The S Pass is Singapore’s work pass for mid-skilled foreign professionals who earn above the Work Permit threshold but below the Employment Pass qualifying salary. As at 30 May 2026, the Singapore S Pass 2026 minimum qualifying salary is SGD 3,300 per month for most sectors and SGD 3,800 per month for the financial services sector, per the Ministry of Manpower. Both thresholds will increase from 1 January 2027 for new applications. This guide covers eligibility, the age-based salary benchmarking approach, quota mechanics, levy rates, the application process, and what employers must prepare before the 2027 increases take effect.
Who the S Pass Is Designed For
The S Pass targets mid-skilled foreign professionals typically working in technical, associate professional, or skilled trade roles. Common S Pass roles include: IT support and systems engineers, technicians in manufacturing and precision engineering, healthcare support staff (medical technologists, radiographers, physiotherapists at associate level), compliance analysts and fund administrators in financial services, chefs and senior F&B professionals, and experienced supervisors in construction and marine industries.
The S Pass sits between the Work Permit — which is for lower-skilled workers and is more heavily regulated with sector-specific restrictions — and the Employment Pass, which is for professionals, managers, executives, and specialists. Employers who are hiring foreign professionals for roles below the EP threshold should assess whether the S Pass or Work Permit is the appropriate pass type.
Unlike the Employment Pass, the S Pass is not assessed under the COMPASS framework. COMPASS applies only to EP applications. S Pass eligibility is assessed against salary (relative to local peers), qualifications, and employer quota availability. For a full comparison of EP and S Pass criteria, see our complete Singapore Employment Pass guide.
Singapore S Pass 2026 Salary Requirements
The S Pass salary floor is a minimum, not a benchmark. MOM also assesses whether the candidate’s salary is commensurate with local peers in equivalent roles at the same experience level. This means that meeting the absolute minimum does not guarantee approval — a candidate with 10 years of relevant experience applying at SGD 3,300 may be assessed as underpaid relative to local peers and face rejection.
Current Qualifying Salaries (as at 30 May 2026)
Most sectors: SGD 3,300 per month fixed salary minimum.
Financial services sector: SGD 3,800 per month fixed salary minimum.
These thresholds apply to new applications submitted before 1 January 2027. For renewals, the current thresholds apply to passes expiring before 1 January 2028.
2027 Salary Increases
From 1 January 2027, the qualifying salaries for new S Pass applications will increase to:
Most sectors: SGD 3,600 per month.
Financial services sector: SGD 4,000 per month.
Employers with current S Pass holders earning between the 2026 floor and the 2027 floor should plan salary reviews before those pass renewal dates. Our MOM compliance calendar for Singapore HR managers maps the renewal planning timeline in full.
S Pass Quota: How It Works
Every employer in Singapore can hold a limited number of S Pass holders relative to their total workforce. The quota is calculated as a percentage of the company’s total workforce (local and foreign employees combined):
Services sector: S Pass holders are capped at 10% of the total workforce.
All other sectors (manufacturing, construction, marine, process, etc.): S Pass holders are capped at 15% of the total workforce.
Per MOM’s quota and levy requirements, the quota is recalculated monthly based on the company’s actual headcount. A company that reduces its local workforce will see its S Pass quota shrink proportionally. This makes local hiring decisions directly relevant to a company’s capacity to hold S Pass workers.
Local Qualifying Salary and Quota Counting
From 1 July 2026, local employees must earn at least SGD 1,800 per month (full-time) to count toward the company’s S Pass quota calculation. This is the new Local Qualifying Salary (LQS), increased from SGD 1,600. Local employees earning below this threshold do not count toward the quota denominator. Our full LQS increase guide explains which local employees are affected and how to recalculate your quota exposure.
S Pass Levy: Rates and Payment
Employers pay a monthly levy for every S Pass holder in their workforce. Since September 2025, the levy has been harmonised across all tiers and sectors:
S Pass levy (all sectors, all tiers): SGD 650 per month per S Pass holder.
The levy is deducted automatically by MOM from the employer’s GIRO account linked to the company’s MOM account. There is no annual or semi-annual filing — it is a monthly automatic deduction. Our guide to Singapore foreign worker levy calculation by sector covers the full levy structure including Work Permit levy rates and the quota mathematics used to calculate levy exposure across a mixed workforce.
