Category: Visa & Work Pass

[SUMMARIES]

Yes, DP holders can work: However, the automatic Letter of Consent (LOC) for employees was abolished in 2021; DP holders now generally require a Work Permit, Employment Pass, or S Pass.

Work Permit is the most common route: It has no minimum salary requirement, but employers are subject to quota and levy restrictions.

LOC is reserved for business owners: Only DP holders operating their own business (as a Sole Proprietor or Director) may apply, subject to local hiring requirements.

ONE Pass Exception: Spouses of ONE Pass holders are the only group still eligible for a standard LOC to work for an employer.

[/SUMMARIES]

Can Dependent Pass work in Singapore? Yes, but the rules have shifted significantly since May 2021. The former “automatic” Letter of Consent (LOC) for employees has been removed and replaced with the requirement to obtain a formal Work Permit, Employment Pass, or S Pass. The only exception remains for business owners, who can still apply for an LOC under strict conditions.

Can Dependant’s Pass Holders Work in Singapore?

The short answer is yes, but the process is no longer automatic.

Following regulatory changes effective from 1 May 2021, Dependant’s Pass (DP) holders can no longer work in Singapore using the DP alone.

Here is the current reality for DP holders seeking employment:

• No Automatic Right: The Letter of Consent (LOC) for standard employees has been abolished.
• Employer Sponsorship Required: A DP holder cannot commence work without the employer first applying for an appropriate work pass. Your prospective employer must apply for a specific work pass (Work Permit, S Pass, or Employment Pass) on your behalf.
• Approval First: You must receive approval (In-Principle Approval) before commencing any duties.

The Good News:

Despite the additional requirements, DP holders still benefit from several advantages compared to overseas candidates:

• Source Country Waiver: When applying for a Work Permit, you are exempt from “source country” restrictions (meaning you can be of any nationality).
• No Minimum Salary for WP: There is no qualifying salary requirement for a Work Permit, making it suitable for part-time or administrative roles.

At Koobiz, we advise clients that while regulations have tightened, Dependant’s Pass holders can still work in Singapore by following the correct legal procedures.

Key Work Authorization Options for DP Holders

There are three primary work authorization routes available for DP holders in Singapore: the Work Permit (WP), Employment Pass (EP), and S Pass. The appropriate option depends largely on the candidate’s salary level and professional qualifications.

To begin the hiring process, an employer must determine which category the DP holder fits into. This classification affects everything from the employer’s tax liability (levy) to the employee’s future residency prospects.

Work Permit (WP)

The Work Permit is currently the most accessible and common route for Dependant’s Pass holders seeking employment in Singapore. Unlike standard Work Permits for foreign workers, WPs for DP holders do not have a minimum qualifying salary and are not subject to source country restrictions. This makes it a practical option for general employment or roles that may not meet the higher salary thresholds required for an Employment Pass. However, the employer must still have available “quota” for their industry sector.

Employment Pass (EP) & S Pass

For Dependant’s Pass holders who are professionals, managers, or executives, the Employment Pass (EP) or S Pass is the standard work authorization route. To qualify for an Employment Pass, the candidate must earn a fixed monthly salary of at least SGD 5,000, which increases with age, and the sponsoring company must pass the COMPASS (Complementarity Assessment Framework) assessment. The S Pass applies to mid-level skilled staff with a minimum salary of SGD 3,150. These passes are tied to the individual’s qualifications and the company’s ability to support them financially.

Letter of Consent (LOC)

The Letter of Consent (LOC) is no longer available for standard employment and is now restricted to Dependant’s Pass holders who operate their own business. If you intend to start a company in Singapore, you may apply for an LOC to work for your own business, provided specific local hiring milestones are met. Company incorporation and LOC advisory are services supported by Koobiz. Further details on this specific LOC pathway are outlined in the supplementary section below.

Work Permit vs. Employment Pass for DP Holders

For Dependant’s Pass holders, the Work Permit is generally easier to obtain due to the absence of a minimum salary requirement, whereas the Employment Pass requires meeting a higher qualifying salary and passing the COMPASS framework.

Choosing between these two depends heavily on the employer’s quota capacity and the role’s compensation package.

