extended family and common-law relationships requiring higher financial proof.

The following table breaks down the critical distinctions for a quick overview.

Feature	Dependant Pass (DP)	Long Term Visit Pass (LTVP)
Target Relationship	Legally married spouse, Unmarried children under 21.	Common-law spouse, Step-children, Parents, Handicapped children >21.
Sponsor Salary (Min)	SGD 6,000 fixed monthly salary.	SGD 6,000 (Spouse/Children) vs SGD 12,000 (Parents).
Issuing Authority	Ministry of Manpower (MOM).	Ministry of Manpower (MOM).
Security Bond	Not required for EP dependents.	Often required (depending on nationality/profile).
Processing Time	Approx. 3 weeks.	Approx. 3 weeks (up to 6 weeks for complex cases).

Who is Eligible for Which Pass?

There are two distinct eligibility categories determined strictly by the applicant’s relationship to the main Employment Pass or S Pass holder and the supporting legal documentation available.

Determining which category your family falls into is the first step in the application process, as submitting the wrong application type will result in an immediate rejection.

Eligibility for Dependant Pass (DP)

The Dependant’s Pass is the most common visa for families and is strictly limited to the closest legal relations. If you hold an Employment Pass or S Pass and wish to bring:

• Legally Married Spouse: A valid civil marriage certificate is mandatory. Customary marriages are often not recognized without official registration.
• Unmarried Children Under 21: Biological children or legally adopted children. For adopted children, you must provide official adoption papers recognized by the respective governments.

Eligibility for Long Term Visit Pass (LTVP)

The LTVP covers relationships that fall outside the strict “nuclear family” definition but are still socially significant. An LTVP is used for:

• Common-law Spouse: This is the primary route for partners who are not legally married. You must provide an affidavit or official documentation proving a marital-like relationship.
• Unmarried Step-children: Children under 21 from a spouse’s previous relationship.
• Handicapped Children: Unmarried children above 21 years old who are mentally or physically incapacitated.
• Parents: This is a key differentiator. Only EP holders earning at least SGD 12,000 can bring their parents.

Can Dependant’s Pass and LTVP Holders Work in Singapore?

No, holding a Dependant’s Pass or LTVP does not automatically grant the right to work in Singapore, requiring a separate work pass or specific consent instead.

Recent regulatory changes have significantly tightened the access via Letters of Consent (LOC) to ensure fair competition in the labor market.

Work Rules for Dependant’s Pass Holders

From May 2021, Dependant’s Pass holders who wish to work in Singapore have to secure a standard Employment Pass, S Pass, or Work Permit. The employer must apply for these passes on their behalf, and the applications will be subject to the relevant qualifying salaries and quotas.

However, there is an exception for business owners. DP holders can run a business in Singapore on a Letter of Consent (LOC) if they own at least 30% of the shares in an ACRA-registered company and that business hires at least one Singaporean/PR earning the Local Qualifying Salary. Koobiz can help with ACRA setup for LOC-eligible businesses to ensure you meet these specific regulatory requirements.

Work Rules for LTVP Holders

Similar to DP holders, individuals on an LTVP issued by MOM are generally not permitted to work without a valid work pass. Prospective employers must apply for a Work Permit, S Pass, or Employment Pass on their behalf.

The criteria for LTVP holders to obtain a Work Permit can sometimes differ slightly in terms of source country restrictions compared to the general foreign workforce, but the principle remains: no work is permitted without authorization.

Sponsor Requirements: Salary and Validity

Sponsors must earn a fixed monthly salary of at least SGD 6,000 to bring a spouse or child, while bringing parents requires a higher threshold of SGD 12,000.

Meeting these financial benchmarks is a non-negotiable prerequisite set by the MOM to ensure that the main pass holder can adequately support their dependents in Singapore.

Note: Information is current as of Jan 2026; real-time updates for salary benchmarks are subject to periodic review.

• Base Requirement: To bring a spouse (DP/LTVP) or children, the main applicant must earn a minimum fixed monthly salary of SGD 6,000 (bonuses and variable incentives excluded).
• Parent Requirement: To sponsor parents for an LTVP, the salary requirement doubles to SGD 12,000, reflecting the higher potential healthcare and living costs associated with elderly dependents.
• S Pass Nuances: The main S Pass holder is subject to employer quota and sector levies. If the employer loses their quota eligibility, the main S Pass (and consequently all attached family passes) could be at risk of non-renewal.

Application Process: Fees & Timelines

Understanding the costs and processing times helps you plan your relocation effectively and avoid gaps in your family’s immigration status.

The application process is generally streamlined online by the employer or an appointed employment agent.

• Processing Time: Most DP and LTVP applications are processed within 3 weeks. Complex cases involving LTVP for common-law spouses or step-children may take longer (up to 6 weeks) as MOM verifies the additional documentation.
• Fees:
  • Application Fee: $105 (to be paid upon submission).
  • Issuance Fee: $225 (to be paid upon approval).
  • Multiple Journey Visa: $30 (if applicable).
• Validity: The validity of both the DP and LTVP is tied directly to the main Employment Pass.

Real-Life Scenarios: Determining the Right Pass

To clarify the application rules, let’s look at three common scenarios for EP holders attempting to bring family to Singapore.

These examples illustrate how salary thresholds and relationship definitions interact in practice.

Scenario A: The Nuclear Family

• Profile: Jordan holds an Employment Pass and earns SGD 9,000 per month. Jordan wants to bring a legally married spouse and 5-year-old daughter.
• Verdict: Both qualify for the Dependant’s Pass (DP).
• Why: Jordan meets the SGD 6,000 minimum salary, and the family fits the “legally married spouse and unmarried child” category perfectly.
• What to do next? Have your employer submit the marriage certificate and birth certificate via myMOM portal.

Scenario B: Bringing Parents

• Profile: Sarah holds an S Pass and earns SGD 7,500 per month. She wishes to bring her retired parents to live with her.
• Verdict: Her parents do not qualify for an LTVP.
• Why: While Sarah meets the SGD 6,000 threshold for a spouse or children, she falls short of the SGD 12,000 requirement specifically mandated for sponsoring parents.
• What to do next? Consider applying for a standard short-term visit pass for shorter stays, or wait until your fixed salary increases to meet the threshold.

Scenario C: Common-Law Partner

• Profile: Alex holds an EP and earns SGD 15,000 per month. Alex wants to bring a long-term partner (unmarried) and the partner’s son (Alex’s step-child).
• Verdict: Both qualify for the Long Term Visit Pass (LTVP).
• Why: They do not meet the legal marriage requirement for a DP. However, because Alex earns above SGD 6,000, Alex can sponsor them for an LTVP provided a notarized affidavit for the common-law relationship and court custody papers for the step-child are submitted.
• What to do next? Prepare a statutory declaration of your relationship and ensure the step-child’s custody papers are translated into English.

Application Nuances: Documents and Security Bonds

LTVP applications often require unique documentation like common-law affidavits and a security bond, which are generally not mandated for standard Dependant’s Passes.

Being prepared with these specific documents can significantly reduce processing delays and the risk of rejection.

Common-law Spouse & Step-child Documentation

For a common-law spouse LTVP, MOM usually requires a statutory declaration or affidavit from the couple declaring their relationship, along with proof of shared finances or residency. For step-children, a copy of the court order regarding custody of the child and a letter of no objection from the other biological parent are typically required to prevent international custody disputes.

Understanding the Security Bond for LTVP

The sponsor may need to set up a Security Bond (usually between SGD 4,000 to SGD 7,000) to the Singapore government. This acts as a pledge that the sponsor will ensure the visitor complies with all conditions of the pass and leaves Singapore before the pass expires. Koobiz advises clients to factor this potential cost into their relocation budget.

Which Pass Offers a Better Path to Permanent Residence (PR)?

