'2025 Singapore EP/SP Work Pass: Application Strategies and Risk Avoidance Analysis'

As a global business hub, Singapore's work pass system is renowned for its rigorous compliance framework and dynamically updated policies. In 2025, with the deepened application of the COMPASS scoring system and mandatory implementation of video KYC verification, the application logic for EP (Employment Pass) and SP (S Pass) has undergone significant changes. Based on the latest policies from Singapore's Ministry of Manpower (MOM), this article systematically dissects the core differences between the two types of passes, application pathways, and long-term planning strategies to help enterprises and applicants achieve efficient and compliant settlement.

1. Core Differences and Application Scenarios of EP and SP Passes

1. Salary Thresholds and Industry Compatibility

• EP Pass:
• Minimum monthly salary of S$5,600 for non-financial sectors, S$6,200 for financial sector (2025 standards);
• Target audience: Senior management, professional technical talents (e.g., semiconductor engineers, AI R&D personnel).
• SP Pass:
• Minimum monthly salary of S$3,300 for non-financial sectors (effective September 2025), S$3,800 for financial sector;
• Target audience: Mid-level technical positions (e.g., engineers, IT support personnel).

Key Reminder: Age has a significant impact on salary requirements. For example, a 40-year-old EP applicant needs a monthly salary of approximately S$9,500, while an SP applicant may need S$4,650.

2. Quota Restrictions and Employer Costs

• EP has no quota restrictions, employers do not need to pay foreign worker levy;
• SP is subject to strict quota constraints: SP holders in the services sector cannot exceed 10% of total company employees, 15% for manufacturing, and employers must pay a monthly foreign worker levy of S$450–650/person.

3. Dependent Policies and Long-term Benefits

• EP holders:
• Monthly salary ≥S$6,000 can apply for Dependant's Pass (DP) for spouse and children under 21;
• Monthly salary ≥S$12,000 can apply for Long Term Visit Pass (LTVP) for parents.
• SP holders: Can only apply for DP for spouse and children, without LTVP eligibility.

Table: Core Comparison of EP and SP Passes (2025)

2. 2025 New Policy Highlights: COMPASS Scoring and Mandatory Verification

1. COMPASS Scoring System (Full score 100 points, need ≥40 points)

• Individual Dimension:
• Salary Level (C1): 20 points for exceeding 90% of industry benchmark;
• Educational Qualifications (C2): 20 points for top university degree (e.g., QS Top 100), 10 points for regular bachelor's degree.
• Company Dimension:
• Employee Diversity (C3): Lower foreign employee ratio, higher score;
• Local Citizen Ratio (C4): High Singapore citizen ratio can earn extra points.
• Bonus Points: Shortage occupations (e.g., deep learning engineers, carbon neutrality experts) directly add 20 points.

2. Video KYC Identity Verification (Mandatory from June 2025)

• All EP/SP applications require real-time video call verification of applicant identity, with recorded footage archived for at least 5 years;
• Verification subjects: At least one actual director (not nominee director) and shareholder representatives holding ≥50% shares.

3. Step-by-Step Application Process and Document Checklist

1. Employer Qualification Review

• Employers need to register in the MOM system, submit company financial statements, business proof, and local recruitment records (job advertisement on Jobs Bank for at least 14 days).

2. Applicant Document Preparation

• Basic Documents: Passport (validity ≥6 months), English resume, employment contract;
• Educational Certification: Chinese credentials require verification through CHSI + notarization by Singapore designated agencies; overseas qualifications need WES evaluation;
• Salary Proof: Bank statements, previous pay slips;
• Photo: 35×45mm digital photo, head occupying 70%–80%, pure white background (RGB 255,255,255), pupil position 28–35mm from bottom.

3. Online Submission and Approval

• Employers submit through EP Online system, pay application fee of S$105;
• Processing time: 1–3 weeks (standard cases), extended to 3–6 weeks for self-employment or high-sensitivity industries;
• Upon approval, receive In-Principle Approval (IPA) letter, activate within 6 months of entry.

4. High-Risk Areas and Avoidance Strategies

1. Document Authenticity Defects

• False educational credentials or work certificates will result in permanent application ban, recommend notarization through MOM-designated agencies.

1. Photo Format Violations

• Insufficient headspace, excessive retouching, or collar wrinkles account for 37% of rejection reasons, recommend using AI tools (e.g., Kelitu passport photo) to generate compliant photos.

1. Insufficient COMPASS Score

• Startups can leverage bonus points: C3/C4 default 10 points each, focus on improving salary (C1) and education (C2).

5. Renewal and Long-term Planning Pathways

• EP Renewal: Valid for 1–2 years, renewal requires meeting COMPASS score again; high-skilled talents can obtain 5-year renewal.
• PR Conversion Strategy:
• EP holders can submit PR application after 6 months of work;
• Key bonus factors: Salary consistently above industry level, integration into local community (volunteer records), children attending public schools.

Cost Optimization Suggestion: Engage MAS/ACRA licensed agencies to simultaneously handle EP application, company registration, and tax registration, reducing full-cycle compliance costs by over 30%.

Singapore's work pass system is transitioning from "qualification review" to "talent value assessment", with 2025 policies emphasizing economic contribution and local integration. Applicants should use the COMPASS score as navigation, leveraging professional consulting agencies to achieve:

✅ Precisely position occupational scarcity, activating shortage occupation bonus points;
✅ Dynamically monitor salary thresholds, avoiding age-related salary jump risks;
✅ Build localization evidence chain, enhancing PR approval probability through community participation.