What kind of role is this?
The Employment Pass is for foreign professionals, managers, executives and technicians who meet the EP eligibility framework. The S Pass is for eligible skilled workers in associate professional and technician roles.
The job title alone does not decide the route. Look at the actual responsibilities, decision-making, technical depth, salary, experience and the level at which the person will work.
Choose the route that reflects the genuine role and then check whether the candidate and employer meet its requirements.
The numbers move with the candidate.
Both routes use age-progressive salary thresholds. The figures below are current starting points for younger candidates; older candidates need higher salaries, and Financial Services has separate thresholds.
$5,600
All sectors except Financial Services, before age progression. Financial Services starts at $6,200.
$3,300
All sectors except Financial Services, before age progression. Financial Services starts at $3,800.
$6,000
New applications from 1 January 2027, before age progression. Financial Services starts at $6,600.
$3,600
New applications from 1 January 2027, before age progression. Financial Services starts at $4,000.
These are not flat universal prices. Check the candidate's age, sector and application or renewal date in the live MOM salary tables before making an offer.
EP has COMPASS. S Pass has quota and levy.
Employment Pass
Most applications must meet the EP qualifying salary and pass COMPASS with at least 40 points, unless an exemption applies. EPs do not have a foreign-worker quota or levy.
S Pass
S Pass applications do not use COMPASS, but the employer must have available quota and pay the monthly S Pass levy.
Quota is not a headcount guess
S Pass quota is tied to the employer's sector, local workforce and current MOM calculation. Check the live employer account before planning a hire.
Levy is an ongoing cost
MOM currently states that the S Pass levy is $650 per month across sectors and levy tiers from 1 September 2025. Levy rates can be reviewed and adjusted.
For the current quota percentages, local qualifying salary and levy rules, use MOM's S Pass quota and levy page.
Role, salary and experience must tell one story.
Describe the actual work, responsibility and technical or professional level rather than choosing a pass first.
Make sure the salary is credible for the role, candidate's age and the relevant sector.
For EP, check COMPASS and FCF. For S Pass, check quota, levy and any applicable advertising requirement.
Keep the experience, qualifications and proposed duties consistent with the route selected.
Qualifications are optional to declare for S Pass, but employers remain responsible for ensuring that any declared qualification is authentic and from an accredited institution. EP qualification evidence follows the C2 rules explained in our qualification-verification guide.
Consider the wider workforce plan.
Pass choice affects more than the first application. Consider expected salary progression, renewals, employer costs, quota capacity and whether the employee's family may need a separate pass route.
S Pass holders earning at least $6,000 in fixed monthly salary may be eligible for a Dependant's Pass for their spouse and children, subject to the applicable criteria. Check MOM's current family-pass guidance rather than treating the threshold as automatic approval.
Model both routes early.
Define
Write the role, level, duties and salary before selecting a pass.
Compare
Check the age-progressive salary route for EP and S Pass.
Test EP
Review the employer profile, COMPASS and FCF requirements.
Test S Pass
Check quota, levy and the employer's sector position.
Decide
Choose the genuine route and confirm current MOM requirements.
Use MOM's Self-Assessment Tool before making a commitment. A positive SAT result is a planning indicator, not a guarantee of approval.
FAQ
Is an S Pass just a cheaper EP?
No. It is a separate work-pass route with different role expectations, salary rules, quota, levy and employer obligations.
Does an EP have quota or levy?
EPs do not have a foreign-worker quota or levy, but most applications must meet the qualifying salary and COMPASS requirements.
Does an S Pass application need COMPASS?
No. S Pass applications use their own salary, eligibility, quota and levy framework.
Does an S Pass role still need MyCareersFuture advertising?
Where the FCF requirement applies, employers must advertise and consider candidates fairly before submitting an S Pass application as well as an EP application.
Can AIS process an S Pass application?
AIS's current service scope focuses on Employment Pass and related dependant or long-term passes. We do not process S Pass applications.
References.
This guide is general information for employers. Salary thresholds, quota, levy rates and pass conditions can change.