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How to Hire Top Talent from Vietnam and Indonesia via Singapore
Vietnam and Indonesia have become two of the most interesting talent markets in the region. Both have large, young workforces, fast-growing university systems and a steady stream of engineers, accountants, digital marketers and operations specialists who are keen on regional careers. If you are a Singapore employer wondering how to hire top talent from Vietnam and Indonesia via Singapore, the main question is not whether these candidates are good enough. It is which work pass route actually fits the role, and how to build an application that MOM will approve.
Who this applies to
This guide is written for Singapore-registered companies that want to bring Vietnamese or Indonesian professionals to work in Singapore. It is particularly relevant if you are:
- An SME or start-up recruiting for skilled roles that are hard to fill locally, such as software engineering, data analytics, finance or regional sales
- A regional headquarters that wants Vietnamese or Indonesian staff based in Singapore to manage those markets
- An HR team that has already shortlisted candidates and now needs the right work pass
Key rules and requirements in Singapore
Work Permits are generally not the route
This is the point that catches many employers out. For the manufacturing and services sectors, MOM’s general list of approved Work Permit source countries covers Malaysia, the People’s Republic of China and North Asian sources (Hong Kong, Macau, South Korea and Taiwan). A separate Non-Traditional Sources (NTS) Occupation List allows nationals of Bangladesh, Bhutan, Cambodia, India, Laos, Myanmar, the Philippines, Sri Lanka and Thailand to fill specific listed occupations. Vietnam and Indonesia do not appear on either list for these sectors. Before planning any Work Permit hire, check the current sector-specific rules on the MOM website rather than assuming eligibility.
In practice, this means the realistic routes for Vietnamese and Indonesian professionals are the Employment Pass and the S Pass, neither of which restricts nationality.
Employment Pass
The Employment Pass (EP) is for professionals, managers and executives. As at the time of writing, the minimum qualifying salary for new applications is SGD 5,600 a month (SGD 6,200 in financial services), rising progressively with age up to the mid-40s. MOM has announced that these figures will rise to SGD 6,000 and SGD 6,600 respectively for new applications from 1 January 2027, with renewals following from 1 January 2028.
Salary is only the first step. EP applications must also pass the COMPASS framework, which scores the candidate and the employer on salary, qualifications, workforce diversity and support for local employment, with bonus criteria for skills shortages and strategic economic priorities. A candidate needs 40 points to pass.
S Pass
The S Pass is for mid-level skilled staff such as technicians, supervisors and specialist executives. The current minimum qualifying salary for new applications is SGD 3,300 a month (SGD 3,800 in financial services), also rising with age. From 1 January 2027, these figures will increase to SGD 3,600 and SGD 4,000 for new applications. S Pass holders are subject to a monthly foreign worker levy and a sector-based quota, so your existing headcount and local CPF-contributing workforce directly affect how many S Pass holders you can employ.
Fair Consideration Framework and advertising
Unless an exemption applies, employers must advertise the role on MyCareersFuture for at least 14 consecutive days before submitting an EP application, and consider local candidates fairly.
Recruitment through agencies
If you use an intermediary to source candidates, the Employment Agencies Act requires anyone carrying out employment agency work in Singapore to hold an MOM employment agency licence. Fees that agencies may charge S Pass and Work Permit holders are capped by MOM, and employers should not allow candidates to be charged unlawful placement fees.
Step-by-step process
- Define the role properly. Write a clear job description with genuine responsibilities and a salary that matches the market rate for that position in Singapore, not the candidate’s home-country salary.
- Check the pass type. Compare the proposed salary and seniority against the EP and S Pass criteria. Use MOM’s Self-Assessment Tool and run a COMPASS estimate before you make an offer.
- Advertise on MyCareersFuture for the required period where the Fair Consideration Framework applies.
- Verify qualifications early. MOM requires employers to provide proof of verification for diplomas and degrees submitted with EP applications. Universities in Vietnam and Indonesia vary in how quickly they respond to verification requests, so start this as soon as the candidate accepts in principle.
- Prepare documents. Collect passport details, academic certificates, transcripts, employment history and, for Indonesian and Vietnamese documents, certified English translations where the originals are in Bahasa Indonesia or Vietnamese.
