MOM-Licensed Employment Agency · EA Licence No. 25S2800

Simplifying Work Passes and Hiring in Singapore

From Employment Pass submissions to renewals and recruitment support, we help employers manage foreign hiring efficiently, with clear processes and predictable outcomes.

Our focus is on realistic expectations, structured documentation and compliance with MOM requirements for companies hiring foreign professionals in Singapore.

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All Immigration Services - Work Pass & Recruitment Support

Why employers choose AIS

Work pass expertise Targeted recruitment Structured process Transparent pricing
Employment Pass expertise, end to end

Strong track record with employer‑sponsored EP, DP and LTVP cases.

Practical guidance aligned with MOM requirements and COMPASS.

Recruit locally and internationally

Local and overseas searches tailored to your requirements.

Clear shortlists that reduce time-to-hire.

Structured process, transparent pricing

Clear stages from assessment to outcome, with regular status updates and next actions.

Fees are clearly scoped and itemised before work begins.

Work pass support, end to end

Work Pass Services for Employers

AIS supports Singapore-based employers and HR teams who need structured, realistic guidance for foreign professionals and their families.

  • Eligibility review and realistic upfront assessment
  • Documentation guidance, checklists and templates
  • Submission support and follow-through with MOM
  • Renewals, appeals and COMPASS-aligned planning

Scope of work: we focus on Employment Pass and related dependant / long-term passes for employers. We do not process S Pass applications or walk-in cases from individual applicants.

Feasibility screening & compliance review

Pre-application review of role, salary, company profile and candidate background, with COMPASS-aligned considerations and documentation checks before submission.

Employment Pass applications

New EP applications for foreign professionals, with documentation structured around MOM guidelines and current practice.

Dependant’s Pass

Support for eligible family members of EP holders, including documentation preparation and coordinated submission with the main pass.

Long-Term Visit Pass

Assistance with Long-Term Visit Pass applications linked to approved EP holders, where MOM criteria are met.

Work pass renewals

Renewal planning and documentation for EP, Dependant’s Pass and LTVP, aligned with updated MOM and COMPASS requirements.

Work pass appeals

Case review and support in preparing appeal submissions where additional justification or clarification is appropriate.

Work Pass Pricing

Clear, fixed professional fees so employers know the full cost upfront.

Most common
Employment Pass application

SGD 860 total

AIS professional fee and MOM fees included in the total.

  • Feasibility and COMPASS-aligned pre-checks
  • Documentation checklist, templates and review
  • Online EP application submission
  • Follow-up on MOM requests until outcome
Dependant’s Pass

SGD 860 total per dependant

AIS professional fee and MOM fees included in the total.

  • Eligibility check under current MOM rules
  • Document guidance and review per dependant
  • Submission of Dependant’s Pass application
  • Follow-up on MOM clarifications
Long-Term Visit Pass (LTVP)

SGD 860 total per dependant

AIS professional fee and MOM fees included in the total.

  • Eligibility review linked to approved EP holder
  • Guidance on supporting documents
  • Submission of LTVP application
  • Follow-up on MOM queries
Work pass renewals

SGD 725 total

AIS professional fee and MOM fees included in the total.

  • Review of role, salary and company profile
  • Updated documentation checklist and review
  • Submission of renewal request
  • Follow-up until renewed or otherwise concluded
Work pass appeals

SGD 500 total

AIS professional fee. No additional MOM appeal fee is typically payable.

  • Review of rejection grounds and documentation
  • Advice on appeal feasibility
  • Drafting of appeal explanation
  • Submission and follow-up on MOM responses
Professional consultation

Our customised consultation service provides personalised immigration solutions, ensuring smooth work pass applications, compliance, and strategic advice to address your specific requirements.

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All fees are quoted in SGD and apply to employer-engaged work only. We do not handle S Pass applications or walk-in requests from individual applicants. Government fees are based on current MOM rates and may change.

Recruitment support is priced separately based on role type and hiring scope. Share your situation and we will provide a structured proposal.

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Recruitment services for local and overseas hires

We source locally and overseas and deliver curated shortlists with clear next steps.

Targeted talent sourcing

We run role‑specific searches in Singapore and overseas across FinTech, Marine, Information Tech and more, prioritising candidates who fit skills, seniority and salary.

Competency & compliance screening

Each profile comes with reason‑to‑advance/decline, role‑fit notes, availability and compensation context — so hiring managers can act fast without extra screening cycles.

Clear process, transparent updates

Defined stages from brief to offer with responsibilities and next actions. Status is visible to HR and hiring managers, reducing back‑and‑forth and stalls.

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Recruiter reviewing shortlisted candidates’ resumes

Frequently Asked Questions

Practical answers to common questions about Employment Passes, dependant passes, recruitment and compliance in Singapore.

