Singapore offers a deliberately tiered set of work passes for foreign professionals, each calibrated to a different career stage, salary level, and degree of independence from a single employer. For senior professionals, founders, and global executives moving to Singapore in 2026, the three most relevant passes are 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) under the Employment of Foreign Manpower Act 1990, but the eligibility criteria, employer ties, and renewal rules differ in important ways.
This guide compares the three passes side by side and explains which one fits which kind of move. If you are deciding which pass to apply for — or considering switching — our team at Raffles Corporate Services can help you map the trade-offs and prepare a successful application.
Quick Comparison Table
| Feature | Employment Pass (EP) | ONE Pass | PEP |
|---|---|---|---|
| Issued by | MOM | MOM | MOM |
| Minimum monthly salary (2026) | S$5,600 (S$6,200 financial sector); higher with age | S$30,000 fixed monthly | ≥ S$22,500 fixed monthly (last earned overseas) or current EP holder earning S$22,500+ |
| Tied to one employer? | Yes (sponsored by employer) | No — concurrent multiple employers permitted | No — can switch jobs without new pass |
| Validity | Up to 2 years (first issuance), up to 3 years on renewal | 5 years | 3 years (non-renewable) |
| COMPASS applies? | Yes | No | No |
| Dependants | Yes (DP / LTVP) | Yes | Yes |
| Allowed activities | Work for sponsoring employer | Work / found / sit on boards / multiple roles | Work for any employer; no business ownership |
The takeaway from the table is that the three passes are not really competing alternatives — they sit at different points on a salary and flexibility spectrum. The right choice depends on what you earn, who you work for, and how independent you need to be.
Employment Pass (EP) — The Default Path
The Employment Pass is the workhorse of Singapore’s skilled-migration system. Most foreign professionals, managers, executives, and specialists working in Singapore hold an EP. It is sponsored by a Singapore-registered employer and is tied to that employer.
From 1 January 2026, new EP applications must meet a minimum fixed monthly salary of S$5,600 for most sectors (S$6,200 in the financial services sector), and the salary requirement increases with the candidate’s age. EP applicants must also pass the COMPASS framework — a four-pronged points-based assessment that scores salary, qualifications, diversity, and local employment. For a deeper walk-through, see our guide on the COMPASS framework and our overview of the Employment Pass itself.
EP is the right pass when there is a clear sponsoring employer, the candidate’s primary engagement is a single job, and there is no immediate need for parallel professional activities (sitting on boards of unrelated companies, founding side businesses, etc.). It also remains the easiest pass to upgrade to a Singapore PR application after two to three years of continuous employment, because of the rich tax and CPF history it generates.
ONE Pass — The Pass for Top Global Talent
The Overseas Networks & Expertise Pass (ONE Pass) was launched in 2023 to attract truly senior global talent who would otherwise allocate their time across multiple jurisdictions. ONE Pass holders enjoy the most flexible work pass in the Singapore system: they can simultaneously start, run, and work for multiple companies, sit on boards, lecture, advise, and pivot between activities — all on a single five-year pass.
Eligibility is high. Candidates must either currently earn (or have earned in the last year) a fixed monthly salary of at least S$30,000 (or the equivalent in foreign currency) at an established company, or have outstanding achievements in arts, sports, science, or research. Candidates whose employer has a market capitalisation of at least US$500 million or annual revenue of at least US$200 million are also eligible without the salary test where appropriate.
ONE Pass is usually the right choice for C-suite executives joining Singapore as a regional hub for portfolio activities, founders who anticipate concurrent investments and operating roles, and globally mobile senior leaders whose value to Singapore depends on flexibility rather than commitment to a single employer. ONE Pass is also a strong base for a future PR application via the PTS scheme — see our Global Investor Programme guide for an alternative HNW pathway.
Personalised Employment Pass (PEP) — Flexibility Without the ONE Pass Threshold
The PEP fills the space between the EP and the ONE Pass. Like the ONE Pass, it is not tied to a sponsoring employer — the holder can work for any Singapore employer and switch jobs freely without applying for a new pass. Unlike the EP, however, it is non-renewable: a PEP is issued once for three years, and at the end of that period the holder must either secure another work pass (typically EP) or leave Singapore.