Feature	Work Permit (For DP Holders)	Employment Pass (EP)
Minimum Salary	No minimum (Market rate)	SGD 5,000+ (Increases with age)
Quota & Levy	Yes (Employer pays levy & needs quota)	No (Quota-free & Levy-free)
Pass Status	Tied to Main Pass (Ends if spouse leaves)	Independent (You hold your own pass)
Ideal For	Administrative roles, customer service, or part-time positions where the salary does not meet EP standards.	Senior managers, specialized professionals, and executives seeking independent status.

Employer Obligations: Levy and Quota

From the employer’s perspective, the choice of pass significantly impacts the company’s monthly costs and hiring capacity.

• Work Permit Obligations (Cost & Limits):
  • Levy: The employer must pay a monthly Foreign Worker Levy, typically ranging from SGD 300 to SGD 600 or more, depending on the sector and levy tier.
  • Quota: Hiring is restricted by the Dependency Ratio Ceiling (DRC). The company must employ a sufficient number of local staff (Singapore Citizens or Permanent Residents) to generate quota for hiring foreign workers.
  • Note: While DP holders are exempt from “source country” rules (can be of any nationality), they do count towards the company’s foreign worker quota.
• Employment Pass Exemptions (Quota-Free):
  • No Levy: Employers do not pay any monthly levy for EP holders.
  • No Quota: There is no limit on the number of EP holders a company can hire, provided the candidates meet the salary and quality criteria.

Koobiz Tip: We regularly assist employers in calculating their available quota to assess whether a Work Permit is a viable option for their staffing structure.

According to MOM data from 2024, the majority of DP holders working in administrative or support roles are now utilizing the Work Permit scheme due to the tightening of EP salary criteria.

Real-World Scenarios: DP Employment in Action

To illustrate how different work authorization routes apply in practice, below are three common case studies frequently encountered by Koobiz.

Scenario A: The Administrative Role (Work Permit Route)

Profile: Sarah, a DP holder, is offered a role as an Office Manager with a salary of SGD 3,500.

• Challenge: Her salary is below the SGD 5,000 minimum required for an Employment Pass.
• Solution: Her employer applies for a Work Permit.
• Outcome: The application is approved. Since Sarah is a DP holder, the employer does not need to worry about “source country” restrictions (she can be of any nationality). The employer pays the applicable monthly levy, and Sarah is able to commence employment shortly after approval..

Scenario B: The Corporate Professional (Employment Pass Route)

Profile: Raj, a DP holder, secures a Senior Consultant position at a tech firm with a salary of SGD 8,500.

• Challenge: He wants a pass that is independent of his wife’s employment status to feel more secure.
• Solution: The company applies for an Employment Pass (EP). Raj’s university degree and high salary help the company meet the COMPASS scoring requirements.
• Outcome: The application is approved, and Raj is issued an Employment Pass. If his wife ever leaves her job (and loses her pass), Raj’s status in Singapore remains valid because he is now an independent pass holder.

Scenario C: The Entrepreneur (LOC Route)

Profile: Maria, a DP holder, wants to start a boutique marketing agency instead of finding a job.

• Challenge: She cannot simply “freelance” legally.
• Solution: Maria incorporates a company with Koobiz, becoming the sole director and shareholder. To qualify for a Letter of Consent (LOC), she hires one Singaporean employee earning at least the Local Qualifying Salary (SGD 1,400 or above).
• Outcome: MOM grants her an LOC. She can now legally invoice clients and run her business.

How to Apply for a Work Pass as a DP Holder

The application process involves three distinct steps, all of which must be initiated by the employer. It is important to note that you cannot apply for these passes on your own behalf.

Step 1: Securing a Job Offer

• Interview & Offer: As the DP holder is already residing in Singapore, in-person interviews are generally permitted. The process formally begins once a written job offer is issued.
• Document Preparation: Once the offer is signed, provide your employer with the necessary documents, including:
  • Your valid Passport.
  • Your current Dependant’s Pass details.

Step 2: Employer Submits Application via MOM

• Submission: The employer or an appointed employment agent (such as Koobiz’s authorized partners) submits the application through the myMOM portal.
• Processing Time:
  • Work Permit: Processing is typically fast, with approvals often issued within approximately one week.
  • Employment Pass (EP): Typically takes 10 days to 3 weeks due to the complexity of credential verification.

Step 3: Card Issuance and Notification

• In-Principle Approval (IPA): Once approved, MOM issues an IPA letter.
• Exemptions: As a DP holder, you generally benefit from streamlined requirements compared to overseas candidates:
  • Medical Screening: DP holders are often exempt from pre-employment medical examinations.
  • Security Bond: Employers are typically exempt from buying a security bond for DP holders on Work Permits.
• Issuance: The employer arranges for the issuance of the approved work pass card.
• Validity: Note that the Work Permit validity is strictly tied to the validity of your main Dependant’s Pass.

