As of June 2026, Singapore Employment Guide updates are underway, with adjustments to salary thresholds for skilled foreign talent, foreign workforce quota requirements, and certain Work Permit regulations.

For companies planning to transfer employees from China, recruit foreign talent, or expand their teams in Singapore, it is important to consider hiring employees in Singapore, employee qualifications, job types, and employer eligibility when developing a Singapore employment law–compliant work pass strategy. Ensuring proper employment compliance in Singapore and adherence to Singapore labor laws is critical for smooth workforce expansion.

What Changes Have Been Made to Singapore’s Foreign Workforce Policies?

Overview of Recent Policy Changes

This round of policy changes mainly affects three employment scenarios for employers aiming to meet Singapore employment standards:

• Professional and technical talent recruitment: Salary requirements for Employment Pass (EP) and S Pass holders will increase in 2027, impacting Singapore minimum wage 2026 benchmarks and payroll calculations.
• Recruitment for basic labor positions: Changes are being made to Work Permit age limits, eligible occupations, and certain work pass pathways in industries such as construction, manufacturing, and services. Proper Singapore payroll compliance and planning through an Employer of Record (EOR) Singapore can help manage these updates.
• Foreign workforce quota planning: The Local Qualifying Salary (LQS) will increase in July 2026. Since local employee salaries affect S Pass and Work Permit quota calculations, employers should first determine which employment category applies before assessing the relevant policy requirements, supporting workforce expansion in Singapore effectively.

Main Types of Singapore Work Passes

The appropriate work pass depends on the position, employee qualifications, and employer eligibility.

Common Work Pass Types

Employment Pass (EP)

The Employment Pass (EP) is Singapore’s most common work visa for foreign professionals, with applications typically submitted by a Singapore employer or an authorized employment agency. Applicants must meet the minimum salary requirement and pass the COMPASS assessment framework, unless they qualify for an exemption.

The EP is intended for professionals, managers, executives, and highly skilled specialists employed in professional or managerial roles in Singapore. According to the latest policy updates, the minimum salary threshold for the EP will be increased further in 2027.

EP Minimum Monthly Salary Requirements

These figures represent the minimum qualifying salaries for applicants. In practice, the required qualifying salary increases with the applicant’s age. The revised salary thresholds will be implemented in phases, applying to new applications from January 1, 2027, and to renewal applications from January 1, 2028.

EntrePass

The EntrePass is designed for foreign entrepreneurs who plan to establish and operate an eligible innovative business in Singapore. Eligibility for this pass depends on several factors, including the company’s business model, the innovative nature of the business, and the applicant’s background and qualifications.

It is primarily intended for founders of technology, innovation, research, or startup companies, as well as for foreign entrepreneurs who wish to launch and manage innovative businesses in Singapore.

S Pass

The S Pass is a work pass designed for qualified mid-level skilled employees. Although its salary threshold is lower than that of the Employment Pass (EP), it is subject to employer quota limits and foreign worker levies. This pass is commonly used for positions such as technicians, supervisors, project coordinators, operational support personnel, and professional support staff.

To qualify, applicants must meet the relevant salary and qualification requirements, while employers must ensure they have sufficient quota availability before hiring S Pass holders.

Work Permit (WP)

The Work Permit is primarily intended for foreign workers in basic labor roles, commonly employed in sectors such as construction, manufacturing, services, and the marine and offshore industries.

When applying for a Work Permit, employers typically need to consider several factors, including the worker’s source country, age, occupation category, industry sector, and the applicable quota and levy requirements.

Age Limit Changes

Effective July 1, 2026, Singapore will relax Work Permit age restrictions:

• Maximum age for new non-domestic Work Permit applicants increases from 61 to 62
• Maximum employment age for existing Work Permit holders increases from 63 to 64

This change provides employers with greater flexibility in retaining and hiring experienced workers.

Expansion of the NTS Occupation List

From September 2026, Singapore will add eight occupations to the Non-Traditional Source (NTS) Occupation List, covering roles in:

• Food services
• Social services
• Air transport

This expansion provides employers with access to a broader pool of source countries, although employers must still comply with occupation scope, minimum salary, quota, and other applicable requirements.

Performing Artiste Work Permit Discontinued

Effective June 1, 2026, Singapore has stopped accepting new applications under the Work Permit for Performing Artistes scheme.

Existing pass holders may continue working until their permits expire or are cancelled.

This change primarily affects:

• Entertainment businesses
• Nightlife venues
• Performance and event organizers
• Related performing arts industries

Tech.Pass

Tech.Pass is specifically designed for globally recognized technology talent and differs from the Employment Pass by placing greater emphasis on an applicant’s personal achievements, industry influence, and accomplishments within the technology sector, rather than relying on employer sponsorship.

Typical candidates include current or former executives of internationally recognized technology companies, successful technology entrepreneurs, and senior professionals with significant experience in innovation, product development, and business growth.

Tech.Pass holders enjoy considerable flexibility, allowing them to start businesses, make investments, provide consulting services, and hold positions with multiple companies simultaneously.

Personalised Employment Pass (PEP)

The Personalised Employment Pass (PEP) is designed for qualified high-income professionals and offers greater career flexibility than the standard Employment Pass (EP).

However, it is subject to more stringent eligibility requirements, including higher salary criteria, and continued eligibility depends on the holder maintaining the required employment status.

If a PEP holder remains unemployed in Singapore beyond the permitted period, they may lose eligibility to retain the pass. The PEP is primarily intended for former EP holders and qualified high-income overseas professionals, providing senior talent with greater flexibility and mobility in managing their careers in Singapore.

Family-Related Passes

The Dependant’s Pass (DP) and Long-Term Visit Pass (LTVP) allow eligible family members to reside in Singapore alongside qualifying pass holders. Eligible dependants typically include spouses, children, and other qualifying family members of individuals holding passes such as the Employment Pass (EP), S Pass, Personalised Employment Pass (PEP), and EntrePass.

It is important to note that neither the DP nor the LTVP is a work pass. Family members who wish to work in Singapore must obtain the appropriate work authorization separately.

However, certain eligible DP holders who intend to operate a business in Singapore may be able to obtain work authorization through a Letter of Consent (LOC).

For assistance with Singapore visas, employment matters, and human resource services, please feel free to inquire. sailglobal provides one-stop global HR and workforce management support.