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Practical answers about work passes, recruitment, fees and employer compliance in Singapore.
Send us an enquiryWork pass applications
To qualify for an Employment Pass, a foreign professional generally needs to meet the current minimum qualifying salary for the role and age band, and in most cases satisfy the COMPASS framework or fall under an exemption category. In practice, MOM also looks at the role, company profile and candidate track record when assessing applications.
Typical requirements include passport details, the employer's company information, a clear job description, salary details, and the candidate's educational certificates and employment history. Depending on the case, MOM may request additional documents or clarifications after the initial submission.
Processing times vary depending on the complexity of the case and the volume of applications. Many straightforward applications are decided within a few weeks, but timelines can be longer if MOM needs more information or if the profile is more complex.
If an EP application is rejected, the employer can review the reasons, address gaps where possible and either submit a fresh application or file an appeal with additional justification. We help review the case, clarify what can realistically be improved and prepare appeal submissions where they are appropriate.
Yes, newer or smaller companies can apply for EPs, but such applications often receive closer scrutiny. Factors like the nature of the business, local hiring profile, salary level and the role's value-add become especially important. We recommend a careful feasibility review before submitting in these scenarios.
Renewals are usually submitted a few months before the pass expiry date, so there is enough time for processing and any follow-up requests. Processing time for renewals can be similar to new applications and is also subject to current salary thresholds and COMPASS considerations.
Employers should expect two main cost components: MOM government fees, and professional service fees charged by the agency handling the case. Total cost depends on the type of pass, number of dependants and whether it is a new application or a renewal. We always provide a clear breakdown before work starts.
Yes. We assist with renewal planning, changes that may affect pass status, such as salary adjustments or family arrangements, and general guidance on maintaining compliance with prevailing MOM requirements over time.
Recruitment and hiring
It is not mandatory to use an agency, but many employers do so to reduce the time and risk involved in sourcing, screening and assessing candidates who may require work passes. Agencies familiar with Singapore's immigration framework can help avoid pursuing profiles that are unlikely to qualify.
We map the role requirements, salary band and seniority level against the candidate's experience, qualifications and track record. For foreign candidates, we also consider work pass feasibility, including salary thresholds, COMPASS factors and, where relevant, Shortage Occupation List considerations before recommending them for interview.
Recruitment agencies typically handle a range of roles, including mid-level and operational positions. Executive search firms and headhunters usually focus on senior, niche or confidential roles. Our work adds a further layer by aligning recruitment with Singapore work pass feasibility, which is important where overseas or mixed-talent hiring is involved.
Yes. We support hiring for both locally based candidates and overseas professionals. For overseas profiles, we place particular emphasis on work pass feasibility and relocation expectations to reduce downstream friction.
Yes. Where required, we coordinate background screening through established verification partners such as Avvanz and other accredited providers. Checks may include education verification, employment history, identity validation, reference checks, financial background and, where legally permitted, criminal record screening. This helps employers make informed hiring decisions based on verified information.
Yes. We work with organisations of different sizes, including smaller companies and start-ups. For smaller employers, we focus on practicality, feasibility and fit, rather than volume, so hiring decisions are sustainable and aligned with resourcing needs.
Policy and compliance
COMPASS is a points-based framework used to assess most new EP applications. It considers salary, qualifications, firm-related attributes and support for local employment, and can award bonus points for certain roles on the Shortage Occupation List. Candidates generally need to achieve at least the minimum qualifying salary and sufficient COMPASS points unless exempt.
The Shortage Occupation List identifies specific roles where there is a recognised need for skilled foreign professionals. If a job is on this list, the EP application may receive bonus points under COMPASS, and in some cases can qualify for a longer EP duration, subject to MOM's prevailing rules.
For certain dependant applications, including children below a specified age applying for a new Dependant's Pass, vaccination verification may be required under Singapore's prevailing health and immigration policies. Requirements can change over time, so we review the latest MOM and health guidelines for each case before submission.
Under the Fair Consideration Framework, many EP roles need to be advertised on MyCareersFuture for a prescribed period before an EP application is submitted, unless the role meets exemption criteria. We help employers understand when advertising is required and how it fits into the overall hiring timeline.
Appeals are used when there is new information, stronger justification or clarification that may address the reasons for an earlier rejection. We review the rejection grounds, advise whether an appeal is sensible, and help structure the appeal so it focuses on relevant facts rather than repetition of the original application.
It is possible for a dependant to transition to an Employment Pass if they secure a role that meets EP eligibility and an employer is willing to sponsor the application. In such cases, a new EP application is submitted and, once approved, the previous dependant pass is cancelled as part of the process.
Fees and pricing
Published work-pass totals include AIS professional fees and the listed MOM fees for the relevant application or service. The included work covers feasibility review, documentation guidance, submission support and follow-up.
View published fees
For listed work-pass services, MOM fees include an application fee of SGD 105 for new applications, an issuance fee of SGD 225 for all applications, and a Multiple Journey Visa fee of SGD 30 where required for certain nationalities entering Singapore. Government fees are based on prevailing MOM rates and may change.
No. Recruitment support is priced separately from work-pass services. Fees start from 9% of first-year gross base salary, with the final fee based on role complexity, seniority and search scope.
All fees are quoted in SGD. Government fees are based on prevailing MOM rates and may change. Professional service fees are confirmed before work begins.
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