The Letter of Consent (LOC) for Business Owners

The Letter of Consent (LOC) is now an exclusive work authorization restricted to Dependant’s Pass holders who are sole proprietors, partners, or company directors wishing to operate their own business in Singapore.

This marks a clear distinction between working as an employee and operating as a business owner in Singapore.

Many DP holders possess entrepreneurial skills and choose to create their own jobs. At Koobiz, we specialize in helping these individuals register their companies to meet LOC requirements.

Eligibility Requirements for LOC

To be eligible to apply for an LOC, the DP holder must be one of the following:

• A sole proprietor of an ACRA-registered business.
• A partner in an ACRA-registered partnership.
• A director with at least 30% shareholding in an ACRA-registered private limited company.Merely being a minority shareholder (holding less than 30%) does not qualify for an LOC. In such cases, the company must hire the DP holder under an Employment Pass or Work Permit instead.

The Hiring Local Employees Condition

To renew the LOC, the business must demonstrate economic contribution to Singapore. Specifically, the business must hire at least one Singapore Citizen or Permanent Resident who earns at least the prevailing Local Qualifying Salary (LQS) and receives CPF contributions for at least 3 months. This prevents “shell companies” from being used solely to grant work rights.

Special Exemption: ONE Pass Dependant’s Pass Holders

Spouses of Overseas Networks & Expertise (ONE) Pass holders enjoy a unique privilege allowing them to work via a Letter of Consent (LOC) rather than requiring a separate work pass.

This is a rare exception within Singapore’s current immigration framework. The ONE Pass is designed for top global talent earning over SGD 30,000 monthly or with outstanding achievements in arts, sports, or academia.

Working via Letter of Consent (LOC)

In recognition of the profile of ONE Pass holders, MOM grants their spouses significantly greater flexibility in employment.

They can work for an employer simply by obtaining an LOC. This LOC does not require the employer to have quota, pay levy, or meet salary thresholds. It is essentially a return to the pre-2021 rules, but exclusively for this elite group. For spouses of ONE Pass holders, the barrier to employment is significantly lower compared to standard Dependant’s Pass holders.

Conclusion

Employment for Dependant’s Pass holders in Singapore remains achievable, provided the applicable Work Permit or LOC frameworks are followed. Whether pursuing corporate employment or establishing a business, understanding these regulatory requirements is essential for long-term compliance and success in Singapore.

About Koobiz

Navigating the intersection of immigration rules and business setup requires expert guidance. Koobiz is your trusted partner in Singapore. We specialize in Company Incorporation for DP holders seeking the LOC route, and provide comprehensive Corporate Services including tax, accounting, and audit to ensure your new business meets the “hiring local” renewal criteria. Furthermore, if you are establishing a business to hire yourself, we can advise on the optimal structure.

Visit Koobiz.com today to consult with our experts on opening your company and unlocking your work eligibility in Singapore.

[SUMMARIES]

LTVP Holders (ICA-issued): Have significant work privileges. They may apply for a standard Letter of Consent (LOC) or a Pre-Approved LOC (PLOC), which allows them to work for most employers, subject to MOM approval.

Dependent Pass (DP) Holders: Generally cannot apply for an LOC for regular employment anymore (since May 2021). Instead, they must qualify for a Work Permit, S Pass, or Employment Pass to work in Singapore.

The “Business Owner” Exception: Currently, the primary pathway for a DP holder to obtain an LOC is by starting a business, such as a Sole Proprietorship or a Private Limited (Pte Ltd) company. Note: There is typically a one-year grace period before a local employee is required for LOC renewal.

MOM-Issued LTVP: MOM-issued LTVPs (e.g. parents or step-children of EP holders) are different from ICA-issued LTVPs and generally do not qualify for LOCs.

Koobiz Solution: Koobiz specializes in helping Dependent Pass holders in Singapore navigate the “Business Owner” route through company incorporation, LOC application, and ongoing compliance services.

[/SUMMARIES]

Understanding the LOC rules for LTVP versus Dependent Pass holders has become critical since the major regulatory changes introduced in 2021. While ICA-issued LTVP holders retain relatively flexible work options, Dependent Pass holders now face stricter eligibility requirements to work in Singapore. At Koobiz, we simplify these complex eligibility rules and guide you through the “Business Owner” route—the primary pathway for DP holders to legally work by starting their own company.

