IMMIGRATION / S PASS
S Pass Application in Singapore
The S Pass is designed for mid-skilled foreign workers in technician, associate professional, and specialist roles. With minimum salaries starting at $3,300/month, a points-based assessment, quotas, and monthly levies — there’s more to get right than most employers expect.
We handle the quota check, the application, and the compliance — so your hire starts on time.
New Application
From $1,200
Renewal
From $700
We handle the quota check, the application, and the compliance — so your hire starts on time.
Quota and levy advisory included
Full application preparation and submission
MOM-registered Employment Agency
COMPASS assessment support
What’s included in our S Pass service
PRE-APPLICATION
APPLICATION
POST-APPROVAL
IF THINGS DON’T GO TO PLAN
Government fees (MOM application fee of $105 and issuance fee of $225) are additional and payable directly to MOM.
How it works
Check
We check your S Pass quota availability, assess the candidate’s eligibility, and confirm levy costs.
Prepare
We handle the job posting, document compilation, and full application preparation.
Submit
We submit to MOM and manage all queries. Processing: typically 3–8 weeks.
Onboard
We collect the IPA, coordinate pass issuance, and advise on levy payment setup.
Pricing
SELECT SERVICES
S Pass —
New Application
From $1,200
S Pass —
Renewal
From $700
Appeal
(rejected application)
From $1,500
S Pass
Cancellation
From $300
S Pass eligibility requirements
Salary
Minimum fixed monthly salary of $3,300 for most sectors ($3,800 for financial services). The minimum increases with the candidate’s age — a candidate in their mid-40s typically needs $4,800 or more ($5,650 for financial services).
Important: From July 2026, the S Pass minimum qualifying salary will increase to $3,600 for new applications ($4,000 for financial services). For renewals, the new rates apply from September 2026.
Important: From July 2026, the S Pass minimum qualifying salary will increase to $3,600 for new applications ($4,000 for financial services). For renewals, the new rates apply from September 2026.
Qualifications
A diploma or technical certificate (minimum 1 year of full-time study). Relevant work experience of at least 2–5 years (depending on the role).
Compass
S Pass applications are assessed under a points-based framework. Like the EP, candidates need at least 40 points across individual and firm-related criteria. The salary and qualification benchmarks differ from the EP — we assess both before submission.
Quota
The employer must have available S Pass quota. Quotas are calculated as a percentage of the total workforce:
— Services sector: up to 10% of total workforce
— Manufacturing sector: up to 15% of total workforce
— Construction, marine, process: up to 20%
If your quota is full, you cannot hire an additional S Pass holder until you increase your local headcount or release an existing pass.
— Services sector: up to 10% of total workforce
— Manufacturing sector: up to 15% of total workforce
— Construction, marine, process: up to 20%
If your quota is full, you cannot hire an additional S Pass holder until you increase your local headcount or release an existing pass.
Levy
Employers pay a monthly levy of $650 per S Pass holder. This is a fixed cost for the duration of employment — factor it into your hiring budget.
Fair Consideration
The position must be advertised on My Careers Future for at least 14 days before applying (same requirements as EP).
What employers need to know about the S Pass
S Pass vs Employment Pass — Which one should I apply for?
The key differences come down to salary, qualifications, and cost to the employer.
The EP is for professionals and managers with a degree and a minimum salary of $5,600/month. No quota, no levy.
The S Pass is for technicians and associate professionals with a diploma and a minimum salary of $3,300/month. But it carries a monthly levy of $650 and is subject to a sector-based quota.
For roles in the $3,300–$5,600 salary range, the S Pass is often the only option. For roles above $5,600, the EP is almost always preferable — it avoids the levy and the quota.
Where it gets nuanced: a candidate might technically qualify for an EP on salary, but fail COMPASS due to firm-related criteria. In those cases, an S Pass application may have a better chance of success.
We assess both options and recommend the path with the highest likelihood of approval.
The EP is for professionals and managers with a degree and a minimum salary of $5,600/month. No quota, no levy.
The S Pass is for technicians and associate professionals with a diploma and a minimum salary of $3,300/month. But it carries a monthly levy of $650 and is subject to a sector-based quota.
For roles in the $3,300–$5,600 salary range, the S Pass is often the only option. For roles above $5,600, the EP is almost always preferable — it avoids the levy and the quota.
Where it gets nuanced: a candidate might technically qualify for an EP on salary, but fail COMPASS due to firm-related criteria. In those cases, an S Pass application may have a better chance of success.
We assess both options and recommend the path with the highest likelihood of approval.
Understanding the S Pass quota and levy
Unlike the EP, the S Pass is quota-controlled. Your company can only hold a certain number of S Passes based on your total workforce size and sector.
The quota calculation uses your Local Qualifying Salary (LQS) headcount — the number of local employees (citizens and PRs) earning at least $1,800/month (from July 2026, up from $1,600). Part-time local employees earning between $900 and $1,800 count as 0.5.
This means: if you pay local staff below $1,800/month, they may not count toward your quota calculation — which reduces your capacity to hold S Passes.
