If a Singapore company wants to hire a foreign professional, manager, executive or technician, the individual may need to obtain a Singapore Employment Pass (EP) before commencing work.
But how exactly do you apply for an Employment Pass in Singapore?
An Employment Pass application is generally submitted online by the Singapore employer or an appointed employment agent (EA) through the Ministry of Manpower’s EP eService. The foreign candidate does not normally submit the standard EP application personally.
The overall process can be summarised as follows:
- Check whether the candidate is eligible for an Employment Pass.
- Advertise the position on MyCareersFuture if required.
- Fairly consider candidates who apply.
- Obtain the foreign candidate’s written consent.
- Prepare the candidate and company information.
- Gather the required supporting documents.
- Submit the EP application through EP eService.
- Pay the application fee.
- Wait for MOM to process the application.
- Receive the In-Principle Approval (IPA) if approved.
- Bring the candidate to Singapore and complete any required formalities.
- Get the Employment Pass issued.
- Complete fingerprint and photo registration if required.
- Set up the digital work pass and receive the physical EP card.
Although the process may appear straightforward, employers need to pay particular attention to eligibility, COMPASS, salary requirements, job advertising and documentation.
This step-by-step guide explains the Singapore Employment Pass application process from the initial eligibility assessment through to receiving the EP card.
Step 1: Check Whether the Candidate Qualifies for an Employment Pass
Before submitting an application, the first step should always be to determine whether the candidate appears to qualify.
Singapore’s Employment Pass eligibility framework generally consists of two stages.
First, the candidate must meet the applicable EP qualifying salary.
Second, unless exempted, the application must pass the Complementarity Assessment Framework (COMPASS).
As of 2026, the EP qualifying salary starts at S$5,600 per month for most sectors, with a higher starting threshold for financial services. Importantly, the qualifying salary increases progressively with age.
Therefore, S$5,600 should not be treated as the universal minimum salary for every candidate.
A more experienced candidate may need to earn substantially more.
Employers should use MOM’s official Self-Assessment Tool (SAT) before applying. MOM specifically advises employers not to submit an application where the SAT indicates that the candidate does not qualify.
Step 2: Assess the Candidate Under COMPASS
Meeting the qualifying salary does not necessarily mean that the candidate qualifies for an EP.
Most applicants must also pass COMPASS.
COMPASS assesses both candidate-specific and employer-specific factors.
The four foundational criteria are:
C1 – Salary
C2 – Qualifications
C3 – Diversity
C4 – Support for Local Employment
An application subject to COMPASS generally needs at least 40 points.
Employers should therefore calculate the likely COMPASS position before proceeding with recruitment arrangements.
This is particularly important where the candidate is relying on qualification points or bonus criteria to reach the passing score.
Step 3: Determine Whether MyCareersFuture Advertising Is Required
Before applying for an Employment Pass, employers generally need to advertise the vacancy on MyCareersFuture and fairly consider applicants.
This requirement comes under Singapore’s Fair Consideration Framework (FCF).
The MyCareersFuture advertisement must generally remain open for at least 14 consecutive days.
The purpose is to give job seekers a reasonable opportunity to apply for the position and to ensure employers fairly consider candidates before seeking to hire a foreign professional.
Employers should not treat this as simply a 14-day waiting period.
MOM states that employers should not make a job offer during the mandatory advertising period.
Step 4: Check Whether an FCF Advertising Exemption Applies
Not every EP application requires a MyCareersFuture advertisement.
According to MOM, advertising is not required in certain circumstances, including where:
- The company has fewer than 10 employees.
- The vacancy pays a fixed monthly salary of at least S$22,500.
- The role lasts no more than one month.
- Certain local transferee circumstances apply.
Even where an advertising exemption applies, employers are still expected to practise fair hiring.
Employers should check the latest exemption criteria rather than assuming that their company does not need to advertise.
Step 5: Prepare the MyCareersFuture Advertisement Correctly
Where advertising is required, the employer should ensure that the job advertisement accurately reflects the position.
This is extremely important because MOM states that it will reject EP applications linked to advertisements that are discriminatory or do not accurately represent the job.
Among other things:
The occupation advertised should match the occupation in the eventual EP application.
The company submitting the EP application should be the same employer that posted the advertisement.
The salary range must be visible.
The maximum advertised salary cannot be more than twice the minimum salary.
The advertised salary range must include the salary ultimately offered to the EP candidate.
