Top 100 MOM FAQs
Reviewed against MOM information on 20 August 2026. Use these FAQs as general website information only. MOM may update pass, quota, levy, insurance, housing and application rules from time to time, so employers should check MOM’s official pages or use MOM’s Self-Assessment Tool before making hiring decisions.
A. Work Permit (WP) FAQs
A Work Permit is for eligible migrant workers from approved source countries or regions who work in approved sectors such as Construction, Manufacturing, Marine Shipyard, Process and Services.
The employer or an appointed employment agent must apply for the Work Permit on behalf of the worker.
The worker must be at least 18 years old and below 62 years old when applying for the Work Permit.
MOM does not set a minimum qualifying salary for Work Permit holders, but employers must pay the salary declared to MOM and comply with employment rules.
A Work Permit can be valid for up to 2 years, depending on the worker’s passport validity, security bond and employment period.
Yes. Employers can apply to renew the Work Permit before it expires, subject to MOM’s prevailing requirements.
No. Work Permit holders are not eligible to bring family members on Dependant’s Passes.
No. A Work Permit holder may work only for the employer and in the occupation and sector specified in the Work Permit.
No. Work Permit holders must not take part in another business or start their own business.
Generally, non-Malaysian workers cannot be in Singapore during the Work Permit application unless MOM rules for that situation allow it.
The employer receives an in-principle approval letter. The employer must then complete arrival, insurance, medical, security bond and issuance steps before the worker can be fully onboarded.
MOM states that most Work Permit applications are processed within about 1 week, although some cases may take longer.
MOM charges an application fee and an issuance fee for each Work Permit. Employers should check MOM’s latest fee schedule before applying.
Work Permit holders should be able to show their digital work pass in the SGWorkPass app or their physical Work Permit card when requested by public officers.
First-time employers need to declare their business activity so MOM can assign the relevant sector and determine the applicable quota and levy rules.
B. S Pass FAQs
The S Pass is for foreign skilled workers, including associate professionals and technicians, who meet MOM’s salary and eligibility requirements.
An employer or appointed employment agent must apply for the S Pass on behalf of the candidate.
As reviewed on 20 August 2026, the S Pass minimum qualifying salary starts from S$3,300 for most sectors and S$3,800 for financial services, with higher salaries required for older candidates.
Yes. From 1 January 2027, the S Pass qualifying salary starts from S$3,600 for most sectors and S$4,000 for financial services, with higher salaries required for older candidates.
Yes. MOM benchmarks the salary by age, so older and more experienced candidates need higher salaries to qualify.
Yes. Employers are subject to S Pass quota limits and must have sufficient quota before hiring S Pass holders.
Yes. Employers must pay the monthly foreign worker levy for each S Pass holder.
First-time S Passes can be valid for up to 2 years. Renewals can be valid for up to 3 years, subject to passport validity and MOM’s approval.
Yes, but the new employer must apply for a new S Pass. The pass is not automatically transferred.
Yes, if the worker meets S Pass requirements and the employer has sufficient quota. The employer should apply early and does not need to cancel the Work Permit before the S Pass is approved.
Yes, if the candidate meets the Employment Pass eligibility requirements. The employer must submit a new EP application.
Eligible S Pass holders can apply for Dependant’s Passes for certain family members if they earn at least S$6,000 fixed monthly salary and meet sponsorship requirements.
S Pass holders may apply for Singapore PR through ICA if they meet ICA’s requirements. Approval is decided by ICA, not MOM.
C. Employment Pass (EP) FAQs
The EP is for foreign professionals, managers and executives with a job offer in Singapore who meet MOM’s eligibility requirements.
The employer or appointed employment agent must apply on behalf of the candidate. Overseas companies without a Singapore-registered office need to apply through a local sponsor
As reviewed on 20 August 2026, the EP qualifying salary starts from S$5,600 for most sectors and S$6,200 for financial services, with higher salaries required for older candidates.
Yes. From 1 January 2027, the EP qualifying salary starts from S$6,000 for most sectors and S$6,600 for financial services. The new threshold applies to new applications from 1 January 2027 and renewals expiring from 1 January 2028.
