A simple guide for employers: right to work in Singapore

‍Employers must confirm that every foreign national has a valid work pass before they begin working in Singapore. The pass must cover the role, employer and type of work being performed. Singapore citizens and permanent residents do not need a work pass.

Checking a candidate’s right to work should happen before their start date, rather than being treated as a final onboarding formality. A valid passport or residence document does not, by itself, prove that a foreign national can work for your company.

This guide explains what Singapore employers need to check, which work passes they are likely to encounter and how to keep clear records.

Who can work in Singapore without a work pass?

Singapore citizens and permanent residents can work in Singapore without an employer-sponsored work pass. Employers should still verify the person’s identity and citizenship or permanent resident status as part of their standard pre-employment checks.

Most foreign nationals need a valid pass issued by the Ministry of Manpower before starting work. MOM states that all foreigners intending to work in Singapore must hold a valid pass unless a specific exemption applies.

A Short-Term Visit Pass, Dependant’s Pass or other immigration permission should not be treated as automatic permission to work. For example, a Dependant’s Pass holder who wants to work for a Singapore-based organisation generally needs an appropriate work pass.

Common work passes employers should recognise

The appropriate pass depends on the candidate’s role, salary, qualifications and sector.

Employment Pass

The Employment Pass is intended for foreign professionals, managers and executives. As of July 2026, applicants must meet the qualifying salary requirement and, unless exempt, pass the points-based Complementarity Assessment Framework, known as COMPASS. The current general minimum qualifying salary is S$5,600 per month, with a higher threshold in financial services and age-adjusted salary requirements for more experienced candidates.

MOM has announced that the general minimum will rise to S$6,000 for new applications from 1 January 2027 and renewals from 1 January 2028. Employers planning future hires should account for this change.

Where an applicant declares qualifications as part of an Employment Pass application, MOM may require evidence from an approved verification provider. Employers can read more about MOM education verification requirements and the 2026 changes affecting EP submissions.

S Pass

The S Pass is for eligible skilled workers. The employer or an appointed employment agent applies on the candidate’s behalf. A worker changing employers needs a new S Pass sponsored by the new employer.

S Pass hiring is also subject to sector-specific quotas and levies. Employers should check their available quota before making an offer that depends on a successful application.

MOM has announced that the minimum qualifying salary will rise from S$3,300 to S$3,600 for new applications from 1 January 2027 and renewals from 1 January 2028. Higher age-adjusted thresholds apply to older and more experienced applicants.

Work Permit

Work Permits cover specified groups of migrant workers in sectors such as construction, manufacturing, marine shipyard, process and services. Requirements can include nationality restrictions, quotas, levies, medical insurance, security bonds and suitable accommodation.

The employer remains responsible for complying with the conditions attached to the permit throughout the worker’s employment. These duties can extend beyond checking the pass card and may include paying levies, updating residential details and arranging repatriation when employment ends.

Other passes exist for entrepreneurs, trainees, students, performers and certain short-term assignments. Employers should use MOM’s work pass guidance rather than selecting a pass based only on the job title.

How to check right to work in Singapore

A sound process should cover the following stages.

Confirm the candidate’s identity

Check that the name, date of birth and photograph on the candidate’s identity documents match the person you are hiring. Look for inconsistencies across their passport, work pass and application documents.

An identity check can help confirm that the documents belong to the candidate and that the personal details are consistent.

Check the pass directly with MOM

Do not rely solely on a photograph or photocopy of a work pass card. Employers can use MOM’s online work pass status service or scan the card’s QR code through the SGWorkPass app.

These services show whether the pass is valid and provide its expiry information.

Check that the pass covers your employment

A valid card does not always mean the person can work for any company. Employment Passes, S Passes and Work Permits are generally connected to a particular employer.

When someone changes jobs, the new employer will usually need to obtain a new pass. Do not allow the employee to begin work under a pass sponsored by their previous employer.

You should also check that the approved occupation and employment details match the position being offered.

Record the result

Keep a dated record showing:

• which documents were checked;
• how pass validity was confirmed;
• the pass type and expiry date;
• the employer and occupation shown; and
• who completed the check.

Set a reminder well before the expiry date so there is enough time to prepare a renewal or manage the end of employment.

A structured right-to-work check can bring document collection, identity validation and review records into one process.

Complete fair hiring steps before applying

For most Employment Pass and S Pass applications, employers must advertise the vacancy on MyCareersFuture and fairly consider applicants for at least 14 consecutive days before submitting the pass application. The advertisement should accurately state the job requirements and salary.

Some vacancies are exempt from the advertising requirement, but fair hiring duties still apply. Employers should avoid discriminatory criteria and keep evidence that local applicants received genuine consideration.

A job advertisement posted after a foreign candidate has already been selected is unlikely to demonstrate fair consideration.

Common mistakes to avoid

One frequent error is assuming that immigration status and working permission are the same. They are separate questions.

Other problems include accepting an expired pass, failing to notice that a pass belongs to another employer, allowing work to begin while an application is pending and forgetting to monitor renewal dates.

Employers should also avoid checking only foreign-looking or foreign-sounding candidates. Apply a consistent identity and employment eligibility process to every new hire, with additional work pass checks where the candidate is not a citizen or permanent resident.

Broader screening may also be appropriate depending on the role. Veremark’s guide to the most common background checks in Singapore covers employment history, qualifications, identity and other checks used by local employers.

Build the check into recruitment

The simplest way to manage right to work in Singapore is to make it a defined stage of recruitment.

Confirm the candidate’s status early, identify the required pass, complete any advertising obligations and verify the issued pass before the person starts. Keep evidence of each step and monitor expiry dates.

This gives hiring teams a clear answer to the question that matters: whether this person is legally permitted to perform this role for this employer on their proposed start date.