This guide outlines the key points in a simplified manner and may omit certain details. For actual visa applications, a deeper understanding of the relevant systems is necessary. Please consult us for tailored guidance.
About this Column
When conducting business in Singapore, employing foreign nationals (including Japanese), or relocating with family members, selecting the appropriate visa is a critical first step for starting your life in Singapore. This article begins with a comparison of major visa types and then provides a detailed explanation of the Employment Pass (EP).
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What Types of Visas Are Available in Singapore?
Below is a summary of the main visa types available in Singapore.
| Employment Pass (EP) | Professionals & Managers | Designed for foreign professionals with high-level skills. Eligible for Dependent Pass (DP) for family members if earning SGD 6,000/month or more. | Varies by age and industry (explained below) |
| S Pass | Mid-skilled Workers | For workers with technical skills. There are sector-specific quotas on the proportion of S Pass holders within a company. DP for family members possible if earning SGD 6,000 or more. Employers must pay a monthly levy. | Varies by age and industry |
| Work Permit (WP) | General Workers | For workers in sectors such as manufacturing, construction, and services. Also required for DP holders who wish to work. Employers must provide a security bond and pay a monthly levy. | No income threshold |
| EntrePass | Entrepreneurs | For foreign entrepreneurs who wish to start and operate a business in Singapore. Does not require sponsorship or an employment contract with a company. | No income threshold |
| Personalised Employment Pass (PEP) | High-Income Professionals | No employer sponsorship required. Offers job flexibility and does not require reapplication upon changing jobs. | Minimum fixed monthly salary of SGD 22,500 |
| Overseas Networks & Expertise Pass (ONE Pass) | Global Talent & High Earners | Allows holders to work across multiple companies and establish new businesses. Not tied to a single employer. Income requirements may be waived for outstanding achievements in arts, sports, or academia. | SGD 30,000 or more (waivers available) |
Steps and Key Considerations for Obtaining an Employment Pass (EP)
Japanese companies in Singapore often choose the Employment Pass (EP) when hiring Japanese nationals. This is because the EP is intended for professionals and managerial roles, aligning well with the needs of many Japanese businesses.
Below is a structured overview of key EP-related information, along with practical advice to help ensure a successful application.
1. Application Requirements
To apply for an EP, applicants must generally meet two levels of eligibility criteria.
Stage 1: Minimum Monthly Salary Requirements
Minimum monthly salary thresholds are tiered based on age. Below are the updated minimum salaries for applicants aged 23 and below, and those 45 and above.
The revised thresholds apply from 1st January 2025 for new applications and from 1st January 2026 for renewals.
Note: These are minimum salaries. Actual compensation may need to be adjusted based on the applicant’s COMPASS score (Stage 2), qualifications, and work history.
Non-Financial Sector:
Age ≤ 23：SGD 5,000 → SGD 5,600 Age ≥ 45：SGD 10,500 → SGD 10,700
Financial Sector:
Age ≤ 23：SGD 5,500 → SGD 6,200 Age ≥ 45：SGD 11,500 → SGD 11,800
Stage 2: COMPASS Assessment Criteria
In Stage 2, applicants must score at least 40 points under the COMPASS framework (Complementarity Assessment Framework).
The framework assesses how well an applicant complements Singapore’s workforce and economic priorities.
| 1. Salary | Top 35–10% of local PMET salaries in the industry | Top 10% and above |
| 2. Qualifications | Accredited qualification under Singapore’s framework | Degree from top 100 global or Singaporean universities |
| 3. Diversity | <25 employees or nationality forms 5–25% | Nationality <5% of firm’s PMETs |
| 4. Local Support | <25 PMETs or 20–50% local ratio | ≥25 PMETs and ≥50% locals |
| 5. Skills Bonus | A role listed on the Shortage Occupation List (SOL), and the candidate’s nationality accounts for one-third or more of the company’s total PMETs. | A role listed on the Shortage Occupation List (SOL), and the candidate’s nationality accounts for less than one-third of the company’s total PMETs. |
| 6. Strategic Economic Priorities | If the company is endorsed by a Singapore government agency. | None |
※PMETs = Professionals, Managers, Executives, Technicians
Important Considerations
Achieving 40 points in COMPASS is the starting point, but salary levels should align reasonably with job scope, age, and experience.
Where applicable, submitting proof of professional qualifications can strengthen the application.
Note that certain high earners (e.g., fixed monthly salary ≥ SGD 22,500) are exempt from COMPASS evaluation
Stage3. Application Process
Employment Pass (EP) applications are processed based on the Singapore Ministry of Manpower (MOM) guidelines.
Application Flow:
• Advertisement Requirement
- Under MOM’s Fair Consideration Framework, employers must advertise the job on approved platforms (e.g., the national jobs portal) before applying for an EP, to ensure fair access for local candidates. Exemptions apply (e.g., companies with fewer than 10 employees).
- The advertisement must run for at least 14 days.
• Online Application
- Applications are submitted via MOM’s EP Online portal. Employers must secure login access in advance.
- Employers must upload the company’s financial information (past three years’ revenue) on the portal before submitting the EP application. Uploads may take a few days to process.
All required documents (see below) must be uploaded at the time of application.
• Processing Time
- Applicants must meet a minimum COMPASS score of 40 points (see Stage 2 above).
- MOM typically issues an outcome (approval or rejection) within ten working days. If further documentation is requested (e.g., to validate COMPASS scoring), processing may take an additional two to three weeks.
• In-Principle Approval (IPA) Issuance
- Upon approval, MOM issues an In-Principle Approval (IPA) letter, typically valid for 90 days. The pass holder must enter Singapore and complete EP issuance within this timeframe.
Required Documents
The following documents are required at the time of application:
- Passport copy
- Curriculum vitae (CV)
- Educational certificates
- Copy of employment contract
- Company financial statements (if requested)
Important Considerations
Educational certificates must be translated into English and authenticated by a MOM-designated third-party credentialing agency prior to submission.
EP Validity and Renewal Guidelines
The initial EP term is typically 1–2 years, with renewals valid for up to 3 years.
Important Considerations
Renewals may be filed up to six months before expiry—preparing documents early helps avoid lapse.
MOM may review consistency between stated salary/allowances and actual payment. Clarity on employer-paid allowances can be critical during renewal evaluation.
Eligibility for Dependant’s Pass (DP)
EP holders may sponsor their spouse and/or children for a Dependant’s Pass (DP), allowing them to reside in Singapore, though DPs do not permit employment.
- Eligibility criterion: EP holder must earn at least SGD 6,000/month.*
- Eligible dependants: legal spouse and children under age 21.*
Important Considerations
DP applications require official English-language supporting documents (e.g., marriage & birth certificates). For children, proof of immunizations via MOM’s official forms and pre-registration is also required.
Conclusion: Visa Application & Maintenance Support
Visa processing in Singapore underpins not just business operations, but also the well-being of key personnel. Given the complexity of requirements and caveats, careful planning and correct procedures are vital.
As Singapore’s visa policies may tighten without warning, proactive advice from immigration professionals is key to ensuring ongoing compliance and success.
We offer end-to-end assistance for visa applications, including the following:
- Verification of eligibility criteria in line with current policies
- Assistance in preparing and verifying required documentation
- Acting as liaison with MOM to expedite processing
We also advise on renewal-critical issues and related employer obligations, such as the Skills Development Levy (SDL), ensuring both immediate compliance and long-term strategy.
At Phoenix, we leverage extensive local experience to offer tailored, expert support aligned with your needs. Please feel free to reach out—our specialist team is ready to assist.