COMPASS is MOM’s points-based Complementarity Assessment Framework for EP applications. Most EP applications must pass COMPASS in addition to meeting the EP qualifying salary.
An EP application generally needs at least 40 points to pass COMPASS unless the candidate is exempted.
Examples include candidates earning at least S$22,500 fixed monthly salary, overseas intra-corporate transferees, or candidates filling a short-term role of 1 month or less.
No. The candidate must first meet the EP qualifying salary. If the candidate does not meet the salary requirement, COMPASS points will not make the candidate eligible.
First-time EPs can be valid for up to 2 years. Renewals can be valid for up to 3 years. Certain experienced tech professionals with skills in shortage may qualify for a longer 5-year EP.
No. EP holders are not subject to foreign worker levy or quota requirements.
MOM states that employers can choose whether to provide medical insurance for EP holders, unlike Work Permit and S Pass holders where medical insurance is mandatory.
Eligible EP holders earning at least S$6,000 fixed monthly salary can apply for Dependant’s Passes for their legally married spouse and unmarried children under 21. Parents may qualify for Long-Term Visit Pass only if the EP holder earns at least S$12,000.
Yes, but the new employer must apply for a new EP. The existing EP is not automatically transferred to the new employer.
D. Levies and Quotas
The foreign worker levy is a monthly pricing mechanism that employers pay for Work Permit and S Pass holders to regulate the number of foreign workers in Singapore.
Employers must pay levy for Work Permit holders and S Pass holders. EP holders are not subject to levy.
Levy liability starts from the day the Temporary Work Permit or Work Permit is issued, whichever is earlier.
Levy liability ends when the Work Permit is cancelled or expires. For cancellation, levy is generally charged until 1 day before cancellation.
The Dependency Ratio Ceiling, or DRC, is the maximum proportion of foreign workers a company can employ based on its sector and total workforce.
MOM lists the DRCs as Construction 83.3%, Process 83.3%, Marine Shipyard 75%, Manufacturing 60% and Services 35%.
Yes. For example, if the Services sector DRC is 35%, the total number of Work Permit and S Pass holders cannot exceed 35% of the company’s total workforce.
Yes. PRC Work Permit holders are capped at 8% of the total workforce in Services and 25% in Manufacturing.
MOM uses CPF account information to compute the number of local employees, which then determines the foreign worker quota.
Levy rates generally depend on the worker’s qualifications and the number of Work Permit or S Pass holders hired.
Yes, but only in specific situations, such as eligible overseas leave, hospitalisation leave or other waiver situations allowed by MOM.
The waived amount is credited into the employer’s levy account to offset future levy bills. If there are no upcoming bills, the employer may apply for a levy refund where eligible.
E. Medical & Insurance Requirements
Yes. Employers must buy and maintain medical insurance for each Work Permit holder.
Yes. Employers must buy and maintain medical insurance before an S Pass can be issued or renewed.
The insurance must cover inpatient care and day surgery, including hospital bills for conditions that may not be work-related.
The coverage for each Work Permit or S Pass holder must be at least S$60,000 per year.
No. MOM states that employers cannot pass the medical insurance cost to Work Permit or S Pass holders.
Yes, but each sub-limit must still meet MOM’s minimum annual claim limit.
A co-payment arrangement is allowed only if it is reasonable, does not exceed 10% of the worker’s fixed monthly salary, lasts no more than 6 months in every 2 years of employment, is in the employment contract or collective agreement, and has the worker’s full consent.
Employers must submit insurance details online before issuing or renewing the Work Permit or S Pass, and update the details when they change.
Work Permit holders must undergo medical examination before the permit can be issued. The examination screens for tuberculosis, HIV, syphilis and malaria, and checks fitness for work.
Depending on the worker’s category, the examination may be completed at MOM’s Onboard centre, with the PCP Anchor Operator, or at a local clinic within 2 weeks of arrival in Singapore.
If a Singapore-registered doctor certifies the worker medically unfit, the Work Permit will be revoked.
Employers should check WICA requirements for their workers. MOM’s Work Permit application guidance refers to buying work injury compensation insurance where applicable.
F. Housing and Welfare
Yes. Employers must ensure migrant workers live in proper housing that meets MOM’s requirements.
Employers must provide proper housing and pay the rent on time.
