Think applying for a work pass is the finish line?
A lot of employers in Singapore treat it that way. Submit the form, get the approval, worker starts. Done.
But if you’ve never had an MOM audit, a complaint filed against you, or a renewal rejection — you might not realise how many obligations come with hiring foreign workers. They start before the worker arrives, and they don’t end until the pass is cancelled.
Here’s what you’re actually taking on.
First: which pass are you applying for?
Singapore has three main work passes for foreign employees:
| Pass | Who it’s for | Minimum salary (2026) |
|---|---|---|
| Employment Pass (EP) | Professionals, managers, executives | $5,600/month (age-based) |
| S Pass | Mid-skilled workers | $3,300/month (age-based) |
| Work Permit | Semi-skilled workers in construction, manufacturing, marine, process or services | No minimum |
Choosing the wrong pass type isn’t just inconvenient — it leads to rejected applications and potential compliance issues. And starting 1 January 2027, both thresholds go up: EP minimum rises to $6,000, S Pass to $3,600. If you’re planning hires now, that timeline matters.
For Employment Pass holders: it’s not just about salary
Since September 2023, EP applications are assessed under a two-stage framework.
Stage 1 — Salary. The candidate must earn at least the qualifying salary benchmarked to the top one-third of local PMET salaries by age. At 45 and above, that’s $10,700/month.
Stage 2 — COMPASS. Unless the salary is $22,500 or above, the application is scored on six criteria: the candidate’s salary relative to sector benchmarks, qualifications, your company’s nationality mix, your local PMET ratio, and bonus points if the role is on the Shortage Occupation List or your company qualifies under Strategic Economic Priorities. Applications need at least 40 points to pass.
But before you submit anything, there’s a step many employers overlook: job advertising.
Under the Fair Consideration Framework (FCF), most employers must post the vacancy on MyCareersFuture for at least 14 consecutive days before submitting an EP application. The advertisement must:
- Clearly state the salary range — and the maximum cannot exceed twice the minimum
- Match the job title in the EP application
- Contain no discriminatory language
- Stay open for the full 14 days before any offer is made to a candidate
Exemptions apply if your company has fewer than 10 employees, the role pays $22,500/month or above, it’s short-term (one month or less), or the candidate is an intra-corporate transferee.
Cutting corners on FCF advertising is one of the most common — and most avoidable — reasons EP applications get rejected.
For S Pass holders: levy and quota apply
S Pass holders are subject to a foreign worker quota and a monthly levy, both of which depend on your industry and the proportion of foreign workers you already employ.
Employers are also required to provide medical insurance for each S Pass holder.
For Work Permit holders: the longest checklist
Work Permit holders come with the most employer obligations. Here’s what the process actually looks like:
Before the worker arrives:
- Purchase a security bond (for non-Malaysian workers)
- Buy medical insurance
- Buy a Primary Care Plan (PCP) — required if the worker will live in a dormitory or work in the Construction, Marine or Process sector
- Book an Onboard Centre slot (for non-Malaysian male CMP workers)
- Register the worker for the Settling-in Programme (SIP)
Upon arrival:
- Send the worker for a medical examination within 2 weeks
- Register their residential and workplace addresses with MOM
On an ongoing basis:
- Pay the foreign worker levy monthly via GIRO
- Notify MOM of any changes — address, workplace, salary, job scope, or termination
- Renew the Work Permit before it expires
- Cancel the Work Permit promptly when the worker stops working for you
Missing any of these steps can result in fines, debarment from hiring foreign workers, or liability for unpaid levies.
The part most employers forget: what happens when they leave
When a foreign worker resigns, is terminated, or completes their contract — the employer is responsible for cancelling the work pass promptly. Failing to do so means levy charges continue to accrue. It can also affect your future hiring quota.
And if a Work Permit holder is injured or falls ill during employment, the employer’s obligations extend to medical care — which is exactly why the insurance requirements exist.
Key takeaways
- Picking the right pass type matters from the start — and so does getting the salary right.
- EP applications require 14 days of FCF job advertising before submission, with strict rules on how the ad is written.
- COMPASS scores depend not just on the candidate, but on your company’s own workforce profile.
- Work Permit holders come with the most ongoing employer obligations — levy, insurance, PCP, SIP, housing registration, and more.
- Cancelling a work pass is as important as applying for one.
If you’re not sure whether your hiring process covers all of these — or you’re about to bring in your first foreign hire — it’s worth reviewing your steps before anything goes wrong.
