Singapore’s immigration matters are primarily overseen by two government agencies: the Ministry of Manpower (MOM) and the Immigration & Checkpoints Authority (ICA).

The Ministry of Manpower (MOM) develops and administers policies covering employment, work passes, labour relations and workplace safety. It handles applications for Work Permits, S Passes and Employment Passes, and enforces fair employment practices.

The Immigration & Checkpoints Authority (ICA) oversees immigration control, border security and the issuance of identity documents. ICA manages applications for permanent residence, citizenship, and Long-Term Visit Passes, and controls entry and exit procedures at Singapore’s borders.

Key distinction

• MOM focuses on employment-related passes and labour matters for foreigners working in Singapore.
• ICA oversees immigration status, residency matters, and border control for both Singapore citizens and foreign nationals.

Sponsor-based employment in Singapore requires a locally registered company to act as sponsor for a foreign national’s work pass application. Singapore offers a range of employer-sponsored work pass options, with eligibility determined by the applicant’s profile, such as whether they are a professional, skilled or semi-skilled worker, trainee, or student. The primary options are:

Employment Pass (EP)

• For foreign professionals, managers, executives and technicians (PMETs) with a confirmed job offer who meet the eligibility criteria.
• Processing is generally completed within 10 business days, although additional verification or checks may result in longer processing times.
• Valid for up to two years on first issuance and renewable thereafter.
• The minimum EP qualifying salary is S$5,600 per month in most sectors and S$6,200 per month in the financial services sector, increasing progressively with the candidate’s age. From 1 January 2027, the minimum qualifying salary will rise to S$6,000 per month in most sectors and S$6,600 per month in the financial services sector. The revised thresholds will apply to new applications from 1 January 2027 and to renewals of passes expiring on or after 1 January 2028.
• Applicants must also pass the points-based Complementarity Assessment Framework (COMPASS).

S Pass

• For skilled workers with a confirmed job offer who meet the eligibility criteria.
• Processing is generally completed within 10 business days, although additional verification or checks may result in longer processing times.
• Valid for up to two years on first issuance and renewable thereafter.
• The minimum S Pass qualifying salary is S$3,300 per month in most sectors and S$3,800 per month in the financial services sector, increasing progressively with the candidate’s age. From 1 January 2027, the minimum qualifying salary will rise to S$3,600 per month in most sectors and S$4,000 per month in the financial services sector. The revised thresholds will apply to new applications from 1 January 2027 and to renewals of passes expiring on or after 1 January 2028.

Training Employment Pass (TEP)

• For foreign students or intra-corporate trainees undergoing training in Singapore.
• Processing time is generally within three weeks.
• Valid for up to three months and not renewable.
• For foreign students, the training attachment in Singapore must form part of their course of study, and they must either be enrolled in an approved institution or earn a fixed monthly salary of at least S$3,000. Foreign trainees must be employed by a foreign office or subsidiary and earn a fixed monthly salary of at least S$3,000. In addition, individuals who have previously held a TEP will not be eligible for another TEP for the same type of training.

Work Permit (WP)

• For unskilled or semi-skilled workers from approved source countries/regions in the construction, manufacturing, marine shipyard, process, or services sectors.
• Processing time is generally within one week, although additional verification or checks may result in longer processing times.
• Valid for up to two years, depending on the validity of the worker’s passport, security bond and employment period, and renewable. The previous cap on total years of employment has been removed with effect from 1 July 2025, allowing employers to retain experienced workers for longer.
• Eligibility depends on the worker’s country of origin and age, and remains subject to sector quotas and levy requirements.
• With effect from 1 July 2026, the maximum employment age for existing Work Permit holders in Singapore has been raised to 64 years old, matching the national statutory retirement age.
  • With effect from 1 June 2025, Bhutan, Cambodia, and Laos were added to the list of approved Non-Traditional Sources (NTS), and from 1 September 2025, the NTS Occupation List (NTS-OL) was expanded to include heavy vehicle drivers, various manufacturing roles, and cooks across all cuisines, enabling businesses in the Services and Manufacturing sectors to hire skilled workers from NTS countries and build a more skilled and resilient workforce.
  • Effective from 1 September 2026, MOM will expand the Non-Traditional Sources (NTS) Occupation List to include eight additional occupations across the Food Services, Air Transportation, and Social Services sectors: butchers and related food preparers, food and drink stall assistants, kitchen assistants, waiters, cabin attendants, babysitters/infant caregivers, educarers, and teacher aides.