For example, if a company advertises a salary of S$6,000 to S$8,000 but subsequently wants to submit an EP application declaring S$10,000, the advertised range would not contain the candidate’s offered salary.
Employers should therefore determine a realistic salary range before publishing the vacancy.
Step 6: Wait at Least 14 Consecutive Days
Where the FCF advertising requirement applies, the vacancy must remain advertised for at least 14 consecutive days.
This requirement applies even where the company considers the position urgent. MOM specifically confirms that urgent vacancies are still subject to the 14-day requirement unless an exemption applies.
During this period, the employer should fairly consider candidates who apply.
If material details of the advertisement are subsequently changed—including the employer’s UEN, occupation, salary or number of vacancies—a new 14-day advertising period may be required.
Employers should therefore make sure the advertisement is accurate from the beginning.
Step 7: Obtain Written Consent From the EP Candidate
Before submitting the Employment Pass application, the employer needs to obtain the candidate’s written consent to apply.
This is an official step identified by MOM in its application procedure.
The employer should therefore not submit an EP application without the candidate’s knowledge or authorisation.
MOM also provides a candidate form containing information required for the application. This can be sent to the candidate to complete before the employer enters the information into the online application.
Step 8: Gather the Required Documents
The employer should prepare the necessary supporting documents before starting the online application.
For a standard Employment Pass application, MOM identifies documents including:
Candidate’s passport
A copy of the personal particulars page of the candidate’s passport is generally required.
If the candidate’s name in the passport differs from the name appearing in other documents, additional explanation and supporting evidence such as a deed poll may be required.
Company business profile
The company’s latest business profile or instant information registered with ACRA may be required.
Qualification verification
Verification proof for the candidate’s qualifications may be required depending on the application.
Certain professions and situations require additional documentation.
Employers should therefore check MOM’s document requirements for the specific candidate rather than assuming every EP application requires exactly the same documents.
Step 9: Check Whether Qualification Verification Is Required
Qualification verification has become an important part of Employment Pass applications.
Where an employer needs to obtain COMPASS qualification points, appropriate verification may be required to demonstrate that the qualification is genuine and was awarded by an accredited institution.
Employers should ensure that the qualification details entered into the application correspond precisely with the verification evidence.
Discrepancies involving the name of the institution, qualification or candidate can create unnecessary problems.
If the application does not require qualification points to pass COMPASS, the employer should check MOM’s prevailing requirements to determine whether qualification documents need to be submitted.
Step 10: Make Sure the Company’s Information Is Ready
An Employment Pass application is not assessed solely on the candidate.
The employing company also matters.
Before submitting the application, the employer should ensure that its corporate information is current and that relevant company data required by MOM can be properly provided.
This is particularly important because COMPASS includes company-related criteria such as diversity and support for local employment.
The employer should therefore conduct the SAT assessment using accurate candidate and company information before proceeding.
Step 11: Submit the Application Through EP eService
Once the eligibility, FCF and documentation requirements have been addressed, the employer can submit the application online.
The application is made through MOM’s EP eService on myMOM Portal.
Employers and appointed employment agents can use EP eService to submit EP applications and subsequently perform functions such as issuing, renewing, cancelling and appealing passes.
Importantly, the candidate does not need to be physically present in Singapore when the EP application is submitted.
This means that a company can complete the Employment Pass application while the candidate remains overseas.
Step 12: Pay the Employment Pass Application Fee
An application fee is payable when the EP application is submitted.
The employer or employment agent should follow the payment instructions displayed in EP eService.
Payment completes the submission process, after which the application proceeds to MOM for assessment.
Companies should remember that the application fee relates to processing the application rather than guaranteeing approval.
A rejected application does not become refundable simply because the candidate did not receive an EP.
Step 13: Wait for MOM to Process the EP Application
After submission, MOM will assess the application.
For standard online Employment Pass applications, MOM currently states that the application will generally be processed or given an update within 10 business days.
The wording “or given an update” is important.
It does not mean every application is guaranteed to be approved or rejected within exactly 10 business days.
MOM may require additional information or documents.
Where further information is necessary, the overall processing time can be longer.
Employers should therefore avoid guaranteeing a foreign candidate that the EP will be approved within a particular number of days.
Step 14: Check the EP Application Status
Employers can check the status of a work pass application through MOM’s online services.
MOM provides a work pass and application status service, and employers can also manage transactions through EP eService.
