2026 Singapore Work Pass Benchmarks: ONE Pass vs. PEP vs. EP Comparison

Singapore’s work pass framework has moved into a strict 'dual-gate' system as of April 2026. For any corporate lead or advisor looking at Southeast Asia, these salary adjustments are the starting point for your 2026/2027 headcount budget. The minimum qualifying salary for a standard Employment Pass (EP) is now S$5,600 for general sectors. If you are in Financial Services, that floor sits at S$6,200.

MOM uses a steep age-dependent scale that catches many firms off guard. For a mid-career hire aged 45 or older, the bar jumps to S$10,700 in general sectors and S$11,800 in finance. We are also looking at another hike soon; the February 2026 Budget confirmed that by January 1, 2027, the EP minimum will rise again to S$6,000 (general) and S$6,600 (finance). On the compliance side, the Fair Consideration Framework (FCF) still requires you to list roles on MyCareersFuture for 14 days. If you have passes expiring from July 1, 2026, those renewals must hit the August 2025 salary benchmarks to be successful.

Every standard EP application now has to clear the 40-point hurdle under the COMPASS 2026 matrix. You earn points across four foundational blocks: Salary (C1), Qualifications (C2), Diversity (C3), and Local Support (C4). The diversity cap is a common sticking point—your firm gets 0 points for C3 if the candidate’s nationality already makes up 25% or more of your PMET workforce.

MOM updated the Self-Assessment Tool (SAT) on December 1, 2025, to reflect these 2026 rules, so use it before filing. We’ve also seen shifts in the Shortage Occupation List (SOL). To support the '30 by 30' food security goal, MOM added agritech roles like Alternative Protein Food Application Scientists and healthcare roles like clinical psychologists. Meanwhile, Cyber Risk Specialists were dropped because the local talent pool has finally saturated. If you’re hiring tech talent in an SOL role, they can get a 5-year EP if they earn at least S$10,700 (scaled by age) and the firm hits at least 10 points on the diversity criterion.

For high-earning expats, the Personalized Employment Pass (PEP) is often the better move. The fixed monthly salary requirement for 2026 is S$22,500. While the price tag is high, it clears the path by removing the COMPASS assessment and FCF job advertising requirements entirely.

The real draw is that the PEP is tied to the individual, not the employer. You can stay in Singapore for up to 6 months between jobs without needing a new pass. But there are clear limits. It is a one-time, 3-year pass that cannot be renewed. You also aren't allowed to start your own business on a PEP; you must remain an employee. Think of it as a high-end bridge while you wait for a ONE Pass or Permanent Residency.

2026 Singapore Work Pass Tier Comparison

The ONE Pass remains the top tier of the system. To qualify, you need to show a fixed monthly salary of S$30,000 over the last 12 months or have a job offer at that level. For those applying from overseas, your employer must have a market cap of at least US$500 million or annual revenue of US$200 million.

Starting January 1, 2027, a new 'AI and Tech track' will allow candidates to hit that S$30,000 mark using a mix of cash and equity. The ONE Pass lasts 5 years, is renewable, and lets you run multiple companies at once. The biggest win for families? Spouses get a Letter of Consent (LOC) to work, a right that has been stripped from EP and PEP dependents. Just stay on top of the paperwork—you have to send MOM an annual update on your income and professional activities to keep the pass active.