IMMIGRATION / CORPORATE IMMIGRATION
Corporate Immigration Strategy & Retainer
If you’re regularly hiring foreign talent, a reactive approach to immigration doesn’t work. One missed renewal, one failed COMPASS score, one compliance gap — and your operations are disrupted. We offer corporate immigration retainers that keep your workforce compliant, your passes tracked, and your hiring on schedule.
A dedicated immigration advisor for your company. Proactive, not reactive.
Retainer
From $1,500/month
Per-application
Standard rates apply
A dedicated immigration advisor for your company. Proactive, not reactive.
Dedicated immigration advisor
Work pass portfolio tracking
Proactive renewal management (90-day alerts)
Quarterly compliance reviews
Immigration policy updates and briefings
Strategic workforce composition advisory
What’s included in our Corporate Immigration service
DEDICATED ADVISORY
APPLICATION MANAGEMENT
PORTFOLIO TRACKING & COMPLIANCE
QUARTERLY REVIEWS
POLICY & STRATEGY
Individual application fees (our standard per-application rates) apply in addition to the retainer. The retainer covers advisory, portfolio management, compliance monitoring, and quarterly reviews.
How it works
Pricing
SELECT SERVICES
Corporate Immigration Retainer
From $1,500/month
Portfolio Tracking Only (no advisory)
From $500/month
Compliance Audit (one-time)
From $3,000
Immigration Policy Development
From $5,000
COMPASS Company Assessment
From $1,000
Who is this for?
Companies With 10+ Foreign Employees
If you have 10 or more employees on work passes, managing renewals, compliance, and quota alone becomes a significant operational risk. A corporate retainer turns this into a managed function.
Companies Hiring 5+ Foreign Employees Per Year
If you’re regularly bringing in new foreign talent — whether EP, S Pass, or specialist passes — a reactive per-application approach creates delays and inconsistency. A retainer ensures every application is handled with the same standard and urgency.
Companies In Compass-Sensitive Situations
If your COMPASS C3 (diversity) or C4 (local employment) scores are borderline, every new EP application is a risk. We monitor your company’s COMPASS positioning and advise on hiring sequencing to protect your scores.
Companies With S Pass Quota Pressure
If you’re operating near your S Pass quota limits, you need proactive management — monitoring quota utilisation, tracking Local Qualifying Salary headcount, and planning hires around quota availability.
Companies Going Through Growth Or Restructuring
Rapid hiring, acquisitions, mergers, or restructuring all create immigration complexity. New entities may need new passes. Transferred employees may need pass changes. A corporate retainer provides the strategic oversight to manage this without disruption.
HR Teams Without Immigration Expertise
Most HR teams are not immigration specialists. Mistakes — missed renewals, FCF non-compliance, incorrect salary declarations — carry real penalties. We act as your immigration function, embedded in your operations.
Why a retainer instead of per-application?
The cost of a missed renewal
A missed work pass renewal doesn’t just mean a late filing fee. It means:
— An employee who legally cannot work until the renewal is processed
— Potential disruption to projects, client deliverables, and operations
— MOM scrutiny on your company’s compliance track record
— If a pass lapses completely, the employee must leave Singapore and reapply from scratch
— Damage to your employer brand — no one wants to work for a company that can’t manage their immigration
With a retainer, every pass in your portfolio is tracked. Renewal alerts go out at 90 days. Applications are prepared at 60 days. By the time the pass expires, the renewal is processed.
The retainer doesn’t cost more than the sum of individual applications. It costs less — because it prevents the expensive mistakes that reactive management creates.
— An employee who legally cannot work until the renewal is processed
— Potential disruption to projects, client deliverables, and operations
— MOM scrutiny on your company’s compliance track record
— If a pass lapses completely, the employee must leave Singapore and reapply from scratch
— Damage to your employer brand — no one wants to work for a company that can’t manage their immigration
With a retainer, every pass in your portfolio is tracked. Renewal alerts go out at 90 days. Applications are prepared at 60 days. By the time the pass expires, the renewal is processed.
The retainer doesn’t cost more than the sum of individual applications. It costs less — because it prevents the expensive mistakes that reactive management creates.
How COMPASS changes corporate immigration strategy
Before COMPASS (pre-September 2023), EP applications were primarily about the individual — their salary and qualifications. Your company profile was secondary.
Since COMPASS, your company’s profile directly affects every EP application:
— C3 (Diversity): If your workforce is concentrated in one or two nationalities, you score poorly. Every new hire of the same nationality makes it harder.
— C4 (Local Employment): If your ratio of local PMETs to foreign PMETs is low, you score poorly. Every new EP application without a corresponding local hire makes it harder.
This means immigration strategy is now inseparable from workforce planning. You can’t make hiring decisions in isolation.
We monitor your C3 and C4 scores continuously and advise on hiring sequencing — sometimes recommending a local hire before the next EP application, or suggesting an S Pass instead of an EP to protect your COMPASS positioning.
This is strategic advisory that you can’t get from a per-application service.
Since COMPASS, your company’s profile directly affects every EP application:
— C3 (Diversity): If your workforce is concentrated in one or two nationalities, you score poorly. Every new hire of the same nationality makes it harder.