The Dependant Pass generally implies a closer, more permanent nuclear family unit, potentially offering a slightly stronger profile for Permanent Residence applications compared to the LTVP.

Strategic Considerations for PR Application

When assessing a PR application, the Immigration and Checkpoints Authority (ICA) considers the stability and integration of the family unit. Legally married spouses and children on Dependant’s Passes are viewed as a traditional “nuclear family” – a structure that Singapore policies favor for long-term integration. For LTVP holders, the approval rates vary based on the nature of the relationship (e.g., parents or common-law spouses). Nevertheless, a strong economic contribution from the main sponsor can uplift the entire application regardless of the pass type held by the dependents.

Frequently Asked Questions (FAQ)

Can I downgrade from DP to LTVP?

Yes, it is possible to switch from a DP to an LTVP, for example, if a child turns 21. However, this is treated as a new application and must meet the relevant criteria.

How is LTVP different from LTVP+?

The LTVP+ is exclusively for spouses of Singapore Citizens (SC) or Permanent Residents (PR) who have been married for at least 3 years or have a Singaporean child. It offers a longer validity (3-5 years) and healthcare subsidies. It is not applicable to expats who only qualify for the standard LTVP.

What happens if my application is rejected?

If your DP or LTVP application is rejected, your employer can submit an appeal within 3 months. An appeal should only be made if there is a specific reason for rejection (e.g., providing missing documents or proof of relationship). Appeals typically take at least 3 weeks to process.

Can LTVP holders give birth in Singapore?

Yes, LTVP holders can give birth in Singapore. However, the newborn will not automatically be a citizen or PR. You must apply for a pass for the specialized newborn immediately to regularize their stay.

Conclusion

Choosing between the Long Term Visit Pass vs Dependant Pass ultimately depends on your specific family relationships and your financial eligibility as a sponsor. The Dependant Pass offers a straightforward path for nuclear families, while the LTVP provides vital flexibility for extended family structures. At Koobiz, we understand that settling in Singapore involves more than just visas. Whether you are a business owner looking to leverage the Letter of Consent regulations, or an expat needing assistance with company incorporation, accounting, or tax optimization in Singapore, our team is ready to support your journey.

Need professional assistance with your business setup or banking in Singapore?

👉 Visit Koobiz.com today for expert consultation.

[SUMMARIES]

Minimum Salary: SGD 6,000 (fixed monthly salary)

Processing Time: Approx. 3 weeks (6 weeks for complex passes)

Work Rights: No automatic work rights. Requires separate Work Permit, EP, or S Pass.

Main Sponsors: Employment Pass (EP), S Pass, ONE Pass, PEP, EntrePass holders.

Dependents: Legally married spouse and unmarried children under 21.

[/SUMMARIES]

The Singapore Dependant’s Pass (DP) is a specialized relocation visa designed to keep families together. It allows the legal spouse and unmarried children of high-skilled foreign professionals to reside in the Lion City.

At Koobiz, we frequently assist international talent in navigating the complexities of the Ministry of Manpower (MOM) regulations to ensure a seamless transition for their loved ones. Understanding this pass is critical. While the DP regulations have remained unchanged in 2026, the eligibility criteria for the main sponsors (EP and S Pass holders) have become stricter, which indirectly affect family residency eligibility.

Koobiz Insight: The DP is not a standalone visa. It is strictly “dependent” on the validity of the main pass holder’s Employment Pass (EP), S Pass, or ONE Pass. If the main pass is cancelled, the DP is cancelled immediately.

Beyond mere residency, the Dependant’s Pass represents a bridge to a stable life in Singapore, though it comes with specific financial and legal boundaries. Following the recent updates to the COMPASS framework and salary benchmarks for main pass holders, expat families must look closely at the eligibility criteria to avoid common pitfalls.

The question of whether a spouse can contribute to the household income remains a primary concern for many. Let’s explore the detailed requirements, the crucial $6,000 salary threshold, and the evolving work rules that define the DP landscape in 2026.

What is the Singapore Dependant’s Pass (DP)?

The Singapore Dependant’s Pass (DP) is a relocation visa issued by the Ministry of Manpower (MOM) to the legal family members of qualified work pass holders.

It serves as the primary legal mechanism for spouses and children to reside in Singapore for the duration of the sponsor’s employment. To understand this pass better, one must view it as an extension of the sponsor’s own status.

Transitioning from a general overview to the specifics, it is essential to identify exactly who can act as a sponsor and who is eligible to be a beneficiary. At Koobiz, we emphasize that although the term “dependent” sounds broad, the MOM applies very strict legal definitions to these roles to protect the integrity of the immigration system.

Defining the Sponsor: Who can bring dependents?

Only those holding specific high-level work passes are granted the privilege of sponsorship.

Sponsor Pass Type	Eligibility Criteria
Employment Pass (EP)	Professionals and executives meeting COMPASS criteria.
S Pass	Mid-level skilled staff ($6,000 salary floor required).
EntrePass	Foreign entrepreneurs meeting business spending & job creation milestones.
PEP	Personalised Employment Pass holders (High-earning individuals).
ONE Pass	Top-tier global talent in business, arts, culture, sports, or academia.

According to Koobiz industry observations in 2026, the vast majority of Dependant’s Pass applications continue to be sponsored by EP holders, reflecting the pass’s role in attracting high-level corporate talent to the region.

Eligible Family Members: Spouses and Children

MOM (Ministry of Manpower) maintains a conservative definition of “family” for the Dependant’s Pass. This also means some family members may fall outside the DP’s scope.

• Legally Married Spouse: Common-law marriages are generally not recognized for a DP; these partners usually require a Long Term Visit Pass (LTVP).
• Unmarried Biological Children: Must be under the age of 21.
• Legally Adopted Children: Must be under the age of 21 and supported by official adoption papers recognized by the Singapore government.

Critical Note: For children aged 21 and above, or for parents of the main pass holder, a different visa category (the LTVP) is required. This comes with a much higher salary threshold.

2026 Eligibility Requirements and the $6,000 Salary Threshold

There are two main criteria for a successful DP application: a valid legal relationship and a minimum fixed monthly salary of SGD 6,000 earned by the sponsor.

This threshold ensures that the sponsoring individual has the financial capacity to support their family members in one of the world’s most expensive cities without relying on Singapore’s social safety nets.

The “fixed monthly salary” refers to the base salary and fixed allowances that do not fluctuate based on performance, therefore, is independent of the qualifying salary for the EP itself.

Example: A young professional might qualify for an EP at $5,600 under current age-related benchmarks, but they would still be $400 short of the requirement to bring a spouse.

The Minimum Salary Requirement for 2026

The $6,000 gross salary before any tax deductions threshold serves as a gatekeeper for family reunification.

• EP and S Pass: $6,000 minimum for spouse and children.
• Sponsoring Parents: If you wish to bring your parents on an LTVP, the threshold jumps significantly to SGD 12,000.
• EntrePass Exceptions: EntrePass holders must meet “Total Business Spending” requirements (typically $100k – $200k) and create a certain number of local jobs to qualify for family sponsorship instead of meeting salary threshold.

Based on Koobiz client data, a significant number of mid-level expat applicants face challenges securing family visas since their contracts fall below the $6,000 mark, highlighting the importance of salary negotiation during the hiring phase.

Essential Documentation for a Successful Application

Applying for a DP requires more than just a high salary; it requires bulletproof documentation to prove the legitimacy of the family unit. We advise clients to have these documents professionally translated and notarized if they are not originally in English.

• Marriage Certificate: A copy of the official certificate for spouses.
• Birth Certificate: For children, showing the names of both parents.
• Passport Bio-data Page: Must have at least 6 months of validity remaining.
• Educational Verification: For school-aged children, verification of vaccinations (High Risk/Measles/Diphtheria) is required for those under 12 before the pass can be issued.

