Singapore Work Visas in 2026: Complete Guide for EP, S Pass, & Permits

1. The Singapore Opportunity

Hiring in Singapore is getting more competitive in 2026. With higher salary thresholds, harmonized levies, and stricter quota rules, employers face more compliance pressure than ever. This guide explains the main work visas, including the Employment Pass, S Pass, and Work Permit, along with the latest MOM updates, so you can stay compliant while focusing on business growth.However, while Singapore is business-friendly, navigating its work visa system when you have a diverse team can be challenging for employers due to strict eligibility criteria, quota limits, and regulatory compliance. 

In this article, we’re going to provide an overview of the primary Singapore work visas, employers’ responsibilities for compliance, common questions, and how using HRIS solutions like Slasify can help simplify and manage this complexity without building a full in-house HR team.

2. Three Primary Singapore Work Visas You Should Know in 2026

According to the Ministry of Manpower (MOM), Singapore offers multiple types of work passes tailored for different categories of foreign professionals and workers. Here are the main visa types employers should focus on:

1. Professionals 

The majority of professionals fall under this category and won’t take up headcounts for the foreign worker quota. Many companies would prioritize the Singapore Employment Pass for senior or critical roles to avoid paying unnecessary levies. The primary pass types include: 

• Employment Pass (EP) – For professionals, managers, and executives with a recognized university degree and legal employment in Singapore. Applicants must meet a minimum salary of S$5,600 and pass COMPASS criteria.
  
  
• Personalized Employment Pass (PEP) – Designed for high-earning professionals with a minimum monthly salary of S$22,500. Applicants must maintain a yearly fixed salary of at least S$270,000 and be employed continuously in Singapore. PEP can be converted to EP after the first 3 years.
  
  
• Entre Pass – For foreign entrepreneurs building venture-backed or innovation-driven businesses in Singapore. Some F&B businesses are outside the scope of Entre Pass, such as cafes, bars, or beauty salons.
  
  
• Overseas Network & Expertise Pass – For top-tier foreign talent who earn a minimum of S$30,000 fixed salary, in fields like arts, sports, culture, academia, research, and business.
  
  

2. Entry & Medium Skilled Workers

Singapore S Pass and Work Permit are designed for entry and medium-skilled foreign workers. A dependency ratio ceiling (DRC), or quota, will be applied, and the employers need to pay certain levies. 

• S Pass – For mid-level skilled employees. Employers must comply with the foreign worker quota (10% maximum for the service sector and 15% for construction, manufacturing, marine shipyard and process sectors). For the minimum salary for S Pass eligibility, applicants must earn S$3,300 every month.
  
  
• Work Permit – For semi-skilled foreign workers in sectors such as construction, manufacturing, and services. There’s no salary threshold, but the quota applies for construction at 83.3%, marine shipyard at 77.8%, manufacturing at 60%, and services at 35%. Employers often work with HR partners to plan strategically to stay compliant and within quota limits.
  
  

3. Trainees and Students 

There are also work visas for trainees and students, as employers might hire interns. The Training Employment Pass (TEP) accepts students who are studying at acceptable institutions or earning a fixed monthly salary of at least S$3,000. The Work Holiday Pass is designed for students and graduates aged 18 to 25 who want to work and holiday in Singapore for 6 months. The quotas and Foreign Worker Levy don’t apply here, but employers are obligated to comply with general work condition rules.

Important Regulatory Updates You Need to Know

The Ministry of Manpower (MOM) has introduced several updates to Singapore’s work pass framework effective in 2026:

• Employment Pass (EP) – Minimum fixed salary is S$5,600 for non-financial roles and S$6,200 for financial services, with age-adjusted benchmarks that scale up to roughly S$10,700–S$11,800 by the mid-40s.
  
  
• S Pass – Minimum salary increases to S$3,300 for most sectors and S$3,800 for financial services.
  
  
• S Pass Levy – Harmonised at S$650/month across sectors and tiers (previously S$550/S$650), simplifying budgeting and slightly raising baseline costs. Adjust headcount plans and payroll forecasts accordingly.

3. Employer Responsibilities & Key Compliance Factors

Employers are responsible for more than just submitting visa applications. Key obligations of employers include the following:

• Managing foreign worker quotas and levies according to the latest rules.
  
  
• Ensuring contributions to the Central Provident Fund (CPF) where applicable.
  
  
• Track expiry dates and handle salary changes before renewal.
  
  
• Filing taxes and maintaining employment records for regulatory checks.
  
  
• Handling dependent passes for employees with families when applicable.
  
  

Many companies struggle with these responsibilities because compliance demands both time and local HR expertise. Even small mistakes such as miscalculating quotas or missing renewal deadlines can result in rejected applications, financial penalties, or suspension of hiring privileges. 

Under the new rules, companies are required to meet stricter qualifications when applying for work visas for foreign employees. The minimum salary threshold for employment passes has been raised, and companies are being asked to demonstrate a greater commitment to local hiring. While the intention behind these regulations is to improve opportunities for Singaporeans, many businesses are feeling the strain.

— Vahid Haghzare, Director Silicon Valley Associates Recruitment Singapore

That’s why many foreign companies turn to HRIS solutions like Employer of Record (EOR) to outsource work visa application and payroll services in Singapore. This ensures that quota monitoring, renewals, and the latest compliance can be met at all times.

4. Setting Up a Local Entity vs. Using an EOR in Singapore

When hiring in Singapore, businesses generally have two options:

Setting up a local entity

Gives companies full control but requires registering a legal entity and managing payroll and compliance in-house. This process can be expensive and time-consuming, especially for companies that are testing the water before investing heavily in a new market.

