Hiring a foreign worker in Singapore involves more steps than most employers expect. The process differs depending on whether you are applying for a Work Permit, S-Pass, or Employment Pass. Miss a step, such as the 14-day MyCareerFuture advertising requirement for EP applications, and your application will be rejected, adding weeks to your hiring timeline and potentially costing you the candidate.
This guide walks you through the full process for all three work pass types, step by step, with the requirements, timelines, and common mistakes at each stage. For direct application support, Corestaff’s foreign worker recruitment team manages the entire process for employers across Singapore.
Key Takeaways
- The hiring process differs significantly between Work Permit, S-Pass, and Employment Pass. Know which pass applies before you start.
- EP applications require 28 days of FCF advertising on MyCareersFuture before the MOM application can be submitted (with exemptions).
- All EP applications are assessed under COMPASS. Check the indicative score using the EP SAT tool before submitting.
- S-Pass applications are subject to a sector quota and a monthly levy. Check your quota headroom before making an offer.
- The most common reason for delays is starting the MOM application process before the FCF advertising period is complete.
- Corestaff manages the entire process, from pass classification to MOM application, for employers seeking to avoid compliance risk.
Step 1 — Choose the correct work pass type
The first and most important step is classifying the role correctly. Using the wrong pass type leads to rejection and delays. The three main categories are:
- Work Permit: Semi-skilled or unskilled roles in approved sectors (construction, marine, process, manufacturing, services). Not for professional or managerial roles.
- S-Pass: Mid-skilled professionals and technicians. Minimum salary SGD 3,150 per month (most sectors) or SGD 3,650 (financial services) in 2026. Subject to sector quota and levy.
- Employment Pass: Professionals, managers, and executives. Minimum salary SGD 5,000 per month (most sectors) or SGD 5,500 (financial services) in 2026. Assessed under COMPASS.
For a full comparison of the three pass types, see our separate guide: Work Permit vs S-Pass vs EP: which pass for which professional role?
Step 2 — Check eligibility and quota before making an offer
Before making an offer to a foreign candidate, check two things:
- For S-Pass: Check whether you have S-Pass quota headroom. If your company is at or near the sector S-Pass quota cap, you cannot hire an additional S-Pass holder until the ratio improves. Making an offer and then discovering you have no quota is a common and embarrassing mistake.
- For Employment Pass: Use MOM’s EP Self-Assessment Tool (EP SAT) at mom.gov.sg to check the indicative COMPASS score for the specific candidate, salary, and SSOC code. If the indicative score is below 40, you will need to adjust the salary or the job classification before applying.
Step 3 — For EP applications: complete the FCF advertising requirement
The Fair Consideration Framework (FCF) requires employers to advertise EP roles on the MyCareersFuture (MCF) portal for a minimum of 14 calendar days before submitting the EP application to MOM. This requirement applies to all EP applications, with the following main exemptions:
- Your company has fewer than 10 employees.
- Roles with a fixed monthly salary above SGD 22,500.
- Short-term roles of 1 month or less.
- Roles that are intra-company transfers and meet specific criteria.
The MCF advertisement must accurately describe the role, the required qualifications, and the salary range. MOM checks that the advertisement was live for the required period before processing the EP application. You must record the MCF job posting ID on the EP application form.
Key timing point: Run your MCF advertisement in parallel with your sourcing process, not after you have identified a preferred candidate. This ensures you do not lose 14 days waiting when you are ready to submit. (Source: MOM Singapore, Fair Consideration Framework, mom.gov.sg)
Step 4 — Submit the MOM application
Applications for all three pass types are submitted through MOM’s EP Online portal (ep.mom.gov.sg). You will need:
| Document | Work Permit | S-Pass | Employment Pass |
|---|---|---|---|
| Employer’s UEN (ACRA) | Required | Required | Required |
| Candidate’s passport and personal details | Required | Required | Required |
| Educational certificates | Not required | Required | Required |
| MCF job posting ID | Not required | Required | Required (unless exempt) |
| Company headcount and PMET ratio data | Not required | Required (quota check) | Required (COMPASS C4) |
Processing times after submission: Work Permit 1 to 2 weeks, S-Pass about 3 weeks, Employment Pass is within 6 weeks.
Step 5 — Issue of In-Principle Approval (IPA) and onboarding
When MOM approves an application, it issues an In-Principle Approval (IPA) letter. The IPA:
- Is valid for 6 months for a new EP application and 3 months for an EP renewal; for S Pass, 60 days; and for Work Permit, the validity is stated in the IPA letter itself rather than being a fixed 1 month across all cases. It gives the employer the window to bring the worker into Singapore and complete the issuance.
