The S Pass is Singapore’s mid-skilled work pass — sitting between the Employment Pass for professionals and the Work Permit for lower-skilled workers. For companies in the services, manufacturing, construction, marine and process sectors, the S Pass is a critical hiring tool. For mid-career foreign professionals with relevant qualifications, it is often the realistic entry point into the Singapore labour market before a promotion to Employment Pass level. Understanding Singapore S Pass 2026 eligibility — especially with the salary threshold rising from 1 July 2026 — is essential for both employers and applicants.
This guide covers everything: salary requirements (including the July 2026 increase), how S Pass quota is calculated, the SGD 650/month levy, application requirements, and what comes after the pass is issued. It is updated as at 4 June 2026. For a comparison of S Pass against the Employment Pass and other pass types, also see our Complete Singapore Employment Pass Guide 2026.
What is the Singapore S Pass?
The S Pass is issued by the Ministry of Manpower (MOM) and allows mid-skilled foreign workers to work in Singapore for a specific employer in a specific role. Unlike the Employment Pass, S Pass holders are subject to a quota and their employer pays a monthly foreign worker levy.
The S Pass occupies a specific niche in Singapore’s work pass framework:
- Higher than Work Permit: S Pass holders are mid-skilled workers with higher salary floors and no sector-specific nationality restrictions (unlike Work Permits for the construction and marine sectors).
- Lower than Employment Pass: Unlike the EP, S Pass does not require a university degree as a formal prerequisite. A diploma or relevant technical qualification, combined with sufficient work experience and salary, can qualify.
- No COMPASS framework: The COMPASS points framework, introduced in September 2023 for the Employment Pass, does not apply to S Pass applications. S Pass has its own eligibility screening based on salary, qualifications, and a nationality diversity element.
S Pass salary requirements 2026: the July threshold change
As at 4 June 2026, the S Pass minimum qualifying salary is set per MOM’s S Pass eligibility page. The salary floor changes on 1 July 2026:
| Sector | Current minimum (new applications, until 30 June 2026) | From 1 July 2026 (new applications) | Renewals |
|---|---|---|---|
| Most sectors | SGD 3,300/month | SGD 3,600/month | From 1 July 2027 |
| Financial services | SGD 3,800/month | SGD 4,000/month | From 1 July 2027 |
Age-adjusted salary bands: The minimum salary above is the absolute floor — applicable to the youngest eligible candidates. MOM applies progressive age bands: S Pass candidates aged 35 and above must earn significantly higher than the base floor. For example, under 2026 rates, a 40-year-old applicant in most sectors must earn approximately SGD 4,500–5,000 per month rather than the SGD 3,300 base floor. The age-adjusted bands will increase in tandem with the 1 July 2026 floor increase. Employers should use the MOM S Pass Self-Assessment Tool (SAT) to check the applicable salary band before submitting any application.
What counts as salary: The qualifying salary must be a fixed monthly salary. Variable payments such as allowances, commissions, bonuses and overtime do not count towards the qualifying salary criterion.
S Pass quota: how much foreign headroom does your company have?
Every employer’s ability to hold S Pass workers is capped by the S Pass Sub-Dependency Ratio Ceiling (Sub-DRC). The Sub-DRC caps the number of S Pass holders as a percentage of the company’s total workforce:
| Sector | S Pass Sub-DRC (max S Pass holders) |
|---|---|
| Services | 10% of total workforce |
| Construction, marine shipyard, process, manufacturing | 15% of total workforce |
How quota headroom is calculated: The total workforce count includes all employees — Singapore Citizens, PRs, EP holders, S Pass holders, and Work Permit holders. Local employees (SC/PR) must earn at least the Local Qualifying Salary (LQS) — rising to SGD 1,800 per month from 1 July 2026 — to count towards the workforce number at full value. Local employees earning below the LQS count at a reduced rate or are excluded. See our guide on the Local Qualifying Salary Rising to S$1,800 on 1 July 2026 for the precise quota calculation mechanics.
If a new S Pass application would take your total S Pass count above the Sub-DRC, MOM will reject the application. Employers should use MOM’s Foreign Worker Portal to check current quota balance before applying.
