If an EP holder’s pay includes commission, do not use the total of a strong sales month as the fixed monthly salary for a Dependant’s Pass assessment. Identify the genuinely fixed components and review the other family-pass requirements. EP eligibility, a family-pass application and permission for a dependant to work are separate matters with separate conditions.
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Which salary figure does MOM use?
MOM’s Dependant’s Pass guidance requires an eligible EP or S Pass holder to earn at least S$6,000 in fixed monthly salary, based on that person’s salary rather than combined household income. Sponsorship by an established Singapore-registered company is also required.
MOM’s fixed-salary definition includes basic monthly salary and fixed monthly allowances. It excludes commission, bonuses and variable allowances, among other items.
Example: S$5,500 fixed pay plus variable commission
An EP holder receives S$5,500 in genuinely fixed monthly pay and S$2,000 commission in one month. Do not present the S$7,500 total as fixed salary. Review the actual employment terms and prevailing family-pass requirements.
This example addresses the salary component only. It does not determine the person’s wider pass position or predict an application outcome.
Reconcile the supporting records
- Employment contract and genuine salary amendments.
- Basic salary and each allowance’s actual terms.
- Payslips showing fixed and variable components.
- Relevant employer and MOM records.
- Family relationship documents and actual sponsorship.
Explain a different gross payslip amount rather than hiding commission in a renamed allowance. An employer letter should accurately describe the agreed pay.
Check the whole family-pass route
Review eligibility for the relevant family member and the holder’s actual pass category. MOM identifies legally married spouses and unmarried children under 21, including legally adopted children, under this DP route.
Different rules apply to other pass categories. Overseas intra-corporate transferee arrangements can also carry family-pass restrictions. Obtain a specific assessment where relevant.
Plan changes truthfully
If employment terms genuinely change, complete the relevant contractual, payroll and official processes. Do not create a paper salary that will not actually be paid.
Retain the application evidence and official outcome. A salary review or company incorporation does not guarantee EP, family-pass approval or residence.
Can a spouse’s salary fill the gap under this test?
MOM states the threshold is based on the main pass holder’s own salary.
Does a DP automatically permit employment?
No. Review the separate permission required for the proposed work.
Related guidance
salary, payroll and MOM record reconciliation; employment letter and payslip consistency; planning a family relocation.
Get help with the next step
RCS can assist with work-pass and family-pass document preparation and coordinate relevant employment or immigration legal advice. Email [email protected] or WhatsApp +65 8501 7133. Where required, legal advice is provided through advisers from associated law firms.