When you weigh EP vs S Pass in Singapore, the short answer is this: the Employment Pass (EP) is for higher-earning professionals, managers and executives and carries no quota or levy, while the S Pass is for mid-skilled staff at a lower salary floor but comes with a company quota and a monthly levy. Both are issued by the Ministry of Manpower (MOM), and the right one depends on the candidate's salary, qualifications and the employer's hiring mix.
As of 2026, the EP qualifying salary starts at S$5,600 a month (S$6,200 in financial services), while the S Pass starts at S$3,300 a month (S$3,800 in financial services). Only the EP is assessed under COMPASS, the 40-point framework. Below, this guide sets out the salary figures, the quota and levy, renewal, and Dependant's Pass rules side by side, all sourced from MOM, so you can pick the pass that fits.
Key Takeaways
- Who they suit: the EP is for professionals, managers, executives and specialists; the S Pass is for mid-skilled roles. EP salaries are higher.
- 2026 salary: EP starts at S$5,600/month (S$6,200 financial services); S Pass starts at S$3,300/month (S$3,800 financial services), per MOM figures for new applications.
- COMPASS: only the EP is scored under COMPASS, which needs at least 40 points. The S Pass has no COMPASS test.
- Quota and levy: the EP has no quota and no levy. The S Pass is capped by a quota and carries a monthly levy of S$650 from 1 September 2025.
- Dependants: both EP and S Pass holders earning a fixed monthly salary of at least S$6,000 can sponsor a Dependant's Pass for eligible family.
Employment Pass vs S Pass: Who Each Is For
The Employment Pass and the S Pass sit at different rungs of Singapore's work pass system. The EP targets foreign professionals, managers, executives and specialists who earn a higher salary and usually hold a degree-level qualification. The S Pass targets mid-skilled workers, such as technicians and associate professionals, at a lower salary floor.
The practical difference is felt by both the candidate and the employer. For the candidate, the EP carries a higher salary bar but more freedom, including no firm-level quota. For the employer, the S Pass is constrained by a quota tied to the size of the local workforce and by a monthly levy, so the cost and headcount limits matter when choosing which pass to apply for.
When the EP Is the Better Fit
If the candidate earns at or above the EP qualifying salary, holds a recognised degree-equivalent qualification, and the role is professional or managerial, the EP is usually the right pass. It also lets the holder more easily progress toward longer-term options later. There is no quota, so the employer is not blocked by headcount limits.
When the S Pass Is the Better Fit
If the role is mid-skilled and the salary sits below the EP floor but at or above the S Pass floor, the S Pass is the realistic route. The employer must have quota room and budget for the levy. Many associate-professional and technical roles fall here.
EP vs S Pass Comparison Table
The table below sets the two passes side by side on the points that decide most applications. All figures are MOM figures current as of 2026.
| Feature | Employment Pass (EP) | S Pass |
|---|---|---|
| Who it is for | Professionals, managers, executives, specialists | Mid-skilled staff (technicians, associate professionals) |
| Qualifying salary (general), new applications | From S$5,600/month, rising with age | From S$3,300/month, rising with age |
| Qualifying salary (financial services) | From S$6,200/month, rising with age | From S$3,800/month, rising with age |
| COMPASS points test | Yes - at least 40 points | No |
| Company quota | None | 10% (services); 15% (construction, manufacturing, marine shipyard, process) |
| Monthly levy | None | S$650 per holder (from 1 Sep 2025) |
| Sponsor a Dependant's Pass | Yes, if fixed salary is at least S$6,000/month | Yes, if fixed salary is at least S$6,000/month |
2026 Qualifying Salary Compared
Salary is the first gate for both passes, and the floors are very different. MOM benchmarks the EP qualifying salary to the top third of local PMET salaries, and the S Pass to a lower mid-skilled benchmark. Both rise with the candidate's age, so an older candidate needs a higher salary for the same pass.
| Salary benchmark (new applications) | Employment Pass | S Pass |
|---|---|---|
| General sectors, youngest applicants (age 23) | S$5,600 / month | S$3,300 / month |
| General sectors, age 45 and above | Up to S$10,700 / month | Up to S$4,800 / month |
| Financial services, youngest applicants (age 23) | S$6,200 / month | S$3,800 / month |
| From 1 Jan 2027 (general), age 23 | S$6,000 / month | S$3,600 / month |
| From 1 Jan 2027 (financial services), age 23 | S$6,600 / month | S$4,000 / month |
EP Salary and COMPASS
For the EP, meeting the qualifying salary is only the first stage. Most new EP applications then go through COMPASS, the points-based Complementarity Assessment Framework, which scores the candidate and the firm across six criteria and needs at least 40 points to pass. The S Pass has no equivalent points test, so a qualifying-salary S Pass candidate is assessed against the quota and other conditions instead.
S Pass Salary Steps Up From 2025 and 2027
MOM has raised the S Pass floor in steps. For new applications, the general S Pass minimum is S$3,300 a month from 1 September 2025, and rises to S$3,600 from 1 January 2027. The financial services minimum moves from S$3,800 to S$4,000 over the same dates. Older S Pass candidates need more: the general floor reaches up to S$4,800 a month at age 45 and above.