S Pass levy: the employer’s monthly cost
Employers who hold S Pass workers pay a monthly foreign worker levy. As at 1 January 2026, the S Pass levy has been harmonised by MOM to a flat rate of SGD 650 per month per S Pass holder, applicable across all sectors. (Previously, tiered Tier 1 and Tier 2 levy rates applied based on the proportion of S Pass holders relative to the workforce; this was simplified to a single flat rate from 1 January 2026.)
The levy is a non-negotiable employer cost — it cannot be deducted from the S Pass holder’s salary or passed to the employee. Factor SGD 650/month (SGD 7,800/year) per S Pass holder into your cost-of-hire modelling. For a broader breakdown of total foreign hire costs, see our True Cost of Hiring a Foreign Professional in Singapore 2026.
S Pass application requirements
Employer eligibility
To sponsor an S Pass application, the employer must be a registered Singapore business entity with a valid UEN, must not be blacklisted by MOM, and must have sufficient quota headroom under the Sub-DRC.
Job advertising: the Fair Consideration Framework (FCF)
Per MOM’s Fair Consideration Framework, employers must advertise the position on MyCareersFuture.sg for at least 14 consecutive calendar days before submitting an S Pass application, for any role paying below SGD 22,500 per month. The advertisement must be fair and open — employers cannot restrict the advertisement to specific nationalities or use language that effectively screens out local candidates.
Candidate eligibility
- Qualifications: A relevant degree, diploma, or technical qualification. There is no mandatory degree requirement, but educational qualifications are factored into S Pass screening, and higher qualifications improve approval odds at a given salary.
- Work experience: Relevant work experience in the field of the role applied for. No minimum years are specified, but experience relative to salary and qualifications is assessed.
- Fixed salary at or above the qualifying floor: The salary must be paid as a fixed monthly salary, not as a variable or commission-only arrangement.
Documents required
- Completed online application via MOM’s EP Online portal (employer or authorised agent logs in)
- Candidate’s passport details
- Educational certificates and transcripts
- Employment history (CV or letter of employment history)
- Offer letter or employment contract specifying fixed monthly salary and job title
Medical insurance: a mandatory employer obligation
Before issuing or renewing an S Pass, the employer must purchase a medical insurance policy for the S Pass holder covering at least SGD 15,000 per year for inpatient care and day surgery. This insurance must be in force at all times during the S Pass validity. Failure to maintain the insurance is a breach of MOM conditions and can result in the pass being cancelled.
S Pass validity and renewal
A first S Pass is typically issued for two years. Subsequent renewals are typically granted for up to three years. Renewal applications may be submitted up to six months before the current pass expires.
At renewal, the salary threshold that applies is the threshold in force at the time of renewal — meaning that S Pass holders whose salaries are below the 1 July 2027 renewal threshold of SGD 3,600 per month must receive a salary increase before their renewal date. Employers should audit S Pass holders’ salaries against the renewal deadline well in advance; see our Singapore EP and S Pass Salary Thresholds Rising in 2027 guide for the full planning checklist.
What S Pass holders are entitled to
S Pass holders are covered by the Employment Act and are entitled to statutory leave, CPF contributions (once they become PR), and protection under MOM’s employment laws. Unlike Work Permit holders, S Pass holders are not required to live in employer-provided accommodation and are not restricted to a specific nationality tier for specific sectors.
S Pass holders who hold a valid pass and wish to apply for Singapore Permanent Residence may do so under the PTS (Professionals, Technical Personnel and Skilled Workers) scheme at any time. For the full PR pathway from an S Pass base, see our Complete Singapore PR Application Guide 2026.
For more on pass types and how to determine which is right for your candidate or role, our colleagues at Raffles Corporate Services provide integrated HR and corporate advisory for Singapore-based businesses managing foreign workforce compliance.
To discuss your S Pass applications or to assess a candidate’s eligibility, contact Singapore Employment Agency — Little Big Employment Agency’s licensed agency service (MOM Licence No. 19C9790).
— The Editorial Team, Little Big Employment Agency