In 2025, Singapore ranked first in the Global Talent Competitiveness Index. This outcome reflects a sustained and deliberate policy design aimed at attracting global founders and capital. Over the years, the government has progressively aligned work pass frameworks, fund domiciliation, and tax incentive schemes to support businesses across their full life cycle. Together, these initiatives operate in tandem to position Singapore as a preferred jurisdiction for global founders and asset management.
With Singapore’s notoriously strident immigration policies, here are some ways in which a foreign talent may find purchase in his/her immigration needs.
At A Glance
| Pass / Programme | Who it is for | Min Monthly Salary and/or Eligibility Criteria | Validity | Employer-tied |
|---|---|---|---|---|
| S Pass | Mid-skilled foreign associate professionals and technicians |
|
|
Yes |
| Employment Pass (EP) | Skilled foreign professionals, managers, executives and technicians |
|
|
Yes |
| Personalised Employment Pass (PEP) | High-earning professionals |
|
|
No |
| EntrePass | Early-stage innovative founders |
|
|
Yes |
| Tech.Pass | Established technology sector talent |
|
|
No |
| ONE Pass | Top global talent across all sectors |
|
|
No |
| Global Founder Programme (GFP) | Established founders, key employees of technology unicorns and deep-tech entrepreneurs |
|
|
No |
| Global Investor Programme (GIP) | High-net-worth individuals, including family office principals, founders, and established entrepreneurs |
|
|
No |
Table 1: This table provides an overview of the S Pass, Employment Pass (EP), Personalised Employment Pass (PEP), EntrePass, Tech.Pass, ONE Pass, Global Founder Programme (GFP) and Global Investor Programme (GIP), including who each pass or programme is for, the minimum monthly salary and/or eligibility criteria, validity, and whether it is employer-tied.
- 2026: Minimum qualifying salary starts at S$3,300 for applicants aged 23 and below, and S$4,800 for applicants aged 45 and above. Higher benchmarks apply to financial services: S$3,800 (aged 23 and below) to S$5,650 (aged 45 and above).
- 2027: Minimum qualifying salary starts at S$3,600 for applicants aged 23 and below, and S$5,100 for applicants aged 45 and above. Higher benchmarks apply to financial services: S$4,000 (aged 23 and below) to S$5,650 (aged 45 and above).
- First-time candidate: up to 2 years
- Renewals: up to 3 years
- Employer-tied
- Subject to the Complementarity Assessment Framework (“COMPASS”).
- 2026: Minimum qualifying salary starts at S$5,600 for applicants aged 23 and below, and S$10,700 for applicants aged 45 and above. Higher benchmarks apply to financial services: S$6,200 (aged 23 and below) to S$11,800 (aged 45 and above).
- 2027: Minimum qualifying salary starts at S$6,000 for applicants aged 23 and below, and S$11,500 for applicants aged 45 and above. Higher benchmarks apply to financial services: S$6,600 (aged 23 and below) to S$12,700 (aged 45 and above).
- First-time candidate: up to 3 years
- Renewals: up to 5 years
- Employer-tied
- Fixed monthly salary of at least S$22,500
- Up to 3 years; non-renewable
- Not employer-tied
- Hold at least 30% of the company; and
- Satisfy at least one innovation criterion (e.g. venture funding, recognised incubator backing, registered IP, research collaboration or entrepreneurial track record).
- First-time candidates and first renewal: up to 1 year
- Subsequent renewals: up to 2 years
- Employer-tied
- Last drawn fixed monthly salary of at least S$22,500; and
- At least 5 cumulative years of experience leading either a qualifying tech company or a tech VC with at least US$500 million AUM
- First-time candidates: up to 2 years
- Renewals: up to 2 years (one renewal only)
- Not employer-tied
- Fixed monthly salary of at least S$30,000 or outstanding achievements in areas such as sports, arts and culture, academia or research.
- For salary-based applicants, the employing company must have a market capitalisation of at least US$500 million or annual revenue of at least US$200 million.
- First-time candidates: up to 5 years
- Renewals: up to 5 years
- Not employer-tied
- Applicants will be assessed by EDB based on founder track record, venture potential and ability to build and scale a global venture from Singapore.