- Allows the candidate to enter Singapore to complete the pass issuance process. For S Pass, MOM states that the IPA is a pre-approved single-entry visa and gives the candidate 60 days to enter Singapore and obtain the pass.
Once the pass card is issued, the foreign worker can begin employment in Singapore. Employers are responsible for maintaining accurate records of all pass holders and for promptly notifying MOM of any changes (salary adjustments, role changes, resignation, or termination).
Common mistakes that delay your hire
- Wrong pass type selected. Applying for an EP when the role and salary only qualify for an S-Pass, or vice versa, results in an immediate rejection. Check the salary threshold and role level before selecting the pass type.
- Outdated salary budget. Setting the salary based on last year’s hiring guide without checking current PMET benchmarks. A salary that was competitive 18 months ago may now fall below the C1 COMPASS benchmark for the role.
- Skipping the 28-day FCF advertising period. Submitting an EP application without completing the MCF advertising requirement will result in rejection. The 28-day period cannot be shortened after submission.
- No backup candidate. If the preferred candidate withdraws after the IPA is issued (for example, due to a counteroffer from their current employer), you have to restart the process from Step 1. Maintaining a second candidate throughout the process is time-consuming but significantly reduces this risk.
What does hiring a foreign professional cost?
| Cost item | Work Permit | S-Pass | Employment Pass |
|---|---|---|---|
| MOM application fee | SGD 35 (new) | SGD 105 (new) | SGD 105 (new) |
| Monthly levy | SGD 300 to SGD 900+ (sector and tier) | SGD 650 | None |
| Medical examination | Required (employer cost) | Required (employer cost) | Required (employer cost) |
| Security bond | SGD 5,000 (most nationalities) | Not required | Not required |
Source: MOM Singapore, work pass fees, mom.gov.sg. Fees subject to change. Verify current fees before applying.
Key data and context
Minimum FCF advertising period on MyCareersFuture before EP application (MOM)
Typical total lead time from decision to EP hire in Singapore
Minimum COMPASS score for every EP application (MOM, mom.gov.sg)
Frequently asked questions
Do I need to notify MOM if the foreign employee’s salary changes?
Yes. If a pass holder receives a salary increase that changes the pass tier (for example, an S-Pass holder whose salary rises above the EP minimum), or if any material change occurs to their employment terms, MOM should be notified. In some cases, the pass holder may need to apply for a new pass. Check the MOM website for current notification requirements.
What happens if a foreign worker resigns before the pass expires?
When a foreign worker’s employment ends, the employer must cancel the work pass on the last day of employment or, at the latest, within 7 days of that date. The employer is responsible for the worker’s repatriation under Work Permits.
Can I hire a foreign worker before the pass is approved?
No. A foreign national cannot begin work in Singapore before the work pass, or IPA, is issued. Employing a foreign worker without a valid pass is a serious MOM offence that can result in fines, prosecution, and a ban on hiring foreign workers. Always confirm pass issuance before the start date.
Can Corestaff manage the full MOM application process for us?
Yes. Corestaff advises on pass classification, COMPASS readiness, FCF advertising strategy, and application document preparation. We work alongside your HR team or company secretary to ensure the application is submitted correctly and on time. Contact our foreign worker recruitment team to discuss your specific hiring plan.
Need support with a foreign worker hire?
Corestaff manages the full process for Work Permit, S-Pass, and Employment Pass applications, from pass classification and FCF advertising through to MOM submission and onboarding. Avoid compliance mistakes that delay your hire.
Phone: +65 6288 6866 | Email: recruit@corestaff.com.sg | Web: www.corestaff.com.sg
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- Work Permit vs S-Pass vs EP: which pass for which professional role?
- Setting up in Singapore: how an overseas business hired its pioneer team
- Maritime finance manager recruitment: placed in 3 weeks
- Hiring foreign professionals in Singapore: EP, S-Pass and COMPASS guide
Published by Corestaff Pte Ltd
Corestaff is a specialist recruitment agency in Singapore. This guide reflects MOM policy, fees, and processing requirements as published at mom.gov.sg as of March 2026. MOM requirements, fees, quota rules, and processing times are subject to change. Always verify current requirements at mom.gov.sg before submitting applications. This is not legal advice. For advice specific to your hiring situation, contact our team.