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- The Difference Between an Employment Pass and an S Pass in Singapore
The Difference Between an Employment Pass and an S Pass in Singapore
- Modified: 23 March 2026
- 4 min read
- Foreigner's Guide
Francesca Del Giudice
Author
Francesca is a content creator with more than 10 years of experience across multiple industries, including academic research, consulting, venture, and tech startups. She combines this diverse background with a talent for translating complex ideas into clear, practical content for Singapore entrepreneurs and business readers. Francesca’s work empowers readers to understand emerging trends, make informed decisions, and apply actionable insights across business and innovation.
Deepti Laddha
Reviewer
Deepti Laddha, our Head of Corporate Operations in Singapore, brings a decade of experience to her role, supporting our business writers in crafting insightful and engaging articles. With a strong background in corporate services, Deepti is a rich source of knowledge and expertise. We can count on her to assist in transforming any definition, concept or complicated jargon into helpful tips that help our readers take their businesses to the next level.
After registering your company in Singapore and increasing the number of employees in your company, you may want to hire talent from overseas.
If you’re wondering what the difference between an S Pass and an Employment Pass is, the answer is a few things, in fact. Though similar, there are some fundamental differences between these two types of work visas.
Key Takeaways
- The Employment Pass and S Pass are both Singapore work visas for foreign employees, but they target different skill levels, with the Employment Pass designed for highly skilled professionals and the S Pass for mid-skilled workers.
- Key differences include salary thresholds, qualifications, and hiring conditions — the Employment Pass typically requires higher salaries and stronger credentials, while the S Pass is subject to quotas and levies for employers.
- Choosing the right pass depends on the role, experience level, and business needs, as each option affects hiring flexibility, compliance requirements, and long-term workforce planning in Singapore.
What Is an S Pass and an E Pass?
An Employment Pass (EP) and an S Pass are two distinct work permits that enable foreign nationals to work legally in Singapore under a locally incorporated company.
- The Employment Pass is designed for highly skilled professionals, managers, and executives, typically requiring specific qualifications such as a recognised degree, relevant professional experience, and a minimum salary threshold.
- On the other hand, the S Pass is aimed at mid-skilled workers in various industries, such as technicians and support staff, who meet criteria related to qualifications, relevant work experience, and a lower salary threshold compared to the EP.
Both passes are integral to Singapore’s workforce, allowing businesses to access specialised talent while maintaining standards for employment and economic growth.
Choosing between an Employment Pass and an S Pass is just one step — you’ll also need a properly registered company and ongoing compliance support, so it helps to review Osome’s pricing packages early to plan your business setup with confidence.
Who Can Apply for an Employment Pass and an S Pass?
Highly skilled professionals who have a job offer in Singapore and work in a managerial, executive or specialised job should apply for an Employment Pass. The Ministry of Manpower (MOM) provides a list of standard occupations that typically qualify for an EP, which can guide applicants and employers through the process. For mid-skilled workers, the S Pass is more appropriate, catering to those with relevant qualifications and experience suited to roles that do not require the level of expertise demanded by the EP.
Both the Employment Pass (EP) and S Pass require applications to be submitted by either a Singapore-registered employer or an appointed employment agent. This ensures that the applicant is being sponsored and vetted by a recognised entity within the country. Importantly, if an EP or S Pass holder changes jobs, the new employer must submit a fresh application for a new pass. This rule maintains proper oversight and ensures that each employment relationship is formally approved, reflecting Singapore’s commitment to regulated employment practices for foreign workers.
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Employment Pass vs S Pass: Requirements & Eligibility
To help you along, we’ve broken down the eligibility criteria for an S Pass and Employment Pass and unpacked the minimum salary requirements so you can feel confident when planning which is best for you and your prospective new hires.
| S Pass | Employment Pass | |
| Minimum Salary Benchmark | Earn a fixed monthly salary of at least S$ 3,300. | Earn a fixed monthly salary of at least S$ 5,600. The salary will vary depending on the sector and years of work experience. |
| Education or Work Experience | Have a degree, diploma or technical certificate that requires at least 1 year of full-time study. Also must have relevant work experience. | Have acceptable qualifications, usually a good university degree, professional qualifications or specialised skills. |
| Foreign Worker Levy and Quota | There is a foreign worker levy and a Skills Development Levy. | No foreign worker levy or quota required. |
An Employment Pass and an S Pass Validity Period
The validity period for an Employment Pass (EP) and an S Pass differs slightly, reflecting the nature and duration of employment for different types of workers.