- Unlike work passes, the GFP does not operate on a fixed validity period. Instead, it is an EDB-supported programme that provides selected founders with access to Singapore’s venture ecosystem.
- Not employer-tied
- Meet one of the qualifying investor profiles and investment routes (e.g. S$10 million business investment, S$25 million into a GIP-Select fund, or qualifying single-family office investment).
- No fixed validity period.
- Unlike work passes, the GIP provides a pathway to Singapore Permanent Residence (PR), subject to meeting investment and residency requirements.
- Not employer-tied
Table 1: This table provides an overview of the S Pass, Employment Pass (EP), Personalised Employment Pass (PEP), EntrePass, Tech.Pass, ONE Pass, Global Founder Programme (GFP) and Global Investor Programme (GIP), including who each pass or programme is for, the minimum monthly salary and/or eligibility criteria, validity, and whether it is employer-tied.
Work Pass Options for Foreign Professionals
Singapore’s specialised founder pathways sit alongside a conventional work pass framework that remains the principal route through which foreign professionals enter the country, including the S Pass, Employment Pass (“EP”) and Personalised Employment Pass (“PEP”).
S Pass
The S Pass is intended for employers seeking to hire mid-skilled foreign workers, such as associate professionals and technicians, who do not qualify for an Employment Pass (“EP”). Applications are subject to sector-specific quotas, which cap the proportion of foreign workers a company may employ relative to its Singaporean and Permanent Resident workforce.
The applicable quota varies by sector. For example, the services sector may employ S Pass holders up to 35% of its total workforce, while the construction and process sectors are permitted a significantly higher ratio of up to 83.3%. Employers are also required to pay a monthly foreign worker levy of up to S$650 for each S Pass holder employed.
The qualifying salary is progressively benchmarked according to the applicant’s age. The minimum qualifying salary currently starts at S$3,300 for applicants aged 23 and below, and S$4,800 for applicants aged 45 and above.
Employment Pass ("EP")
Foreign professionals seeking to work in Singapore are generally required to obtain an Employment Pass (“EP”). Since 1 September 2023, EP applications have been assessed under the Complementarity Assessment Framework (“COMPASS”), a points-based evaluation system that considers both the applicant’s individual profile and the sponsoring employer hiring practices. The minimum qualifying monthly salary for EP holders is currently S$5,000, with a higher threshold of S$6,200 applicable to the financial services sector.
Higher qualifying salary benchmarks apply to applicants in the financial services sector. From 1 January 2027, the minimum qualifying salary for new Employment Pass applications will start at S$6,000 for applicants aged 23 and below (S$6,600 for the financial services sector), increasing progressively with age to at least S$11,500 for applicants aged 45 and above (S$12,700 in the financial services sector). Age-based salary benchmarks will continue to apply.
A key feature of COMPASS is its departure from a purely merit-based individual assessment model. In addition to assessing the applicant’s qualifications and salary, the framework considers the sponsoring employer’s local Professionals, Managers, Executives and Technicians (“PMET”) workforce composition relative to sector peers, and the extent of its local economic activity. This reflects a policy preference for employers with substantive business presence in Singapore, rather than nominal incorporation.
The introduction of COMPASS forms part of a broader recalibration of Singapore’s foreign manpower framework, aimed at improving workforce diversity while strengthening a strong Singaporean core. The points-based structure ensures that EP approvals are calibrated to the skills, and expertise required by the hiring company and Singapore’s broader economy.
Each application is scored across six criteria, with a minimum of 40 points required to qualify:
| Criterion | What it measures | Points available |
|---|---|---|
| C1 – Salary | Candidate’s fixed monthly salary benchmarked against local PMETs of the same sector and age group | 0, 10, or 20 |
| C2 – Qualifications | Whether the candidate’s degree is from a recognised or top-ranked institution on MOM’s approved list | 0, 10, or 20 |
| C3 – Nationality Diversity | Whether the candidate’s nationality is already overrepresented within the firm’s PMET headcount | 0, 10, or 20 |
| C4 – Local Employment Support | How the firm’s local PMET hiring ratio compares to industry peers | 0, 10, or 20 |
| C5 – Skills Bonus | Whether the role appears on MOM’s Shortage Occupation List, indicating a genuine skills gap | Up to 20 (bonus) |
| C6 – Strategic Economic Priorities | Whether the firm participates in designated strategic sectors or government-supported economic programmes | Up to 20 (bonus) |
Table 2: This table outlines the six COMPASS assessment criteria, consisting, C1 Salary, C2 Qualifications, C3 Nationality Diversity, C4 Local Employment Support, C5 Skills Bonus, and C6 Strategic Economic Priorities, including what each criterion measures and the points available under each criterion.