Yes. Employers must register and update migrant workers’ residential address and mobile number using the Online Foreign Workers Address Service.
Employers must update any change in the worker’s address or mobile number within 5 days.
MOM may take enforcement action. Employers may face prosecution, bans from future Work Permit applications and renewals, and forfeiture of security bonds.
Housing can include purpose-built dormitories, factory-converted dormitories, temporary occupation licence quarters, workers’ quarters at farms, HDB flats and private residential premises, subject to each housing type’s rules.
Some Work Permit holders may stay in HDB flats depending on nationality and sector. For example, Malaysians and Services sector Work Permit holders may be allowed, while non-Malaysian Manufacturing Work Permit holders may rent bedrooms but not the whole flat.
Yes. Employers must ensure the housing used for foreign employees meets applicable requirements.
Yes. MOM conducts inspections at declared residential addresses and may take enforcement action for non-compliance.
If employers hire caterers for migrant workers’ meals, they must ensure the cooked meals are safe to eat and delivered on time.
G. Contract & Employment Rules
Yes. Employers must pay Work Permit holders the fixed monthly salary declared to MOM.
Employers must not demand or receive sums or benefits from an employment agency or another person in connection with the employment or change in employment of a Work Permit holder.
Employers must pay the salary and the cost of upkeep and maintenance of Work Permit holders, including the cost of medical treatment.
No. The worker may work only in the occupation and sector specified in the Work Permit.
A Work Permit holder must reside at the address set by the employer at the start of employment and must inform the employer if planning to move.
Work Permit holders must not marry a Singapore citizen or permanent resident in or outside Singapore without MOM’s approval. This restriction may continue even after the Work Permit expires, is cancelled or is revoked.
Work Permit holders must not get pregnant or deliver a child in Singapore during the validity of the Work Permit unless already married to a Singapore citizen or permanent resident with MOM’s approval.
A pass holder should work only according to the pass approved by MOM. If changing employers or roles, a new application or MOM update may be required.
Yes. Employers must notify MOM when company or pass holder information changes, including details such as company particulars, worker information or residential address where applicable.
Pass holders may be required to pay income tax, depending on IRAS rules and their tax residency or employment circumstances.
No. Before cancellation and repatriation, employers should settle outstanding employment issues, including salary payments.
No. Employers cannot pass mandatory medical insurance costs for Work Permit and S Pass holders to the workers.
H. Cancellations, Transfers & Repatriation
Employers must cancel the Work Permit if the worker no longer works for them.
Employers must cancel it within 1 week after the last day of notice. If the worker has left Singapore and will not return to work, cancellation must be done within 1 week from the departure date.
The employer or employment agent can cancel the Work Permit
MOM states that Work Permit cancellation is immediate, although supporting documents may be needed for special cases.
Employers should give reasonable notice of repatriation, seek IRAS tax clearance where required, settle outstanding employment matters and arrange repatriation.
The employer must bear the cost of repatriation, including a one-way travel ticket, check-in luggage allowance and connecting transport costs to the international port of entry in the worker’s home country or nearest region.
MOM states the one-way ticket should have a departure date within 14 days from the Work Permit cancellation.
The employer may need to provide a missing person police report. If a non-Malaysian worker is not found within 1 month from cancellation, part of the security bond may be forfeited.
Employers must provide documents such as the death certificate and evidence that the body or ashes have been sent home or cremated, depending on the situation.
Transfers may be allowed in certain situations and sectors, subject to MOM’s requirements and consent process.
From 20 July 2026, cancellation functions are handled through myMOM Portal, with supporting document upload and transfer consent functions integrated into the portal.
Employers must cancel an EP within 1 week after the last day of notice if the pass holder no longer works for them. The request can be submitted up to 14 days in advance.
The EP holder cannot work after cancellation. The employer can request a Short-Term Visit Pass for valid stay where applicable, and related family passes will also be cancelled.
MOM Source Links Reviewed
Top 80 MOM (Ministry of Manpower Singapore) FAQs with answers
A. Work Permit (WP) FAQs
Foreign workers from MOM-approved source countries who are semi-skilled or unskilled may be employed under the Work Permit scheme. Workers must be aged between 18 and 50 and have an employer offering them a job in an approved sector.
