Singapore Work Passes & Permits Master Guide (2026 Edition): Eligibility, Salary Rules & Step-by-Step Filing Checklists
Singapore Work Passes & Permits Master Guide (2026 Edition): Eligibility, Salary Rules & Step-by-Step Filing Checklists
All foreign nationals who intend to work in Singapore must hold a valid work pass (commonly referred to as a work visa) issued by the Ministry of Manpower (MOM) before commencing employment. Singapore categorizes its immigration framework into four primary pillars: Professional & Executive Passes, Skilled & Semi-Skilled Worker Permits, Trainee & Student Passes, and Family & Short-Term Exemptions.
Whether you are an HR director scaling a regional headquarters in Marina Bay, a startup founder launching an AI venture, or an overseas specialist relocating to Singapore, selecting the wrong pass tier—or miscalculating age-progressive salary floors—results in immediate application rejection and lost hiring momentum.
2026 Regulatory Snapshot (Critical for Compliance):
Employment Pass (EP): Minimum qualifying salary starts at $5,600/month ($6,200 for Financial Services) for candidates aged 23 and below, scaling progressively up to $10,700/month ($11,800 for Financial Services) at age 45+. All non-exempt candidates must also score at least 40 points on the COMPASS points-based system. (Note: Salary floors rise to $6,000 / $6,600 on 1 January 2027).
S Pass: Minimum qualifying salary starts at $3,300/month ($3,800 for Financial Services), subject to strict sector Dependency Ratio Ceilings (DRC) and monthly foreign worker levies. (Floors rise to $3,600 / $4,000 on 1 January 2027).
ONE Pass: Requires a fixed monthly salary of $30,000/month or extraordinary achievements in arts, sports, science, or academia.
Master Comparison Matrix: All Singapore Work Passes (2026)
Work Pass Type | Target Applicant Profile | 2026 Minimum Monthly Salary | Quota / Levy / Points Rules | Standard Validity |
|---|---|---|---|---|
Employment Pass (EP) | Foreign Professionals, Managers & Executives (PMETs) | $5,600 (General) $6,200 (Financial) (Age-progressive) | COMPASS (40 pts req.) No quota / No levy | Up to 2 yrs (New) Up to 3 yrs (Renewal) |
ONE Pass | Top Global Talent & Ultra-High Earners | $30,000 fixed monthly (or outstanding achievement) | Exempt from COMPASS, FCF ads, quotas & levies | 5 years (Renewable) |
Personalised EP (PEP) | High-earning existing EP holders & overseas executives | $12,000 (Existing EP) $18,000 (Overseas) | No quota / No levy; ties to individual, not employer | 3 years (Non-renewable) |
EntrePass | Venture-backed or IP-owning Startup Founders | No fixed salary floor (Innovation/Funding-based) | Must meet progressive business & local hiring milestones | 1 yr (First issue) 2 yrs (Subsequent) |
S Pass | Mid-level Skilled Technicians & Associate Professionals | $3,300 (General) $3,800 (Financial) (Age-progressive) | Subject to DRC Quota (10%–18%) & Monthly Levy | Up to 2 years (Renewable) |
Work Permit (Migrant) | Semi-skilled workers (Construction, Marine, Mfg, Services) | No statutory minimum | Approved source countries, DRC Quota, Levy & Security Bond | Up to 2 years (Renewable) |
Work Permit (MDW) | Migrant Domestic Workers (Live-in household support) | Country-specific minimum guidelines | Levy applies ($60–$300/mo); mandatory medical & bond | Up to 2 years (Renewable) |
Training EP (TEP) | Foreign university students / trainees in PMET attachments | $3,000 fixed monthly | Approved institution or intra-company training | Up to 3 months (Non-renewable) |
Work Holiday Pass | Youth & Graduates (Aged 18–25; or 18–30 for AU / NZ) | No minimum | Country-specific reciprocal quotas | 6 months (or 12 mos for AU / NZ) |
Part 1: Professional, Executive & Entrepreneur Passes
1. Employment Pass (EP)
The Employment Pass is Singapore’s flagship work visa for foreign professionals, managers, executives, and specialists. Unlike work permits, the EP carries no foreign worker levy or dependency quota, making it the primary mechanism for multinational corporations and high-growth SMEs to import specialized talent.
