Introduction

The “Overseas Networks & Expertise” (ONE) Pass: 2 Years Later examines how the ONE Pass has settled into Singapore’s immigration landscape since its introduction. Employers and prospective applicants often ask whether the ONE Pass changes hiring practices, compliance obligations, or expectations under MOM policy.

This article explains who the ONE Pass applies to, the key rules and requirements in Singapore, the step-by-step application process, common mistakes to avoid, practical examples and how an experienced consultant can assist. The ONE Pass Singapore remains an option for certain high-calibre individuals — but it sits alongside familiar frameworks such as the Employment Pass and S Pass.

Who this applies to

The ONE Pass is primarily aimed at high-earning or highly skilled foreign individuals whose global networks and expertise can contribute to Singapore’s economy.

  • Senior executives, founders or specialised professionals with demonstrable international networks;
  • Individuals who may not fit traditional qualifying criteria for Employment Pass but offer exceptional value through global relationships, investments or knowledge transfer;
  • Employers who wish to recruit such individuals and need to understand obligations under MOM, CPF Act and other relevant legislation.

Key rules and requirements in Singapore

The ONE Pass sits within Singapore’s broader foreign manpower system and aligns with the objectives of the Employment of Foreign Manpower Act and MOM policies. Key regulatory and administrative considerations include:

  • MOM eligibility and assessment: MOM assesses applicants for strategic value, remuneration and the potential economic contribution to Singapore.
  • Salary and work terms: While the ONE Pass targets higher-value entrants, employers must still observe employment contract obligations under the Employment Act where applicable and ensure fair employment terms and staff benefits.
  • Tax and reporting: Individuals and employers must comply with IRAS requirements via the IRAS myTax Portal. Employers should be aware of tax residency rules and reporting obligations.
  • CPF and contributions: Most foreign employees are not subject to CPF contributions; however, employers should confirm obligations where local-hire elements exist or if employees become tax residents under IRAS guidance. Refer to the CPF Act for details.
  • Workplace safety and insurance: Employers must meet obligations under the Work Injury Compensation Act and the Workplace Safety and Health Act where the role involves local duties.
  • Employment Agencies Act: If engaging recruitment firms to source ONE Pass candidates, ensure compliance with the Employment Agencies Act and that agencies are licenced.
  • PDPA and POHA: Handle candidate and employee data in compliance with the PDPA, and observe the Protection from Harassment Act (POHA) for workplace interactions.
  • Levy and SDL considerations: The foreign worker levy generally does not apply to high-tier passes in the same way as Work Permits, but employers should check any Social Security or SDL obligations for Singapore residents working alongside ONE Pass holders.

Step-by-step process

The application and integration of a ONE Pass holder involve employer preparation, MOM submission and post-approval compliance. A simplified step-by-step approach:

  • Assess eligibility: Review the candidate’s profile against MOM’s ONE Pass criteria and determine whether the ONE Pass or an alternative pass (Employment Pass, S Pass) is more suitable.
  • Prepare documentation: Gather CV, evidence of global networks, letters of recommendation, business plans (if relevant) and prior employment records. Ensure compliance with PDPA when collecting references.
  • Submit application to MOM: Use the MOM online portals for submission. Provide clear justification of economic value and expected remuneration.
  • Respond to MOM queries: MOM may request clarifications. Timely, accurate responses reduce processing delays.
  • Post-approval formalities: Arrange issuance of the pass, in-practice arrival formalities, registration with ACRA (if company matters are involved) and payroll setup via IRAS and internal payroll systems.
  • Ongoing compliance: Maintain employment records, meet reporting duties to IRAS and MOM, and ensure workplace safety, insurance, and relevant contributions where required.

Common mistakes to avoid

Certain recurring errors lead to delays or refusals. Avoid these pitfalls when applying for or employing a ONE Pass holder:

  • Insufficient evidence of international networks or strategic value — be specific and document outcomes (e.g., partnerships, investments).
  • Confusing ONE Pass criteria with Employment Pass/S Pass rules — each pass has distinct thresholds and expectations.
  • Failing to align contractual terms with submissions to MOM — discrepancies attract scrutiny.
  • Ignoring local regulatory obligations — for example, non-compliance with the Work Injury Compensation Act or mismanagement of personal data under PDPA.
  • Delays in responding to MOM or incorrect documentation submitted via ACRA BizFile+ or other portals.

Practical examples

Practical scenarios help clarify when the ONE Pass may be appropriate:

  • Founding executive with global HQ links: A start-up founder who will anchor regional strategy and bring strategic investors may qualify where their networks demonstrably unlock capital or partnerships.
  • Senior deal-maker: An individual whose role is to introduce high-value cross-border transactions may be considered if evidence shows prior results and prospective pipelines.
  • Specialist with niche global expertise: A technical leader who transfers unique knowledge to Singapore teams and trains local talent could be suitable, particularly when knowledge transfer plans are documented.

How an experienced consultant can help

Navigating MOM assessments, aligning offers with the Employment Act, and meeting ACRA and IRAS filing expectations requires careful preparation. An experienced immigration consultant can:

  • Advise on whether the ONE Pass is the correct route versus Employment Pass or other schemes;
  • Help collate evidence of networks, draft justifications for MOM and coach candidates for interviews or vetting;
  • Support post-approval compliance, payroll setup, and alignment with CPF Act considerations where relevant;
  • Assist with data protection (PDPA) and other employment compliance to limit regulatory risk.

Little Big Employment Agency can provide application support, compliance advisory and practical assistance with documentation and submission in line with MOM guidance.

Frequently Asked Questions

Who decides whether a ONE Pass is granted?

MOM evaluates applications based on strategic contribution, remuneration and the quality of supporting evidence. Decision-making considers Singapore’s economic interests and existing immigration frameworks, including the Employment of Foreign Manpower Act.

Does the ONE Pass require CPF contributions?

Typically, foreign nationals on high-tier passes are not subject to CPF contributions. Employers should confirm any change in obligations if the employee becomes a Singapore tax resident or if parts of the employment are local-hire in nature. Refer to the CPF Act and IRAS guidance.

Can a ONE Pass holder hire local staff and set up a company?

A ONE Pass holder may be involved in local business activities subject to conditions set out by MOM and ACRA requirements. Company registration must be done via ACRA BizFile+ and comply with corporate and employment laws.

How long does the application process take?

Processing times vary depending on the complexity of the application and the completeness of documentation. Timely responses to MOM queries reduce delays. An experienced consultant can help streamline the process.

Key takeaways

  • The ONE Pass Singapore targets high-value individuals with international networks and expertise.
  • Applications are assessed by MOM with attention to economic contribution and clear supporting evidence.
  • Employers must remain mindful of obligations under the Employment Act, CPF Act, IRAS reporting and workplace safety laws.
  • Common pitfalls include weak justification, documentation mismatches and neglecting local compliance such as PDPA and Work Injury Compensation Act obligations.
  • Consultants can help with eligibility assessment, documentation, application management and post-approval compliance.

Requirements may change, so always check the latest guidance from MOM, or consult a professional adviser.

If you would like to find out more about how Little Big Employment Agency can assist with your employment and immigration requirements, please get in touch with the team at [email protected].

Yours sincerely,
The editorial team at Little Big Employment Agency

Disclaimer: This does not constitute legal advice. If you require legal advice, please contact a lawyer.

Other Related Posts