S Pass Application Process: Step by Step
Step 1: Confirm Quota Availability
Before applying, check the company’s current S Pass quota balance on the myMOM Portal. If the company is at or near its quota limit, the application will be rejected on quota grounds regardless of the candidate’s qualifications.
Step 2: Verify Candidate Salary and Qualifications
Confirm the candidate’s offered fixed monthly salary meets the applicable minimum (SGD 3,300 for most sectors, SGD 3,800 for financial services as at 30 May 2026). Also verify that the salary is commensurate with what a local peer in the same role and with equivalent experience would earn. MOM uses salary data from the Manpower Research and Statistics Department to benchmark applications.
Step 3: Submit via myMOM Portal
S Pass applications are submitted by the employer (or an authorised employment agency) through the myMOM Portal. The application requires: personal details of the candidate; job description and offered salary; employer’s company UEN; and, where applicable, educational certificates for verification. Processing typically takes 3 weeks for straightforward cases and up to 8 weeks for cases requiring additional assessment.
Step 4: In-Principle Approval and Pass Issuance
If approved, MOM issues an In-Principle Approval (IPA) letter valid for 6 months. The candidate must then complete the required medical examination and enrol in the Foreign Worker Medical Insurance and Security Bond before the S Pass card is issued. Note that S Pass holders — unlike EP holders — require a Security Bond of SGD 5,000 per holder, payable by the employer.
S Pass Renewal
S Passes are typically issued for 1–3 years and must be renewed before expiry. Renewal applications should be submitted at least 6 weeks before the pass expiry date. At renewal, MOM re-assesses the candidate against the then-current qualifying salary. This means that any S Pass holder earning between the 2026 floor and the 2027 floor must have their salary adjusted before a renewal submitted on or after 1 January 2028 (when the new floor applies to renewals) will be approved.
Employers with multiple S Pass holders should schedule a forward-looking audit using our MOM compliance calendar to identify which pass holders will face the threshold increase at renewal.
S Pass vs Employment Pass: When to Use Which
The decision between S Pass and EP depends primarily on the role’s seniority, the candidate’s salary, and the employer’s COMPASS position. At a practical level:
Use the S Pass for mid-skilled technical or specialist roles where the salary is in the SGD 3,300–5,599 range (below the EP floor). The S Pass does not require COMPASS assessment, making it a faster and simpler path for qualifying candidates.
Use the EP for professional, managerial, and executive roles at SGD 5,600 per month and above (or SGD 6,200 in financial services). The EP provides greater employment flexibility, allows dependant sponsorship, and is the appropriate pass for most corporate and professional roles.
Note that switching from S Pass to EP — a common progression as a candidate’s salary grows — requires a new EP application; it is not an in-place conversion. Our guide to the true cost of hiring a foreign professional covers the full cost comparison between pass types, including levy, insurance, and security bond obligations.
Employer Obligations for S Pass Holders
Beyond the levy and quota requirements, Singapore employers of S Pass holders have additional obligations: maintaining foreign worker medical insurance (minimum SGD 15,000 inpatient and day surgery coverage per year); paying for repatriation costs if the holder’s pass is cancelled; notifying MOM within 5 days of any employment cessation (resignation, dismissal, or redundancy); complying with accommodation standards for S Pass holders in certain sectors; and from end-2027, complying with the Workplace Fairness Act in relation to all employees including S Pass holders. For more on the sister company’s incorporation services that often accompany first-time S Pass sponsorship, Raffles Corporate Services’ S Pass employer guide covers the entity and payroll setup considerations.
Conclusion
The Singapore S Pass in 2026 provides a reliable pathway for employers to hire mid-skilled foreign professionals across most sectors, provided the employer has sufficient quota and the candidate’s salary meets the applicable threshold. With the January 2027 salary increases on the horizon, the key action for 2026 is to audit current S Pass holders against the new floors and plan salary adjustments well ahead of renewal dates.
Singapore Employment Agency (MOM Licence No. 19C9790) provides S Pass application and renewal services, including quota assessment, IPA management, and compliance advisory. Contact our team for a no-obligation assessment of your S Pass requirements.
— The Editorial Team, Little Big Employment Agency