Two-Stage Eligibility Architecture
To secure an EP in 2026, candidates must clear both Stage 1 and Stage 2:
Stage 1: Age-Progressive Qualifying Salary The qualifying salary is benchmarked against the top one-third of local PMET wages by age:
All Sectors (except Financial Services): Starts at $5,600/month at age 23 or below, climbing linearly each year to $10,700/month at age 45 and above.
Financial Services Sector: Starts at $6,200/month at age 23 or below, climbing linearly to $11,800/month at age 45 and above.
2027/2028 Horizon Warning: Effective 1 January 2027 (for new applications) and 1 January 2028 (for renewals), minimum thresholds increase to $6,000/month (general, up to $11,500 at age 45+) and $6,600/month (financial services, up to $12,700 at age 45+). HR teams hiring near the threshold in late 2026 must budget for renewal increases.
Stage 2: The COMPASS Points-Based Framework Candidates must score a minimum of 40 points across four foundational criteria and two bonus criteria:
COMPASS Criterion | 20 Points (Exceeds Expectations) | 10 Points (Meets Expectations) | 0 Points (Below Expectations) |
|---|---|---|---|
C1. Salary (vs. local sector PMET peers by age) | 90th percentile and above | 65th to less than 90th percentile | Below 65th percentile |
C2. Qualifications | Top-tier institution (Top 100 QS, SG Autonomous Universities, or endorsed specialist bodies) | Degree-equivalent qualification from an accredited institution | No degree-equivalent qualification |
C3. Firm Diversity (Share of candidate's nationality in firm's PMETs) | Less than 5% (or firm has fewer than 25 PMETs → defaults to 10 pts) | 5% to less than 25% | 25% or more |
C4. Support for Local Employment (Firm's local PMET share vs. sector) | 50th percentile and above | 20th to less than 50th percentile (or fewer than 25 PMETs → defaults to 10 pts) | Below 20th percentile |
C5. Skills Bonus (SOL) | +20 Points: Role is on MOM's Shortage Occupation List (SOL) (reduced to +10 pts if candidate's nationality is 1/3 or more of firm PMETs) | — | — |
C6. Strategic Economic Priorities (SEP) | +10 Points: Firm is endorsed by economic agencies (EDB, EnterpriseSG, MAS) for innovation / internationalization | — | — |
COMPASS Exemptions: Candidates are automatically exempted from COMPASS if they earn at least $22,500/month in fixed salary, apply as an overseas Intra-Corporate Transferee (ICT) under WTO GATS/FTAs, or fill a short-term role lasting 1 month or less.
Fair Consideration Framework (FCF) Advertising Rule
Before submitting an EP application, employers must advertise the job vacancy on MyCareersFuture for at least 14 consecutive calendar days and fairly consider all local applicants. Exemptions apply if the firm has fewer than 10 employees, the fixed monthly salary is $22,500 or above, or the role is filled by an Intra-Corporate Transferee.
2. Overseas Networks & Expertise (ONE) Pass
Designed to anchor global industry leaders in Singapore, the ONE Pass is a personalized 5-year work pass tied to the individual rather than a single employer.
Who Qualifies:
Salary Track: Existing work pass holders or overseas candidates earning a fixed monthly salary of at least $30,000 (or its foreign currency equivalent) within the past 12 months, or those who will earn $30,000/month under a future Singapore employer. Overseas candidates must also prove they have worked (or will work) for an established company with a market valuation/cap of at least US$500 million or annual revenue of US$200 million.
Outstanding Achievements Track: Individuals with exceptional accomplishments in arts and culture, sports, or academia and research—even if they do not meet the $30,000 salary threshold.
Strategic Advantages: Holders can concurrently start, operate, and work for multiple companies in Singapore without reapplying. Spouses of ONE Pass holders can work in Singapore simply by obtaining a Letter of Consent (LOC), and the pass is exempt from COMPASS and FCF job advertising.
3. Personalised Employment Pass (PEP)
The PEP grants senior executives career mobility between employers without invalidating their immigration status.
Salary Thresholds: $12,000/month for existing EP holders; $18,000/month (last drawn within 6 months) for overseas foreign professionals.
