Singapore offers multiple work pass options for foreign professionals, with the Personalised Employment Pass (PEP) and Employment Pass (EP) being two of the most prominent. Although both passes are intended for skilled workers, they differ in employer dependency, salary requirements, and flexibility. Professionals wishing to work in the city-state must know these distinctions.
Discover a thorough comparison of the PEP and EP, assisting individuals and companies in making wise career choices.
Understanding the Personalised Employment Pass (PEP)
The Personalised Employment Pass (PEP) is designed for high-earning professionals who want flexibility in their employment options in the region. Unlike the standard Employment Pass (EP), the PEP is not tied to a single employer, allowing the holder to switch jobs without reapplying for a new pass. This benefit makes the PEP an attractive option for those who seek greater career mobility.
An individual must meet specific income criteria to qualify for a PEP. Existing EP holders must have an annual fixed salary of at least S$22,500, while overseas applicants must earn a minimum of S$270,000 annually. The pass is valid for three years and is non-renewable. PEP holders must secure employment within six months of being unemployed in the region to maintain their pass validity. Since the PEP is granted on an individual basis, employers do not need to go through the usual S Pass application process when hiring PEP holders.
Key Features of the Employment Pass (EP)
The Employment Pass (EP) is the standard work visa for foreign professionals, managers, and executives working in the city-state. It is employer-sponsored, meaning the company must submit the application on behalf of the employee. The EP is granted based on salary, qualifications, and job role. As of 2025, the minimum qualifying salary for EP applicants varies by sector, starting at S$5,000 per month for most industries and S$5,500 for financial services.
Unlike the PEP, the EP is tied to a specific employer. If an EP holder changes jobs, their new employer must apply for a fresh EP. The pass is typically issued for up to two years and is renewable if the employment criteria are met. The EP also offers a pathway to permanent residency for those who meet the eligibility requirements. Engaging an immigration specialist can help streamline the process for those seeking assistance with applications.
Differences Between PEP and EP
The primary distinction between the PEP and EP lies in their flexibility and employer dependency. The PEP allows job mobility without requiring reapplication, whereas the EP is strictly tied to an employer. PEP holders enjoy a longer validity period of three years, while EP holders typically need to renew their pass every two years. However, the PEP has stringent income requirements, making it accessible only to high-earning professionals, whereas the EP is available to a broader range of foreign talent.
Additionally, EP applications involve employer sponsorship, and companies must meet quota and foreign worker levy requirements. In contrast, PEP holders do not contribute to an employer’s S Pass application quota, making them a more attractive hire for some firms. However, PEP holders must maintain a consistent income level to keep their pass valid, while EP holders can continue working as long as they remain employed by their sponsoring company.
Which One Should You Choose?
The decision between the PEP and EP depends on the individual’s career plans and salary level. The PEP is ideal for professionals who meet the high-income threshold and want the freedom to switch jobs without administrative hassle. It suits individuals who expect career progression that involves multiple employers or industry changes.
On the other hand, the EP is a more suitable option for professionals who do not meet the high-income requirement of the PEP but still want to work in the city-state. It is the standard route for mid-to-senior-level foreign employees entering the local workforce. Since the EP is employer-sponsored, applicants should ensure they work for a company that can secure the pass on their behalf. Immigration services can assist companies and professionals with navigating the EP application process efficiently.
The Role of Immigration Specialists in the Application Process
Both the PEP and EP have strict eligibility criteria, and errors in the application can lead to delays or rejections. Employing immigration services in Singapore can simplify the process, ensuring compliance with regulations and increasing the chances of approval. Immigration consultants provide guidance on document preparation, eligibility assessment, and application submission.
An immigration specialist can help companies determine the right work pass for their foreign hires and ensure compliance with Ministry of Manpower (MOM) requirements. An experienced consultant can also assess whether the PEP or EP aligns with an individual’s career goals and financial situation. This professional guidance is particularly valuable given the complexities of the city-state’s employment visa landscape.
Conclusion
Choosing between the Personalised Employment Pass (PEP) and Employment Pass (EP) depends on income level, career goals, and flexibility needs. The EP offers a fixed work arrangement with employer sponsorship, while the PEP gives employees more freedom and mobility but is only available to high-earning professionals. Companies and individuals seeking work passes can benefit from expert assistance through immigration services in Singapore. After all, working with an immigration consultant guarantees a successful and seamless process, whether you’re applying for an EP or thinking about the PEP.
Contact Prime Immigration Consultancy to get started on your journey to working in the city-state confidently.