An Employment Pass is typically issued for an initial period of up to 2 years and can be renewed for up to 3 years thereafter, depending on the terms of employment and compliance with the Ministry of Manpower’s (MOM) guidelines. This longer renewal period is designed for highly skilled professionals whose roles often involve long-term projects or strategic positions.
The S Pass, tailored for mid-skilled workers, is also initially granted for up to 2 years, with renewals available for up to 3 years. The renewal depends on the employer’s continued eligibility, compliance with MOM’s requirements, and the pass holder’s work performance and adherence to employment regulations.
Both passes must be renewed before expiration to maintain the legal work status of the holder in Singapore.
Application and renewal of Singapore Employment Pass online
A visa that allows you to work and reside in Singapore from S$ 950. We will take care of the application and handle the process quickly and easily.
The Minimum Set of Documents Needed for Applying
The following are the requirements for S Pass and Employment Pass applications:
- Personal particulars page of the candidate’s passport;
- Company’s latest business profile or instant information registered with Singapore’s Accounting and Corporate Regulatory Authority (ACRA);
- Candidate’s educational certificates, e.g. degree certificate.
You can also check your or your potential employee’s eligibility for an Employment Pass / S Pass using this free official Self-Assessment Tool.
How Much Levy Does My Business Need To Pay for an S Pass Holder?
As an employer, you must pay the levy for all your S Pass holders. The levy liability starts from the day the S Pass is issued and ends when the pass is cancelled or expires.
Since 1 September 2025, the Ministry of Manpower has standardised the S Pass levy rate across all sectors and tiers. Employers are now required to pay a fixed monthly levy of S$ 650 per S Pass holder, regardless of their industry or workforce composition.
What is the daily levy rate?
The daily levy rate applies when an S Pass holder is employed for only part of a calendar month, such as when the pass is issued or cancelled mid-month. It is calculated using the following formula:
(Monthly levy rate x 12) / 365Based on the current levy, this results in a daily rate of S$ 21.37 (rounded up to the nearest cent).
How To Apply For an Employment Pass or S Pass for an Employee
If your company needs to hire a foreign national, here’s how to apply for an Employment Pass or an S Pass:
- For companies with 10 or more employees, post a job ad on a government-approved website.*
- The job advertised must match the occupation in the Employment Pass / S Pass application.
- The employer submitting the Employment Pass / S Pass application must be the same as the one in the job advertisement.
- The job ad must remain open for at least 14 days after publication.
- If you make amendments to job details during this period, the ad must stay open for another 14 days after the changes were made.
- On the 15th day, you can start your Employment Pass / S Pass application.
- You cannot submit an Employment Pass / S Pass application if it took more than 3 months to fill in the position advertised in your job posting.
- Apply for Employment Pass using this official online service.
- Apply for S Pass using this official online service.
*Companies with fewer than 10 employees are exempted from this requirement.
How Osome Can Help
Osome helps businesses with S Pass applications, renewals, and cancellations, handling document preparation and submissions to the Ministry of Manpower. Cancellations usually trigger a Short Term Visit Pass for departure, and processing typically takes 3–4 weeks.
For Employment Pass (EP) applications, we run the Self-Assessment Tool (SAT) to check eligibility based on salary, qualifications, and COMPASS points, reducing the risk of rejection. The SAT fee is offset if you proceed with your EP application through Osome.
We also assist with other work passes, including Dependant Passes, One Pass, and LTVP, ensuring accurate submissions and smooth processing. For personalised guidance, contact our experts today.
Summary
Navigating Singapore’s work pass system can feel complex, but understanding the differences between S Passes and Employment Passes — and planning ahead for applications, renewals, or cancellations — gives you confidence and control. By taking early steps, using eligibility tools like the Self-Assessment Test, and keeping your documentation in order, you can reduce delays, avoid costly mistakes, and ensure your business attracts the talent it needs to grow.
Francesca is a content creator with more than 10 years of experience across multiple industries, including academic research, consulting, venture, and tech startups. She combines this diverse background with a talent for translating complex ideas into clear, practical content for Singapore entrepreneurs and business readers. Francesca’s work empowers readers to understand emerging trends, make informed decisions, and apply actionable insights across business and innovation.