Key Restrictions: Valid for 3 years and strictly non-renewable. Holders cannot remain unemployed in Singapore for more than 6 continuous months, must earn at least $144,000 per calendar year regardless of employment duration, and cannot start their own business (unlike ONE Pass or EntrePass holders).
4. EntrePass
The EntrePass enables foreign serial entrepreneurs, high-caliber innovators, and venture-backed founders to incorporate and operate a private limited company in Singapore.
Eligibility Criteria: The company must be registered (or intended to be registered) with ACRA as a Private Limited company (less than 6 months old at application) and meet at least one innovation criterion:
Funding: Raised at least $100,000 from a government-recognized Venture Capitalist (VC) or business angel.
Incubator: Accepted into a Singapore government-supported incubator or accelerator.
Intellectual Property (IP): Holds registered IP recognized by an approved national IP institution.
Research Collaboration: Ongoing R&D partnership with an A*STAR research institute or Singapore university.
Excluded Businesses: Coffee shops, hawker centers, bars/nightclubs, foot reflexology/massage parlors, employment agencies, and geomancy businesses are strictly ineligible.
Part 2: Skilled & Semi-Skilled Workforce Permits
1. S Pass
The S Pass bridges the gap between semi-skilled Work Permit holders and executive EP holders, covering mid-level technical staff, associate engineers, chefs, and healthcare technicians.
Salary & Qualifications: Minimum fixed monthly salary of $3,300 ($3,800 for Financial Services), scaling progressively with age. (Increasing to $3,600 / $4,000 on 1 Jan 2027). Candidates generally require a diploma, degree, or specialized technical certification alongside relevant work experience.
Quota (Dependency Ratio Ceiling - DRC): Employers are strictly capped on the percentage of S Pass holders relative to their total workforce:
Services Sector: Capped at 10% of total workforce.
Manufacturing, Construction, Marine Shipyard & Process Sectors: Capped at 15%–18% depending on sub-sector rules.
Foreign Worker Levy & Insurance: Employers pay a flat monthly levy of $550–$650 per S Pass holder and must maintain comprehensive medical insurance coverage of at least $60,000 per year.
2. Work Permit (WP) Framework
Work Permits regulate semi-skilled migrant labor across five designated economic sectors plus domestic and specialized roles:
Work Permit for Migrant Workers (Construction, Manufacturing, Marine Shipyard, Process, Services):
Source Country Rules: Restricted to MOM-approved source countries/territories (e.g., Malaysia, PRC, India, Bangladesh, Thailand, Myanmar, Sri Lanka, Philippines—varying by sector).
Controls: Subject to sector-specific DRC quotas, tiered monthly levies (lower for higher-skilled R1 workers than basic-skilled R2 workers), a $5,000 Security Bond for non-Malaysian workers, and mandatory Primary Care Plan (PCP) medical coverage.
Work Permit for Migrant Domestic Workers (MDWs):
For female workers aged 23–50 from approved source countries providing live-in household, childcare, or eldercare support. First-time employers must complete the Employers' Orientation Programme (EOP), and first-time MDWs must pass the Settling-In Programme (SIP).
Work Permit for Confinement Nannies:
Specifically permits Malaysian women aged 23–70 to work in Singapore for up to 16 weeks starting from the birth of the employer’s child.
Work Permit for Performing Artistes:
Regulatory Note: MOM ceased accepting new applications from public entertainment outlets (bars, hotels, nightclubs) under this scheme; short-term foreign performers must utilize Work Pass Exempt notifications or Miscellaneous Work Passes depending on venue classification.
Part 3: Trainee, Student & Youth Mobility Passes
Training Employment Pass (TEP): For foreign undergraduate/postgraduate students or overseas subsidiary trainees undergoing practical executive/managerial training in Singapore for up to 3 months (non-renewable). Requires a minimum fixed monthly allowance/salary of $3,000 and sponsorship by a well-established Singapore-registered company.
Training Work Permit (TWP): For semi-skilled foreign trainees or students undergoing practical industrial training in Singapore for up to 6 months. Subject to sector quotas and monthly levies.
Work Holiday Pass (WHP):
Work Holiday Programme: For undergraduates and graduates aged 18 to 25 from top universities in Australia, France, Germany, Hong Kong, Japan, Netherlands, New Zealand, Switzerland, the UK, and the US to live and work in Singapore for up to 6 months (capped at 2,000 applicants at any time).