Table 2: This table outlines the six COMPASS assessment criteria, consisting, C1 Salary, C2 Qualifications, C3 Nationality Diversity, C4 Local Employment Support, C5 Skills Bonus, and C6 Strategic Economic Priorities, including what each criterion measures and the points available under each criterion.
Personalised Employment Pass ("PEP")
Personalised Employment Pass (“PEP”) is also available to foreign professionals who meet a higher monthly salary threshold of S$22,500, benchmarked at the top 10% of EP holders. Unlike the EP, the PEP is not tied to a specific employer, affording greater job mobility. Applications are also exempt from the COMPASS framework.
Founder-Oriented Immigration Pathways
Singapore has developed a suite of pathways designed for foreign entrepreneurs and innovators. Unlike conventional work passes, each pathway targets varying levels of entrepreneurial experience and different stages of venture development.
EntrePass
The EntrePass is well-suited for foreign, early stage entrepreneurs establishing a venture-backed or technology driven business in Singapore. Applicants must hold at least 30% of the company and satisfy at least one of five criteria:
- Raised at least S$100,000 in funding;
- Backed by a recognised incubator;
- Having previously founded and exited a qualifying technology business;
- Holding registered intellectual property;
- Have an active research collaboration with an institute of higher learning or research institution.
Successful applicants are expected to actively develop and grow their businesses in Singapore. Continued renewals are subject to the business meeting prescribed milestones relating to business spending and local employment.
Tech.Pass
An extension of the Tech@SG initiative aimed at strengthening Singapore’s technology ecosystem, Tech.Pass is designed for accomplished technology entrepreneurs, leaders, and technical experts. Applicants must have a last drawn fixed monthly salary of at least S$22,500, with at least five cumulative years of experience in a leading role within a qualifying technology company with a valuation or market capitalisation from at least US$500 million (or which has raised at least US$30 million in funding), or a technology venture capital firm managing at least US$500 million in assets under management.
However, Tech.Pass remains sector-specific and is subject to a comparatively shorter duration structure, comprising an initial two-year validity period with a one-time renewal of a further two years.
Tech.Pass will be replaced in January 2027 by a dedicated artificial intelligence and technology track under the Overseas Network & Expertise Pass (“ONE Pass”). The new pathway forms part of Singapore’s efforts to strengthen its position as a global hub for AI and technology talent by offering more attractive terms for eligible applicants.
ONE Pass
The Overseas Network & Expertise Pass (“ONE Pass”) is a personalised pass for top-tier global talent across all sectors, such as business, arts and culture, sports, academia, and research.
Since its introduction in 2023, the ONE Pass has seen steady uptake, with more than 8,000 pass holders as of March 2026.
From 1 January 2027, a dedicated AI and technology track will also be introduced under the ONE Pass to attract experienced technology founders, senior executives and technical experts.
The eligibility criteria may be assessed based on the applicant’s current or most recently held employment, or prospective employment in Singapore. Applicants must either satisfy:
- The qualifying monthly fixed salary of S$30,000 from a one employer; or
- Have relevant experience in a qualifying technology company, technology division or technology venture capital firm.
The relevant company or firm must have a valuation or market capitalisation of at least US$500 million, or annual revenue of at least US$200 million.
Applicants who do not meet the salary requirement may qualify based on outstanding achievements in sports, arts and culture, or academia and research. Applicants will be assessed holistically by the Ministry of Manpower (“MOM”) and relevant agencies, including the Ministry of Culture, Community and Youth (“MCCY”), Ministry of Education (“MOE”), National Research Foundation (“NRF”) and A*STAR, based on their work and key achievements.