Training Work Permit (TWP)

• For unskilled or semi-skilled foreign trainees from related overseas companies or foreign students studying in educational institutions in Singapore undertaking practical training in Singapore for up to six months.
• Processing time is generally within three weeks.
• Valid for up to six months and not renewable. Foreign employees from related overseas companies cannot obtain a further TWP until six months after the previous one has expired or been cancelled.
• Foreign trainees must come from a related overseas company. Foreign students must be enrolled at an educational institution in Singapore with training forming part of their course requirements. Sector quotas and levy requirements apply.

Unsponsored routes allow an individual to work or invest in Singapore without being tied to a single employer as sponsor. These typically involve self-employment, business ownership or recognised investment and talent schemes.

Personalised Employment Pass (PEP)

• For high-earning Employment Pass holders or overseas foreign professionals.
• Processing time is generally within six weeks.
• Valid for up to three years and not renewable.
• Requires a fixed monthly salary of at least S$22,500. Overseas foreign professionals must have drawn that salary within the six months preceding the application.

Overseas Network and Expertise Pass (ONE Pass)

• For top talent in business, arts and culture, sports, academia and research.
• Processing time is generally within four weeks.
• Valid for up to five years and renewable.
• Requires a fixed monthly salary of at least S$30,000 (or the foreign currency equivalent) for the 12 consecutive months leading up to the date of application, or will earn a fixed monthly salary of at least S$30,000 under their future employer in Singapore.

EntrePass

• For eligible foreign entrepreneurs seeking to operate a venture-backed or innovative technology business in Singapore.
• Processing time is generally within six weeks.
• Valid for up to one year upon initial issuance and the first renewal, and renewable thereafter.
• The applicant must have started, or intend to start, a private limited company registered with ACRA and hold at least a 30% shareholding in the company. The company must be venture-backed or possess innovative technologies, and the applicant must meet at least one of the following innovation criteria: having raised funding for a past or current business; being supported by a government-recognized or internationally renowned incubator or accelerator; having founded or sold a technology business; holding intellectual property; or having an active research collaboration in Singapore.

A sponsor is typically the hiring company that applies for a work pass on behalf of a foreign employee. Any Singapore-registered business may act as a sponsor, provided it meets the following conditions.

• Holds a valid ACRA registration number (UEN) as a Singapore-registered business.
• Complies with employment and immigration law.
• Can demonstrate the financial ability to hire and pay salaries in line with MOM’s minimum requirements.
• Holds the necessary sector-specific licences, where applicable.

As a work pass sponsor, the company assumes legal responsibility for the foreign employee’s work pass and compliance with all MOM requirements and regulations. This includes applying for and maintaining the validity of the work pass, ensuring that the employee’s salary and employment terms are consistent with the information declared to MOM, providing appropriate working conditions and accommodation where applicable, bearing repatriation costs upon the termination of employment, and promptly notifying MOM of any changes to the employee’s employment or personal details. The company is also required to maintain accurate employment records and cancel the work pass when the employment relationship ends.

All work pass applications in Singapore are filed electronically, through MOM’s online portals such as myMOM for Employment Passes and S Passes, and WP Online for Work Permits.

Successful applicants receive an electronic In-Principle Approval letter. This document constitutes the official approval and, for applicants applying from outside Singapore, also functions as a single-entry visa allowing them to enter the country for pass issuance.

