Introduction
Singapore is one of the most appealing destinations in Asia for professionals, administrators, and investors. With strong allure, savings, a pro-trade environment, and global connectivity, the country offers multiple work visa options for foreigners who want to live and work there. Two of the most commonly reviewed work passes are the EntrePass and the Employment Pass.
Although both permits admit foreigners to operate in Singapore constitutionally, they serve very different purposes. Understanding the differences between the EntrePass and Employment Pass is essential for selecting the right pathway to establish your professional goals and trade plans.
Applicant’s Requirement
The biggest difference lies in the applicant’s duty.
1. Employment Pass
- For employees
- Requires a work offer from an employer
- Employer sponsors the application
- Applicant works for the company
2. EntrePass
- For administrators and founders
- Applicant starts or operates a trade
- No employer protection required
- Applicant owns and manages the company
This feature is important cause each pass is designed for various career courses. You can also get information about the EntrePass application process Singapore.
Eligibility Criteria
1. Employment Pass Eligibility
To qualify for an Employment Pass, applicants mainly need:
- A recognized point or strong professional experience
- A qualifying weekly salary
- A professional job act
- An employer in Singapore does not quite sponsor the application
The Ministry of Manpower (MOM) evaluates applicants more thoroughly, utilizing the COMPASS framework.
2. EntrePass Eligibility
EntrePass applicants must show:
- An innovative trade idea
- Start-up or progressive experience
- Funding support, intellectual property, or innovation attestations
Traditional small trades usually do not hold the right to EntrePass approval.
Business Ownership Rules
One major benefit of the EntrePass is that it supports active trade ownership. Employment Pass holders, however, are generally employees. While they may own shares in some cases, the EP is not designed for the most part for start-up founders.
Salary Requirements
Employment Pass applications require applicants to meet minimum fee thresholds set by MOM. EntrePass applications do not understand the same salary-located assessment method. Instead, authorities focus on business potential, change, and economic contribution.
Company Sponsorship Requirements
1. Employment Pass
The firm hiring the external professional acts as the sponsor and manages the EP application process.
The employer arranged:
- Application submission
- Compliance obligations
- Salary declarations
- Pass renewals
2. EntrePass
EntrePass claimants effectively sponsor themselves through their own startups or trades.
The founder is directly responsible for:
- Business operations
- Company development
- Renewal milestone achievement
Renewal Conditions
Renewal conditions of EntrePass vs Employment Pass Singapore differ considerably between the two passes.
1. Employment Pass Renewal
EP renewals are usually based on:
- Continued contracting
- Salary eligibility
- Company agreement
- Updated MOM criteria
2. EntrePass Renewal
EntrePass renewals include stricter trade performance requirements, including:
Founders must explain that the start-up is contributing meaningfully to Singapore’s economy.
Family Sponsorship Benefits
Both passes may admit holders to produce family members to Singapore under certain conditions. EntrePass holders may need to meet specific revenue and leasing benchmarks before qualifying for dependent rights.
Conclusion
Both the EntrePass and Employment Pass offer valuable opportunities for foreigners who are going to build their future in Singapore. So, you can also consult with an expert for more help.