Inaccurate or incomplete documentation remains the number one cause for processing delays. In 2026, the MOM utilizes AI-driven verification systems that can instantly cross-reference international databases.

Can a Dependant’s Pass Holder Work in Singapore?

A DP holder cannot work by default. They may only work if they secure a separate work pass or qualify specific business owner criteria.

By 2026, the rules have matured into a strict “independent pass” framework. This means that for the vast majority of spouses, finding a job in Singapore involves the employer applying for a Work Permit, S Pass, or EP on their own behalf.

The Shift from LOC to Standard Work Passes

Most DP holders looking for employment will be treated as foreign employees in their own right. This involves meeting several requirements, which Koobiz helps clients manage.

Work Pass Type	Suitable For	Key Constraints
Work Permit	Retail, F&B, Admin roles	Subject to monthly levy & dependency ceiling (quota).
S Pass	Mid-level technical roles	Min. Salary $3,300+; Subject to quota & levy.
Employment Pass (EP)	Professional/Managerial roles	Must meet high salary & COMPASS criteria. No quota.

This shift has created a “trailing spouse” challenge, as many employers are hesitant to hire DP holders if it means using up their precious foreign worker quota or paying additional levies.

The “Business Owner” Exception for DP Holders

DP holders who own and operate a business in Singapore can still obtain a Letter of Consent (LOC) to work as a director or owner.

• Ownership Stake: You must own at least 30% of the shares in a Singapore-registered company.
• Role: You must be registered as a director of the company with ACRA.
• Renewal Requirement: While the initial LOC application generally focuses on business structure, to renew your LOC, your business must employ at least one Singapore Citizen or Permanent Resident earning the prevailing local qualifying salary (LQS) and receiving CPF contributions for at least 3 months.

According to our observations in late 2025, there has been a notable increase in DP-led incorporations, as spouses pivot from corporate employment to consulting and small business ownership. Koobiz specializes in this exact transition, providing company formation and LOC advisory for DP entrepreneurs.

Specialized Scenarios and Comparative Pass Types

Understanding the Singapore visa ecosystem means knowing how the Dependant’s Pass interacts with other residency options. The DP is often compared to the Long Term Visit Pass (LTVP), which applies to relatives who do not fit the strict definition of a DP beneficiary.

2026 sees the continued rise of ONE Pass as the “Super Visas” which carry entirely different rules for family members. We find that many clients are unaware of these nuances, leading them to apply for the wrong pass and face unnecessary rejections.

Dependant’s Pass vs. Long Term Visit Pass (LTVP)

Both passes allow family members to stay in Singapore yet they serve different demographics and come with different price tags in terms of the sponsor’s salary.

Feature	Dependant’s Pass (DP)	Long Term Visit Pass (LTVP)
Eligible Members	Legal Spouse, Children < 21	Common-law spouse, Step-children, Parents
Sponsor Salary	$6,000+	$6,000+ ($12,000+ for parents)
Work Rights	Work Pass or Business LOC	Requires separate Work Pass (no LOC)
Validity	Tied to Main Pass	Tied to Main Pass

The increase to a $12,000 salary for parents is a significant hurdle for many expat families. Demographic trends show that expats – those supporting both young children and aging parents -are increasingly opting for larger housing and higher-tier contracts to meet these LTVP requirements.

The ONE Pass Advantage: Enhanced Work Rights

The Overseas Networks & Expertise (ONE) Pass remains the “Gold Standard” of Singaporean visas in 2026. One of its most attractive features is the “Rare Attribute” of automatic work eligibility for spouses.

ONE Pass Special Privilege: The spouse of a ONE Pass holder can work in any capacity (employee or owner) via a simple Letter of Consent.

• No Quota/Levy: The employer of a ONE Pass dependent does not have to worry about foreign worker quotas or monthly levies, making these individuals highly hireable.
• Flexibility: They are not tied to the COMPASS framework for their own employment, providing a level of freedom unseen in other dependent categories.

Common Reasons for DP Rejection in 2026

Even with a high salary, success is not guaranteed. In our experience at Koobiz, three main issues lead to rejections:

1. The Salary Gap Trap: A sponsor earns $6,000 including a variable bonus. The MOM only looks at the fixed monthly salary. If the base is $5,500 and the bonus is $1,000, the application will likely be rejected.

2. Verification Failures: With the 2026 emphasis on “high-trust” documents, any marriage certificate from a jurisdiction that doesn’t offer digital verification may require extra layers of authentication (Apostille).

3. Sponsor Stability: If the sponsoring company has a poor record of hiring locals or has a low COMPASS score for diversity, the MOM may review dependent applications more closely.

About Koobiz Services

Navigating the complexities of the Singapore Dependant’s Pass and broader immigration landscape requires a partner who understands the intersection of corporate law, tax, and residency.

Koobiz (visit us at koobiz.com) is a premier consultancy specialized in the Singapore market, helping international businesses and professionals establish a solid foundation in the region.

Our core services include:

• Company Formation: Streamlined Singapore company incorporation for entrepreneurs and DP holders looking to start their own ventures via the LOC pathway.
• Banking Account Advisory: Expert guidance on opening corporate and personal bank accounts in Singapore’s leading financial institutions.
• Tax & Accounting: Comprehensive tax planning and bookkeeping services to ensure your business remains compliant with IRAS and ACRA regulations.
• Audit Services: Professional auditing to maintain transparency and meet statutory requirements for growing enterprises.

Frequently Asked Questions

1. How long does it take to get a Dependant’s Pass in 2026?

For dependents of EP or S Pass holders, processing usually takes about 3 weeks. For EntrePass, PEP, or ONE Pass dependents, it can take up to 6 weeks.

2. Can my child attend school on a Dependant’s Pass?

Yes. DP holders can attend private international schools without an additional Student Pass. However, to attend a local government school, they must pass the AEIS (Admissions Exercise for International Students) and their placement is subject to availability.

3. What happens to the DP if I lose my job?

If the sponsor’s work pass is cancelled, all associated Dependant’s Passes are also cancelled. Usually, a Short Term Visit Pass (STVP) is issued for 30 days to allow the family to wrap up their affairs or find a new sponsor.

4. Is there a medical check-up required for the Dependant’s Pass?

Generally, a medical check-up (including HIV and TB testing) is required only if the applicant is 15 years old or older and the MOM specifically requests it in the In-Principle Approval (IPA) letter.

5. Can I renew a Dependant’s Pass?

Yes, DP renewals can be filed up to 6 months before the pass expires. The renewal is contingent on the sponsor’s main pass being renewed and the sponsor still meeting the $6,000 salary threshold.

[SUMMARIES]

Definition: MOM is the government ministry responsible for manpower policy formulation and implementation in Singapore, distinct from family terms.

Core Functions: It manages work passes (EP, S Pass, WP), enforces the Employment Act, and oversees Workplace Safety and Health (WSH).

Compliance: Employers must navigate quotas, levies, and fair employment practices (TAFEP) to operate legally.

Digital Tools: Platforms like myMOM Portal and EP eService are mandatory for transaction management.

Strategic Partner: Koobiz supports businesses in navigating these regulations during company incorporation and setup.

[/SUMMARIES]

For international investors, MOM (Ministry of Manpower) is the critical regulatory body governing Singapore’s workforce, distinct from the family term. It controls your ability to hire talent and operate legally through three pillars: issuing Work Passes (EP, S Pass), enforcing the Employment Act, and ensuring Workplace Safety. Understanding these regulations is non-negotiable for business success. At Koobiz, we guide companies through these complexities during Singapore incorporation and corporate setup, ensuring you remain compliant from day one.

MAIN CONTENT

What is the Ministry of Manpower (MOM) in Singapore?

The Ministry of Manpower (MOM) is the primary government authority in Singapore dedicated to formulating and implementing labor policies. It acts as the architect of the nation’s workforce, balancing business needs with employee protection.