After the applicant arrives in Singapore and completes the required formalities, including a medical examination (if applicable), pass issuance and card registration, MOM issues a physical work pass card bearing the holder’s photograph and key particulars. This card is the holder’s proof of the right to work and reside in Singapore for the duration of the pass.

In-person attendance is generally not required at the application stage. Most applications, together with supporting documents, are submitted and processed entirely online.

After arrival, pass holders must attend a biometrics appointment as part of pass issuance. At this appointment, the individual has a digital photograph taken and provides fingerprint scans for identification purposes. This biometric data is embedded in the physical work pass card, which serves as the holder’s proof of the right to work and reside in Singapore.

Dependants of eligible work pass holders may be issued a Dependant’s Pass (DP) or a Long-Term Visit Pass (LTVP), depending on the relationship to the main pass holder and the main pass holder’s salary level.

Dependant’s Pass (DP)

• Legally married spouse.
• Unmarried children under 21 years old.
• Unmarried, legally adopted children under 21 years old.

Long-Term Visit Pass (LTVP)

• Common law spouse.
• Unmarried stepchildren under 21 years old.
• Unmarried handicapped children 21 years old and above.
• Parents, only where the main pass holder earns at least S$12,000 a month.

Work rights for dependants

Dependents holding a DP or LTVP are generally not permitted to work in Singapore solely on the basis of their dependent status. To take up employment, they must typically obtain an employer-sponsored work pass, and will be subject to the same eligibility criteria, salary thresholds, quota requirements, and levy obligations that apply to other foreign workers.

However, certain exceptions apply. DP holders who wish to operate a business in Singapore may do so by obtaining a Letter of Consent (LOC) from the MOM, subject to the applicable eligibility requirements. In addition, spouses holding a DP or LTVP that is tied to an Overseas Networks & Expertise (ONE) Pass holder may work or operate a business in Singapore through an LOC. Separately, eligible ICA-issued LTVP or LTVP+ holders who are spouses or children of Singapore citizens or permanent residents may work under an LOC or, where applicable, a Pre-Approved Letter of Consent (PLOC). These arrangements allow eligible dependants to work without obtaining a separate work pass, provided the relevant LOC or PLOC remains valid and the underlying DP or LTVP continues to be in force.

Sponsored, employment-based PR

• Typically available to Employment Pass or S Pass holders who have worked in Singapore for at least two to three years.
• Processing generally takes up to six months, provided all the required documents are submitted and are in order, though complex cases can take up to twelve months.

Unsponsored, business or investment-based PR

• Global investors seeking to establish a business or invest in Singapore may apply for Singapore PR status through the Global Investor Programme.
• Processing generally takes up to twelve months, depending on the complexity and scale of the investment.

Across both routes, PR applications typically take between six to twelve months, though actual timing depends on the applicant’s circumstances, application volumes and any changes to immigration policy or procedure. PR holders generally become eligible to apply for citizenship after two years, and citizenship applications typically take twelve months to process.

Business visitors may undertake short-term, non-remunerative business activities connected to their employment or business outside Singapore without a work pass, provided the activity does not amount to local employment.

Permissible business activities

• Attending company meetings, corporate retreats, or meetings with business partners.
• Attending study tours, training courses, workshops, seminars and conferences as a participant.
• Attending exhibitions as a trade visitor.

None of these activities should involve a contract of service, or a contract for service with a Singapore employer.

Work Pass Exempt (WPE) activities

Where a business visitor is engaged to carry out a Work Pass Exempt activity, MOM must be notified after entry and before the activity begins. WPE activities may be carried out for up to a total of 90 days within a calendar year, across multiple visits. The permitted duration for each visit is set by the Short-Term Visit Pass (STVP) issued at the checkpoint on entry, and requests to extend the STVP for this purpose will not be considered.

Remote work can be carried out in Singapore without a work pass, provided the following conditions are strictly met.

• The individual is working for an overseas company while physically present in Singapore.
• That overseas company is a separate legal entity from any related office it may have in Singapore, and the work has no linkage to, or interaction with, the Singapore office.
• The individual is not meeting or providing services to clients based in Singapore.