Using an Employer of Record (EOR)

Enables companies to legally employ staff in Singapore without setting up a local entity. The EOR becomes the legal employer and handles visas, payroll, CPF contributions, and compliance, while the client focuses on business operations.

In most cases, for businesses that want to test the market and stay flexible, the EOR model for HR management often proves more efficient and less risky. 

5. How Slasify Supports Employers with EOR Solutions

By acting as a fully compliant and trusted Employer of Record (EOR), Slasify offers the best HR software solution in Singapore to help global companies simplify and streamline key HR operations with services such as: 

• No need for local entities: Support legal hiring in new markets without setting up overseas subsidiaries to reduce administrative costs.
  
  
• Full work permit support: Manage visa applications and renewals for your employees by acting as the legal employer in Singapore.
  
  
• Seamless onboarding: Handle documentation, compliance, and HR coordination all in one platform, with a dedicated account manager to provide local expert advisory.
  
  
• Quick response to regulatory changes: Stay compliant as local laws evolve without needing to search for answers yourself, as a dedicated account manager will guide you through the onboarding process and answer any questions along the way.
  
  
• Global payroll done right: Process payroll in 150+ countries and in 130+ currencies, including tax and contribution calculations and payments.

If you are looking to enter the Singapore market or in the process of hiring, we encourage you to book a free consultation with our HR expert today to help you assess hiring options and visa eligibility.

6. Singapore vs Hong Kong: Choosing Your Gateway to Asia

For global businesses and top-tier professionals looking to establish a foothold in Asia, the decision often narrows down to two powerhouse cities: Singapore and Hong Kong. Both offer world-class infrastructure and dynamic business environments, but their approach to welcoming foreign talent diverges in critical ways. 

Understanding the nuances between Singapore's Employment Pass and Hong Kong's General Employment Policy (GEP) can be the deciding factor in your expansion strategy. Let's break down how these two premier visa pathways compare.

Side-by-Side: Employment Pass vs Hong Kong's GEP

The Strategic Differences: What This Means for You

1. Predictability vs flexibility:
   • Singapore’s EP has moved towards a more transparent, points-based system with COMPASS. This gives companies and applicants a clearer checklist for success, offering greater predictability. 
   • Hong Kong’s GEP remains a flexible, qualification-based assessment. While there's no strict scoring, it requires a compelling narrative to prove the candidate's unique value and the role's necessity, making the outcome somewhat more subjective.
2. The long-term timeline:
   • Singapore offers a faster route to apply for PR (just two years), which can be a significant draw for talent seeking long-term stability. However, approval is highly competitive and not guaranteed.
   • Hong Kong’s path is longer but more defined. The "7-year rule" provides a clear, if patient, timeline to permanent status for those who maintain continuous residence.
3. Evolving policy directions:
   • Singapore is strategically raising salary thresholds and implementing frameworks like COMPASS to selectively attract elite talent and ensure they complement the local workforce.
   • Hong Kong, while maintaining its core GEP structure, has recently introduced new and enhanced talent attraction schemes in response to market dynamics, signaling a renewed push to draw international professionals.

Making the Right Choice for Your Business

The choice isn't about which city is "better," but which system aligns with your company's timeline and your employees' career goals.

• Choose Singapore's EP if you value a structured, points-based application process and want to offer your key employees an earlier opportunity to apply for permanent residency. It’s a system built on transparent metrics.
• Choose Hong Kong's GEP if your candidate’s profile is exceptional but may not fit a rigid points grid, and your long-term strategy is comfortable with a clear 7-year pathway to permanent status.

Slasify’s Perspective

There is no one-size-fits-all answer. The optimal choice hinges on a strategic fit. We help our clients navigate these complex decisions by weighing the specific profile of the employee, the nature of the role, and the long-term geographic goals of the business. Let us handle the compliance complexity so you can focus on your strategic growth.

7. Singapore Work Visa FAQ

1. How long does the Singapore work visa application process take, and what can cause delays?

The timeline varies by visa type:

• Work Permits: Typically 1–2 weeks end-to-end.
  
  
• Employment Pass (EP) & S Pass: Typically 3–5 weeks. This is largely because most employers must advertise roles on MyCareersFuture for 14 days before filing.

Note: For foreign companies without a legal entity in Singapore, applying for EP and S Pass could take up to 8 weeks.

2. What extra employment costs are there beyond salary when hiring foreign workers in Singapore?

Besides base salary, employers must cover mandatory taxes and contributions, including:

• Skills Development Levy (SDL): 0.25% of monthly wages (for all hirings).
• S Pass Levy: Approx. S$650 per month (across the board).
• Application Fees: S$100-S$300 per pass.
• Insurance: Mandatory statutory insurance coverage for all foreign workers.

3. How do foreign worker quotas affect our hiring strategy?

Quotas cap how many Work Permit and S Pass of Singapore you can have. We’d recommend prioritizing EP for senior and critical roles as they don’t have quota limitations. Always keep tabs on the current quota headcounts to avoid exceeding the limit. Lastly, since the S Pass levy is S$650 per headcount, you should always budget the levies into cost planning and balance between local hires and foreign workers. 

4. What if a visa application is rejected?

Employers can appeal within MOM’s framework, but approval depends on meeting all eligibility criteria. Using an Employer of Record (EOR) can help manage appeals and ensure documentation is correctly prepared to avoid delays to your business expansion.