What Are the Employment Pass and S Pass?
The Employment Pass (EP) and the S Pass are the two main work authorisations for foreign employees in Singapore. Both are issued by the Ministry of Manpower (MOM) and are applied for by the employer on behalf of the candidate. The key difference is the type of role each pass covers and the requirements that come with it.
The EP is for professionals, managers, and executives. The S Pass is for mid-skilled workers such as technicians and supervisors. Which pass applies to your hire depends on the candidate’s salary, qualifications, role scope, and your company’s workforce profile.
EP vs S Pass: Side-by-Side Comparison
The table below covers all the criteria that matter when deciding which pass to apply for. All figures are based on MOM’s current 2026 requirements.
Salary Requirements for EP and S Pass (2026)
Both passes have a minimum qualifying salary set by MOM. The figures below are the base threshold for the youngest eligible candidates. The required salary increases progressively with the candidate’s age. Use MOM’s Self-Assessment Tool (SAT) to verify the exact figure for a specific candidate’s age before committing to a salary offer.
- Employment Pass: S$5,600/month minimum qualifying salary for new applications in 2026. Confirmed on MOM’s EP eligibility page.
- S Pass: S$3,300/month minimum qualifying salary for new applications in 2026. Confirmed on MOM’s S Pass eligibility page.
Only the fixed monthly salary counts toward the qualifying threshold. Variable bonuses, allowances that are not guaranteed every month, and overtime pay are excluded.
The age-progressive component is significant. A candidate in their mid-30s already needs to earn materially more than the published base minimum to satisfy MOM’s benchmark for their age group. Do not assume the base figure applies across all ages.
COMPASS Assessment: Applies to EP Only
Since September 2023, all EP applications must clear COMPASS (Complementarity Assessment Framework) in addition to the salary requirement. This is confirmed on MOM’s EP eligibility page. S Pass applicants are not assessed under COMPASS at all. This is a key structural difference between the two passes that many employers are not aware of.
Candidates need at least 40 out of 100 points. There are four scored criteria:
- C1 Salary competitiveness: Is the candidate’s salary at or above the 65th percentile for their age and sector? Meeting the minimum salary does not automatically score well here.
- C2 Qualifications: Degrees from top-tier global universities including NUS and NTU earn 20 points. Other recognised qualifications earn 10.
- C3 Nationality diversity: If the candidate’s nationality already makes up 25% or more of the company’s PMET headcount, this criterion scores zero.
- C4 Local workforce support: Companies with a higher share of local PMETs relative to their sector benchmark earn more points here.
Roles on MOM’s Shortage Occupation List in AI, cybersecurity, or green technology earn a 20-point bonus. Applications with a fixed salary of S$22,500 or above are exempt from COMPASS. For the full scoring walkthrough, see our COMPASS framework guide.
Levy and Quota: Applies to S Pass Only
There is no levy and no quota cap for EP holders.
For S Pass holders, employers pay a flat monthly levy of S$650 per holder, harmonised across all sectors since September 2025. The levy is an employer cost and cannot be deducted from the worker’s salary.
The number of S Pass holders your company can employ is capped at 10% of your total workforce in the services sector and 15% in other sectors. From 1 July 2026, only local employees earning at least S$1,800/month will count toward your quota calculation, up from S$1,600. For the full levy and quota breakdown, see our S Pass levy and quota guide.
Validity and Renewal
Both the EP and S Pass are issued with a validity period of 2 years for a new application and 3 years on renewal, as a general rule. MOM may issue shorter validity periods depending on the employer profile, role, or candidate circumstances.
- EP renewal: The employer submits a renewal application before the pass expires. COMPASS is re-assessed at renewal if the pass was issued under the current framework. The salary must still meet the age-appropriate threshold at the time of renewal.
- S Pass renewal: The employer submits a renewal application. No COMPASS assessment applies. The salary must still meet the age-appropriate S Pass threshold at the time of renewal.
Both passes must be renewed before expiry. A lapsed pass means the employee is no longer authorised to work in Singapore.
Documents Required for Both Passes
The documents required for EP and S Pass applications overlap significantly. Below is a checklist for each.
Employment Pass Documents
- Completed application form (submitted via MOM’s EP eService)
- Employment offer letter stating the fixed monthly salary and role title
- Employer ACRA business profile
- Candidate’s educational certificates (optional to declare but must be authentic if submitted)
- Supporting COMPASS documentation if needed to strengthen the application
Employers with 10 or more employees must also complete 14 consecutive days of advertising on MyCareersFuture before submitting.
S Pass Documents
- Completed application form (submitted via MOM’s EP eService portal)
- Employment offer letter stating the fixed monthly salary and role title
- Employer ACRA business profile
- Candidate’s educational or skills certificates (optional to declare but must be authentic if submitted)
Employers with 10 or more employees must also complete 14 consecutive days of advertising on MyCareersFuture before submitting.
For the complete step-by-step application process for both passes, see our application process guide.
How to Upgrade from S Pass to Employment Pass
Use these three checks in order.
Step 1: Salary check. Below S$3,300/month: neither pass is likely to qualify. Between S$3,300 and S$5,599/month: S Pass range, verify the age-progressive threshold via MOM’s SAT. S$5,600/month and above: EP range, also run the COMPASS profile.
Step 2: Role check. Is the role professional, managerial, or executive in nature? EP. Is it a mid-skilled technical or supervisory role? S Pass.
Step 3: Quota check. If the S Pass quota is exhausted, either build local headcount first or evaluate whether the candidate qualifies for an EP at the current salary.
If salary and role point to EP but the candidate’s profile is borderline on COMPASS, model the COMPASS score before submitting. A failed application costs time and a non-refundable application fee.
Frequently Asked Questions
The S Pass has no COMPASS requirement and a lower salary floor, which makes entry criteria easier to meet. However, the S Pass is constrained by a workforce quota. If your company has reached its cap, obtaining an S Pass is not possible regardless of the candidate’s qualifications.
Yes, provided the candidate meets S Pass salary and eligibility requirements. The two applications are assessed independently under different criteria. An EP rejection does not affect S Pass eligibility.
Lorem ipsum dolor sit amet, consectetur adipisicing elit. Optio, neque qui velit. Magni dolorum quidem ipsam eligendi, totam, facilis laudantium cum accusamus ullam voluptatibus commodi numquam, error, est. Ea, consequatur.
Only one active work pass application is permitted per candidate at a time. You must decide which pass to apply for before submitting.
Yes. Employers must cancel the S Pass within one week of the employment ending and are responsible for bearing the cost of the holder’s repatriation to their home country if required.
Not sure which pass applies to your hire?
EPS Singapore is a MOM-licensed employment agency with over 30 years of experience handling EP, S Pass, and other work pass applications for employers across Singapore. Contact us for a free eligibility assessment.