Key Roles:

• Policy Maker: Sets regulations for a productive and inclusive workforce.
• Regulatory Guardian: Enforces the Employment Act and Workplace Safety rules.
• Immigration Controller: Manages all work passes (EP, S Pass, WP) for foreign talent.
• Social Security Manager: Oversees the Central Provident Fund (CPF) contributions.

For businesses incorporating via Koobiz, MOM is the critical regulatory body governing your ability to hire and operate after ACRA registration.

What are the Key Responsibilities of MOM?

MOM has three core responsibilities that define its operational scope: managing the foreign workforce, enforcing employment practices, and regulating workplace safety and health.

Specifically, these responsibilities act as the framework within which every Singaporean company must operate.

• Workforce Management: This involves controlling the inflow of foreign manpower to ensure it complements the local workforce through the use of setting quotas, levies, and qualifying criteria for various passes.
• Employment Practices: MOM oversees the Employment Act to ensure that employment terms—such as salary payment, public holidays, and termination clauses—are fair and adhered to by all employers.
• Workplace Safety and Health (WSH): The ministry enforces strict safety protocols to minimize industrial accidents across industries, particularly in high-risk sectors like construction and marine..

These pillars ensure that Singapore remains a competitive yet regulated hub for global business.

Main Types of Work Passes Issued by MOM

There are three primary categories of work passes issued by MOM: the Employment Pass (EP), S Pass, and Work Permit, classified according to salary levels and skill sets.

Navigating these categories is essential for strategic hiring. At Koobiz, we often advise clients on the specific nuances of each pass to ensure successful applications.

Employment Pass (EP)

The Employment Pass is designed for foreign professionals, managers, and executives earning a high fixed monthly salary.

• Target Audience: High-earning professionals and senior management.
• Salary Threshold (2026): Minimum SGD 5,600 (General) or SGD 6,200 (Financial Services). This increases with age, reaching up to SGD 10,700 (General) or SGD 11,800 (Financial) for candidates aged 45+.
• Key Features: No foreign worker levy and no quota requirement. However, it is subject to the COMPASS (Complementarity Assessment Framework) scoring system.
• Relevance: This is the most common pass for business owners and directors incorporating companies in Singapore.

S Pass

The S Pass is intended for mid-level skilled staff.

• Target Audience: Technicians and specialized administrators.
• Salary Threshold (2026): Minimum SGD 3,300 (General) or SGD 3,800 (Financial Services).
• Key Features: Subject to a quota (Dependency Ratio Ceiling), a Sub-Quota, and requires the employer to pay a monthly Foreign Worker Levy (Standardized at SGD 650).
• Relevance: Useful for operational roles that require specific technical skills but do not meet EP salary criteria.

Work Permit (WP)

The Work Permit is for semi-skilled foreign workers in the construction, manufacturing, marine shipyard, process, or services sector.

• Target Audience: Blue-collar workers from approved source countries.
• Key Features: Strict quota limitations, security bonds, and levy requirements.
• Relevance: Heavily regulated with restrictions on bringing dependents.

Is MOM Approval Required for All Foreign Employees?

Yes, MOM approval is strictly required for any non-resident individual intending to work in Singapore, without exception. As this requirement is absolute and binary and engaging a foreigner without a valid work pass constitutes an offense under the Employment of Foreign Manpower Act.

• The Regulatory Stance: Even for short-term assignments or unpaid internships, specific notifications or passes (like the Work Holiday Pass or Miscellaneous Work Pass) are needed.
• Consequences of Non-Compliance: Employers facing conviction can be fined up to SGD 30,000, imprisoned for up to 12 months, and barred from hiring foreign workers in the future.
• Koobiz Insight: We strongly advise clients to secure the In-Principle Approval (IPA) before the employee arrives in Singapore to avoid entry denial.

Therefore, compliance starts before the employee sets foot in the office.

What is the Employment Act under MOM Regulations?

The Employment Act is Singapore’s main labor law that provides for the basic terms and conditions of employment for employees covered by the Act which serves as the legal baseline that contracts cannot override.

• Coverage: It covers both local and foreign employees working under a contract of service with an employer. This includes full-time, part-time, and temporary staff.
• Key Provisions: It mandates payment of salary (within 7 days of the salary period), overtime pay (for workmen and non-workmen earning below specific caps), annual leave, and sick leave entitlements.
• Exclusions: It does not cover seafarers, domestic workers, and statutory board employees, who are covered by other specific regulations.

Understanding this Act is crucial because any contract term that is less favorable than the Act is null and void.

Navigating MOM Compliance and Digital Services

Beyond the basic definitions, successful business operations in Singapore require mastering the MOM’s digital infrastructure and compliance nuances. This section explains how to interact with MOM efficiently with Koobiz assisting clients in setting up these corporate accounts (Corppass) to ensure you can access these portals immediately upon incorporation.

What is the Difference Between Employment Pass and S Pass?

The Employment Pass (EP) is superior regarding operational freedom (no quota/levy), while the S Pass is more restrictive and costly due to levies and quotas.

Comparing these two reveals the strategic hierarchy of Singapore’s visa system:

Feature	Employment Pass (EP)	S Pass
Quota System	None. No quota limit.	Yes. Limited by DRC & Sub-Quota (e.g., max 10% in Services).
Cost Implication	The employer pays salary only.	Salary plus Standardized Levy (SGD 650/month).
Eligibility	COMPASS Framework (Points-based).	Strict salary and qualification requirements.
Salary Threshold	Min SGD 5,600 (General)	Min SGD 3,300 (General)

This distinction drives the hiring strategy: companies often strive to qualify key staff for EP to avoid the administrative burden of the S Pass.

How to Calculate the Foreign Worker Levy (FWL) and Quota?

The calculation of the Foreign Worker Levy (FWL) and quota follows a precise 4-step formula based on your local workforce strength.

This mechanism ensures that companies contribute to the local economy before hiring foreign staff.

• Step 1: Calculate Your Local Workforce (LQS Count)You must determine how many “valid” local employees you have based on the Local Qualifying Salary (LQS).
  • 1 Count: Singapore Citizen/PR earning ≥ SGD 1,600/month.
  • 0.5 Count: Singapore Citizen/PR earning SGD 800 to < SGD 1,600/month.
• Step 2: Identify Your Sector’s Quota (DRC)Apply the Dependency Ratio Ceiling (DRC) specific to your industry.
  • Services Sector: 35% Total DRC (Max 35% foreign), but only 10% can be S Pass (Sub-Quota).
  • Construction: 83.3% (Ratio 1 Local : 5 Foreigners).
  • Manufacturing: 60%.
  • Marine Shipyard / Process: 77.8% / 83.3%.
• Step 3: Calculate Maximum Foreign WorkersUse the formula: Total Foreign Workers = (Local Count x DRC) / (1 – DRC).
  • Example (Services Sector): To hire 1 S Pass holder (under the 10% sub-quota), you need approximately 9 Local Full-Time Employees.
  • Calculation: (9 locals * 10%) / (100% – 10%) = 0.9 / 0.9 = 1 S Pass.
• Step 4: Determine Your Levy Tier
  • S Pass: Standardized at SGD 650 (Tier 1).
  • Work Permit: Tiered based on how close you are to the maximum DRC.

While MOM provides an online calculator, Koobiz advises running these projections before hiring to avoid costly “over-quota” rejections.

What is the Role of TAFEP in Relation to MOM?

TAFEP (Tripartite Alliance for Fair and Progressive Employment Practices) acts as the promoter of fair employment, working in tandem with MOM to investigate discrimination complaints.

While MOM serves as the enforcement authority, TAFEP functions as the oversight body.

• Fair Consideration Framework: Before applying for an EP, companies must often advertise the job on MyCareersFuture for 14 days to give locals a fair chance. TAFEP monitors this.
• Discrimination: If a company is flagged by TAFEP for discriminatory hiring (based on age, gender, nationality), MOM can curtail their work pass privileges.
• Relationship: TAFEP sets the guidelines; MOM executes the penalties.

