Quick answer: The Work Permit for migrant workers allows eligible employers in specified sectors to hire workers from approved source countries or regions. Rules differ substantially by sector, occupation, source, worker skill level and employer quota.

Who is this Work Permit for?

This page concerns the MOM Work Permit for migrant workers in construction, manufacturing, marine shipyard, process and services. It is not the separate Work Permit for migrant domestic workers.

  • The employer or its appointed employment agency applies.
  • The worker must generally be at least 18 and below 62 when applying. MOM’s current sector pages state that holders may work up to age 64, subject to prevailing rules.
  • There is no general qualifying salary, although special schemes and occupations may impose a minimum.
  • The permit may last up to two years, limited by passport, security-bond and employment periods.
  • The permit is renewable, but renewal is not guaranteed.
  • Family passes are not available through this Work Permit.

Sector and source-country eligibility

An employer cannot treat “Work Permit” as one universal category. It must first establish the correct MOM sector and then check the permitted source countries, occupations, quota, levy, skills requirements, safety courses, housing and onboarding rules for that sector.

For example, services and manufacturing employers may generally employ workers from Malaysia, the People’s Republic of China and specified North Asian sources. Workers from Non-Traditional Sources may only be employed in permitted occupations and subject to additional conditions. Construction, marine shipyard and process have their own source and skills rules.

Quota and levy

The overall Dependency Ratio Ceilings currently include:

  • construction: 83.3%;
  • process: 83.3%;
  • marine shipyard: 75%;
  • manufacturing: 60%; and
  • services: 35%.

These ceilings cover the relevant foreign workforce, and additional sub-quotas may apply. Levy rates differ by sector, quota tier, source and whether the worker qualifies as higher-skilled. Employers should use MOM’s quota calculator and sector table instead of relying on one headline levy.

From 1 July 2026, the Local Qualifying Salary used for local-workforce and quota purposes is S$1,800 gross monthly for a full-time local employee. A local employee earning at least S$900 but below S$1,800 generally counts as half a local worker for quota computation. Progressive Wage requirements may also apply.

Announced changes that are not yet fully in force

From 1 September 2026, MOM will add eight occupations to the Non-Traditional Sources Occupation List:

  • butchers, fishmongers and related food preparers;
  • food or drink stall assistants;
  • kitchen assistants;
  • waiters;
  • cabin attendants;
  • babysitters or infant caregivers;
  • educarers; and
  • teacher aides.

As at 15 July 2026, this expansion has been announced but has not yet commenced. NTS Occupation List workers are subject to an 8% sub-DRC, a fixed monthly salary of at least S$2,000 and the requirement to perform only the occupation stated on the Work Permit.

MOM has also announced Work Permit levy restructuring for 2028. Exact implementation details remain to be issued. Employers should not apply future levy rates prematurely.

Application process and fees

  • Obtain the worker’s written consent.
  • Confirm the company’s MOM sector, available quota and occupation eligibility.
  • Apply through the Work Permit eService and pay S$35.
  • Most applications are processed within one week, although some take longer.
  • Non-Malaysian workers generally cannot be in Singapore while the application is pending.
  • If approved, verify every passport detail on the in-principle approval before travel.
  • Complete the required arrival, medical, housing, onboarding and insurance steps.
  • Pay S$35 to issue the Work Permit.

Employer responsibilities before and after arrival

Depending on the worker and sector, the employer may need to arrange:

  • a S$5,000 security bond for each non-Malaysian worker;
  • medical insurance with coverage of at least S$60,000 per year for inpatient care and day surgery, and, where applicable, work injury compensation insurance;
  • a Primary Care Plan for workers in qualifying dormitories or CMP sectors;
  • an Onboard-centre booking or Settling-in Programme;
  • a Singapore medical examination within the required period;
  • approved housing and accurate residential and workplace addresses; and
  • sector-specific safety courses or skills certification.

The employer must pay salary on time, maintain proper records, pay levy, comply with Work Permit conditions and cancel the permit when employment ends. A worker should not be deployed to a different employer, an unauthorised worksite or an occupation inconsistent with the permit.

No minimum salary does not mean no contractual obligations

Even where MOM does not set a general qualifying salary, the employer must pay the salary declared and comply with applicable employment legislation, sector rules and Work Permit conditions. The written employment terms should state the basic salary, overtime, allowances, deductions, rest days, accommodation, medical arrangements, notice, termination and repatriation responsibilities accurately.

Unlawful deductions, inconsistent salary records, premature deployment or unclear repatriation clauses can cause disputes and regulatory exposure. Employers should obtain advice before changing material employment terms or transferring a worker.

Official MOM sources

Accurate as at and last reviewed: 15 July 2026. Check the employer’s exact MOM sector and current source, occupation, quota and levy table before each application.