To qualify for an Employment Pass, a foreign professional generally needs to meet the current minimum qualifying salary for the role and age band, and in most cases satisfy the COMPASS framework or fall under an exemption category. In practice, MOM also looks at the role, company profile and candidate track record when assessing applications.

Typical requirements include passport details, the employer’s company information, a clear job description, salary details, and the candidate’s educational certificates and employment history. Depending on the case, MOM may request additional documents or clarifications after the initial submission.

Processing times vary depending on the complexity of the case and the volume of applications. Many straightforward applications are decided within a few weeks, but timelines can be longer if MOM needs more information or if the profile is more complex.

If an EP application is rejected, the employer can review the reasons, address gaps where possible and either submit a fresh application or file an appeal with additional justification. We help review the case, clarify what can realistically be improved and prepare appeal submissions where they are appropriate.

Yes, newer or smaller companies can apply for EPs, but such applications often receive closer scrutiny. Factors like the nature of the business, local hiring profile, salary level and the role’s value-add become especially important. We recommend a careful feasibility review before submitting in these scenarios.

Renewals are usually submitted a few months before the pass expiry date, so there is enough time for processing and any follow-up requests. Processing time for renewals can be similar to new applications and is also subject to current salary thresholds and COMPASS considerations.

Employers should expect two main cost components: MOM government fees, and professional service fees charged by the agency handling the case. Total cost depends on the type of pass, number of dependants and whether it is a new application or a renewal. We always provide a clear breakdown before work starts.

Yes. We assist with renewal planning, changes that may affect pass status (such as salary adjustments or family arrangements), and general guidance on maintaining compliance with prevailing MOM requirements over time.

It is not mandatory to use an agency, but many employers do so to reduce the time and risk involved in sourcing, screening and assessing candidates who may require work passes. Agencies familiar with Singapore’s immigration framework can help avoid pursuing profiles that are unlikely to qualify.

We map the role requirements, salary band and seniority level against the candidate’s experience, qualifications and track record. For foreign candidates, we also consider work pass feasibility, including salary thresholds, COMPASS factors and, where relevant, Shortage Occupation List considerations before recommending them for interview.

Recruitment agencies typically handle a range of roles, including mid-level and operational positions. Executive search firms and headhunters usually focus on senior, niche or confidential roles. Our work adds a further layer by aligning recruitment with Singapore work pass feasibility, which is important where overseas or mixed-talent hiring is involved.

Yes. We support hiring for both locally based candidates and overseas professionals. For overseas profiles, we place particular emphasis on work pass feasibility and relocation expectations to reduce downstream friction.

Yes. Where required, we coordinate background screening through established verification partners such as Avvanz and other accredited providers. Checks may include education verification, employment history, identity validation, reference checks, financial background and, where legally permitted, criminal record screening. This helps employers make informed hiring decisions based on verified information.

Yes. We work with organisations of different sizes, including smaller companies and start-ups. For smaller employers, we focus on practicality, feasibility and fit, rather than volume, so hiring decisions are sustainable and aligned with resourcing needs.

COMPASS is a points-based framework used to assess most new EP applications. It considers salary, qualifications, firm-related attributes and support for local employment, and can award bonus points for certain roles on the Shortage Occupation List. Candidates generally need to achieve at least the minimum qualifying salary and sufficient COMPASS points unless exempt.

The Shortage Occupation List identifies specific roles where there is a recognised need for skilled foreign professionals. If a job is on this list, the EP application may receive bonus points under COMPASS, and in some cases can qualify for a longer EP duration, subject to MOM’s prevailing rules.

For certain dependant applications, including children below a specified age applying for a new Dependant’s Pass, vaccination verification may be required under Singapore’s prevailing health and immigration policies. Requirements can change over time, so we review the latest MOM and health guidelines for each case before submission.

Under the Fair Consideration Framework, many EP roles need to be advertised on MyCareersFuture for a prescribed period before an EP application is submitted, unless the role meets exemption criteria. We help employers understand when advertising is required and how it fits into the overall hiring timeline.

Appeals are used when there is new information, stronger justification or clarification that may address the reasons for an earlier rejection. We review the rejection grounds, advise whether an appeal is sensible, and help structure the appeal so it focuses on relevant facts rather than repetition of the original application.

It is possible for a dependant to transition to an Employment Pass if they secure a role that meets EP eligibility and an employer is willing to sponsor the application. In such cases, a new EP application is submitted and, once approved, the previous dependant pass is cancelled as part of the process.

Our Trusted Partners

We are proud to collaborate with industry veterans who share our commitment to excellence. Our trusted partners help us deliver exceptional service and support to our clients.

Checkministry
Risk Management Intelligence (RMI)
Verity Intelligence
Avvanz

Not sure where to begin?

Share your situation and we will walk you through the next steps clearly and realistically.

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