Where all three conditions are satisfied, an individual may lawfully carry out remote work for an overseas employer while based in Singapore. However, the individual must continue to hold a valid immigration pass that authorises their stay in Singapore.

Visitors entering on a Short-Term Visit Pass may perform certain short-term activities without a work pass. Where a visitor intends to carry out a Work Pass Exempt activity, MOM must be notified after entry and before the activity begins. The list of WPE activities includes the following.

• Arbitration or mediation services.
• Exhibitions, as an exhibitor.
• Journalism activities.
• Judicial or legal duties before the Singapore International Commercial Court.
• Junket activities.
• Location filming and fashion shows.
• Performances as an actor, singer, dancer or musician, including as key support staff.
• Specialised services connected to new plant, operations or equipment.
• Organising or conducting a seminar, conference, workshop, gathering or talk.
• Sports.
• Tour facilitation.

None of these activities may involve entering into a contract of service, or a contract for service, with a Singapore employer. WPE activities may be carried out for up to a total of 90 days within a calendar year, across multiple visits, with the permitted duration for each visit set by the STVP issued at entry. Requests to extend the STVP for this purpose will not be considered.

Singapore does not currently offer a dedicated remote work or digital nomad visa. Remote work is permitted only under the conditions described in response to Question 10. The authorities have given no formal indication of plans to introduce such a visa, and given the tightly regulated structure of Singapore’s work pass framework, this remains unlikely in the near future.

For EP, S Pass or Work Permit holders, a change of employer requires the new employer to submit a fresh work pass application, assessed on the same basis as a new application, including labour market testing and, where applicable, the COMPASS framework. For PEP holders, no new application is needed, though the PEP holder or the new employer must notify MOM within one week of starting or leaving a role, or of a change in employer. ONE Pass holders do not need a new application when changing jobs and may hold multiple concurrent roles, giving them considerably more flexibility.

Switching pass categories

An applicant moving to a different pass type should secure approval of the new pass before cancelling the existing one, to avoid any gap in their right to stay or work in Singapore.

Redundancy

Where a work pass holder is made redundant, the employer must cancel the pass within one week of the final working day. If the individual remains in Singapore at that point, they are issued a Short Term Visit Pass valid for up to 90 days for former EP holders and up to 30 days for former S Pass holders. No work or employment activity may take place during this period.

An individual who wishes to remain in Singapore following redundancy may consider applying for another pass for which they are eligible, such as the PEP, the ONE Pass, or a DP or LTVP where applicable. These provide a lawful basis for continued residence while the individual seeks new employment or pursues other qualifying activities.

Common issues and concerns for employers under Singapore’s business immigration framework include:

• Meeting the eligibility requirements for work passes, including salary thresholds, qualifications, job scope, and the increasingly comprehensive COMPASS assessment, which evaluates factors such as salary benchmarks, educational credentials, workforce diversity, and shortage occupation eligibility.
• Managing quota and levy obligations for S Pass and Work Permit holders, particularly following regulatory changes such as the increase in the Local Qualifying Salary from S$1,600 to S$1,800 per month from 1 July 2026, which may reduce the local workforce counted towards foreign worker quotas.
• Navigating processing delays arising from additional scrutiny, requests for supporting documents, or applications involving shortage occupations, which can impact hiring and project timelines.
• Maintaining compliance with Fair Consideration Framework requirements, sector-specific quotas, and evolving workforce policies while balancing local and foreign talent needs.
• Adapting to frequent policy changes, including scheduled increases to salary thresholds and other work pass requirements, which may affect workforce planning and hiring strategies.
• Managing cross-border mobility arrangements, including business travel, remote work, and international assignments across multiple jurisdictions.
• Ensuring timely notifications to the MOM of changes in employment status, as non-compliance may affect future work pass applications and expose employers to penalties.
• Preparing for audits and compliance reviews, as breaches of immigration regulations may result in fines, debarment from hiring foreign workers, or other enforcement actions.