Can LTVP and Dependent Pass Holders Work in Singapore Legally?

Yes, but the applicable work rules differ significantly between the two passes. LTVP holders can generally work using a Letter of Consent (LOC), while most Dependent Pass holders cannot—unless they qualify under the business owner exception.

Since 1 May 2021, MOM has tightened regulations for Dependent Pass holders to align them with Singapore’s broader foreign workforce framework.

• LTVP/LTVP+ (ICA-Issued): Spouses of Singaporeans/PRs can work via an LOC or Pre-Approved LOC (PLOC).
• Dependent Pass (MOM-Issued): DP holders generally cannot work in Singapore using an LOC. To work as an employee, they must qualify for a Work Permit, S Pass, or EP on their own merit. The only exception applies to eligible Dependent Pass holders who operate their own business.

Key Differences: LTVP vs. Dependent Pass Work Rights

The LTVP offers significantly greater employment flexibility and ease of hiring compared to the Dependent Pass, while the Dependent Pass now operates similarly to a standard foreign work pass holder in terms of employment eligibility, unless utilized for entrepreneurship.

The table below highlights the divergence in work rights across three main criteria: Authority, Incentives, and Entrepreneurship.

Comparison Criteria	LTVP / LTVP+ (ICA-Issued)	Dependent Pass (DP)
Sponsorship	Singaporean or PR (ICA)	Foreign EP/S Pass Holder (MOM)
Work Eligibility	Flexible (LOC or PLOC available)	Restricted (Needs Work Pass)
Hiring Incentives	High (No Levy, No Quota)	Low (Levy & Quota apply)
Business Owner Rule	Eligible for LOC/PLOC without local hiring requirement	Strict (DP business owners must hire at least one local employee for LOC renewal)

Recruitment data in Singapore shows a preference for LTVP+ holders in service and administrative roles due to the quota-free nature of the LOC, a benefit that Dependent Pass holders lost following the 2021 policy change.

Work Rules for Long-Term Visit Pass (LTVP/LTVP+) Holders in Singapore

There are two distinct categories of LTVP holders. It is important to check the issuing authority stated on your physical pass card before applying for jobs, as this determines your work eligibility.

1. ICA-Issued LTVP/LTVP+ (Spouses of SC/PR)

• Who are they? Spouses of Singapore Citizens or Permanent Residents.
• Can you get an LOC? Yes.
• The PLOC Advantage: Many spouses of citizens receive a Pre-Approved Letter of Consent (PLOC). This allows you to work for most employers immediately, without the employer needing to apply to MOM first. It grants “PR-like” work flexibility.

2. MOM-Issued LTVP (Parents/Step-children of Expats)

• Who are they? Common-law spouses, step-children, or parents of Employment Pass holders.
• Can you get an LOC? Generally, no.
• Requirement: To work in Singapore, you must independently qualify for a Work Permit, S Pass, or Employment Pass (EP) based on your salary and skill set.

The Immigration and Checkpoints Authority (ICA) introduced the LTVP+ to provide greater certainty of stay and employment for foreign spouses of Singapore Citizens, reflecting the state’s support for stable transnational families.

Rules for Dependent Pass (DP) Holders

Dependent Pass holders generally fall into two categories when it comes to work rights. Following the 2021 regulatory changes, the former LOC route for employees is no longer available.

1. The Employee Route (Finding a Job)

• Can you get an LOC? No.
• Requirement: Your employer must apply for a full Employment Pass (EP), S Pass, or Work Permit.
• Consequence: You usually have to cancel your Dependent Pass once the new pass is approved. You are no longer tied to your spouse’s visa and will hold an independent work pass.

2. The Business Owner Route (Starting a Company)

• Can you get an LOC? Yes (Conditional).
• Requirement: You must own a business (Sole Proprietorship, Partnership, or Pte Ltd) and be a director/partner.
• Initial Approval: You do not need to hire a local employee immediately to get your first LOC approved.
• Renewal Requirement: To renew the LOC after the first year, you must hire at least one local employee (Singapore Citizen or PR) earning the Local Qualifying Salary (LQS).
• Benefit: You keep your Dependent Pass status active while earning income. This is the path Koobiz specializes in.