Applicants under the academia and research track should also provide a CV detailing significant publications, patents and technology disclosures from the past five years, together with a recommendation or endorsement letter, or documentation of a potential position with a local host institution such as an Autonomous University or A*STAR.
The pass is valid for five years per issuance and offers great flexibility, including allowing existing work pass holders to apply for the ONE Pass before the expiry of their current passes. Upon approval, the existing work pass must be cancelled by the employer before the ONE Pass is issued.
Global Founder Programme ("GFP")
The Global Founder Programme (“GFP”) targets established founders with strong execution track records, key employees of technology unicorns, and deep-tech entrepreneurs building their next high-impact ventures from Singapore. The Economic Development Board (“EDB”) supports participants by connecting them to a curated network of venture builders, corporates, strategic investors, regional venture capital firms, and family offices, enabling access to Singapore’ ecosystem, accelerating venture growth, and facilitating expansion into new markets.
Global Investors
Singapore’s investor-facing framework complements its founder ecosystem by targeting capital deployment, wealth management, and long-term economic participation.
Global Investor Programme ("GIP")
The Global Investor Programme (“GIP”) provides a pathway to permanent residency for high-net-worth individuals, including family office principals, founders of fast-growth companies, next-generation business owners, and established entrepreneurs. Applicants may qualify under one of three routes:
- Option A: Business investment of at least S$10 million in a new or existing Singapore business, supported by a 5-year plan demonstrating economic contribution, including local hiring.
- Option B: Invest S$25 million into a GIP-Select fund.
- Option C: Establish a single-family office with at least S$200 million in assets under management and invest at least S$50 million in equities listed on approved Singapore exchanges.
Tax Incentive for Family Office Structures
Singapore does not impose capital gains tax, a feature that has contributed to its emergence as a regional wealth and investment management hub.
The Monetary Authority of Singapore (“MAS”)’s 13O and 13U schemes provide tax exemptions on specified investment income for Singapore-resident fund vehicles, including those commonly used by single family offices, covering dividends, interest, and other qualifying returns, subject to conditions on assets under management, local expenditure, and hiring of investment professionals.
For large family offices, the compounding effect of tax-exempt returns significantly enhances long-term capital efficiency.
More Pathways to Realise Value
Singapore’s investor-facing framework complements its founder ecosystem by targeting capital deployment, wealth management, and long-term economic participation.
SGX Reforms and the Equity Market Development Programme
A key initiative is the Equity Market Development Programme, which channels institutional capital into Singapore-listed equities to deepen liquidity. On the listing side, Singapore has lowered barriers to entry by reducing mainboard profit thresholds and streamlining the process toward a more disclosure-based regime. Another major development is the SGX–Nasdaq dual listing bridge, enabling companies to access deeper US liquidity while maintaining a Singapore presence.
The early data points are encouraging. SGX recorded 16 new SGX listings in 2025, 6 on Catalist and 7 on the Mainboard, and two secondary listings, raising approximately US$2.5 billion in total proceeds in 2025, the highest since 2019. IPO activity in Singapore is expected to progress in its recovery in 2026, with analysts predicting as many as 20 initial public offerings in 2026.
Private Capital and Institutional Liquidity
Beyond public markets, the government has constructed a broader liquidity infrastructure. Temasek and GIC operate active co-investment mandates alongside private capital, providing growth-stage companies with access to patient, credible institutional capital. MAS’s family office regime has deepened the pool of sophisticated private capital available for late-stage and pre-IPO transactions: the number of single-family offices awarded tax incentives grew from 400 as at end-2020 to over 2,000 as at end-2024.
Conclusion
The overall architecture is coherent. Entry pathways are designed to attract talent and founders with scalable capabilities; investment regimes encourage the deployment of capital into enterprise formation and Singapore-linked structures; and capital markets reforms seek to ensure that companies and investors have viable exit pathways within the same jurisdiction.
The continued evolution of this framework will depend on market depth and the efficiency of capital recycling mechanisms. However, the underlying direction remains consistent: Singapore is not only building companies, it is building the conditions under which they are financed, scaled, valued, and exited, all within the same jurisdiction.
Reference Materials
This article is an expanded version of our contribution to XLNC Employment Law Focus Group News – Spring 2026, Issue No. 1.