How to Use myMOM Portal and EP eService?

The myMOM Portal and EP eService (formerly EP Online) are the designated digital platforms for all work pass transactions and corporate data management.

Accessing these portals requires a CorpPass account, which Koobiz helps set up during the company formation process.

• EP eService: It is used specifically for application, renewal, and cancellation of Employment Passes and S Passes and enables immediate status checks.
• myMOM Portal: A newer, integrated dashboard that offers a holistic view of the company’s workforce, quota balance, and levy bills.
• Key Function: These portals are essential for carrying out regulatory compliance in practice. Without access, a business cannot perform its HR functions.

About Koobiz

Navigating the Ministry of Manpower’s regulations is just one piece of the puzzle when establishing a business in Singapore.

At Koobiz (koobiz.com), we provide a comprehensive suite of corporate services tailored for the Singapore market. From company incorporation and opening corporate bank accounts to managing tax, accounting, and auditing, we ensure your business is compliant from Day One. Let us handle the regulatory complexities so you can focus on growth.

[SUMMARIES]

MOM Policy Shift: Transitioning from Volume to ‘Complementary Quality,’ prioritizing complementary talent through the COMPASS framework.

Salary Benchmarks: Meeting the baseline qualifying salary ($5,600) is no longer a safe harbor; applicants must now align with age-graduated benchmarks, which can exceed $10,500 for experienced professionals.

COMPASS Scoring Optimization: Securing approval necessitates an equilibrium of 40 points across Foundational Criteria (C1-C4) and Bonus Criteria.

Statutory Credential Verification: Mandatory third-party background audits are now essential for claiming points under the Qualifications (C2) pillar.

Evidence-Driven Appeals: Success hinges on remediating specific point deficits rather than a simple administrative resubmission of original data.

[/SUMMARIES]

Securing a work visa in Singapore has evolved from a purely clerical submission into a meritocratic selection process for high-caliber talent. To avoid Singapore Employment Pass rejection in 2025, applicants and employers must navigate a complex landscape defined by significantly higher qualifying salaries and the multi-dimensional COMPASS scoring system.

At Koobiz, we have observed a distinct shift in how the Ministry of Manpower (MOM) evaluates applications. It is no longer enough to simply hire a foreigner; companies must prove that the candidate serves as a complementary talent to bridge domestic skill gaps. This guide will provide an analytical breakdown of rejection metrics, analyze the top reasons for failure, and provide a strategic roadmap to ensure your application meets the stringent 2025 criteria, covering everything from salary benchmarking to the appeal process.

Is the Singapore Employment Pass Rejection Rate Increasing in 2025?

The effective Singapore Employment Pass rejection rate is experiencing a noticeable upward trend for non-compliant applications, driven by a triad of regulatory shifts: escalated salary benchmarks, the comprehensive deployment of the COMPASS framework, and intensified verification protocols.

While the Ministry of Manpower (MOM) does not publish a live official Singapore employment pass rejection rate, industry reports and historical data indicate that well-prepared, fully compliant applications still enjoy a high success rate (maintaining a high-yield success rate of approx. 90% for pre-validated profiles via the SAT.). However, the “effective” rejection rate is much higher for applicants who fail to navigate the new 2025 standards.

Specific trends contributing to rejections include:

• FCF Compliance Breaches: Scrutiny over advertising integrity and discriminatory hiring.
• “Weak Singaporean Core” Flags: Companies with a low ratio of local professionals compared to industry peers are facing tougher scrutiny under the COMPASS C4 criteria.
• Re-evaluating ‘Qualified’ Status:Previously, meeting the minimum salary might have secured a pass; today, that same salary results in rejection if the candidate scores poorly on the COMPASS framework (e.g., degree from an unaccredited institution) or if the hiring firm lacks diversity.

Strategic Implication: While the approval rate for high-caliber global talent remains stable, the probability of non-approval has escalated significantly for marginal profiles that fail to demonstrate high complementarity or strictly adhere to the new age-graduated salary curves and diversity mandates. Understanding these macro-trends is the prerequisite for recalibrating your talent acquisition strategy to survive the stringent 2025 vetting process.

Top 5 Reasons for EP Application Rejection

There are five primary categories for EP application rejection: Insufficient Salary relative to age, Low COMPASS scores, Fair Consideration Framework (FCF) violations, Adverse Company Track Record, and Documentation discrepancies.

To navigate the application successfully, one must first understand the specific pitfalls that trigger a denial. These reasons often overlap, creating a compound effect that sinks an application.

Section 1: Inadequate Salary Alignment (The Age-Graduated Curve)

The most common misconception is that paying the baseline salary serves as a safe harbor. This is a critical misconception. This is false. MOM applies a progressive wage model where the required salary increases with age. Senior applicants are subject to elevated wage parity requirements because they are expected to command a senior-level salary (often double the base) to compete with local talent of similar experience.

Section 2: COMPASS Point Deficits (Failure to reach 40-point threshold)

Even with a high salary, an application can fail if it does not secure the mandatory 40-point equilibrium under the Complementarity Assessment Framework (COMPASS). Common failures include submitting credentials from non-accredited institutions (resulting in 0 points for C2 Qualifications) or joining a firm that already has a high concentration of the candidate’s nationality (0 points for diversity).

Section 3: FCF Advertising Breaches (MyCareersFuture Compliance)

Under the Fair Consideration Framework (FCF), employers must advertise the job on MyCareersFuture for at least 14 days to ensure priority access for the local resident talent pipeline. Rejections frequently occur when MOM detects that the advertisement is perceived as a procedural formality or ‘ghost posting’.—for instance, if the job description was tailored specifically to the pre-selected foreigner, or if local applicants were ignored without valid justification.

Section 4: Adverse Corporate Composition (The “Singaporean Core” Test)

The hiring company’s compliance history and workforce profile are pivotal vetting factors. If the company has a “weak Singaporean core” (low ratio of local staff compared to industry peers) or has been flagged for discriminatory hiring practices previously, MOM acts as a gatekeeper. In our experience at Koobiz, we often advise clients to review their local workforce composition before submitting new EP applications to avoid this red flag.

Section 5: Statutory Credential Verification & Data Integrity

Simple administrative errors can trigger severe administrative friction or immediate disqualification. Discrepancies between the resume and the application form, unclear job descriptions, or mismatched educational certificates can cause processing delays or outright rejection. MOM has implemented intensified auditing protocols for document authenticity.

Strategic Calibration: Optimizing the COMPASS Scoring Matrix

The COMPASS framework serves as the primary meritocratic gateway, requiring a minimum 40-point equilibrium where an application must score at least 40 points across four foundational criteria and two bonus criteria to qualify.

Navigating this framework is the core regulatory benchmark governing the vetting process. COMPASS utilizes a compensatory scoring logic—where a deficit in one pillar can be remediated by a surplus in another

COMPASS Points Breakdown

Criteria	20 Points (Exceeds Expectations)	10 Points (Meets Expectations)	0 Points (Below Expectations)
C1: Salary (Individual)	Top 90th percentile of specific sector	65th to 90th percentile of sector	Below 65th percentile
C2: Qualifications (Individual)	Top-tier institution (Top 100 global or equivalent)	Degree-equivalent qualification	No degree-equivalent qualification
C3: Diversity (Firm-Related)	Candidate’s nationality is <5% of firm’s PMETs	Candidate’s nationality is 5%–25%	Candidate’s nationality is ≥25%
C4: Support for Local Employment (Firm-Related)	Firm is in top 50th percentile of local PMET share	Firm is in 20th–50th percentile	Firm is below 20th percentile

Small Firm Exemption: Firms with fewer than 25 PMETs automatically score 10 points on both C3 (Diversity) and C4 (Support for Local Employment) by default.