If MOM requests additional documents or clarification, the employer should respond carefully and within the required timeframe.
Additional requests should not automatically be interpreted as an indication that the application will be rejected.
They mean MOM requires further information to complete its assessment.
Step 15: Receive the In-Principle Approval
If MOM approves the Employment Pass application, an In-Principle Approval, commonly called an IPA, is issued.
The IPA is an important stage because it confirms that the EP application has been approved subject to completion of the remaining issuance requirements.
The candidate can then make the necessary arrangements to relocate to Singapore.
Employers should generally avoid bringing a foreign candidate into Singapore merely to wait for the EP application to be processed. The candidate does not need to be in Singapore during the application stage.
Step 16: Prepare the Candidate’s Arrival in Singapore
Once the EP is approved, the employer and candidate should review the IPA carefully.
It will contain instructions concerning the next steps and any conditions that need to be completed.
Depending on the candidate’s circumstances, these may include a medical examination.
The candidate should also make the necessary arrangements for a Singapore residential address because address and contact information will be needed during the issuance stage.
Step 17: Get the Employment Pass Issued
Approval and issuance are two different stages.
Receiving the IPA does not mean that all administrative steps are complete.
Once the candidate is in Singapore and the necessary conditions have been fulfilled, the employer or appointed employment agent can arrange for the Employment Pass to be issued through the appropriate MOM process.
MOM’s EP eService is used by employers and employment agents not only for applications but also for pass issuance.
At this stage, information such as the candidate’s passport details, Singapore contact information, immigration pass details and residential address may be required.
Step 18: Receive the Notification Letter
Once the Employment Pass is successfully issued, a notification letter is provided.
This is an important document because it serves as temporary proof of the candidate’s work-pass status while the remaining card procedures are completed.
The candidate should follow any instructions contained in the notification letter, including whether fingerprint and photo registration is required.
The candidate should not assume that another person’s registration requirements will necessarily be identical to his or hers.
Step 19: Complete Fingerprint and Photo Registration If Required
Some candidates will be required to register their fingerprints and photograph.
Where this applies, the notification letter will contain the relevant instructions.
The candidate may need to attend the Employment Pass Services Centre and bring the required original documents.
This step enables MOM to complete the work-pass registration and physical-card process.
Step 20: Set Up the Digital Work Pass
Singapore also provides digital access to work-pass information.
Candidates can use the SGWorkPass app to access their digital work pass after completing the applicable setup and registration procedures.
This gives pass holders convenient access to information concerning their work-pass status and employment.
Employers should ensure that the candidate follows the instructions issued by MOM rather than waiting unnecessarily for the physical card before completing digital setup.
Step 21: Receive the Physical Employment Pass Card
The final stage is receiving the physical Employment Pass card.
MOM’s standard work-pass process provides for card delivery after the necessary fingerprint/photo registration or document verification has been completed.
Employers should ensure that the delivery address and authorised-recipient information provided during issuance are accurate.
At this stage, the core EP application and issuance process is complete.
Who Actually Applies for the Employment Pass?
A common misconception is that the foreign employee applies for the standard Employment Pass personally.
Generally, the application is submitted by:
The Singapore employer, or
An appointed employment agent.
MOM’s EP eService is specifically available to employers and employment agents for Employment Pass transactions.
The candidate nevertheless plays an important role because the employer needs accurate personal, educational and employment information as well as written consent to make the application.
Does the Candidate Need to Be in Singapore to Apply?
No.
The candidate does not need to be in Singapore when the Employment Pass application is submitted.
This allows a Singapore company to recruit internationally and obtain EP approval before the employee relocates.
In practical terms, this can also reduce the risk of a candidate entering Singapore and having to wait while the application remains pending.
Can You Apply for an EP Without Advertising on MyCareersFuture?
Only where an applicable exemption exists.
For most employers subject to the FCF requirement, the vacancy must first be advertised on MyCareersFuture for at least 14 consecutive days.
Examples of exemptions include companies with fewer than 10 employees and vacancies with a fixed monthly salary of S$22,500 or more, together with certain short-term and transferee situations.
An employer should confirm that it genuinely falls within an exemption before skipping the advertising process.
How Long Does the Whole Employment Pass Application Process Take?
The official processing standard for an online EP application is generally processed or given an update within 10 business days.
However, this does not include every step that may happen before the application is submitted.
For example, where MyCareersFuture advertising is required, the employer must first complete the minimum 14-consecutive-day advertising period.
