Employment Pass vs ONE Pass vs PEP: Which Singapore Work Visa Do You Need?

For foreign professionals, executives and entrepreneurs eyeing a move to Singapore in 2026, the work-pass landscape has narrowed to three serious contenders: the Employment Pass (EP), the ONE Pass, and the Personalised Employment Pass (PEP). Each has a different sponsor model, salary floor and validity period, and choosing the wrong one can cost you months of relocation timeline.

This guide compares the three side by side — eligibility, COMPASS treatment, dependent privileges, and what happens when you change jobs — so you can pick the pass that fits your career stage and salary level. We’ve drawn on the latest Ministry of Manpower (MOM) guidance and our day-to-day experience helping companies sponsor foreign hires.

If you’re looking to bring senior talent to Singapore and want a fast pre-screen, this article gives you the answer in about ten minutes.

The Three Passes at a Glance

Before we dive in, here’s the quick view:

• Employment Pass (EP) — The default pass for PMETs sponsored by a Singapore employer. Salary from S$5,600 (S$6,200 for financial sector). Subject to COMPASS scoring. Tied to the sponsoring employer.
• ONE Pass (Overseas Networks & Expertise Pass) — A premium pass for top-tier global talent. Fixed monthly salary of at least S$30,000 from a sustained track record, or for outstanding achievers. Five-year validity. Multiple concurrent jobs allowed. No COMPASS.
• Personalised Employment Pass (PEP) — A self-sponsored pass for high-earning EP holders. Salary floor of S$22,500. Three-year non-renewable validity. No COMPASS but with a six-month unemployment cap.

For broader context on the wider Singapore work-pass family, see our Singapore Work Pass Guide.

Employment Pass (EP): The Workhorse

The EP is by far the most common Singapore work pass. It is sponsored by the Singapore employer, tied to that specific job, and renewable for as long as the role and the holder continue to qualify.

EP Eligibility (2026)

For new EP applications submitted on or after 1 January 2026, the qualifying salary thresholds are:

• S$5,600 per month for non-financial sector roles (older candidates need higher amounts on a tiered scale)
• S$6,200 per month for financial sector roles

The EP candidate must hold acceptable qualifications (typically a recognised degree, professional qualifications or specialised skills) and be employed in a managerial, executive, specialised or technical role.

EP and COMPASS

Since 1 September 2023, every new EP application has had to clear the Complementarity Assessment Framework (COMPASS) — a 40-point scorecard that tests salary benchmarks, qualifications, workforce diversity, local employment support and (where applicable) a Strategic Economic Priorities bonus and Skills bonus.

For renewals, COMPASS has applied since 1 September 2024. We’ve covered the scoring mechanics in detail in our COMPASS Points Calculator.

EP Validity and Job Changes

A new EP is typically valid for two years; renewals are usually three years. The EP is tied to the sponsoring employer — if you resign, the EP must be cancelled and re-applied for under the new employer. Dependants (spouse and unmarried children under 21) can come on a Dependant’s Pass if the EP holder earns at least S$6,000 per month.

ONE Pass: For Global Top Talent

Launched on 1 January 2023, the Overseas Networks & Expertise Pass (ONE Pass) targets the very top tier of global talent. It is by design exclusive — fewer than ~5% of applicants typically clear the criteria.

ONE Pass Eligibility

You qualify under one of two routes:

1. Salary route — A fixed monthly salary of at least S$30,000 (or equivalent in foreign currency), sustained over the last 12 consecutive months, with the prospective Singapore role offering the same. Or
2. Achievement route — Outstanding achievements in arts and culture, sports, science and technology, or academia and research. No fixed salary requirement, but evidence of international recognition is needed.

The salary criterion is strict: it must be fixed monthly salary — not bonuses, commission or stock-based compensation. Variable pay does not count.

ONE Pass Benefits

The ONE Pass is uniquely flexible:

• Five-year validity at first issuance, renewable for another five years
• Multiple concurrent jobs — work for several Singapore employers at the same time, or run your own business while employed
• No COMPASS — by design exempt from the framework
• Family privileges — spouse can work in Singapore on a Letter of Consent

This makes the ONE Pass particularly attractive for portfolio careers, founders sitting on multiple boards, and senior executives transitioning between MNC and startup roles.