Employers can mitigate these risks through proactive workforce planning, robust compliance processes, regular monitoring of regulatory developments, and seeking professional immigration advice where appropriate.

There is currently no fast-track process or certification scheme available to expedite work pass or permit processing in Singapore.

In recent years, Singapore’s immigration policy has continued to be shaped by the twin objectives of remaining attractive to global talent while strengthening employment opportunities for Singaporeans. The government remains committed to attracting global talent and investment, but there is also a strong emphasis on ensuring that Singaporeans continue to benefit from quality job opportunities and sustainable wage growth.

A key development has been the ongoing refinement of the COMPASS framework, including updates that took effect on 1 January 2026 to salary benchmarks, recognised qualifications, and the Shortage Occupation List. These changes were introduced to better align the Employment Pass regime with current labour market conditions and economic priorities, while giving greater weight to skills that are in demand in Singapore. The corresponding changes for renewal applications began taking effect from 1 July 2026.

Alongside COMPASS, the government has continued its gradual tightening of work pass requirements through increases to Employment Pass and S Pass qualifying salary thresholds, as well as adjustments to the Local Qualifying Salary (LQS) framework. The increase in LQS from S$1,600 to S$1,800 per month from 1 July 2026 reflects broader efforts to support wage growth and encourage employers to maintain a strong local workforce. These measures have been accompanied by announcements of further salary and workforce-related changes that will be implemented in 2027 and 2028, providing employers with greater visibility for workforce planning.

More broadly, recent policy developments reflect the government’s continued focus on ensuring that foreign talent complements the local workforce rather than competes directly with it. Public discussions around job opportunities, skills development, and workforce resilience have contributed to a policy environment that places increasing emphasis on fair hiring practices, workforce diversity, and the transfer of skills to local employees. While Singapore remains open to foreign talent and international business, the overall direction of policy in 2025 and 2026 has been towards a more selective, skills-based immigration framework that supports both economic competitiveness and local workforce development.

Several significant changes have been introduced or announced over the past year.

COMPASS framework refresh

With effect from 1 January 2026 for new Employment Pass (EP) applications, and 1 July 2026 for renewals, the Ministry of Manpower (MOM) updated the COMPASS framework by revising salary benchmarks, refreshing the list of recognised qualifications and top-tier institutions, and updating the Shortage Occupation List (SOL) to better reflect Singapore’s evolving labour market needs. In addition, selected Infocomm Technology occupations that qualify under both the SOL and the technology-specific EP salary criteria may now be eligible for a five-year EP, provided the candidate achieves at least 40 COMPASS points.

Employment Pass and S Pass salary increases

Singapore has continued its gradual tightening of work pass eligibility criteria through a series of qualifying salary increases. The EP qualifying salary currently stands at S$5,600 per month for most sectors and S$6,200 for the financial services sector. These thresholds will increase to S$6,000 and S$6,600 respectively from 1 January 2027 for new applications, with the revised thresholds applying to renewal applications from 1 January 2028.

The S Pass qualifying salary, currently S$3,300 per month for most sectors and S$3,800 for the financial services sector, will similarly increase to S$3,600 and S$4,000 respectively from 1 January 2027 for new applications and from 1 January 2028 for renewals. The S Pass levy framework has also been streamlined, with the basic levy rate increasing from S$550 to S$650 per month, bringing levy rates into alignment across sectors.

In tandem with these qualifying salary increases, MOM has announced a refresh of the COMPASS salary benchmarks with effect from 1 January 2027 for new EP applications and 1 January 2028 for renewals. The revised benchmarks will be calibrated to the latest local Professional, Manager, Executive and Technician (PMET) wage data and are intended to ensure that EP holders continue to be benchmarked against the top tier of local salaries. As a result, employers may need to reassess compensation structures for future EP applications and renewals, particularly for mid-career and senior candidates whose salary requirements increase progressively with age.