The levy is $650/month per S Pass holder, payable by the employer for the entire duration of employment. For a team of 3 S Pass holders, that’s $1,950/month or $23,400/year in levies alone.
We help employers model the total cost of an S Pass hire and compare it against alternatives.
The quota calculation uses your Local Qualifying Salary (LQS) headcount — the number of local employees (citizens and PRs) earning at least $1,800/month (from July 2026, up from $1,600). Part-time local employees earning between $900 and $1,800 count as 0.5.
This means: if you pay local staff below $1,800/month, they may not count toward your quota calculation — which reduces your capacity to hold S Passes.
The levy is $650/month per S Pass holder, payable by the employer for the entire duration of employment. For a team of 3 S Pass holders, that’s $1,950/month or $23,400/year in levies alone.
We help employers model the total cost of an S Pass hire and compare it against alternatives.
How salary thresholds work with age?
MOM expects older, more experienced candidates to earn more. The minimum qualifying salary increases progressively with the candidate’s age.
A 23-year-old candidate in most sectors qualifies at $3,300/month. A 35-year-old in the same role needs approximately $5,000. A 45-year-old may need $4,800 or more.
In financial services, the starting floor is $3,800 and scales to $5,650 or more by the mid-40s.
MOM does not publish a fixed table — the exact threshold depends on age, sector, and role. The MOM Self-Assessment Tool (SAT) gives the most accurate indication. We run this for every candidate before we proceed.
Important: MOM also verifies that the declared salary is actually paid. Underpayment can lead to pass revocation and debarment from future applications.
A 23-year-old candidate in most sectors qualifies at $3,300/month. A 35-year-old in the same role needs approximately $5,000. A 45-year-old may need $4,800 or more.
In financial services, the starting floor is $3,800 and scales to $5,650 or more by the mid-40s.
MOM does not publish a fixed table — the exact threshold depends on age, sector, and role. The MOM Self-Assessment Tool (SAT) gives the most accurate indication. We run this for every candidate before we proceed.
Important: MOM also verifies that the declared salary is actually paid. Underpayment can lead to pass revocation and debarment from future applications.
Key changes coming in 2026 and 2027
Several changes are already in effect or scheduled:
Already in effect (since September 2025):
— Minimum salary: $3,300 for most sectors, $3,800 for financial services
— Levy harmonised to $650/month (single tier)
From July 2026 (new applications):
— Minimum salary increases to $3,600 for most sectors, $4,000 for financial services
— Local Qualifying Salary (LQS) increases from $1,600 to $1,800
From September 2026:
— New salary thresholds apply to renewal applications
If you’re hiring now or planning hires for the next 12 months, factor in these increases. An S Pass approved at $3,300 today may not qualify for renewal at that salary in 2026.
Already in effect (since September 2025):
— Minimum salary: $3,300 for most sectors, $3,800 for financial services
— Levy harmonised to $650/month (single tier)
From July 2026 (new applications):
— Minimum salary increases to $3,600 for most sectors, $4,000 for financial services
— Local Qualifying Salary (LQS) increases from $1,600 to $1,800
From September 2026:
— New salary thresholds apply to renewal applications
If you’re hiring now or planning hires for the next 12 months, factor in these increases. An S Pass approved at $3,300 today may not qualify for renewal at that salary in 2026.
Frequently asked questions
How long does an S Pass application take?
Typically 3 to 8 weeks for MOM processing. Total timeline from engagement to pass issuance is usually 6 to 12 weeks, including job posting, document preparation, and issuance coordination.
Can S Pass holders bring their family to Singapore?
Yes — if the S Pass holder earns at least $6,000/month. They can apply for a Dependant’s Pass for their spouse and unmarried children under 21.
What happens if I exceed my S Pass quota?
The application will be rejected. We check your quota before we start — and advise on how to increase it (by growing your local headcount) if needed.
Can I convert an S Pass to an EP?
Yes. If the candidate’s salary and qualifications meet EP requirements, you can apply for a new EP. The S Pass must be cancelled once the EP is issued. We can manage the transition.
Is the monthly levy refundable?
The levy is payable for each month the S Pass is active. If you cancel the pass mid-month, you pay the levy for that month. Levies are not refundable for past months.
Do I need to post on MyCareersFuture?
Yes — for at least 14 calendar days, same as the EP. Limited exemptions apply for small companies (fewer than 10 employees).
Can S Pass holders apply for PR?
Yes. S Pass holders are eligible to apply for Permanent Residency under the PTS scheme, though EP holders generally have a stronger profile for PR purposes.
What sectors have the tightest S Pass quotas?
The services sector has the most restrictive quota at 10% of total workforce. Manufacturing is at 15%, and construction-related sectors are at 20%.
You might also need
Employment Pass
Higher-skilled roles. No quota. From $1,500
Payroll Processing
CPF, levy deductions, and payslips sorted. From $25/mo
Dependant’s Pass
For family members of eligible S Pass holders. From $800
Corporate Immigration Strategy
For ongoing immigration needs. From $1,500/month