For foreign professionals relocating to Singapore, the family question is often the deciding factor: can my spouse and children come with me, on what terms, and what will they actually be able to do once they arrive? The Dependant’s Pass (DP) is the primary route. It allows the immediate family of certain higher-earning work-pass holders to live in Singapore for the duration of the sponsor’s pass — but the rules around eligibility, working rights, and post-arrival administration changed materially in recent years and are easy to get wrong.
This guide sets out, in plain English, who qualifies for a DP in 2026, how the application works, what dependants can and cannot do once they have one, and the most common pitfalls families and employers encounter. It is intended for HR managers, EP/ONE Pass/PEP holders, and family-relocation specialists who want a single, defensible reference.
What the Dependant’s Pass Is
The Dependant’s Pass is issued by the Ministry of Manpower (MOM) under the Employment of Foreign Manpower Act 1990. It allows the legally recognised family members of a qualifying work-pass holder to reside in Singapore for the validity period of the sponsor’s pass. The DP is sponsor-linked: if the sponsoring pass is cancelled, expires, or is downgraded below the salary threshold, the DP also lapses.
For the broader landscape of work passes that can sponsor a DP, see our companion guides on the Employment Pass, the Personalised Employment Pass, and the Tech.Pass.
Who Can Sponsor a DP in 2026
The sponsor must hold one of the following passes and earn a fixed monthly salary of at least S$6,000 (with higher thresholds for older or more experienced applicants):
- Employment Pass (EP);
- S Pass;
- EntrePass;
- Personalised Employment Pass (PEP);
- Overseas Networks & Expertise Pass (ONE Pass);
- Tech.Pass.
Work Permit holders cannot sponsor a DP. Where a sponsor’s salary sits below S$6,000, family members may instead be sponsored on a Long-Term Visit Pass (LTVP), which carries fewer benefits. For a closer look at the practical contours of each pass type, see our overview of the S Pass and our guide to the EntrePass.
Who Counts as a Dependant
The DP is reserved for the closest family unit. Eligible dependants are:
- The legally married spouse of the sponsor. Cohabiting partners and common-law partners do not qualify; they may be considered for an LTVP at MOM’s discretion.
- Unmarried children under 21 years of age, including legally adopted children and stepchildren (where appropriate adoption or guardianship documentation is provided).
Parents and parents-in-law are not eligible for a DP. They are routed to a separate LTVP scheme (subject to higher salary thresholds for the sponsor and tighter approval criteria). Same-sex spouses and partners are not currently recognised under the DP scheme.
Application: Process, Timeline, and Documents
DP applications are submitted by the sponsor’s employer (or appointed Singapore-licensed employment agent) through MOM’s EP Online portal. The DP can be applied for concurrently with the sponsor’s EP, or after the sponsor receives an in-principle approval. Most applicants receive a decision within 3 weeks, though complex cases (including marriages registered in jurisdictions MOM treats as higher-risk for documentary fraud) can take longer. See MOM’s official Dependant’s Pass page for current processing-time guidance.
Documents Typically Required
- Passport bio-data pages of the dependant(s);
- Marriage certificate (for spouse) or birth certificate (for children) — translated into English by a sworn translator if originally in another language;
- Sponsor’s EP/S Pass/PEP/ONE Pass/Tech.Pass approval letter and recent pay slips proving salary above S$6,000;
- Proof of legal adoption or guardianship for adopted children; and
- Documentation of any prior name changes or divorce decrees, where relevant.
Once the in-principle approval (IPA) is issued, the dependant has up to 6 months to enter Singapore. After arrival, they have a further 14 days to complete the formalities at MOM (including biometrics for those aged 6 and above) and collect the physical card.
Working Rights: The 2021 LOC Reform Still Bites
This is the most misunderstood point in the entire scheme. Until 1 May 2021, DP holders could work as employees in Singapore under a simplified Letter of Consent (LOC) issued by MOM, with their dependant status shielding them from the COMPASS framework that applies to standard EP applicants.
That route was permanently closed in May 2021. From that date, a DP holder who wishes to work as an employee must apply for and hold their own work pass — typically an Employment Pass or S Pass — sponsored by the hiring employer. The DP holder’s employer must therefore meet the same EP/S Pass requirements as any other foreign-worker employer, including salary thresholds and the COMPASS framework (where applicable). Try the COMPASS Points Calculator if your DP-holding spouse is exploring a job offer.
The Surviving Carve-Out: LOC for DP-Holder Business Owners
The LOC route remains open in one specific case: a DP holder who owns and operates a Singapore business may apply for a Letter of Consent to work in that business. To qualify:
- The DP holder must own at least 30% of the issued share capital of a Singapore-incorporated company;
- The company must employ at least one local (Singapore Citizen or PR) employee earning at least the prevailing Local Qualifying Salary (LQS) and receiving full CPF contributions;
- The LOC is tied to that specific company; if ownership drops below 30% or the local hire is lost, the LOC lapses.
This is a useful pathway for entrepreneurial DP holders. Before relying on it, ensure that the company is properly incorporated, has its books in order, and has a clear plan for hiring. Our incorporation guide walks through the typical incorporation cycle.
Schooling and Healthcare
DP children may attend international schools and most private schools in Singapore. Public-school admissions for DP children are subject to MOE’s foreigner allocation system, which prioritises Singapore Citizens and PRs. Healthcare access for DP holders is via private insurance and private providers; subsidised public healthcare is generally not available, and most employers therefore include dependants in group medical schemes.
Cancellation, Renewal, and Conversion
The DP is renewed when the sponsor renews their underlying pass. If the sponsor changes employer, both the sponsor’s new pass and the dependant’s DP must be re-applied for under the new employer. If a marriage ends in divorce, the spouse’s DP must be cancelled within 7 days; in some cases, the spouse may apply for a Pre-Approved LTVP if they have a Singapore Citizen or PR child.
DP holders aged 21 (for unmarried children) automatically lose eligibility on their 21st birthday. They must convert to a student pass, work pass, or LTVP, or leave Singapore. Forward planning here is important — particularly for tertiary education enrolment.
Common Pitfalls
- Assuming a DP holder can work freely. The 2021 reform is now five years old, but the misconception persists. A DP holder taking up employment without their own EP/S Pass is committing an offence under the Employment of Foreign Manpower Act and exposes the employer to penalties.
- Late renewal of the DP after sponsor changes employer. The DP does not transfer automatically. A new application is required when the sponsor moves to a new employer.
- Missing the 14-day post-arrival window. Failure to complete card issuance can trigger penalties and complicate future renewals.
- Non-recognised marriages or partnerships. Common-law partners, civil unions, and same-sex marriages are not currently recognised under the DP scheme.
- Skipping the 30% LQS condition for DP-holder business owners — MOM audits these LOCs, and revocation can imperil the entire family’s stay.
How Raffles Corporate Services Can Help
Through our associated employment agency holding a Ministry of Manpower licence, Raffles Corporate Services handles end-to-end DP applications for relocating professionals and their families — from documentary preparation, translation, and submission, through post-arrival administration and ongoing renewal. Where a DP holder wishes to launch a business under the LOC scheme, we can also handle company incorporation, statutory compliance, and the LOC application as a single workstream. For more, see our sister Singapore Employment Agency resource on family relocation.
If you are planning a relocation to Singapore, or if a DP-holding spouse in your team is exploring a career change, get in touch with our team for a tailored assessment.
— The Editorial Team, Raffles Corporate Services