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

If you are a foreign professional considering a move to Singapore, or a multinational employer planning a Singapore posting, you will quickly come across three different work pass options that are often confused: the standard Employment Pass (EP), the Overseas Networks & Expertise Pass (ONE Pass), and the Personalised Employment Pass (PEP). All three allow foreign professionals to work in Singapore — but they target different segments of the talent market, impose very different qualification thresholds, and grant different levels of mobility.

This guide compares the three side by side, explains who each pass is built for, and helps you decide which one suits your situation. The Ministry of Manpower (MOM) has refined each scheme over the past two years, and the 2026 thresholds reflect the most recent calibration.

If you would like a broader overview of the work pass landscape, see our overview of all work passes in Singapore.

The Three Passes at a Glance

Each pass sits at a different point on the talent spectrum. The Employment Pass is the workhorse pass for the broad mid-to-senior professional market. The Personalised Employment Pass is for already-established senior expatriates who have moved beyond a single employer. The ONE Pass is the country’s flagship instrument for attracting world-class global talent — the smallest, most exclusive of the three.

Employment Pass (EP)

The EP is the default work pass for foreign professionals, managers, executives and technicians who are sponsored by a Singapore-registered employer. Issued under the Employment of Foreign Manpower Act 1990, the EP requires both a salary threshold and a successful score under the COMPASS framework.

From January 2026, the qualifying salary is S$5,600 per month for most sectors, rising to S$6,200 per month for the financial services sector. These minimums move up with age and applicants in their 40s and 50s typically need higher salaries to clear the threshold. The EP is also subject to a points-based screen — see our COMPASS Points Calculator for a full breakdown of how the four base criteria and two bonus criteria interact.

Personalised Employment Pass (PEP)

The PEP is a privileged version of the EP intended for high-earning professionals who have moved past the early-career phase. It is not tied to a specific employer — the holder may switch jobs freely without re-applying — but it is non-renewable and has a strict three-year validity, after which the holder must convert to a regular EP, ONE Pass, or another suitable pass to remain in Singapore.

To qualify, an existing EP holder must have a fixed monthly salary of at least S$22,500, and overseas applicants must have earned at least S$22,500 per month in their last six months of overseas employment. The PEP holder must also remain in employment, with no more than six months of unemployment at any time during the validity of the pass, and must earn at least S$144,000 per calendar year.

Overseas Networks & Expertise Pass (ONE Pass)

The ONE Pass was introduced in 2023 as Singapore’s marquee instrument to attract top-tier global talent. It is the most flexible of the three: holders may concurrently work for multiple Singapore employers, start their own businesses, hold board seats, and switch employers without re-applying. The pass is held by the individual, not by an employer.

To qualify, applicants must demonstrate a fixed monthly salary of at least S$30,000 from a reputable firm — measured against the most recent year’s earnings — or have a track record of earning at the same level. Alternatively, applicants who do not meet the salary criterion but who have outstanding achievements in arts, sports, science, technology, or academia (the “achievement track”) can also be considered. The ONE Pass is valid for five years on first issue and is renewable for further five-year tranches.

Side-by-Side Comparison

The three passes differ across nearly every dimension that matters to a working professional: salary threshold, employer ties, validity period, and the ability to start a business. The table below summarises the key differences.

Who Should Apply for Which?

The right pass depends on where you sit in your career and what mobility you need.

Choose the EP If…

You are coming to Singapore to work for a single employer and your salary falls in the broad professional range of S$5,600 to S$22,000 per month. The EP is the default and most common choice, and it scales well across most management, technical, and specialist roles. It is also the preferred starting point for those building toward Singapore Permanent Residency, since several years of stable EP-supported employment is a strong factor in the PR application assessment.

The trade-off is that the EP is tied to your sponsoring employer. If you change jobs, the new employer must apply for a fresh EP, and the cancellation of the old EP triggers a 30-day window during which you must depart or transition.

Choose the PEP If…

You are an established expatriate already earning at or above the S$22,500 monthly threshold and you value the freedom to switch jobs without re-applying. The PEP is particularly suited to senior professionals between roles, those running multiple consulting engagements, or those who anticipate a job change in the near term and want to lock in their right to remain in Singapore.