Personalised Employment Pass (PEP): The Self-Sponsored Option

The PEP sits between EP and ONE Pass in profile. It’s targeted at experienced EP holders or overseas professionals who want flexibility — change employers without re-applying — but don’t yet meet the ONE Pass salary bar.

PEP Eligibility

• Existing EP holders — fixed monthly salary of at least S$22,500 at the time of application
• Overseas foreign professionals — last drawn fixed monthly salary of at least S$22,500, drawn within the six months before the application

The PEP is closed to journalists, editors, sub-editors, producers (in media) and freelancers. It is also not available to sole proprietors, partners or directors who are also shareholders in a Singapore-registered company — those candidates should look at the EntrePass instead.

PEP Validity and Restrictions

Three-year non-renewable validity. PEP holders are not tied to a specific employer and can change jobs without re-applying. However:

• The holder must continue to earn at least S$144,000 per calendar year (approximately S$12,000 per month)
• Cannot be unemployed for more than six continuous months in Singapore
• Must update MOM of any changes (employer, contact details, job title) within prescribed timeframes

Failure to meet these conditions results in cancellation. Once the three years are up, the holder must convert to a normal EP, ONE Pass, or other pass — there is no PEP renewal.

Side-by-Side Comparison

Which Pass Should You Apply For?

The decision tree is clearer than it looks:

1. Do you (or will you) earn S$30,000+ fixed monthly? Apply for the ONE Pass. The five-year validity, concurrent-jobs flexibility and COMPASS exemption are unmatched.
2. Do you earn between S$22,500 and S$30,000, or have you been an EP holder at that level? Consider the PEP. The three-year non-renewable cap is the trade-off for flexibility.
3. Are you taking a regular role with one Singapore employer at a salary between S$5,600 and S$22,500? Apply for the EP. Make sure your COMPASS score clears 40 points.

Founders and entrepreneurs with shareholding in their own Singapore company should not apply for a PEP — the EntrePass is the right pathway. See Criteria for Employment Pass for the EP-specific rules and our broader work-pass library.

Family and Dependants

All three passes allow dependants on a Dependant’s Pass (DP) — provided the principal pass holder meets the salary threshold (S$6,000 for EP, met automatically for ONE Pass and PEP). Children under 21 and legally married spouses qualify.

Common-law spouses, step-children and disabled children over 21 may apply for a Long-Term Visit Pass (LTVP) at MOM’s discretion. Parents on LTVP require at least S$12,000 fixed monthly salary by the principal pass holder.

Spouses who want to work need a Letter of Consent (LOC) from MOM, granted on a case-by-case basis to DP holders whose principal earns above the qualifying salary.

Path to PR

None of these passes guarantee Singapore Permanent Residency. However, all three are eligible to apply for PR under the Professionals/Technical Personnel & Skilled Worker (PTS) scheme administered by ICA. ONE Pass and PEP holders, given their seniority and salary, often have stronger PR profiles than entry-level EP holders.

For PR considerations, see our Singapore PR Scheme for Individuals Working in Singapore.

Common Mistakes

Three errors crop up repeatedly when choosing between the three passes:

1. Counting variable pay toward the salary floor. Bonuses, commissions and stock vesting do not count for any of these passes — only fixed monthly salary documented in the contract or payslips.
2. Underestimating COMPASS for the EP. A salary of S$5,600 might clear the qualifying floor but still fail COMPASS if the candidate is from an over-represented nationality, has unrecognised qualifications and works for an employer with low workforce diversity.
3. Treating PEP as renewable. The PEP is strictly a one-time, three-year window. Holders should plan their next pass — typically converting to ONE Pass or EP — well before expiry.

Conclusion

The right Singapore work pass depends almost entirely on salary level and career flexibility. ONE Pass for top earners, PEP for senior professionals between roles, EP for everyone else. Get the choice wrong and you’ll either waste an application fee or end up locked into a pass that doesn’t fit your plans.

If you’re sponsoring a senior hire or planning your own move to Singapore in 2026 and want a hands-on assessment of your eligibility, the immigration team at Raffles Corporate Services would be glad to advise.

— The Editorial Team, Raffles Corporate Services