When seeking work in Singapore, foreign professionals and employers must understand the distinctions between the S Pass and the Employment Pass (EP). Each pass serves different skill levels, salary thresholds and conditions.
Knowing which pass applies to your situation will help you and your employer meet the Ministry of Manpower (MOM) requirements correctly when you apply for an Employment Pass or S Pass.
1. Who They Are For
The Employment Pass is intended for highly skilled professionals, managers and executives, typically in roles that demand a recognised university degree or specialised expertise. The S Pass is designed for mid‑skilled workers such as technicians, supervisors or junior executives who may hold a diploma, technical qualification or have relevant work experience.
2. Minimum Salary Requirements
For an Employment Pass, applicants must meet a minimum fixed monthly salary of SGD 5,000 for most sectors. In the financial services sector, the threshold is SGD 5,500 from September 2023, rising further in the near future as part of salary calibration efforts.
For the S Pass, the minimum salary requirement is lower. From September 2023 it stands at SGD 3,150, and SGD 3,650 for roles in the finance sector. As of September 2025, these thresholds will rise to SGD 3,300 and SGD 3,800 respectively.
These salary rates increase with age and experience. Older applicants generally must meet higher thresholds to qualify under both schemes ensuring they are earning a minimum salary that reflects their seniority and skill level.
3. Qualification and Experience Criteria
EP applicants must hold a university degree or equivalent qualifications, or demonstrate specialised experience or skills relevant to the offered role.
S Pass candidates typically require a diploma or technical certificate, often with one or more years of full‑time study, together with relevant work experience.
4. Quotas and Levies
Employment Pass holders are not subject to quotas or foreign worker levies, making EP more flexible for employers with foreign staffing needs.
By contrast, employers hiring S Pass holders must observe the Dependency Ratio Ceiling (DRC). Depending on the industry, S Pass holders can account for:
- 10% of workforce in the services sector
- 15% in construction, manufacturing, marine shipyard and process sectors.
Employers must also pay a monthly levy per S Pass holder. The levy is SGD 550 or SGD 650, depending on how many foreign workers the company employs. From September 2025 the basic levy will increase to SGD 650 in all sectors. These quota rules ensure a balanced total workforce between local employees and work permit holders.
5. Additional Assessment Requirements
Since September 2023, EP applications must satisfy both the qualifying salary requirement and earn sufficient points under the Complementarity Assessment Framework (COMPASS). COMPASS weights criteria such as education, salary offered, firm diversity and contribution to local employment.
S Pass applications do not require COMPASS or points assessment, though the employer must comply with the Fair Consideration Framework by advertising roles for a minimum period before applying for the pass.
6. Validity Period and Renewal
Both the S Pass and the Employment Pass are typically issued for up to two years initially. EPs can be renewed for up to three years thereafter, with some experienced tech professionals eligible for longer, five‑year passes. S Passes may also be renewed for up to three years provided all eligibility criteria are still met.
7. Dependents and Family Access
Employment Pass holders are generally eligible to bring dependents if they meet the minimum salary threshold of SGD 6,000 per month. Dependents may include spouses and children under 21, subject to MOM rules.
S Pass holders can also apply for family members to join if they earn at least SGD 6,000 per month. Without meeting this salary threshold, family passes are not allowed again under MOM rules.
8. Path to Permanent Residency
Both EP and S Pass holders may be eligible for Permanent Residency under the PTS scheme. EP holders with higher salaries and education often have faster prospects for PR applications compared to S Pass holders, though the latter are still eligible once they meet criteria and have sufficient tenure in Singapore.
Applying for Your Work Pass
Selecting between an S Pass and an Employment Pass depends on your qualifications, salary, job role and long‑term plans. EP holders enjoy fewer restrictions, no quotas or levies, and typically better PR prospects thanks to higher qualifications and salary thresholds.
The S Pass remains a valuable route for mid‑skilled professionals, especially in technical roles, but comes with tighter quota limits and levy requirements for employers.
If you have been working in Singapore for some time and wish to apply for your Singapore PR, we are here for you. Contact us at Singapore Immigration Consultancy for more information today!
