Employers often assume that a spouse or child already living in Singapore on a family pass can simply start work. The rules changed in 2021, and getting this wrong exposes a company to illegal-employment penalties. The Letter of Consent (LOC) is the mechanism that lets certain family pass holders work, but who still qualifies for one is narrower than most hiring managers think.
This guide explains, from an employer’s perspective, exactly when you can hire someone on a Letter of Consent in 2026, when you must instead sponsor a full work pass, how to apply, and what the LOC does and does not give you. It is written for HR and business owners, not immigration lawyers.
What Is a Letter of Consent?
A Letter of Consent is an approval issued by the Ministry of Manpower (MOM) that allows an eligible pass holder to take up employment in Singapore without the employer paying a foreign worker levy or using up a quota. Unlike an Employment Pass or S Pass, the LOC is tied to the person’s existing family or long-term pass rather than being a standalone work pass. It is applied for online by the employer, not the individual.
The Big Change: Dependant’s Pass Holders Can No Longer Work on an LOC
This is the point employers most often get wrong. Since 1 May 2021, a Dependant’s Pass (DP) holder who wants to take up employment can no longer do so on a Letter of Consent. Instead, the person must apply for and hold their own work pass, an Employment Pass, S Pass or Work Permit, subject to the usual qualifying salary and, for EP applicants, the COMPASS framework.
There is one narrow exception. A DP holder who runs their own business, and holds at least a 30% shareholding in a business registered with ACRA, may still apply for an LOC to operate that business. For an ordinary employee role, though, the DP route via LOC is closed, and the employer must sponsor a work pass.
Who Can Still Work on a Letter of Consent?
The LOC remains open to holders of a Long-Term Visit Pass (LTVP) and LTVP+ in defined circumstances. The table below summarises the current position for 2026.
| Pass held by candidate | Can work on an LOC? | What the employer must do |
|---|---|---|
| Dependant’s Pass (employee role) | No (since 1 May 2021) | Sponsor an EP, S Pass or Work Permit |
| Dependant’s Pass (business owner, ≥ 30% shareholding) | Yes, to run that business | Apply for LOC citing the shareholding |
| LTVP / LTVP+ (spouse or child of a Singapore Citizen or PR) | Yes | Apply for LOC on the candidate’s behalf |
An LTVP+ holder, typically the foreign spouse of a Singapore Citizen with a longer-validity pass, is generally the most straightforward LOC hire because there is no levy and no quota impact.
How an Employer Applies for a Letter of Consent
The application is made online, and the process is short compared with a work pass application:
- Confirm the candidate holds a valid LTVP or LTVP+ (or is a DP business owner with ≥ 30% shareholding).
- Log in to EP Online using the company’s Corppass account, or appoint a licensed employment agent to apply.
- Submit the consent application with the candidate’s details and the job offer.
- Await the outcome, which normally takes around three weeks.
- Once approved, print the LOC and keep it on file; the person may begin work from the effective date.
What the LOC Does and Does Not Give You
An LOC lets the holder work for the sponsoring employer, but it is not a full work pass. Key features:
- No levy or quota: the employer does not pay a foreign worker levy and the hire does not count against the company’s work permit quota.
- Tied to the underlying pass: if the LTVP or DP is cancelled or expires, the LOC ceases. The LOC cannot outlive the pass it depends on.
- Employer-specific: the consent is granted for employment with the applying employer; a change of employer generally requires a fresh application.
- No CPF obligation for foreigners: as with other foreign employees, CPF contributions are not payable for LOC holders who are not Singapore Citizens or PRs.
Employer Compliance Points
Because the LOC depends on a family pass that the employer does not control, monitoring is important. Track the expiry of the underlying LTVP or DP, because if the family pass lapses, continuing to employ the person is illegal employment under the Employment of Foreign Manpower Act. Keep the LOC approval, the candidate’s pass details and the job offer on file, and re-verify status at renewal. If the candidate’s circumstances change, for example a divorce affecting an LTVP granted on the basis of marriage to a Singapore Citizen, the right to work may end.
LOC vs Sponsoring a Work Pass: The Employer’s Decision
When a candidate is not eligible for an LOC, the company must decide which work pass to sponsor. The choice affects cost, timeline and ongoing obligations. The comparison below sets out the practical differences an employer weighs.
| Feature | Letter of Consent | Employment Pass | S Pass |
|---|---|---|---|
| Who qualifies | LTVP/LTVP+ holder; DP business owner (≥30%) | Professionals meeting the EP qualifying salary and COMPASS | Mid-skilled staff meeting the S Pass salary |
| Foreign worker levy | None | None | Payable monthly |
| Quota (Dependency Ratio Ceiling) | None | None | Counts towards quota |
| Typical processing | ~3 weeks | ~1–3 weeks (EP Online) | ~3 weeks |
| Tied to | Underlying family pass | The job with the sponsoring employer | The job with the sponsoring employer |
For a candidate who already holds an LTVP+, the LOC is almost always the cheaper and simpler route because it avoids the levy, the quota and the salary thresholds entirely. For a DP holder taking an ordinary role, the employer has no LOC option and must run the full work pass process.
Common Employer Scenarios
Scenario 1: Hiring the foreign spouse of a Singapore Citizen
If the spouse holds an LTVP or LTVP+, apply for an LOC. There is no levy and no quota impact, and the person can begin work once the LOC is approved.
Scenario 2: The candidate holds a Dependant’s Pass (spouse on an EP)
For an employee role, the LOC route is unavailable. Sponsor an Employment Pass or S Pass depending on the salary and role. Budget for the qualifying salary and, for EP, a passing COMPASS score.
Scenario 3: The DP holder wants to run their own start-up
If they will hold at least 30% of an ACRA-registered company, an LOC to operate that business remains possible. Prepare the ACRA records evidencing the shareholding before applying.
Frequently Asked Questions
Can we hire a Dependant’s Pass holder as a normal employee on an LOC?
No. Since 1 May 2021 a DP holder must obtain their own Employment Pass, S Pass or Work Permit to work as an employee. The LOC is only available to a DP holder who owns at least 30% of an ACRA-registered business, and then only to run that business.
Does an LOC holder count towards our quota or attract a levy?
No. One of the main advantages of the LOC is that there is no foreign worker levy and no quota (Dependency Ratio Ceiling) impact.
How long does an LOC application take?
Around three weeks in the ordinary course, considerably faster than a fresh work pass application.
Who submits the application, the employer or the candidate?
The employer, or a licensed employment agent acting for the employer, submits the online application through EP Online. The individual cannot apply for their own LOC.
— The Editorial Team, Raffles Corporate Services