Choosing the right Singapore work visa is one of the most consequential decisions a foreign professional or business owner will make. Get it right and you unlock years of stable employment, family relocation and a real pathway to long-term residence. Get it wrong and you waste months on a rejected application, pay unnecessary levies or end up with a pass that does not match your actual circumstances.
This guide compares the three Singapore work visas most often confused with one another by mid- to senior-career professionals and senior executives: the Employment Pass (EP), the Overseas Networks & Expertise Pass (ONE Pass) and the Personalised Employment Pass (PEP). Each is administered by the Ministry of Manpower (MOM), but each is designed for a very different type of applicant. We break down the eligibility, salary thresholds, employer flexibility, family privileges and renewal logic so you can pick the right pass — first time round.
1. The three passes at a glance
| Feature | Employment Pass (EP) | ONE Pass | Personalised Employment Pass (PEP) |
|---|---|---|---|
| Designed for | Mid- to senior-career professionals with a Singapore employer | Top talent across business, arts, sports, science, technology & academia | High-earning EP holders or overseas professionals who want flexibility |
| Minimum fixed monthly salary (2026) | S$5,600 (S$6,200 for financial services); higher for older applicants | S$30,000 over the last 12 months (or equivalent overseas) | S$22,500 fixed monthly salary (last drawn or current) |
| Sponsor required? | Yes — tied to a specific Singapore employer | No — not tied to any single employer | No — but holder cannot start own business or be self-employed |
| Initial duration | Up to 2 years | 5 years | 3 years (non-renewable) |
| Family privileges | Spouse & children eligible for Dependant’s Pass (≥ S$6,000 salary) | Full Dependant’s Pass eligibility; spouse can work via LOC | Full Dependant’s Pass eligibility on salary basis |
| Multiple jobs allowed? | No — one employer only | Yes — concurrent roles or directorships | No employment between jobs > 6 months |
| COMPASS scoring required? | Yes | No | No |
2. The Employment Pass (EP): the workhorse visa
The Employment Pass is by far the most commonly issued professional work visa in Singapore. It is intended for foreign managers, executives, specialists and professionals being hired by a Singapore-incorporated company.
EP eligibility — the two-stage test
From September 2023, an EP application must clear two hurdles before it is approved:
- Salary benchmark. The fixed monthly salary must meet or exceed the prevailing local salary for the candidate’s age and sector. The published floor in 2026 is S$5,600 (S$6,200 for financial services), but older candidates need significantly more — a 45-year-old typically needs around S$10,500 to clear the threshold.
- COMPASS points. Applicants must score at least 40 points across four foundational criteria (salary, qualifications, diversity, support for local employment) plus optional bonus criteria. See our COMPASS Points Calculator guide for a worked example.
When the EP is the right choice
Pick the EP if you have a confirmed Singapore employer, your salary clears the relevant threshold and you intend to be employed in a single role. The EP is also the only pathway that links cleanly to a future EP renewal and longer-term Permanent Residence application.
3. The ONE Pass: built for global elite talent
Launched in January 2023, the Overseas Networks & Expertise Pass — universally known as the ONE Pass — is MOM’s flagship visa for the very top tier of global talent. Unlike the EP it is not tied to any employer and lets the holder concurrently run a Singapore business, sit on multiple boards and take up directorships, all under a single pass.
ONE Pass eligibility
You qualify if you meet one of the following:
- Earned a fixed monthly salary of at least S$30,000 within the last year (or equivalent abroad) and have worked for an established firm with market capitalisation of at least US$500 million or annual revenue of at least US$200 million; OR
- Demonstrate outstanding achievements in arts & culture, sports, science & technology, or academia & research.
The pass runs for five years, is renewable indefinitely subject to maintaining the qualifying salary or generating local economic contribution, and can be applied for either from overseas or as an upgrade from an existing EP.
When the ONE Pass is the right choice
Pick the ONE Pass if you are a senior executive earning at S$30,000+ a month who wants to relocate to Singapore before formally accepting one role, or if you intend to balance several engagements (consulting, directorships, your own company). For a detailed breakdown, see our ONE Pass Singapore 2026 complete guide.