The Work Permit is applicable to industries such as Construction, Marine Shipyard, Manufacturing, Process, and Services. Each sector has its own specific rules and source country restrictions.
MOM allows Work Permit holders to be hired from countries including Bangladesh, China, India, Indonesia, Malaysia, Myanmar, the Philippines, Sri Lanka, Thailand, and Vietnam. The list varies based on the sector.
Employers must apply online through the Work Permit Online (WPOL) system. After submission, MOM reviews the application, and if approved, issues an In-Principle Approval (IPA) letter.
A non-refundable application fee of $35 is charged. Upon approval, an issuance fee of another $35 is required. Employers must also pay monthly levies, buy medical insurance, and provide a security bond.
Standard processing time is about 1 week, but it may vary based on the accuracy of the documents, the sector involved, and whether additional verification is needed.
The pass is valid for up to 2 years and is tied to factors such as the worker’s passport validity, the employer’s quota, and compliance with regulations like insurance and housing.
Yes. Renewals can be submitted up to 6 months before expiry through WPOL. MOM reviews eligibility and may issue a new Work Permit valid for up to 2 years.
The maximum period is generally up to 22 years for some sectors like construction, depending on skill level, sector policies, and continuous employment.
Transfers are allowed in certain sectors and under specific MOM guidelines, such as when a worker is nearing pass expiry or if the current employer is unable to continue employment.
B. S Pass FAQs
C. Employment Pass (EP) FAQs
$5,000/month as of 2025. Higher thresholds apply for older workers or those in the financial services sector.
Applicants must have recognized academic qualifications (e.g., diploma or degree) and relevant industry experience. MOM uses a verification process and the COMPASS system to evaluate applications.
Employers or agents submit applications via the myMOM Portal. The process includes uploading necessary documents and paying the relevant fees.
COMPASS (Complementarity Assessment Framework) is a points-based system evaluating salary, qualifications, diversity, and support for local employment. EP applicants must meet a minimum score to qualify.
Educational certificates, detailed job description, employment contract, and business registration documents of the hiring company.
Between 3 to 8 weeks, depending on case complexity and documentation.
Yes. Employers may submit an appeal with additional supporting documents within 3 months from the date of rejection.
First-time EPs are usually valid for 2 years, and renewals can be up to 3 years depending on the applicant’s profile.
Yes. EP holders are eligible to apply for PR through ICA’s PTS Scheme after at least 6–12 months of employment in Singapore.
Yes, but only under specific conditions. The EP holder must register a company with ACRA and may require a Letter of Consent or EntrePass depending on business nature.
D. Levies and Quotas
E. Medical & Insurance
Yes. New workers must undergo a medical exam within 2 weeks of arrival, covering TB, HIV, and other infectious diseases.
Employers are responsible for the cost.
The work pass will be revoked, and the worker must be repatriated at the employer’s cost.
Employers must purchase both medical insurance (minimum $60,000 coverage) and Work Injury Compensation insurance.
No, only inpatient care and day surgery are mandatory. Employers may choose to cover outpatient care voluntarily.
Upload the insurance certificate during pass issuance.
Yes, provided continuous coverage is maintained.
A scheme that ensures foreign workers receive basic medical coverage. It is now integrated into broader medical insurance policies.
File a Work Injury Compensation claim. Employers must cover medical bills and lost wages according to WICA.
Not compulsory, but some employers may offer extended benefits.
F. Housing and Welfare
G. Contract & Employment Rules
Yes. MOM requires all employment terms to be stated in writing and signed by both parties.
Job scope, working hours, rest days, wages, leave entitlements, medical benefits, and termination conditions.
At least 1 rest day per week for Work Permit and S Pass holders.
Only for approved items (e.g., meals, accommodation), and within MOM’s limits
44 hours, excluding overtime. Any additional hours must be compensated.
Yes. Overtime is paid at 1.5x hourly rate for eligible workers.
Yes, with proper notice period as stated in the contract.
Yes, but employers must give notice or pay in lieu and cover repatriation.
Yes, immediately report through MOM’s online services.
MOM offers mediation and TADM (Tripartite Alliance for Dispute Management) support for resolution.