Bonus Criteria (The Threshold Breakers)

If an application fails to reach 40 points on the foundational criteria above, it can reach approval via Strategic Bonus Integration:

• C5 (Skills Bonus): Up to 20 points if the job is on the Shortage Occupation List (SOL) (e.g., niche technical domains or high-growth sectors under the SOL).
• C6 (Strategic Economic Priorities): 10 points if the firm participates in selected government programs demonstrating innovation or internationalization.

By understanding this grid, Koobiz helps clients perform a predictive scoring audit and profile calibration. If a candidate only scores 10 on Salary and 10 on Qualifications, but the firm scores 0 on Diversity and Local Support, the application totals 20 points—resulting in an unfavorable outcome unless compensatory points are utilized.

Meeting the New 2025 Qualifying Salary Thresholds

The 2025 qualifying salary threshold for new EP applicants starts at $5,600 per month (increasing to $6,200 for Financial Services) and subject to dynamic age-graduated benchmarking.

The base salary of $5,600 applies only to fresh graduates (approx. age 23). MOM’s age-wage curve requires the qualifying salary to rise with experience. For example, a 35-year-old in Tech may need $9,000+, while a mid-career professional in Finance might require over $11,500.

Crucially, this threshold mandates Fixed Salary Integrity—excluding non-guaranteed variables. Variable bonuses, housing allowances, and stock options are excluded. These rates are effective for new applications from Jan 1, 2025, and for renewals starting Jan 1, 2026. At Koobiz, we assist clients in structuring compensation packages to ensure the fixed component meets these strict age-based definitions, preventing technical rejections.

We have established the core mechanics of avoiding rejection through salary optimization and COMPASS scoring. However, even the most robust applications can face scrutiny regarding credential authenticity or require damage control if a rejection occurs. The following section delves into the specialized verification processes and the strategic steps for recovery.

The Role of Verification Proof in EP Approvals

Verification proof is a mandatory requirement for applicants claiming points under the C2 (Qualifications) criterion to mitigate credential integrity risks.

In the modern framework, if your COMPASS score relies on points from educational qualifications, you must provide rigorous “verification proof.” MOM requires confirmation that the degree is legitimate and was genuinely awarded by an accredited institution.

Third-party screeners (e.g., Veremark, Dataflow) or official portals (like OpenCerts) are used to validate records. If verification fails due to unaccredited institutions or “diploma mills,” the results in a forfeiture of C2 points. This loss frequently drops the total COMPASS score below the 40-point threshold, triggering immediate rejection. Note: If you have enough points from Salary (C1) and Firm attributes (C3/C4) to pass COMPASS without qualifications, you may choose not to declare them, thus bypassing this verification requirement—though this is a strategic decision best made with expert advice.

How to Handle an Employment Pass Rejection?

Handling an Employment Pass rejection involves a systematic three-step process: diagnosing the rejection advisory, rectifying the specific deficit, and submitting a formal appeal via the EP eService within three months.

A rejection does not represent a terminal status, but rather a remediation phase. MOM allows for appeals, but the success rate contingent upon the precision of the remediating actions.

Step 1: Diagnose the Rejection Advisory

Initial intervention necessitates a comprehensive diagnostic assessment of the advisory. When an application is rejected, MOM provides an advisory via the EP eService (formerly EP Online). It might state generic reasons like “Candidate does not meet eligibility criteria,” or specific notes regarding the COMPASS score. It is crucial to interpret this correctly. For instance, if the advisory highlights “turnover of local staff,” simply increasing the candidate’s salary in the appeal will not work; the company must address its HR practices.

Step 2: Rectify the Deficit & Gather Evidence

Before appealing, you must remediate the underlying root cause. An appeal without new information is a resulting in an unfavorable outcome.

• If rejected on Salary: You must provide evidence of a salary revision or market research proving the candidate’s niche value.
• If rejected on Points: You might need to provide verification for a previously unverified degree or highlight how the candidate fulfills a role on the Shortage Occupation List (SOL) to gain bonus points (C5).

Step 3: Submit a Strategic Appeal

Strategic advocacy necessitates an evidence-driven argument rather than a standard administrative request. Submit the appeal via the EP eService within 3 months of the rejection date. At Koobiz, we structure appeal letters to directly counter the rejection reason with empirical data, arguing why the candidate is irreplaceable and how they contribute to the Singaporean core, rather than just restating their resume. Note that processing typically takes about 6 weeks, though simple cases may be faster.

Employment Pass vs. S Pass: Which Option Makes More Sense in 2025?

The Employment Pass (EP) targets professionals and senior executives with salaries above $5,600, whereas the S Pass targets mid-skilled technical staff with salaries above $3,150, subject to a strict quota system.

At a glance, the EP is designed for professionals and senior executives with higher salaries, while the S Pass targets mid-skilled technical roles under a quota-based system. In practice, however, the decision is rarely that simple.

While the EP has no quota (levy-free), the S Pass is limited by the company’s quota (Tier 1 and Tier 2) and incurs a monthly levy.

Feature	Employment Pass (EP)	S Pass
Target Profile	Professionals, Managers, Executives	Mid-skilled technical staff
Minimum Salary (2025)	$5,600+ (General) $6,200+ (Finance)	$3,150** (until Aug 31, 2025) $3,300** (from Sep 1, 2025)
Quota System	No (Levy-free)	Subject to Tier 1 / Tier 2 quota
Monthly Levy	None	Mandatory (paid by employer))
Dependant Privileges	Yes (if salary > $6,000)	Yes (if salary > $6,000)

However, the S Pass is also becoming harder to obtain due to the rising levy costs and tightening quotas. It is crucial to compare these options early. If a candidate’s salary is borderline ($5,800 for a 30-year-old), aiming for an S Pass initially might be safer than risking an EP rejection, provided the company has quota availability.

About Koobiz

Successfully navigating Singapore’s immigration and corporate regulations requires more than meeting minimum requirements—it requires planning with the end goal in mind.

Koobiz supports businesses and founders at every stage of their Singapore journey, from company incorporation to long-term compliance. Our team advises on optimal corporate structures, assists with corporate bank account opening, and supports clients through stringent KYC processes imposed by local banks.

Beyond setup, our team provides comprehensive support for opening corporate bank accounts in Singapore, navigating the rigorous KYC processes of local banks. We also offer end-to-end tax, accounting, and auditing services, ensuring your firm maintains the strong track record required for future Employment Pass approvals. Whether you are a startup or an established MNC, Koobiz helps you build a compliant, sustainable presence in Singapore.

Visit us at: Koobiz.com to consult with our experts today.

[SUMMARIES]

The Long-Term Visit Pass (LTVP) allows eligible foreigners, such as family members of Singapore Citizens, PRs, or work pass holders, to reside in Singapore for an extended period.

LTVP holders do not have automatic work rights but can legally work by obtaining a Pre-Approved Letter of Consent (PLOC) or a specific Letter of Consent (LOC).

Applications are assessed by either ICA or MOM depending on the sponsor, with the LTVP+ offering enhanced benefits like healthcare subsidies and longer validity for spouses of Singapore Citizens.

[/SUMMARIES]

The Long-Term Visit Pass (LTVP) allows eligible foreigners to stay in Singapore on a long-term basis, mainly to live with family members or for approved residency-related purposes. Depending on the applicant’s profile, the pass is issued by either the Immigration & Checkpoints Authority (ICA) or the Ministry of Manpower (MOM).

In 2026, LTVP applications are assessed carefully based on family ties, eligibility criteria, and the applicant’s ability to integrate into Singapore. Understanding the correct LTVP type, authority, and application process is essential to avoid delays or rejection. This guide explains who can apply for an LTVP in Singapore, the key requirements and benefits, and how to apply correctly under the latest regulations.

What Is the Long-Term Visit Pass (LTVP) in Singapore?