Local Qualifying Salary increase

From 1 July 2026, the Local Qualifying Salary (LQS) used to determine whether a local employee counts towards an employer’s S Pass or Work Permit quota increased from S$1,600 to S$1,800 per month for full-time employees, with a corresponding pro-rated hourly rate applying to part-time workers. Employees earning below the LQS threshold count as only half a local employee for quota purposes, meaning that the change may materially reduce an employer’s available foreign worker quota unless local wages are adjusted accordingly.

Work Permit framework enhancements

Effective 1 July 2025, the maximum employment period for Work Permit holders was removed, allowing employers to retain experienced workers without being constrained by cumulative employment limits.

Further broadening the labour pool, Bhutan, Cambodia, and Laos were added to the list of approved Non-Traditional Sources (NTS) countries from 1 June 2025. In addition, the Non-Traditional Sources Occupation List (NTS-OL) was expanded from 1 September 2025 to include heavy vehicle drivers, a wider range of manufacturing occupations, and cooks across all cuisines. These changes provide employers in the Services and Manufacturing sectors with greater access to skilled workers from NTS countries and support the development of a more experienced and resilient workforce.

From 1 July 2026, MOM further enhanced the Work Permit framework by raising the maximum age for new Work Permit applicants to 62 and increasing the maximum employment age for existing Work Permit holders to 64, in line with Singapore’s broader retirement age policies.

Looking ahead, MOM will further expand the NTS-OL from 1 September 2026 to include eight additional occupations across the Food Services, Air Transportation, and Social Services sectors. These occupations include butchers and related food preparers, food and beverage stall assistants, kitchen assistants, waiters, cabin attendants, babysitters and infant caregivers, educarers, and teacher aides. The expansion is intended to provide employers with greater workforce flexibility in sectors facing persistent manpower constraints while supporting Singapore’s economic and social development needs.

These developments should be viewed collectively rather than in isolation. The COMPASS refresh, increases to work pass salary thresholds, updates to salary benchmarks, and the LQS increase all interact with one another and may have a significant impact on hiring costs, foreign worker quota capacity, workforce planning, and the viability of future work pass applications and renewals. Employers should therefore continue to monitor developments closely and assess their workforce strategies well in advance of upcoming implementation dates.

Singapore is expected to continue leveraging technology to make immigration and work pass administration more efficient, secure, and user-friendly. In recent years, the MOM further enhanced its digital service delivery through platforms such as myMOM Portal and SGWorkPass, enabling employers and pass holders to manage applications, renewals, notifications, and pass verification through streamlined online channels. Looking ahead, the increased use of data analytics, automation, and artificial intelligence is expected to support more efficient work pass assessments, strengthen fraud detection, identify potential compliance risks, and reduce processing times. Greater integration across government databases and digital identity systems may also reduce documentary requirements and facilitate seamless verification of employment, educational, and immigration records.

At the same time, the ICA has continued to expand the use of biometric and passport-free clearance technologies, automated border control systems, and digital self-service solutions.

Together, these initiatives reflect Singapore’s broader move towards a more integrated and data-driven immigration ecosystem, improving the experience for employers, applicants, and travellers while maintaining robust security, compliance, and border integrity standards.

Employers must verify a candidate’s right to work in Singapore before employment begins, by checking the appropriate immigration documents for the individual’s residency or pass type.

• Singapore citizens: passport and, or National Registration Identity Card.
• Permanent Residents: passport, Singapore Blue Identity Card, and Re-entry Permit.
• Students and interns: passport, Student Pass, and a letter from the university confirming permitted work or internship hours.
• Foreign workers: passport and the existing work pass card and notification letter.

The appropriate documentation must be in place before an individual is permitted to commence work.

Under the Employment of Foreign Manpower Act, employers who hire a foreign employee without a valid work pass face both civil and criminal exposure.

First offence

• A fine of between S$5,000 and S$30,000.
• Imprisonment of up to twelve months.
• These penalties may be imposed individually or in combination.

