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Family Relocation Policy in Singapore: Dependant’s Pass or Long-Term Visit Pass for Your Staff
Short answer: A family relocation policy in Singapore should tie family benefits to the pass the employee actually holds. An Employment Pass or S Pass holder earning a fixed monthly salary of at least S$6,000 can sponsor a legally married spouse and unmarried children under 21 for a Dependant’s Pass. Others fall back to the Long-Term Visit Pass, which is a separate and less certain route.
Key facts at a glance
- Dependant’s Pass (DP) sponsors must hold an Employment Pass or S Pass.
- The sponsor must earn a fixed monthly salary of at least S$6,000, based on the individual’s salary and not household income.
- Eligible family members are a legally married spouse and unmarried children under 21, including legally adopted children.
- The sponsor must be sponsored by an established, Singapore-registered company, usually the employer.
- Family members who do not qualify for a DP may qualify for a Long-Term Visit Pass.
- Employment Pass holders who chose to apply as an overseas intra-corporate transferee under WTO GATS or an applicable FTA are generally not eligible to bring family on a DP or LTVP.
- Passes are issued under the framework of the Immigration Act 1959 and the Employment of Foreign Manpower Act 1990.
This article is general information only and is not legal advice. For matters needing legal advice, we work with a panel of experienced Singapore law firms.
Employers often promise “family support” in an offer letter before checking whether the employee’s family can obtain a pass at all. A well-drafted family relocation policy in Singapore avoids that mistake by linking each benefit to an eligibility test. This guide sets out the tests, the decision points for HR, and wording that keeps promises realistic. For the family’s day-to-day perspective, see our complete guide to relocating to Singapore with family.
Who can your employees sponsor on a Dependant’s Pass?
MOM’s published requirements are specific. The sponsor must hold an Employment Pass or S Pass, must earn a fixed monthly salary of at least S$6,000, and must be sponsored by an established, Singapore-registered company. The salary test is personal, so a spouse’s income cannot be added to reach the threshold.
The family members who can be covered are a legally married spouse and unmarried children under 21 years old, including legally adopted children. The word “legally” matters. A partner without a recognised marriage does not fall within the DP category, and the policy should say so plainly. The official criteria are on the MOM Dependant’s Pass eligibility page.
What if the employee earns below S$6,000 or has an unmarried partner?
MOM states that family members who are not eligible for a Dependant’s Pass may qualify for a Long-Term Visit Pass. That is a different pass with its own criteria and no guarantee of approval. Our explainer on LTVP versus LTVP+ shows how the options differ, and the MOM Long-Term Visit Pass page lists the current rules.
For policy purposes, treat the LTVP as “assistance with applying” rather than “entitlement to a pass”. Write the commitment around what the employer controls, such as paperwork support and fees, and not around the outcome.
Which employees are outside the DP route altogether?
Some pass categories follow their own rules. MOM notes that dependants of Overseas Networks and Expertise Pass holders and of EntrePass holders are covered by separate requirements. It also notes that Employment Pass holders who applied as overseas intra-corporate transferees under WTO GATS or an applicable FTA are generally not eligible for DPs or LTVPs, subject to specific FTA coverage. If you hire under those routes, your policy needs a separate paragraph.
How should the policy treat a spouse who wants to work?
A DP does not on its own let the spouse take a job. MOM’s guidance says that employers can apply for an Employment Pass, an S Pass or a DP Work Permit for a DP holder. Section 5(1) of the Employment of Foreign Manpower Act 1990 requires a valid work pass before a foreign employee is employed, so “the spouse can work on arrival” should never appear in a policy. See the MOM page on working in Singapore as a DP holder and our Dependant’s Pass 2026 guide.
What should a family relocation policy contain?
| Policy item | Recommended approach |
|---|---|
| Eligibility trigger | Tie family support to holding an EP or S Pass with a fixed monthly salary of at least S$6,000 |
| Covered family | Legally married spouse and unmarried children under 21, as defined by MOM |
| Fallback route | Support for LTVP applications, with no guarantee of outcome |
| Spouse employment | State that a separate work pass is needed and is not promised |
| Change of circumstances | Require notice of marriage, divorce or a child turning 21 |
| Costs | State who pays application fees, medical checks and any re-application |
What is the step-by-step process for HR?
- Confirm the pass type and fixed monthly salary at offer stage.
- Confirm the family structure and documents proving a legal marriage and the children’s ages.
- Decide DP or LTVP route, and record the decision on file.
- Submit applications after the employee’s own pass is in place.
- Diarise renewal dates so family passes do not outlive the sponsor’s pass.
- Update the file when the employee’s circumstances change. Our note on marital status changes and the Dependant’s Pass shows the sequence.
What mistakes should the policy avoid?
Common errors include promising a DP to staff who earn under S$6,000, adding household income to meet the salary test, ignoring the age-21 cut-off for children, and assuming the spouse can work. Another is forgetting that tax and payroll treatment of allowances needs review; see tax considerations for foreign talent. If staff relocate from several countries, the checklist for newly approved EP holders can sit alongside the policy.
Related guides
- LTVP vs LTVP+ in Singapore 2026
- CPF ordinary wage ceiling: employer guide
- Official guidance: Immigration and Checkpoints Authority
Frequently asked questions
Does household income count towards the S$6,000 requirement?
No. MOM states that the requirement is based on the sponsor’s own fixed monthly salary and not combined household income.
Can an unmarried partner get a Dependant’s Pass?
The DP covers a legally married spouse and eligible children. A partner who is not legally married may look at the Long-Term Visit Pass instead, with no guarantee of approval.
Until what age can a child be on a Dependant’s Pass?
The DP covers unmarried children under 21 years old, including legally adopted children.
Can a DP holder work for an employer in Singapore?
Yes, but only with a suitable work pass. MOM says prospective employers can apply for an Employment Pass, an S Pass or a DP Work Permit for their DP holders.
Need help with this? Call, SMS or WhatsApp +65 8501 7133, or email [email protected]. Little Big Employment Agency (EA Licence 19C9790) works with a panel of corporate and employment law firms; this article is general information, not legal advice.
Last reviewed: 07 October 2026. The Editorial Team.
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