Quick Reference: Work Rules by Pass Type

Pass Category	Issued By	LOC Eligibility (Employee)	Business Owner LOC?
LTVP / LTVP+	ICA (Spouse of SC/PR)	Yes (Automatic / Minimal employer involvement)	Yes (Standard rules)
Dependent Pass	MOM (Spouse of EP)	No (Must get Work Pass)	Yes (Hire local to renew)
LTVP	MOM (Parents of EP)	No (Must get Work Pass)	No (Generally Ineligible)

How to Apply for a Letter of Consent (LOC) in Singapore

The application is a digital process initiated by the employer (or your own company). Note that for DP Business Owners, there is an extra pre-approval step.

Step 1: Authorization & Request (Crucial for DP)

• LTVP Holders: Your employer can log in to the myMOM portal immediately to submit the application.
• DP Business Owners: You must first submit an “LOC Request Form” online to MOM. This takes about 1 week to process. Only after this request is approved can you proceed to the formal application.

Step 2: Submission of Details

Once authorized, the employer (or a Corporate Service Provider such as Koobiz) logs into the myMOM portal, selects “Apply for Letter of Consent,” and enters your Foreign Identification Number (FIN).

Step 3: Document Verification

• For LTVP Holders: Typically, no additional documents are required if your LTVP status is correctly updated in the ICA system.
• For DP Business Owners: For the initial application, the primary document required is your ACRA Business Profile showing you as a Director/Partner/Sole-Proprietor. (Proof of CPF contributions is typically required only at the renewal stage).

Step 4: Approval & Validity

Most straightforward LTVP applications are approved within 1 week. DP business owner cases may take 3 to 4 weeks (excluding the request form time). Once approved, the LOC is generally valid for up to one year or the duration of your main pass, whichever is shorter.

According to MOM processing standards, applicants should allow sufficient buffer time for these approvals, especially if you have upcoming business contracts.

The “Business Owner” Route: Getting an LOC on a Dependent Pass

The “Business Owner” route is currently the primary pathway for Dependent Pass holders to obtain an LOC. Instead of seeking employment, you register a Singapore company and apply for an LOC to act as its Director.

This path provides an initial one-year grace period. You can start your business without immediate hiring pressure, but you must plan for the renewal requirement where local hiring becomes mandatory.

Requirements for DP Holders to Start a Business

To qualify, the DP holder must be a registered Sole Proprietor, a Partner in a Partnership, or a Director with at least 30% shareholding in a Private Limited Company.

Mere ownership is not enough; the structure of the business must strictly adhere to MOM’s definition of ownership.

• Shareholding: You cannot simply hold 1% of the shares. You must hold at least 30%, ensuring you have a controlling interest and “skin in the game.”
• ACRA Registration: The business must be legally registered with the Accounting and Corporate Regulatory Authority (ACRA). Koobiz assists clients in drafting the constitution and filing these registrations efficiently.
• Solvency: The company must be solvent and active. Dormant companies will not support an LOC application.

Understanding the Local Qualifying Salary (LQS) Requirement

The defining condition for renewing a Business Owner LOC is the mandatory hiring of at least one Singapore Citizen or Permanent Resident who earns at least the Local Qualifying Salary (SGD 1,600 as of 2026).

This reflects the government’s policy balance: they allow you to work on a DP for the first year, but to continue, you must prove you are creating jobs for locals.

• The Threshold: The LQS is currently set at SGD 1,600 (as of 2026). This is strictly enforced.
• CPF Contributions: You must pay the required Central Provident Fund (CPF) contributions for this local employee.
• Timing: To successfully renew, you typically need to show that you have hired the local employee and paid CPF for at least 3 months prior to the renewal date. Koobiz‘s payroll services ensure these contributions are filed correctly and on time to prevent LOC rejection.

About Koobiz

Navigating Singapore’s regulatory framework for LTVP and Dependent Pass work rights can be complex. At Koobiz, we simplify this journey. Whether you are a DP holder looking to incorporate a company to secure an LOC, or a business owner requiring assistance with tax, accounting, and corporate bank account opening in Singapore, our expert team is ready to assist.

Disclaimer: Regulations can change. Always verify the latest requirements on the MOM/ICA websites or consult with a professional service provider.

Ready to start your business journey in Singapore?

Visit Koobiz.com today for a consultation on Company Incorporation and LOC applications.

[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.

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.

[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.

[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.

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.