The Long-Term Visit Pass (LTVP) is a residence pass that allows eligible foreigners to remain in Singapore for an extended period for family-related or other approved purposes. It is intended for individuals who do not qualify for permanent residence or a standard work pass, but who have a legitimate basis to stay in Singapore long term.

The LTVP framework is administered by two government authorities. Applications linked to Singapore Citizens or Permanent Residents and certain special residency cases are handled by the Immigration & Checkpoints Authority (ICA), while applications for eligible family members of Employment Pass or S Pass holders fall under the Ministry of Manpower (MOM).

While the LTVP itself does not automatically grant the right to work, some holders may be permitted to work in Singapore with additional approval from MOM. LTVPs are typically issued for a limited validity period and may be renewed subject to continued eligibility and assessment by the relevant authority.

Types of Long-Term Visit Pass in Singapore

Singapore offers two main types of Long-Term Visit Pass, depending on the applicant’s relationship to a sponsor, study background, and long-term stay needs.

Standard Long-Term Visit Pass (LTVP)

The Standard Long-Term Visit Pass (LTVP) supports eligible foreigners who require a long-term stay in Singapore for approved family, study, or personal reasons. It is commonly issued to:

• Family members of Singapore Citizens, Permanent Residents, or eligible work pass holders
• Graduates from Singapore institutions who are seeking employment
• Parents or grandparents of children studying in Singapore
• Other special cases assessed by ICA on a discretionary basis

The pass is typically granted for a shorter validity period and may be renewed subject to eligibility.

Long-Term Visit Pass Plus (LTVP+)

The LTVP+ is an enhanced pass designed specifically for foreign spouses of Singapore Citizens who meet additional criteria.

It offers longer residency validity, access to public healthcare subsidies, and easier access to employment through a Letter of Consent (LOC), providing greater stability for Singaporean families.

LTVP vs LTVP+: Key Differences You Should Know

Criteria	Standard LTVP	LTVP+
Target applicants	Spouses of PRs, Children of SC/PRs, parents, graduates, or newlywed spouses of SCs.	Foreign spouses of Singapore Citizens (subject to qualifying criteria).
Length of stay	Typically 1–2 years	Up to 3 years, renewable for up to 5 years
Right to work	No automatic work rights; requires LOC/PLOC (for spouses/children) or a separate work pass.	Enhanced access: Comes with Pre-approved LOC (PLOC); no job offer required at application stage.
Employer quota & levy	May apply (Waived if on LOC/PLOC; Applies if on Work Permit).	Not subject to quota or foreign worker levy.
Healthcare benefits	No public healthcare subsidies	Eligible for subsidised inpatient care at public hospitals.
Overall stability	Moderate	High, suitable for long-term family settlement

Who Can Apply for a Long-Term Visit Pass in Singapore?

Eligibility for the Long-Term Visit Pass (LTVP) varies depending on the applicant’s relationship to Singapore, residency purpose, and sponsorship profile. In practice, LTVP applications generally fall into the following main categories.

Family Members of Singapore Citizens or Permanent Residents (PRs)

Foreigners with immediate family ties to a Singapore Citizen or Permanent Resident may be eligible for an LTVP. This commonly includes:

• Spouses of Singapore Citizens or PRs
• Unmarried children under 21, born within a legal marriage or legally adopted
• Parents of Singapore Citizens or PRs

Applications in this category are assessed based on factors such as family relationship, length of marriage, household stability, and the sponsor’s profile.

Graduates from Singapore Institutions Seeking Employment

Foreign graduates from recognised institutions in Singapore who wish to remain in the country to seek employment may apply for an LTVP.

This option allows graduates to stay legally in Singapore while exploring job opportunities, subject to ICA’s approval and prevailing eligibility criteria.

Parents or Grandparents of Children Studying in Singapore

Parents or grandparents of children holding a Student’s Pass in Singapore may be eligible for an LTVP, provided:

• Only one applicant (either a parent or grandparent) applies at any one time
• A local sponsor who is a Singapore Citizen or PR is appointed, where required

This category supports families who wish to accompany and care for their children during their studies in Singapore.

Employment Pass or S Pass Holders Sponsoring Family Members

Eligible Employment Pass (EP) or S Pass holders may sponsor certain family members for an LTVP if they meet MOM’s sponsorship requirements, including minimum salary thresholds.

Family members who may qualify under this category include:

• Common-law spouses
• Unmarried step-children under 21
• Unmarried handicapped children aged 21 and above
• Parents (for EP/S Pass holders earning at least SGD 12,000 per month)

Visitors Seeking Permission to Give Birth in Singapore

Foreign visitors who wish to give birth in Singapore may apply for a Long-Term Visit Pass (LTVP), subject to approval by the Immigration & Checkpoints Authority (ICA).

Applications under this category require:

• A local sponsor who is a Singapore Citizen or Permanent Resident aged 21 and above
• Submission via ICA e-Service by the sponsor using Singpass

Approval is assessed by ICA on a case-by-case basis, taking into account the applicant’s circumstances and supporting documentation.

Pre-Marriage Assessment (PMLA) for Prospective Spouses

The Pre-Marriage Long-Term Visit Pass Assessment (PMLA) is an optional assessment conducted by ICA for Singapore Citizens and their foreign partners before marriage.

By completing the PMLA prior to marriage, couples can receive an early indication of the foreign spouse’s likelihood of being granted an LTVP after marriage. Applications submitted following a completed PMLA are typically processed within 6 weeks, compared to the usual processing time of up to 6 months.

The PMLA is free of charge and is strongly recommended for couples who wish to plan their residency arrangements in Singapore with greater certainty.

Benefits of Holding a Long-Term Visit Pass (LTVP) in Singapore

The Long-Term Visit Pass (LTVP) is an immigration pass granted to eligible foreigners for an approved period of residence in Singapore.

Key benefits include:

• Longer stay duration compared to short-term visit passes, reducing the need for frequent exits and re-entries
• Stability for family life, especially for spouses or family members of Singapore Citizens or Permanent Residents
• Eligibility to apply for additional passes, such as a Letter of Consent (LOC), Pre-approved Letter of Consent (PLOC), subject to ICA and MOM approval
• Access to essential services in Singapore, including housing arrangements, banking, and healthcare, depending on individual circumstances
• Clear residency status, helping families plan long-term living arrangements with greater certainty

Overall, the LTVP provides a more secure and flexible stay option for foreigners with strong family or personal ties to Singapore.

LTVP Singapore Requirements

Long-Term Visit Pass (LTVP) applications in Singapore are assessed by different authorities depending on the applicant’s profile and purpose of stay. In general, ICA oversees immigration eligibility and residency matters, while MOM is involved when the application relates to employment eligibility or work authorization.

Eligibility Criteria for LTVP Singapore

Eligibility for the Long-Term Visit Pass (LTVP) is assessed based on the applicant’s individual circumstances and the purpose of stay. Depending on the case, the assessment may involve either the Immigration & Checkpoints Authority (ICA) or the Ministry of Manpower (MOM).

Key factors typically considered include the applicant’s relationship with a Singapore-based sponsor, the intended duration and purpose of stay, and the sponsor’s residency or employment status in Singapore. Where employment-related permissions are involved, additional requirements under MOM regulations may also apply.

Final approval is granted on a case-by-case basis and remains subject to the relevant authority’s prevailing policies and discretionary assessment.

Documents Required for LTVP Application

Supporting documents for an LTVP application depend on the applicant’s profile and the assessing authority. Applications involving family ties to Singapore Citizens or Permanent Residents are typically assessed by the Immigration & Checkpoints Authority (ICA), while applications sponsored by Employment Pass or S Pass holders fall under the Ministry of Manpower (MOM). Applicants should always refer to the latest official document checklists issued by ICA and MOM to ensure their submissions meet current requirements.