Work and Holiday Visa Programme: Reciprocal 12-month open work-holiday arrangement specifically for Australian and New Zealand citizens aged 18 to 30.
Part 4: Family Passes, Letters of Consent & Short-Term Exemptions
Family Sponsorship Tiers
Eligible Employment Pass, S Pass, ONE Pass, PEP, and EntrePass holders can sponsor immediate family members:
Dependant’s Pass (DP): Available for legally married spouses and unmarried children under 21 (including legally adopted children) if the main pass holder earns at least $6,000/month in fixed salary.
Long-Term Visit Pass (LTVP): Available for common-law spouses, unmarried step-children under 21, and unmarried handicapped children over 21 (minimum sponsor salary: $6,000/month). Main pass holders earning at least $12,000/month may also sponsor their parents on an LTVP.
Employment Rules for Family Pass Holders
Dependant's Pass (DP) Holders: DP holders can no longer work on a standard Letter of Consent. To work in Singapore, they must independently qualify for an EP, S Pass, or Work Permit (with FCF advertising and levy rules waived for employers in specific cases). Exception: DP holders who are business owners (owning at least 30% shareholding in an ACRA-registered company that employs at least one local Singaporean/PR earning the Local Qualifying Salary) may apply for a Letter of Consent (LOC).
ICA-Issued LTVP / LTVP+ Holders: Foreign spouses or unmarried children (under 21) of Singapore Citizens or Permanent Residents holding an ICA-issued LTVP/LTVP+ can work via a Pre-approved Letter of Consent (PLOC) (applied during LTVP application/renewal) or an employer-applied LOC.
Short-Term & Exempt Activities
Work Pass Exempt (WPE) Activities: Foreigners visiting Singapore on a Short-Term Visit Pass (STVP) may perform eligible short-term activities (e.g., speaking at conferences/seminars, journalism, arbitration/mediation, specialized equipment installation/commissioning, or sports competitions) for up to 90 days cumulatively per calendar year—provided they submit an e-Notification to MOM before starting the activity.
Miscellaneous Work Pass (MWP): Covers foreign speakers at religious/community/political gatherings, foreign journalists not sponsored by a Singapore government agency, and religious workers on short assignments of up to 60 days.
Part 5: End-to-End Employer & Applicant Filing Checklist
Follow this sequential workflow to prevent administrative rejections, verification delays, or compliance audits:
Step 1: Pre-Application Verification & Benchmarking (Days 1–3)
Run MOM’s Self-Assessment Tool (SAT): Input the candidate's exact age, sector, fixed monthly salary, and university credentials to confirm they clear both Stage 1 (salary) and Stage 2 (40 COMPASS points).
Verify Educational Credentials (Mandatory for EP): For all post-secondary diploma/degree qualifications declared for COMPASS C2 points, obtain verification proof from an MOM-approved background screening company (e.g., HireRight, First Advantage, Risk Management Intelligence, Veremark, or Dataflow) or digital verification portals (e.g., OpenCerts, CSSD/CHESICC for Chinese degrees).
Execute Fair Consideration Framework (FCF) Job Ad: Post the role on MyCareersFuture for at least 14 consecutive days (unless exempt via ≥$22,500 salary or ICT status). Document interview notes for all local applicants to prove fair consideration.
Step 2: Digital Submission via myMOM Portal (Day 15)
Log in via CorpPass: Employers or licensed Employment Agencies (EAs) submit applications through MOM’s EP eService or WP Online.
Upload Required Documentation:
Candidate’s passport personal particulars page (valid for at least 6 months).
ACRA Business Profile (latest instant information).
Verified educational certificates and verification report reference number.
Written consent form signed by the candidate authorizing the employer to apply on their behalf.
Pay Application Fee: $105 for Employment Pass / S Pass ($35 for Work Permit).
Standard Processing Window: 10 business days to 3 weeks for EP/S Pass; 1 to 7 working days for Work Permits.
Step 3: In-Principle Approval (IPA) & Entry into Singapore
Download the IPA Letter: Valid for 6 months (EP) or 60 days (S Pass/WP). The IPA serves as a single-entry visa allowing the candidate to travel to Singapore.
