Personalised Employment Pass (PEP) — Costs and fees breakdown
The Personalised Employment Pass (PEP) is a Ministry of Manpower work pass for high-earning professionals that is not tied to a single employer, offering greater job flexibility than the Employment Pass. This guide explains eligibility, the salary thresholds, the conditions, and the costs and timelines to budget for in 2026.
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.
What the Personalised Employment Pass is
The Personalised Employment Pass is granted to established professionals on the basis of their own merit rather than a specific job, so the holder may change employers without re-applying. It is issued once, is non-renewable, and carries a higher fixed-salary requirement and stricter conditions than the standard Employment Pass, including an annual minimum income and limits on unemployment periods.
For a related perspective across the Raffles group, see our guide on Mas payment services act licensing mpi and spi costs.
Who the PEP suits
The PEP suits senior professionals who want mobility between employers, or overseas foreign professionals with a strong track record. It is not available to freelancers, the self-employed running their own business, or company directors who are also shareholders. Those who do not meet PEP criteria typically use the Employment Pass instead.
You may also find our note on Singapore bank account opening dbs ocbc uob wise aspire useful for the wider context.
Eligibility, salary and the regulatory basis
Eligibility is governed by the Employment of Foreign Manpower Act 1990 and MOM’s pass conditions. The Personalised Employment Pass requires a high fixed monthly salary (currently set well above the Employment Pass threshold) and the holder must earn a minimum fixed annual income each year to keep the pass. Section 5 of the Employment of Foreign Manpower Act 1990 underpins the requirement to hold a valid pass, and MOM may revoke a PEP if the income condition is not met or the holder is unemployed beyond the permitted period.
Refer to the primary sources for the current position: Ministry of Manpower; Immigration & Checkpoints Authority.
Cost and timeline breakdown
The PEP has modest government fees but a high income bar. Indicative 2026 figures are below.
| Item | Indicative figure | Timeline |
|---|---|---|
| Application fee | S$105 | At application |
| Issuance fee | S$225 | On approval |
| Minimum fixed monthly salary | High threshold (well above EP) | Ongoing |
| Processing time | ~ within 8 weeks | Application to outcome |
Step-by-step application process
Sequence: confirm the applicant meets the fixed-salary threshold and is not excluded; submit the PEP application to MOM with supporting income documents; on approval, the pass is issued for a fixed validity; the holder notifies MOM of any change of employment; and the holder maintains the minimum annual income and reports it to keep the pass valid.
For the procedural walkthrough, read our companion article on Employment pass s pass entrepass singapore 2026 comparison 2.
Common mistakes and gotchas
Common pitfalls are assuming the PEP can be renewed (it cannot), failing to meet the annual income condition, exceeding the permitted unemployment window, and using the PEP while running one’s own business. Because the pass is one-time, holders should plan their next pass well before expiry.
PEP versus Employment Pass
The key difference is flexibility. An Employment Pass ties the holder to a specific employer and must be re-applied for when changing jobs, while the Personalised Employment Pass lets the holder move between employers during its validity. In exchange, the PEP demands a higher fixed salary, imposes a minimum annual income condition, limits how long the holder can be unemployed, and is granted only once with no renewal. It is therefore best suited to senior professionals confident of sustained high earnings.
Maintaining the pass and reporting income
PEP holders must notify MOM when they start or stop employment and must report their annual income so MOM can confirm the income condition is met. Falling short of the minimum fixed annual income, or remaining unemployed beyond the permitted continuous period, can lead to revocation. Holders should track their cumulative annual income carefully, especially in years with job changes or variable bonuses, since the assessment is based on fixed income rather than one-off payments.
Planning the transition before expiry
Because the PEP cannot be renewed, holders should plan their next pass well before it lapses – typically transitioning to an Employment Pass sponsored by their employer, or to another suitable pass. Starting this process several months ahead avoids a gap in work authorisation. Dependants’ passes linked to the PEP also need to be transitioned in step.
Who should and should not apply
The PEP rewards mobility, so it suits senior professionals who expect to change roles or who are between employers but want to remain in Singapore for a defined period. It does not suit those whose income is uncertain, those who intend to start a business, or those who would be better served by an employer-sponsored Employment Pass with renewal prospects. Applicants should model their expected fixed annual income conservatively against the minimum condition before committing to the PEP route.
Documents and assessment
A PEP application is assessed on the applicant’s salary history and standing, supported by recent payslips, tax statements and employment references. Overseas applicants must evidence a recent qualifying salary in their last role. Because MOM assesses each application on its merits, presenting a clear, well-documented income record is the single most important factor. Professional help with the submission can reduce the risk of avoidable rejection on documentation grounds.
Personalised Employment Pass (PEP): key considerations
In summary, The Personalised Employment Pass (PEP) is a Ministry of Manpower work pass for high-earning professionals that is not tied to a single employer, offering greater job flexibility than the Employment Pass. The figures above are indicative for 2026 and should be confirmed against your specific circumstances and the latest official guidance before you commit.
FAQs
Can the PEP be renewed?
No. The Personalised Employment Pass is issued once for a fixed period and is non-renewable; holders must transition to another pass type before it expires.
Can a PEP holder change jobs?
Yes – that is the main advantage. The PEP is not tied to one employer, though the holder must notify MOM and continue to meet the income condition.
What happens if income falls below the threshold?
MOM may revoke the pass if the holder does not meet the minimum fixed annual income requirement, so the income condition must be monitored carefully.
Can a PEP holder run their own business?
No. The PEP is for employed professionals; it cannot be used to operate one’s own business or to work as a freelancer or sole proprietor.
Does the PEP lead to permanent residence?
The PEP itself is a work pass, not a residence status, though time spent working in Singapore on it can support a separate permanent residence application assessed on its own merits.
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.