— C4 (Local Employment): If your ratio of local PMETs to foreign PMETs is low, you score poorly. Every new EP application without a corresponding local hire makes it harder.
This means immigration strategy is now inseparable from workforce planning. You can’t make hiring decisions in isolation.
We monitor your C3 and C4 scores continuously and advise on hiring sequencing — sometimes recommending a local hire before the next EP application, or suggesting an S Pass instead of an EP to protect your COMPASS positioning.
This is strategic advisory that you can’t get from a per-application service.
What the quarterly review actually covers
Each quarterly review is a structured session (typically 60–90 minutes) with your HR team and your dedicated Bluebox advisor. We cover:
Portfolio status: Every pass, every expiry, every pending application. What’s current, what’s coming up, what needs attention.
Compliance check: FCF compliance, salary declarations vs actual payments, pass conditions adherence. Any red flags are addressed immediately.
Regulatory update: What’s changed in MOM policy since the last review. How it affects your company specifically. What you need to do differently.
COMPASS positioning: Your current C3 and C4 scores. How recent hires have affected them. What the scores mean for upcoming applications.
Workforce planning: Who’s coming in? Who’s leaving? Any restructuring planned? We map immigration implications before decisions are finalized.
Budget forecast: Projected immigration costs for the next quarter — government fees, our fees, levies.
You receive a written report after each review with action items and timelines.
Portfolio status: Every pass, every expiry, every pending application. What’s current, what’s coming up, what needs attention.
Compliance check: FCF compliance, salary declarations vs actual payments, pass conditions adherence. Any red flags are addressed immediately.
Regulatory update: What’s changed in MOM policy since the last review. How it affects your company specifically. What you need to do differently.
COMPASS positioning: Your current C3 and C4 scores. How recent hires have affected them. What the scores mean for upcoming applications.
Workforce planning: Who’s coming in? Who’s leaving? Any restructuring planned? We map immigration implications before decisions are finalized.
Budget forecast: Projected immigration costs for the next quarter — government fees, our fees, levies.
You receive a written report after each review with action items and timelines.
How the retainer works alongside per-application fees
The retainer covers:
— Dedicated advisor access
— Portfolio tracking and renewal alerts
— Compliance monitoring
— Quarterly reviews
— Strategic advisory
— MOM correspondence management
Per-application fees cover:
— The actual work of preparing and submitting each application
— Document compilation and verification
— COMPASS simulation
— MyCareersFuture posting
— Appeal preparation (if needed)
Retainer clients receive priority processing — your applications go to the front of the queue. They also receive the advisory layer that ensures every application is strategically positioned, not just administratively correct.
For companies processing 10+ applications per year, the retainer typically pays for itself through avoided mistakes, faster processing, and better strategic positioning alone.
— Dedicated advisor access
— Portfolio tracking and renewal alerts
— Compliance monitoring
— Quarterly reviews
— Strategic advisory
— MOM correspondence management
Per-application fees cover:
— The actual work of preparing and submitting each application
— Document compilation and verification
— COMPASS simulation
— MyCareersFuture posting
— Appeal preparation (if needed)
Retainer clients receive priority processing — your applications go to the front of the queue. They also receive the advisory layer that ensures every application is strategically positioned, not just administratively correct.
For companies processing 10+ applications per year, the retainer typically pays for itself through avoided mistakes, faster processing, and better strategic positioning alone.
Frequently asked questions
What’s the minimum commitment?
Retainers are billed monthly with a 3-month minimum commitment. After the initial period, it continues month-to-month with 30 days’ notice.
Can we start with a compliance audit before committing to a retainer?
Absolutely. Many companies start with a one-time compliance audit ($3,000) to understand their current state. The audit often reveals enough issues to justify the retainer.
Do we get a discount on per-application fees with a retainer?
Retainer clients receive priority processing and dedicated advisor access. Volume-based pricing is available for companies processing 20+ applications per year — we discuss this during the scoping phase.
How does this work with our existing HR team?
We integrate with your HR function. Your HR team remains the internal point of contact for employees. When an immigration need arises — new hire, renewal, family pass, departure — they raise it with your dedicated Bluebox advisor, and we take it from there.
Can you handle Work Permits as well as EP and S Pass?
Yes. For companies in sectors that use Work Permits (construction, manufacturing, marine, process), we manage WP applications, renewals, quota, and levy alongside EP and S Pass.
What if we only have a few pass holders — is the retainer worth it?
For companies with fewer than 10 pass holders, the portfolio tracking tier ($500/month) may be more appropriate. You get renewal alerts and compliance monitoring without the full advisory layer. As your portfolio grows, you can upgrade to the full retainer.
Do you support companies with employees in multiple countries?
Yes. For multi-country immigration needs, we recommend our Global Mobility service, which covers immigration, tax, and relocation across jurisdictions. The corporate immigration retainer focuses on Singapore-based passes.
You might also need
Global Mobility
Multi-country immigration, tax, relocation. From $3,000/mo
Outsourced HR
Payroll, CPF, leave — managed. From $25/employee
Employment Pass
Individual EP applications. From $1,500
S Pass
Including quota and levy management. From $1,200