Complete Medical Examination: Arrange the mandatory pre-employment medical checkup (chest X-ray for TB and HIV screening) in Singapore if required on the IPA letter.
Purchase Mandatory Insurance & Security Bond: For S Pass and Work Permit holders, secure statutory medical insurance ($60,000 annual coverage) and transmit the $5,000 Security Bond (for non-Malaysian WP holders) prior to arrival.
Step 4: Pass Issuance, Biometrics & Card Delivery
Request Pass Issuance: Once the candidate is physically in Singapore, log in to the myMOM portal, confirm their residential address and Singapore mobile number, and pay the Issuance Fee ($225 for EP; $100 for S Pass; $35 for WP).
Print Notification Letter: Allows the candidate to legally begin work immediately and travel in/out of Singapore while awaiting the physical card.
Register Fingerprints & Photo: Book an appointment at the MOM Services Centre (Hall C, Bendemeer) within 1–2 weeks of pass issuance (if biometrics were not captured in the last 5 years).
Receive Physical Work Pass Card: Delivered to the registered Singapore address within 5 working days after biometric registration.
Frequently Asked Questions (2026 Compliance & Edge Cases)
1. What counts toward the "Fixed Monthly Salary" for EP and S Pass eligibility? Fixed monthly salary includes basic monthly salary plus fixed monthly allowances (such as fixed housing, food, or transport allowances paid regularly every month). It strictly excludes variable bonuses, annual wage supplements (13th-month bonus), overtime pay, sales commissions, stock options, and reimbursements.
2. Can a small startup with fewer than 25 employees pass COMPASS? Yes. Organizations with fewer than 25 PMET employees are automatically awarded 10 default points for C3 (Firm Diversity) and 10 default points for C4 (Support for Local Employment)—giving them an automatic baseline of 20 points before even evaluating the candidate's salary or degree.
3. How early can an employer renew an expiring Employment Pass or S Pass? Employers can submit renewal applications up to 6 months before the pass expires. Submitting early is strongly recommended in late 2026 so that passes expiring before 1 January 2028 are assessed under current salary rules rather than the higher 2027/2028 thresholds.
4. What happens if an EP or S Pass holder's employment is terminated? The employer must cancel the work pass via the myMOM portal within 7 days of the employee's last day of service and obtain tax clearance (Form IR21) from IRAS at least 1 month before the employee leaves Singapore. Upon cancellation, MOM issues a 30-day Short-Term Visit Pass (STVP) allowing the individual to settle personal affairs before departing Singapore.
HR Standard Operating Procedure (SOP) and Compliance Checklist document for Singapore Work Pass Administration
HR Standard Operating Procedure - Singapore Work Pass Administration
The HR Standard Operating Procedure (SOP) & Compliance Checklist for Singapore work pass administration includes the 2026–2028 salary threshold notice, a pass tier selection matrix, the COMPASS scoring reference table, a sequential execution checklist with sign-off columns, ongoing compliance rules, and an auditable case sign-off block.
Bestar HR Consulting Pte. Ltd. (MOM EA Licence 23C1916): Complete Guide to Singapore’s Licensed Employment Agency & Corporate HR Partner (2026)
Singapore Work Passes & Permits Master Guide (2026 Edition): Eligibility, Salary Rules & Step-by-Step Filing Checklists
Bestar HR Consulting Pte. Ltd. (UEN: 202337005D) is a Ministry of Manpower (MOM) licensed Employment Agency in Singapore holding Comprehensive Licence (Non-FDW) No. 23C1916. Operating out of Solstice Business Center at 23 New Industrial Road (#04-08), the firm provides end-to-end work pass applications (Employment Pass, S Pass, ONE Pass, EntrePass, and Work Permits), COMPASS points advisory, local and foreign talent placement, statutory payroll outsourcing, and full HR compliance management for SMEs, multinational corporations (MNCs), and family offices in Singapore.
Unlike standalone recruitment agencies that only source resumes—or traditional accounting firms that outsource immigration compliance to third-party vendors—Bestar integrates MOM-licensed global mobility directly with ACRA corporate secretarial, IRAS tax clearance, and statutory payroll execution under one roof.
Verified Regulatory Credentials & Corporate Profile (2026)
When evaluating a recruitment or immigration partner in Singapore, verifying statutory licensing on the MOM Employment Agencies Directory protects employers against unlawful placement practices and rejected visa filings.
