Differences Between Singapore Work Passes SP and EP

In today's increasingly frequent global talent mobility, Singapore continues to attract professionals from various countries with its stable political environment, superior business conditions, and high quality of life. For foreign professionals planning to work in Singapore, understanding the differences between various types of work passes is crucial. Employment Pass (EP) and S Pass (SP) are Singapore's two main work passes, established for foreign employees at different levels. This article will provide a detailed analysis of the differences between these two passes in terms of application requirements and benefits, helping applicants make informed decisions.

1. Fundamental Differences in Positioning and Target Groups

The Ministry of Manpower established different work passes with the intention of recruiting foreign talent in tiers to meet the diverse needs of the labor market. EP (Employment Pass) primarily targets highly educated and highly skilled professionals, managers, and executives, serving as Singapore's main channel for attracting international top talent. SP (S Pass) targets foreign employees with mid-level skills, filling gaps in the local workforce for intermediate technical positions.

Essentially, EP holders are typically viewed as "talent," while SP holders are classified as "skilled workers." This positioning difference is directly reflected in the policy design of both passes. In recent years, as Singapore upgrades its industries, the government has gradually raised the SP threshold while optimizing EP policies, reflecting a strategic orientation to prioritize the introduction of high-quality talent.

2. Comparative Analysis of Application Requirements

1. Salary Thresholds

Salary standards are the most intuitive indicator distinguishing EP from SP. Since September 2023, the minimum monthly salary requirement for EP has been raised to SGD 5,000 (SGD 5,500 for the financial sector), while the minimum monthly salary for SP is SGD 3,150 (to be further increased to SGD 3,300 in 2025). It's worth noting that older, more experienced applicants typically need higher salaries to meet the requirements.

The salary threshold difference is not just numerical but reflects the Singapore government's positioning of foreign employees at different levels. EP's higher salary threshold ensures the "quality" of imported talent, while SP's moderate standard provides flexibility for mid-level skill positions.

2. Educational and Work Experience Requirements

EP applicants typically need to hold a formal bachelor's degree or higher, particularly in relevant professional fields. For applicants without a university degree but with special expertise or rich experience, while they can still apply, the approval difficulty increases significantly. In contrast, SP has more flexible educational requirements, with diplomas or professional technical qualification certificates typically sufficient, though applicants must have relevant work experience in their field.

Regarding work experience, while EP has no explicit minimum requirement, it typically requires 3+ years of professional experience related to the position. SP requires at least 1-2 years of relevant work experience, depending on the nature of the position. This difference makes recent graduates often more likely to qualify for SP rather than EP.

3. Quota and Levy System

Quota restrictions are another key difference between SP and EP. The Singapore government sets industry quotas for SP (e.g., no more than 10% in services, no more than 15% in manufacturing), and companies cannot exceed this ratio when hiring SP holders. EP has no quota restrictions, allowing employers to apply based on actual needs, giving EP a clear advantage in employment flexibility.

There are also significant differences in foreign worker levies. SP employers must pay monthly levies ranging from SGD 330-650 (specific amounts depend on industry and company's SP holder ratio), while EP employers pay no such fees. This policy design aims to encourage companies to prioritize hiring high-value talent.

3. Substantial Differences in Rights and Restrictions

1. Family Accompaniment Policies

EP holders earning SGD 6,000 monthly can apply for Dependant's Pass for their spouse and children under 21, and those earning SGD 12,000 can also apply for Long-Term Visit Pass for their parents. In contrast, SP holders can only apply for Dependant's Pass for spouse and children when earning SGD 6,000 monthly, and cannot apply for long-term residence visas for parents.

This difference is particularly important for workers planning to relocate their families to Singapore. The convenience EP provides for family reunification makes it a better choice for married professionals.

2. Permanent Resident (PR) Application Prospects

While the Immigration and Checkpoints Authority has never publicly disclosed PR approval rates for various work pass holders, it's generally believed that EP holders have an advantage when applying for permanent residency. This is mainly because EP applicants' overall qualifications (such as education, salary) better align with Singapore's talent introduction strategy. While SP holders can also apply for PR, they typically need to work in Singapore longer and demonstrate stronger integration willingness and ability.

3. Career Mobility and Restrictions

Both EP and SP holders require employer sponsorship and cannot freely change jobs. However, EP holders typically face fewer obstacles when seeking new employers because EP has no quota restrictions, so new employers don't need to worry about quota issues. When SP holders change jobs, new employers must ensure sufficient SP quota, which can be an obstacle in industries with tight quotas.

Post-unemployment stay periods also differ. EP holders typically have a 30-day stay period (extendable to 90 days), while SP holders also have 30 days but with relatively lower approval rates for extensions. This difference reflects Singapore's policy inclination toward foreign employees at different levels.

4. Impact of the COMPASS Assessment Framework

Since September 2023, Singapore has implemented the COMPASS (Complementarity Assessment Framework) scoring system for EP applications, evaluating from dimensions including salary, education, company employee diversity, and support for local employment. Applicants need to achieve 40 points for approval. This reform has made EP applications more systematic and transparent.

Notably, SP has not yet adopted the COMPASS system but still requires meeting basic conditions and passing MOM review. Singapore may extend similar assessment mechanisms to SP in the future, and applicants should closely monitor policy changes.

5. How to Make an Informed Choice

For qualified applicants, EP is clearly the better choice, offering better development prospects and family benefits. But for those just entering the workforce or whose salaries haven't met requirements, SP might be a more realistic starting point. Applicants are advised to evaluate from the following dimensions:

1. Personal Qualifications: Objectively assess your education, work experience, and salary level
2. Career Planning: Consider long-term development paths and potential promotion opportunities
3. Family Needs: If you have accompanying family members, prioritize EP
4. Industry Characteristics: Understand quota situations and employment practices in your industry

It's worth noting that SP holders, after accumulating some Singapore work experience, can typically apply to convert to EP, providing an upward channel for career development.

Conclusion

EP and SP, as the two pillars of Singapore's foreign talent policy, serve different labor market needs. Understanding their core differences helps applicants make optimal decisions based on their circumstances. As Singapore's economic structure adjusts and population policies evolve, the policy details of these two passes may continue to be adjusted. Professionals intending to develop in Singapore are advised to regularly check the Ministry of Manpower's latest policies or consult professional immigration advisors to ensure obtaining the most accurate and timely information. Regardless of which pass you choose, working in Singapore requires compliance with local laws and regulations and respect for multiculturalism, which is the key to truly achieving a win-win situation for career development and personal growth.