The PEP’s three-year non-renewable cap is the main drawback. Holders should plan an exit strategy before the pass expires — typically a return to a sponsored EP, a step up to the ONE Pass if their salary qualifies, or an application for Singapore Permanent Residency.

Choose the ONE Pass If…

You earn at least S$30,000 per month and want maximum flexibility — the ability to hold multiple roles, start your own business, take on directorships, and remain on the same pass for at least five years. The ONE Pass is also a strong choice for senior executives moving to Singapore who want to keep the option of starting an investment vehicle, family office, or advisory firm alongside their main employment.

For founders and senior tech executives in particular, the ONE Pass is increasingly the pass of choice. It removes the friction of re-applying as the venture evolves and gives the holder full latitude to incorporate companies, sit on multiple boards, and build a network of business interests in Singapore.

Family Members

All three passes allow the holder to bring eligible family members. Spouses and unmarried children under 21 can apply for a Dependant’s Pass; common-law spouses, step-children and handicapped children may apply for a Long-Term Visit Pass; and parents can apply for an LTVP if the main pass holder earns at least S$12,000 per month. The ONE Pass holder’s spouse may also work in Singapore via a Letter of Consent — a meaningful concession that the EP and PEP do not enjoy on the same scale.

Tax Treatment

All three passes attract the same Singapore personal income tax regime. Tax residency is established once an individual is physically present in Singapore for 183 days or more in a calendar year, after which progressive resident rates apply. The personal income tax rates are competitive — capping at 24% for chargeable income above S$1 million — and Singapore does not levy capital gains tax on most disposals. For a deeper dive on the Singapore tax system, see our overview of Singapore tax rates.

What Happens When the Pass Ends?

Each pass has different transition options on expiry. EP holders typically renew via their employer; if the employment ends, the EP is cancelled and a 30-day grace period applies. PEP holders cannot renew and must transition to another pass type, which usually means stepping back into a sponsored EP, qualifying for a ONE Pass, or applying for PR. ONE Pass holders can renew indefinitely if they continue to meet the criteria; many ONE Pass holders eventually apply for PR after building several years of Singapore presence.

For PR considerations, our 2026 PR application guide walks through eligibility, documents, and the realistic timeline.

Common Misconceptions

One frequent misconception is that the PEP is “better” than the EP because it is not tied to an employer. In practice, the PEP’s non-renewable three-year cap and ongoing minimum income obligation make it less suitable for younger professionals who plan to remain in Singapore long-term. The EP is the better long-term choice for most.

Another is that the ONE Pass is reachable for any senior professional. It is not. The S$30,000 monthly fixed-salary threshold is materially above the senior management compensation level in many sectors, and MOM has been deliberate about preserving the pass’s exclusivity. The achievement track is also narrowly applied.

Finally, holders of any of these three passes should remember that the COMPASS framework only applies to new EP applications. PEP and ONE Pass holders are not subject to COMPASS, but if they ever transition back to a regular EP — for example, on accepting a sponsored role at a salary below the PEP threshold — COMPASS will apply at that point.

Decision Framework: A Quick Test

If your monthly salary is below S$22,500, the EP is your only real option among the three. If you earn S$22,500 to S$29,999 and you want flexibility to change jobs, the PEP is the candidate to evaluate. If you earn S$30,000 or more and want maximum freedom — including the ability to start companies and hold multiple roles — apply for the ONE Pass.

For most professionals moving to Singapore for the first time, the EP remains the right starting point. The PEP and ONE Pass are typically considered later in a Singapore career, after the foundational EP-supported track record is in place.

Final Thoughts

Choosing the right work pass is rarely just a function of salary — it interacts with your career stage, employment plans, and longer-term aspirations such as starting a business or applying for PR. The three passes are designed to be complementary, and many professionals progress from EP to PEP or ONE Pass over their Singapore career.

If you are weighing the right pass for your situation, or you would like an integrated view that considers immigration, tax, and corporate setup together, the team at Raffles Corporate Services works alongside our affiliated MOM-licensed employment agency to deliver an end-to-end advisory.

For authoritative reference, the official MOM portal at mom.gov.sg publishes the up-to-date EP, PEP, and ONE Pass criteria; IRAS publishes the personal tax rates; and the underlying Employment of Foreign Manpower Act 1990 is available on Singapore Statutes Online.

— The Editorial Team, Raffles Corporate Services