There may also be time required to obtain qualification verification and supporting documents.
Therefore, the total hiring timeline can be longer than the MOM application-processing period itself.
Employers should plan accordingly.
Can You Apply for Dependant’s Passes at the Same Time?
An eligible Employment Pass holder may also be able to sponsor qualifying family members for passes such as a Dependant’s Pass.
Technically, family-pass applications can be made at the same time as the EP application.
However, MOM recommends applying for family passes after the main Employment Pass is approved, because the application fees for the family passes will be lost if the main EP application is rejected.
This can be particularly relevant for foreign professionals relocating to Singapore with a spouse and children.
Common Mistakes When Applying for an Employment Pass
A number of avoidable mistakes can complicate an EP application.
One is assuming that meeting the headline minimum salary automatically means that the candidate qualifies.
Another is failing to properly assess COMPASS.
Employers may also encounter problems where the MyCareersFuture advertisement does not match the EP application, the advertised salary does not include the candidate’s eventual salary, or qualification information does not correspond with the supporting evidence.
Other mistakes include submitting incomplete documents, providing inaccurate information and applying despite the MOM Self-Assessment Tool indicating that the candidate does not qualify.
The safest approach is to assess eligibility before beginning the formal application.
Employment Pass Application Checklist
Before clicking “Submit”, an employer should be able to answer yes to the following questions:
Does the candidate meet the age-adjusted EP qualifying salary?
Does the candidate appear to obtain at least 40 COMPASS points, unless exempt?
Has the MOM Self-Assessment Tool been completed?
Has the position been advertised on MyCareersFuture for at least 14 consecutive days where required?
Were applicants fairly considered?
Does the advertisement accurately match the EP application?
Is the candidate’s proposed salary within the advertised salary range?
Has written consent been obtained from the candidate?
Are the passport and company documents ready?
Has qualification verification been obtained where applicable?
Has all information been checked for accuracy and consistency?
If these issues have been properly addressed, the employer is in a much better position to submit a complete application.
Frequently Asked Questions
How do I apply for an Employment Pass in Singapore?
The Singapore employer or appointed employment agent generally submits the application through MOM’s EP eService after completing the applicable eligibility and Fair Consideration Framework requirements.
Can an employee apply for an EP himself?
For a standard Employment Pass, the application is generally submitted by the employer or appointed employment agent rather than the candidate personally.
Does the employee need to be in Singapore?
No. The candidate does not need to be physically present in Singapore when the application is submitted.
Must I advertise the job before applying?
Generally, yes, unless an exemption applies.
Where required, the vacancy must be advertised on MyCareersFuture for at least 14 consecutive days.
Can I advertise for seven days if the position is urgent?
No, not merely because the vacancy is urgent. MOM states that positions that need to be filled urgently are still subject to the minimum 14-day advertising requirement where FCF advertising applies.
How long does MOM take to approve an EP?
Online EP applications are generally processed or given an update within 10 business days. Some cases may take longer if additional information or documents are required.
Can I apply if the MOM Self-Assessment Tool says the candidate is not eligible?
MOM advises employers not to apply if the SAT indicates that the candidate does not qualify.
What documents are normally required?
These can include the candidate’s passport particulars page, the company’s latest ACRA business profile or instant information, and qualification verification where applicable. Certain professions and cases require additional documents.
Conclusion
Applying for a Singapore Employment Pass involves considerably more than completing an online form.
A properly planned EP application begins with determining whether the foreign professional satisfies the age-adjusted qualifying salary and COMPASS requirements.
The employer should then determine whether the Fair Consideration Framework advertising requirement applies. Where it does, the vacancy generally needs to be advertised on MyCareersFuture for at least 14 consecutive days, and applicants must be fairly considered.
After that, the employer should obtain the candidate’s written consent, prepare the required documents and submit the application through MOM’s EP eService.
Online applications are generally processed or given an update within 10 business days, although cases requiring additional information may take longer.
If approved, the candidate can proceed with the IPA requirements, travel to Singapore where necessary, have the Employment Pass issued and complete any required registration before receiving the physical card.
For employers, the most important principle is to get the application right before submission. Check eligibility using MOM’s Self-Assessment Tool, ensure that the MyCareersFuture advertisement complies with FCF requirements, verify supporting documents and make sure the information submitted accurately reflects the genuine employment arrangement.
Singapore Ministry of Manpower — Apply for an Employment Pass