- Submit through MOM Work Pass Online. The application is made by the employer or an authorised employment agent.
- Issue the pass and onboard. Once In-Principle Approval is granted, arrange entry and pass card registration, issue Key Employment Terms in writing, and set up payroll and IRAS reporting. EP and S Pass holders do not make CPF contributions.
Common mistakes to avoid
- Assuming a Work Permit will work. Employers sometimes plan junior hires from Vietnam or Indonesia on a Work Permit budget, only to discover the nationality is not an approved source for their sector.
- Offering a home-market salary. COMPASS benchmarks salary against local PMET salaries for the same sector and age. An offer that looks generous in Ho Chi Minh City or Jakarta may score zero points in Singapore.
- Ignoring the diversity criterion. If a large share of your existing EP holders already share one nationality, adding more of the same nationality can reduce your COMPASS score.
- Using unlicensed recruiters. Engaging an unlicensed party to carry out employment agency work in Singapore exposes your company to risk under the Employment Agencies Act.
- Mismatched job titles. A “Regional Manager” title paired with junior duties and a junior salary invites MOM scrutiny and may be treated as a misdeclaration under the Employment of Foreign Manpower Act.
Practical examples
A fintech start-up hiring a Vietnamese software engineer
A 15-person fintech company wants to hire a 29-year-old backend engineer from Hanoi. The proposed salary of SGD 7,800 clears the financial services EP threshold for the candidate’s age. Because the company has no other Vietnamese EP holders, it scores well on diversity. With a verified degree and a clean job advertisement, the application has a strong footing.
A logistics firm hiring an Indonesian operations supervisor
A logistics company wants an Indonesian supervisor to coordinate shipments to Surabaya and Batam. The role pays SGD 3,900, which suits an S Pass rather than an EP. The company first checks its S Pass quota against its local workforce, budgets for the monthly levy, and confirms that the salary meets the threshold for the candidate’s age. It also plans salary reviews around the January 2027 and January 2028 increases.
How Singapore Employment Agency can help
Singapore Employment Agency supports employers across the full hiring cycle. We can help you assess whether a Vietnamese or Indonesian candidate is likely to qualify for an Employment Pass or S Pass, estimate the COMPASS score before you commit to an offer, prepare and submit applications through MOM Work Pass Online, and manage renewals, appeals and ongoing HR compliance. If a pass is rejected, we can advise on an appeal.
Frequently Asked Questions
Can I hire Vietnamese or Indonesian workers on a Work Permit?
For the manufacturing and services sectors, Vietnam and Indonesia are not currently on MOM’s approved source lists, including the NTS Occupation List. Most employers will therefore use the Employment Pass or S Pass. Always check MOM’s current sector-specific rules, as source lists are updated from time to time.
Does the job need to be advertised before I apply?
For most Employment Pass applications, yes. The role must be advertised on MyCareersFuture for at least 14 consecutive days unless an exemption applies, for example certain small firms or very high salaries.
Can the employee bring family members?
EP and S Pass holders who earn at least the minimum fixed monthly salary set by MOM for family passes may apply for a Dependant’s Pass for a legally married spouse and unmarried children under 21. Each application is assessed separately.
Key takeaways
- Vietnam and Indonesia are strong talent markets, but nationals of both countries generally need an Employment Pass or S Pass rather than a Work Permit.
- Price the role against Singapore market salaries, as COMPASS benchmarks against local PMET pay.
- EP and S Pass qualifying salaries rise for new applications from 1 January 2027, so plan offers with this in mind.
- Start qualification verification and translations early to avoid delays.
- Use only MOM-licensed employment agencies and keep job titles, duties and salaries consistent.
Requirements may change, so always check the latest guidance from MOM, IRAS or ACRA, or consult a professional adviser.
If you would like to find out more about how Singapore Employment Agency can assist with your work pass and employment compliance requirements, please get in touch with the team at [email protected].
Yours sincerely,
The editorial team at Singapore Employment Agency
Disclaimer: This does not constitute legal advice. If you require legal advice, please contact a lawyer.
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