How to Apply for an LTVP in Singapore

The application process for a Long-Term Visit Pass (LTVP) depends on the applicant’s profile and the relevant authority. ICA handles cases for Singapore Citizens and Permanent Residents, as well as certain special or discretionary situations, while MOM handles cases assessed under Employment Pass (EP) and S Pass regulations. Applying through the correct channel ensures smoother processing and faster approval.

For ICA-Assessed Applicants

Who this applies to:

• Spouses of Singapore Citizens or Permanent Residents
• Unmarried children or step-children of SC/PRs
• Parents or grandparents of Student Pass holders
• Visitors seeking permission to give birth in Singapore
• Other discretionary cases assessed by ICA

Steps to apply:

1. The sponsor (SC or PR aged 21+) submits the application via ICA e-Service using Singpass
2. ICA reviews the application based on family ties, residency, and eligibility
3. The outcome is communicated once ICA completes its assessment

For MOM-Assessed Applicants

Who this applies to:

• Parents or other eligible family members of Employment Pass (EP) or S Pass holders

Steps to apply:

1. The EP or S Pass holder acts as the main sponsor and submits the application via myMOM Portal
2. MOM reviews employment-related eligibility, such as sponsor’s salary and company registration
3. Approval is granted once MOM completes its assessment

LTVP Processing Time and Application Fees

Aspect	MOM-Assessed Applications	ICA-Assessed Applications
Processing Time	Typically 3 weeks, up to 8 weeks for some cases	Up to 6 months; ~6 weeks if PMLA completed before marriage
Submission Fee	$105 per pass	S$45 per application
Issuance Fee	$225 per pass	S$60 per pass
Multiple Journey Visa (if applicable)	S$30	S$30
Refund Policy	Non-refundable	Non-refundable

Applicants can pay online via:

• Credit/debit cards (Visa, MasterCard, AMEX)
• Internet banking (DBS/POSB, OCBC, UOB, Standard Chartered)
• PayNow (ICA and some MOM cases)
• GIRO or bank transfer (MOM only, if required)

Can LTVP Holders Work in Singapore?

Holding a Long-Term Visit Pass (LTVP or LTVP+) does not automatically grant the right to work in Singapore. Eligible holders must obtain either a Pre-Approved Letter of Consent (PLOC) or a Letter of Consent (LOC) before starting employment. These passes make it easier for certain family members of Singapore Citizens (SC) or Permanent Residents (PR) to work legally without needing a full Employment Pass or S Pass.

Pre-Approved Letter of Consent (PLOC)

The Pre-Approved Letter of Consent (PLOC) is a work authorization for eligible LTVP/LTVP+ holders that allows them to start working in Singapore without securing a job first. It simplifies the process for spouses or unmarried children under 21 of Singapore Citizens or Permanent Residents, providing a smooth path to employment once the pass is approved.

Letter of Consent (LOC)

The Letter of Consent (LOC) is another type of work authorization for LTVP/LTVP+ holders, but it is tied to a specific job offer. It allows eligible family members to work legally in Singapore once their prospective employer has obtained approval. LOC ensures compliance with employment regulations while enabling work for those who already have an offer.

PLOC vs LOC Comparison

Aspect	Pre-Approved Letter of Consent (PLOC)	Letter of Consent (LOC)
Who Can Apply	LTVP/LTVP+ holders who are spouse or unmarried child under 21 of a Singapore Citizen or PR	LTVP/LTVP+ holders who are spouse or unmarried child under 21 of a Singapore Citizen or PR and have a job offer
Job Requirement	No job offer needed	Must have a job offer from a Singapore employer
Application Submitted By	The LTVP/LTVP+ holder applies directly to ICA	The employer or appointed agent applies to MOM
Start Work	Immediately after PLOC is approved	Only after LOC is issued
Pass Validity	Tied to the expiry of current LTVP/LTVP+	Tied to earlier of LTVP/LTVP+ expiry or employer-indicated duration
Occupation Restrictions	None (subject to normal employment regulations)	Cannot work in objectionable occupations (e.g., dance hostess)
Best For	Those eligible and without a job offer yet	Those with job offer but cannot get PLOC

Note: If you are a Dependant’s Pass holder seeking employment in Singapore, you will need to apply for a Work Permit, S Pass or Employment Pass instead.

LTVP vs Dependant Pass (DP): Which Pass Is More Suitable?

Choosing the right pass for your family in Singapore depends on your situation.

Dependant Pass (DP) is for spouses and children under 21 of Employment Pass (EP) or S Pass holders. DP holders can stay with the main pass holder, and children can attend school, but to work, they generally need to obtain a Work Permit, S Pass, or Employment Pass (LOC is no longer available for most DP holders)

Long-Term Visit Pass (LTVP) is primarily issued to family members of Singapore Citizens (SCs) or Permanent Residents (PRs).

In addition, Employment Pass (EP) and S Pass holders may also sponsor certain eligible family members under the LTVP scheme – such as parents (subject to a minimum monthly salary of S$12,000), common-law spouses, step-children, or handicapped children, depending on MOM eligibility criteria.

Can an LTVP Lead to Singapore Permanent Residence (PR)?

Many foreigners wonder if holding a Long-Term Visit Pass (LTVP) can be a pathway to Singapore Permanent Residence (PR). While an LTVP allows you to live in Singapore legally, it does not automatically lead to PR.

Eligibility for PR is assessed separately by the Immigration and Checkpoints Authority (ICA), based on factors such as:

• Your family ties to a Singapore Citizen or PR
• Employment history and economic contributions (if applicable)
• Duration of stay in Singapore
• Stability of your household and personal profile

In practice, having an LTVP can strengthen your PR application if you have been living in Singapore for several years and have strong family connections or a stable lifestyle. For example, LTVP holders who are spouses of Singapore Citizens may have a higher chance of approval.

Common Reasons Why LTVP Applications Are Rejected

While the Long-Term Visit Pass (LTVP) provides a way for family members to stay in Singapore, not every application is approved. Understanding common reasons for rejection can help you prepare a stronger application.

1. Weak family ties or relationship concernsLTVP applications are assessed based on family relationships and household stability. Applications may be rejected if the marriage is very recent, if there is insufficient proof of relationship, or if the sponsor’s family background raises concerns.

2. Insufficient supporting documentsIncomplete or inconsistent documents—such as marriage certificates, birth certificates, or proof of adoption—are a frequent reason for rejection. All documents must be official, translated into English (if needed), and properly certified.

3. Sponsor does not meet eligibility criteriaThe sponsor’s profile is important. Applications may be rejected if the Singapore Citizen or PR sponsor does not meet income, stability, or residency requirements to support the applicant.

4. Past immigration or visa issuesApplicants with a history of overstaying, visa violations, or previous rejected applications may face higher scrutiny, which can result in rejection.

5. Lack of financial stabilityThe ICA may reject applications if it feels the applicant or sponsor cannot support the living expenses in Singapore, especially for dependents without a work pass.

Professional Assistance for Your LTVP Singapore Application – Koobiz Can Help!

Applying for an LTVP can be complex, with specific requirements and document needs. Koobiz provides comprehensive, step-by-step support to help families navigate the process efficiently. From assessing eligibility, organizing documents, to guiding application submission, we aim to make the process clear and manageable, tailored to your needs.

Frequently Asked Questions About LTVP Singapore

What is the approval rate for LTVP?

Approval is case-by-case by ICA and MOM, depending on family ties, sponsor eligibility, and documents.

How long is LTVP in Singapore?

Typically 1–2 years, depending on the sponsor and relationship.

Is the LTVP renewable?

Yes, it can be renewed with updated documents and proof of continued eligibility.

What is the difference between PR and LTVP?

LTVP allows temporary stay in Singapore, while PR provides long-term residence, more work options, and social benefits. Holding an LTVP may support a future PR application but does not guarantee approval.