Subsequent offences

• Mandatory imprisonment of between one and twelve months.
• A fine of between S$10,000 and S$30,000.

These penalties reflect the seriousness with which Singapore treats illegal employment and immigration non-compliance.

Employers must observe the Tripartite Guidelines on Fair Employment Practices. Before submitting an Employment Pass or S Pass application, an employer must generally advertise the vacancy on MyCareersFuture and give fair consideration to all applicants under the Fair Consideration Framework. A job offer may not be made during the mandatory advertising period of at least 14 consecutive days, so that local jobseekers have adequate time to apply and be assessed.

Exemptions from advertising

• The employer has fewer than 10 employees.
• The fixed monthly salary for the role is S$22,500 or above.
• The position is short-term, of no more than one month.
• The role is to be filled by a local transferee.
• The role is to be filled by a candidate applying as an overseas intra-corporate transferee.

Employment Pass

No formal quota applies, though MOM may ask an employer to justify hiring a foreign candidate over a local one.

S Pass and Work Permit

Both are subject to industry specific quota caps, and employers pay a foreign worker levy for each S Pass and Work Permit holder. Quota limits are calculated against an employer’s total workforce and sector classification, and depend on how many local employees meet the Local Qualifying Salary. With the increase in the Local Qualifying Salary (LQS) from S$1,600 to S$1,800 per month effective 1 July 2026, employers that do not correspondingly adjust local employee wages may experience a reduction in their effective foreign worker quota. This is because local employees earning below the revised LQS threshold will count as only half a local employee for quota purposes, potentially reducing the number of S Pass and Work Permit holders that an employer is permitted to hire.

Employers must cancel a foreign employee’s work pass within one week of the employee’s last working day. Where the employee has already left Singapore permanently, the employer must cancel the pass within one week of departure, unless the pass has already expired.

For Employment Pass, S Pass, and Work Permit applications, medical examination requirements may apply, although the scope varies by pass type. EP and S Pass holders may be required to undergo a medical examination if specified in their In-Principle Approval (IPA) letter, which can include screening for conditions such as tuberculosis and HIV. For Work Permit holders, a medical examination is generally mandatory before pass issuance and typically includes checks for tuberculosis, HIV, syphilis, malaria, and overall fitness for work. Certain categories of Work Permit holders, including migrant domestic workers, are also subject to periodic medical examinations during their employment.

There are generally no broad vaccination requirements for work pass applicants. However, travellers arriving from countries with a risk of yellow fever must present a valid yellow fever vaccination certificate. In addition, specific vaccination or immunity requirements may apply in limited circumstances.

On the other hand, foreign children under 12 applying for a Dependant’s Pass must provide vaccination certificates showing proof of vaccination against diphtheria and measles, verified by the Singapore Health Promotion Board. Existing DP, LTVP and Student’s Pass holders are exempt from this verification requirement.

There is no formal language requirement to apply for a work pass in Singapore. All supporting documents must, however, be submitted in English, and any original document in another language must be accompanied by a certified English translation.

• Employment Pass, Training Employment Pass, Personalised Employment Pass and ONE Pass: an application fee of S$105, an issuance fee of S$225, and a further S$30 where a multiple journey visa is required.
• S Pass: an application fee of S$105, an issuance fee of S$100, and a further S$30 where a multiple journey visa is required.
• Work Permit and Training Work Permit: an application fee of S$35 and an issuance fee of S$35.

A local employment contract is generally not required to obtain most work passes.

Most Singapore work passes carry no fixed maximum duration of stay, provided the holder continues to meet the renewal criteria for that pass. An exception applies to individuals entering as Intra-Corporate Transferees under a trade agreement, whose stay is temporary and governed by the specific provisions of the relevant agreement.

Singapore does not permit dual citizenship. A Singapore citizen who acquires citizenship of another country must notify the ICA and renounce their Singapore citizenship in accordance with the law.