PEP eligibility is also high. Candidates must either be (a) overseas foreign professionals whose last earned fixed monthly salary in the past six months is at least S$22,500, or (b) current EP holders whose latest fixed monthly salary is at least S$22,500. PEP holders cannot be self-employed and cannot start their own businesses on the PEP — they must work for a Singapore-registered employer.
To renew their employment status after the three-year PEP expires, holders must demonstrate that they earned at least S$144,000 in fixed annual salary in the preceding year of employment in Singapore. For more, see our PEP guide.
Side-by-Side Decision Tree
Are you earning at least S$30,000 a month in fixed salary? If yes, ONE Pass is almost always the optimal choice — it gives you maximum flexibility for five years.
Are you earning between S$22,500 and S$30,000 a month and want to switch employers freely? The PEP gives you that flexibility for three non-renewable years. Use the time to crystallise your Singapore career and prepare a PR or ONE Pass application before expiry.
Are you joining a single Singapore employer at the standard EP salary level? The EP is the right and only sensible choice. Make sure your application clears COMPASS — the framework can be unforgiving for borderline scores.
Are you a founder relocating yourself and your operating business to Singapore? If your salary is high enough, ONE Pass is excellent because it permits concurrent founding activities. Otherwise, an EP through your incorporated Singapore company (subject to COMPASS) or, for HNW founders, the EntrePass or GIP route may fit better.
Application and Renewal Realities
EP applications are made online through MOM’s EP eService, generally by the sponsoring employer. Decisions take an average of three weeks under the Skills-First framework. Renewals require the candidate to still meet the prevailing salary thresholds and pass COMPASS at renewal time — many candidates approved years ago at lower thresholds now need to be reassessed, which is why early planning matters.
ONE Pass applications can be initiated by the candidate directly (or by an employer) and are evaluated against the salary or achievement criteria. Holders must keep MOM informed of all employers within 28 days, and at the five-year renewal point, MOM will assess Singapore-based contributions before granting a further five years.
PEP applications are submitted through MOM’s eService and adjudicated based on past salary records. The pass is non-renewable, so candidates planning to remain in Singapore beyond three years should map their next pass (EP, ONE Pass, or PR) before the PEP starts.
For a fuller view of how these passes fit Singapore’s overall manpower regime, see MOM’s official site. For the underlying statutory framework, the Employment of Foreign Manpower Act 1990 governs the issue and conditions of all foreign work passes.
Tax and Family Considerations
From a Singapore tax perspective, EP, PEP, and ONE Pass holders are taxed on a progressive resident-rate basis (assuming 183+ days of physical presence). They do not contribute to CPF — CPF is reserved for Singapore citizens and PRs — which often makes effective take-home pay attractive relative to home countries with mandatory social security. ONE Pass holders with concurrent overseas activities should obtain advice on territorial taxation, double tax treaty positions, and potential Singapore tax on globally sourced employment income.
All three passes allow eligible spouses and unmarried children under 21 to obtain Dependant’s Passes, and parents of high-earning pass holders may qualify for Long-Term Visit Passes. For families weighing a Singapore relocation, it is sensible to consider the PR pathway alongside the work-pass strategy from day one — see our Singapore PR application 2026 guide for the longer-term picture.
Conclusion
There is no single “best” Singapore work pass — the right one depends on your salary, employer arrangement, intended activities, and long-term plans for Singapore. EP works for the great majority of professional moves; ONE Pass is the gold standard for the highest earners and globally portable executives; PEP fills a useful gap for senior professionals who value short-term flexibility.
If you would like a tailored assessment of which pass to apply for — or help with an application, renewal, or transition between passes — please contact Raffles Corporate Services. Our work-pass specialists support candidates and employers across all three passes, including COMPASS optimisation, dependent applications, and the eventual PR pathway.
— The Editorial Team, Raffles Corporate Services