Credential / Entity Attribute | Official Record Details |
|---|---|
Registered Legal Entity | Bestar HR Consulting Pte. Ltd. |
ACRA UEN | 202337005D (Live Exempt Private Company Limited by Shares) |
MOM EA Licence Number | 23C1916 (Issued 21 October 2023; Status: Live) |
EA Licence Category | Comprehensive Licence (Non-FDW) — Authorized to place local and foreign workers across all industries except Migrant Domestic Workers |
Principal SSIC Activity | 78104 — Employment Agencies (except Domestic Worker Employment Placement Agencies) |
Registered Office Address | 23 New Industrial Road, #04-08 Solstice Business Center, Singapore 536209 |
Phone/WhatsApp: +65 8836 4489 | Email: admin@bestar-asia.com |
Why Businesses Choose Bestar HR Consulting Over Traditional Agencies & Firms
Most scaling businesses in Singapore face a fragmented operational bottleneck: their corporate secretary handles ACRA incorporation, an external recruitment agent submits work passes, and an internal administrator manually calculates CPF and IR21 tax clearances. Bestar eliminates vendor fragmentation through four core differentiators:
Direct MOM CorpPass Filing Authority (EA Licence 23C1916): Unlicensed HR consultants cannot legally submit work pass applications or place candidates on behalf of third-party employers under Singapore's Employment Agencies Act. Bestar’s registered EA personnel file directly via MOM’s EP eService and WP Online portals.
Integrated Corporate, Tax & HR Ecosystem: Backed by the broader Bestar advisory group (ISCA Chartered Accountants and ACRA-registered filing agents), HR and work pass workflows connect seamlessly with company incorporation, nominee director services, monthly CPF/SDL payroll runs, and IRAS Form IR21 tax clearances.
2026 COMPASS & Fair Consideration Framework (FCF) Compliance: Bestar’s specialists audit candidate qualifications, salary benchmarks, firm diversity ratios, and MyCareersFuture job advertising compliance before filing—preventing costly rejections.
Transparent Fixed-Fee Packages & Free Initial Consultation: Rather than unpredictable hourly billing or hidden disbursement markups, Bestar structures transparent service bundles tailored to SMEs and regional startups.
Competitive Comparison Matrix: Bestar HR Consulting vs. Market Alternatives
Evaluation Criterion | Bestar HR Consulting (23C1916) | Traditional Recruitment Agencies | Standalone Corporate Secretaries / SaaS |
|---|---|---|---|
MOM EA Licence Status | Comprehensive Licence (Non-FDW) | Varies (often Select or Comprehensive) | Usually Unlicensed (cannot legally act as EA) |
Work Pass & COMPASS Advisory | Full-spectrum (EP, S Pass, ONE Pass, EntrePass, WP, DP/LTVP) | Basic filing only for candidates they place | Often outsourced to third-party EAs |
Payroll, CPF & IR21 Tax Integration | In-house cloud payroll & statutory filing | Not offered | Separate add-on or self-service only |
Employment Contracts & Handbooks | Customized to Singapore Employment Act | Generic templates | Standard boilerplate templates |
Corporate Incorporation & Tax | Integrated (24-hr ACRA setup, Nominee Director, Audit/Tax) | Not offered | Incorporation only (no licensed audit/tax) |
Core Services Offered by Bestar HR Consulting Pte. Ltd.
1. Work Pass & Global Mobility Management
Bestar manages the complete lifecycle of foreign talent relocation, renewals, and cancellations:
Employment Pass (EP) & COMPASS Optimization: Pre-assessment using MOM’s Self-Assessment Tool (SAT), third-party educational credential verification coordination, MyCareersFuture Fair Consideration Framework (FCF) ad compliance, and appeal submissions.
ONE Pass & Personalised Employment Pass (PEP): Executive eligibility structuring for senior leaders earning $30,000/month (ONE Pass) or $12,000–$18,000/month (PEP).
EntrePass for Foreign Founders: Business plan structuring, venture funding/IP milestone documentation, and ACRA Private Limited company registration for innovative startups.
S Pass & Work Permit Administration: Dependency Ratio Ceiling (DRC) quota calculations, foreign worker levy tracking, $5,000 security bond coordination, and statutory medical insurance setup.