Quota, Levy and COMPASS: The Structural Differences
Beyond salary, the two passes are governed differently. The EP is uncapped and free of levy, while the S Pass is rationed by quota and priced with a levy. This is often the deciding factor for employers.
S Pass Quota and Levy
The number of S Pass holders a company can employ is capped by a quota, also called the Dependency Ratio Ceiling. According to MOM, the cap is 10% of the company's total workforce in the services sector, and 15% in the construction, manufacturing, marine shipyard and process sectors. The employer also pays a monthly foreign worker levy, which MOM harmonised to S$650 across all sectors and levy tiers from 1 September 2025.
EP Has No Quota or Levy
The EP carries neither a quota nor a levy. That makes it cheaper per head for the employer and removes the headcount limit, but the trade-off is the higher salary floor and the COMPASS points test. COMPASS scores six criteria, including salary, qualifications, the firm's nationality diversity and its share of local PMETs, with bonus points for shortage-list skills and strategic priorities.
- EP: no quota, no levy, but must clear COMPASS at 40 points.
- S Pass: capped by the quota (10% services, 15% other sectors) and a S$650 monthly levy, but no COMPASS test.
- Both: must meet the qualifying salary for the candidate's age and sector first.
Renewal and Dependant Privileges
Renewal and family privileges also differ in practice, though both passes allow eligible holders to bring family to Singapore.
Renewal
Both passes are renewable as long as the holder keeps meeting the conditions in force at renewal, including the qualifying salary for their age. Because MOM raises the salary floors over time, a pass that qualified at the first application may need a salary uplift to renew. EP renewals are also assessed under COMPASS where applicable, while S Pass renewals must keep fitting within the employer's quota and levy.
Dependant's Pass and Family
Both EP and S Pass holders can sponsor a Dependant's Pass for a legally married spouse and unmarried children under 21, provided the holder earns a fixed monthly salary of at least S$6,000, per MOM. Note that this S$6,000 threshold is above the entry S Pass salary, so many S Pass holders will not meet it until they earn more, whereas most EP holders clear it comfortably.
Which Work Pass Should You Apply For
The choice usually decides itself once you line up the salary, the role and the employer's quota. Use these practical steps before applying.
- Check the offered salary against the age-adjusted EP floor (from S$5,600, or S$6,200 in financial services). If it clears, the EP is likely the right pass.
- If the salary sits below the EP floor but at or above the S Pass floor (from S$3,300, or S$3,800 in financial services), look at the S Pass.
- Confirm the employer has S Pass quota room and has budgeted for the S$650 monthly levy before committing to an S Pass.
- For the EP, run the profile through COMPASS to confirm at least 40 points before submitting.
- If sponsoring family matters, check that the fixed salary reaches S$6,000 to qualify for a Dependant's Pass.
Catalyst Immigration maps each candidate and employer against the live MOM criteria, so you apply for the pass you can actually get rather than the one you hoped for. MOM is the deciding authority for every application, and meeting the floors does not guarantee approval.
Frequently Asked Questions About EP vs S Pass in Singapore
What is the main difference between an EP and an S Pass in Singapore?
The Employment Pass is for higher-earning professionals and has no quota or levy but must pass COMPASS, while the S Pass is for mid-skilled staff at a lower salary floor and comes with a company quota and a monthly levy. Both are issued by MOM.
What are the EP and S Pass qualifying salaries in 2026?
For new applications, MOM sets the EP qualifying salary at S$5,600 a month (S$6,200 in financial services) and the S Pass at S$3,300 a month (S$3,800 in financial services), each rising with age. From 1 January 2027 the EP floor rises to S$6,000 and the S Pass to S$3,600.
Does the S Pass have a quota and levy that the EP does not?
Yes. The S Pass is capped at 10% of the workforce in the services sector and 15% in construction, manufacturing, marine shipyard and process, with a monthly levy of S$650 from 1 September 2025. The EP has no quota and no levy.
Is COMPASS required for both the EP and the S Pass?
No. Only the Employment Pass is assessed under COMPASS, which needs at least 40 points across six criteria. The S Pass is not scored under COMPASS, though it must still meet the qualifying salary and quota conditions.
Can S Pass holders bring family to Singapore like EP holders?
Both EP and S Pass holders can sponsor a Dependant's Pass for a spouse and children under 21 if they earn a fixed monthly salary of at least S$6,000. Because S Pass salaries start lower, S Pass holders may need a higher salary to qualify.
Can I switch from an S Pass to an EP?
There is no automatic upgrade. If the holder's salary, role and qualifications later meet the EP criteria, the employer can apply for an EP, which is then assessed on its own, including COMPASS where applicable. MOM decides each application.
Official Sources and References
- MOM - Employment Pass eligibility
- MOM - S Pass eligibility and qualifying salary
- MOM - S Pass quota and levy
- MOM - Dependant's Pass eligibility
Explore Catalyst Immigration’s other services:
- Employment Pass and Work Visa
- EP COMPASS Framework in Singapore
- Minimum Salary for Work Permit Singapore 2026 Guide
- Employment Pass Salary Threshold in Singapore
- Work Pass Application
Talk to Catalyst Immigration
Catalyst Immigration helps employers and candidates decide between the Employment Pass and the S Pass before applying, by checking salary banding against age, COMPASS readiness for the EP, and quota and levy room for the S Pass. We then guide the full submission so you apply for the pass you can realistically secure.