4. The Personalised Employment Pass (PEP)
The PEP is an older but still relevant flexibility visa for high-earning professionals who fall between the EP and the ONE Pass. It is not tied to an employer; the holder can change employers without re-applying. But it has a hard limit: it is issued only once for a non-renewable three-year term.
PEP eligibility (2026)
- Current overseas foreign professional with last drawn fixed monthly salary of at least S$22,500; or
- Existing EP holder earning a fixed monthly salary of at least S$22,500.
The PEP holder must continue to earn an annual fixed salary of at least S$270,000 in each calendar year of holding the pass — failing which MOM may cancel it. Also note that PEP holders cannot start their own business, be self-employed or be a sole proprietor; the pass is strictly for employment.
When the PEP is the right choice
Pick the PEP if your salary is below the S$30,000 ONE Pass threshold but well above the EP range, and you value the flexibility to change employers without re-applying. The PEP is a tool for headhunted senior managers who expect to move between roles in their first three years in Singapore.
5. Side-by-side: choosing the right pass
Use these scenarios as a quick decision matrix:
| Your situation | Recommended pass |
|---|---|
| Hired by a single Singapore company, salary S$5,600 – S$20,000 | Employment Pass |
| Salary S$22,500 – S$29,999, want freedom to change employers | PEP |
| Salary S$30,000+, want to consult, sit on boards, run your own venture | ONE Pass |
| Currently overseas, want to relocate to Singapore before accepting a job | ONE Pass or PEP (PEP if salary < S$30k) |
| You also want to incorporate a startup | ONE Pass (or EntrePass if early-stage founder) |
| You earn S$5k–S$5.5k and have technical / mid-skilled credentials | Likely S Pass |
6. Family privileges compared
All three passes allow the holder to sponsor a Dependant’s Pass (DP) for spouse and unmarried children under 21, provided the salary is at least S$6,000. The ONE Pass also unlocks a Letter of Consent (LOC) route for spouses to work in Singapore, which is currently the most streamlined family-employment option. Parents and parents-in-law can also be sponsored on a Long-Term Visit Pass if the salary is at least S$12,000.
7. Application logistics
EP and PEP applications are filed through EP Online on the MOM portal by the employer (EP) or the individual’s last employer (PEP). ONE Pass applications are filed directly by the individual via the dedicated ONE Pass portal. Processing times in 2026 are typically:
- EP: 3 – 8 weeks (faster if employer is on the trusted track)
- PEP: 6 – 10 weeks
- ONE Pass: 4 – 8 weeks
All three issue an In-Principle Approval (IPA) letter; the holder must then enter Singapore, complete biometric registration and have the pass card issued.
8. The pathway to Permanent Residence
Holders of EP, ONE Pass and PEP are all eligible to apply for Singapore PR under the Professional, Technical Personnel & Skilled Worker (PTS) scheme. The ICA does not publish a fixed minimum residency period, but in practice most successful PR applicants have held a long-term work pass for at least 2 to 3 years and have a stable Singapore employment record. ONE Pass holders typically have stronger outcomes because of the higher income threshold and broader economic contribution. For a broader view of relocation pathways, see our Global Investor Programme guide.
9. Common mistakes to avoid
- Applying for an EP when the salary is borderline. COMPASS scoring penalises borderline salaries heavily. Push the package above the relevant benchmark before filing.
- Choosing PEP when ONE Pass is achievable. The PEP is non-renewable. If you can stretch the salary structure to S$30,000+ a month, the ONE Pass is the better long-term bet.
- Misclassifying allowances as fixed salary. Variable components, bonuses and reimbursements are excluded from the fixed monthly salary for all three passes.
- Forgetting the Fair Consideration Framework. EP applications must comply with FCF advertising requirements unless an exemption applies.
10. How Raffles Corporate Services helps
We work with employers and individuals across all three pass types. Through our associated MOM-licensed employment agency, we handle EP applications end-to-end (including FCF advertising, COMPASS scoring and renewals), prepare ONE Pass and PEP applications, and coordinate Dependant’s Pass and LTVP filings for family members. Where the right path is incorporation first, we incorporate the sponsoring company and act as named resident director so the EP application can proceed without delay.
Selecting the right pass — first time — saves months of processing time and unlocks the right level of flexibility for your career and family plans. If you are unsure which pass fits your circumstances, talk to us before you file.
— The Editorial Team, Raffles Corporate Services