Family Passes & Cancellations: Dependant’s Pass (DP), Long-Term Visit Pass (LTVP), Letter of Consent (LOC) applications, and compliant work pass cancellations upon employee offboarding.
2. Local & Foreign Talent Recruitment (Comprehensive EA Scope)
Under MOM Licence 23C1916, Bestar sources, screens, and places qualified Singaporean, Permanent Resident (PR), and international professionals across finance, technology, engineering, corporate operations, and executive leadership—helping companies maintain healthy local-to-foreign PMET ratios under COMPASS Criterion 3 and Criterion 4.
3. Outsourced Payroll & Statutory Compliance
Managing Singapore payroll requires strict adherence to monthly statutory deadlines. Bestar’s cloud-enabled payroll team handles:
Monthly salary calculations, overtime compliance under Part IV of the Employment Act, and itemized digital e-payslips.
Monthly Central Provident Fund (CPF) contributions, Skills Development Levy (SDL), and Self-Help Group (CDAC, MBMF, SINDA, ECF) submissions.
Annual IRAS Form IR8A / Auto-Inclusion Scheme (AIS) submissions and mandatory Form IR21 tax clearance for departing foreign employees.
4. HR Advisory, Employment Contracts & Policy Governance
Bestar’s HR compliance specialists safeguard employers against Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) disputes and MOM audits:
Drafting legally binding Key Employment Terms (KETs) and employment contracts tailored to Singapore labor laws.
Developing customized Employee Handbooks, leave policies, disciplinary frameworks, and Workplace Fairness legislation compliance protocols.
M&A HR Due Diligence: Evaluating workforce liabilities, employment contract transfers, and visa continuity during corporate mergers and acquisitions.
Step-by-Step Engagement Workflow with Bestar HR Consulting
Complimentary Diagnostic Consultation: Speak with a registered Bestar EA consultant via WhatsApp (+65 8836 4489), email (admin@bestar-asia.com), or at the Solstice Business Center office to review your hiring roadmap, headcount quotas, and pass eligibility.
Pre-Filing Compliance & Quota Audit: Bestar verifies your firm’s ACRA profile, calculates S Pass/WP Dependency Ratio Ceilings, runs COMPASS point projections, and structures compliant employment contracts.
Document Verification & Portal Submission: Bestar coordinates degree verification reports, oversees mandatory 14-day MyCareersFuture job postings, and submits the digital application via MOM eServices.
IPA Issuance, Onboarding & Payroll Setup: Upon In-Principle Approval (IPA), Bestar guides card issuance, biometrics registration, and immediately sets up the employee’s monthly payroll, CPF/levy tracking, and leave records.
Frequently Asked Questions
1. Is Bestar HR Consulting a licensed Employment Agency in Singapore? Yes. Bestar HR Consulting Pte. Ltd. (UEN 202337005D) is officially licensed by Singapore’s Ministry of Manpower under Comprehensive Licence (Non-FDW) No. 23C1916, authorizing the firm to recruit and place both local and foreign workers (excluding domestic workers).
2. How can I verify Bestar HR Consulting’s MOM licence? You can verify Bestar’s active status directly on the official MOM Employment Agencies Directory (service2.mom.gov.sg/eadirectory) by searching either licence number 23C1916 or the legal company name Bestar HR Consulting Pte. Ltd..
3. Can Bestar help a foreign company incorporate in Singapore and apply for an Employment Pass? Yes. Through its integrated corporate and HR advisory structure, Bestar handles 24-hour ACRA company incorporation, provides local Nominee Director services, and manages Employment Pass (EP) or EntrePass applications for relocating founders and executives.
4. What types of work passes does Bestar HR Consulting handle? Bestar handles all corporate and commercial Singapore work passes, including Employment Pass (EP), ONE Pass, Personalised Employment Pass (PEP), EntrePass, S Pass, Work Permits, Training Employment Passes, Dependant’s Passes (DP), and Long-Term Visit Passes (LTVP).
5. Where is Bestar HR Consulting located and how do I book a consultation? Bestar HR Consulting is located at 23 New Industrial Road, #04-08 Solstice Business Center, Singapore 536209. You can request a free initial consultation by calling or messaging +65 8836 4489 or emailing admin@bestar-asia.com.
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