Singapore’s immigration system is widely regarded as one of the most efficient and predictable in the world. Application processes are clearly structured, eligibility criteria are transparent, and employers have access to comprehensive guidance through well-developed digital platforms. Processing times are generally reliable, allowing businesses to plan recruitment and workforce deployment with a high degree of certainty. The extensive use of technology, including online application systems, digital work pass services, and automated immigration processes, further reduces administrative burden for both employers and foreign nationals.

Another notable strength is the system’s ability to adapt quickly to changing economic and labour market needs while maintaining a strong regulatory framework. Singapore regularly reviews its work pass policies, salary benchmarks, and shortage occupation pathways to ensure that immigration remains aligned with national priorities and industry demand. This balanced approach allows the country to remain attractive to highly skilled global talent while maintaining public confidence in the immigration system and supporting the development of the local workforce. As a result, Singapore continues to be viewed as a competitive and business-friendly destination for international talent, investment, and regional headquarters operations.

Singapore continues to face skills shortages in a number of sectors that are critical to its economic growth and long-term development. MOM addresses these gaps through the Shortage Occupation List (SOL), which is integrated into the COMPASS framework and provides additional support for EP applications involving occupations where local talent remains in short supply. Based on MOM’s current Shortage Occupation List (SOL), Singapore’s key skills shortages are concentrated in seven broad areas: agritech, financial services, green economy, healthcare, infocomm technology, maritime, and semiconductor.

Key areas where skills shortages continue to be reported include:

• Agritech and Food Innovation – alternative protein food application scientists and novel food biotechnologists.
• Financial Services – private banking, wealth management, family office advisory, and ultra-high-net-worth client advisory services.
• Green Economy and Sustainability – carbon project management, carbon trading, carbon verification and auditing, and carbon standards development.
• Healthcare – nurses, clinical psychologists, diagnostic radiographers, occupational therapists, physiotherapists, podiatrists, and medical social workers.
• Technology and Digital Services – artificial intelligence, software development, cloud computing, data science, cybersecurity architecture, digital forensics, and penetration testing.
• Maritime – marine superintendents and marine technical superintendents with specialised vessel management expertise.
• Semiconductors and Advanced Manufacturing – semiconductor engineers, process engineers, instrumentation engineers, and integrated circuit specialists.

Recent updates to SOL indicate a shift in labour market needs. While Singapore continues to experience demand for highly specialised technology talent, the 2026 refresh expanded healthcare-related occupations and reduced the number of eligible infocomm technology roles, reflecting improvements in some areas of local technology talent supply and growing demand in healthcare and other strategic sectors.

Furthermore, recent policy developments also highlight emerging labour shortages beyond traditional professional sectors. The expansion of the Non-Traditional Sources Occupation List (NTS-OL) in 2025 and 2026 to include occupations such as heavy vehicle drivers, cooks across all cuisines, cabin attendants, teacher aides, educarers, babysitters and infant caregivers reflects ongoing manpower challenges in essential service industries. These changes suggest that workforce shortages are increasingly being felt across both high-skilled professional roles and operational occupations that support Singapore’s broader economic and social infrastructure.

Overall, Singapore’s approach remains focused on using targeted immigration measures to address genuine skills shortages while continuing to invest in local workforce development, upskilling, and talent pipeline initiatives over the longer term.

Singapore has established a comprehensive national sustainability agenda through the Singapore Green Plan 2030, which supports the country’s transition to a low-carbon and green economy. This includes initiatives to:

• Grow green sectors such as sustainable finance, clean energy, carbon services, green building, and the circular economy.
• Equip the workforce with green skills through upskilling and reskilling programmes offered by SkillsFuture Singapore, Workforce Singapore, and industry-led training initiatives.
• Support employers and workers in identifying emerging green jobs and the skills required to meet future workforce needs across key industries.
• Foster collaboration between government, industry, and training providers to integrate sustainability competencies into existing and future job roles and strengthen Singapore’s green talent pipeline.

These efforts form part of Singapore’s broader strategy to build a resilient workforce and capture opportunities arising from the global transition to a sustainable economy.