Introduction
Singapore’s Overseas Networks & Expertise Pass (“ONE Pass”) is designed for a particular category of individuals: senior executives and business leaders with significant professional experience, remuneration or achievements in their respective fields. For high-net-worth individuals, founders, senior executives and internationally recognised professionals considering Singapore, the attraction is clear. Unlike a conventional Employment Pass (“EP”), the ONE Pass is personalised to the individual rather than tied to a single employer. It permits the holder to concurrently start, operate and work for multiple companies in Singapore, without the need to obtain a new work pass when changing jobs.
However, the flexibility of the ONE Pass should not be confused with unrestricted work rights or an automatic pathway for entrepreneurs. The eligibility criteria remain specific, and the obligations that come with holding the pass should be considered carefully when planning one’s relocation and professional activities in Singapore.
Who is the ONE Pass designed for?
The ONE Pass is intended for top talent across a broad range of sectors, including business, arts and culture, sports, academia and research. There are essentially two principal routes to qualify for the ONE Pass: one is based on remuneration, and the other is for individuals with outstanding achievements. Under the remuneration route, an applicant may qualify if he or she has earned a fixed monthly salary of at least S$30,000, or its foreign-currency equivalent, for the 12 consecutive months immediately preceding the application. Where the applicant is relying on prospective employment in Singapore, the future Singapore employer must offer a fixed monthly salary of at least S$30,000. For an overseas applicant relying on existing employment, the overseas employer must also qualify as an “established company”. The Ministry of Manpower (“MOM”) states that this means the company must have either a market capitalisation of at least US$500 million or annual revenue of at least US$200 million, with combined amounts across the global office potentially considered on a case-by-case basis.
For the achievements-based route, individuals with outstanding achievements in sports, arts and culture, or academia and research may qualify without meeting the S$30,000 salary criterion. Such applications are assessed holistically by MOM and the relevant agencies.
This distinction is important for business owners. Owning a successful business, in itself, does not appear on MOM’s published criteria as a standalone basis for obtaining a ONE Pass. The relevant question is whether the individual satisfies one of the prescribed remuneration or achievement criteria. Understanding the requirements when it comes to the remuneration route is particularly important where the ONE Pass applicant’s wealth is derived primarily from equity ownership, or other forms of income, rather than a qualifying fixed salary.
Key advantages of the ONE Pass
The principal attraction of the ONE Pass is its portability. A ONE Pass holder may concurrently start, operate and work for multiple companies in Singapore, subject to the terms of any applicable employment contract. There is also no need to apply for a new pass simply because the holder changes jobs. The pass is therefore materially different from a conventional employer-linked work pass. For an entrepreneur or senior executive with interests across several businesses, this can be particularly useful. A holder may, for example, be involved in an established Singapore business while simultaneously establishing a new venture or taking on another professional role, without having to restructure the underlying work-pass arrangements each time the individual’s professional activities change.
The ONE Pass also provides exemptions from the Complementarity Assessment Framework (“COMPASS”) and the Fair Consideration Framework job advertising requirements. In addition, there is no foreign worker levy or quota applicable to the pass. These features can make the ONE Pass attractive to family office principals, global executives and founders whose professional activities do not fit neatly within a single employer structure.
Another significant advantage is its longer validity period. A ONE Pass is generally issued for up to five years at the first instance, providing greater certainty over the holder’s work-pass status over a longer period. This contrasts with an Employment Pass, which is generally issued for up to two years when first approved and up to three years upon renewal. For senior executives and business owners planning a longer-term relocation to Singapore, the five-year validity of the ONE Pass may provide greater continuity and reduce the need for more frequent work-pass renewals. The longer validity period may also be particularly relevant when considering longer-term relocation and family arrangements.
The ONE Pass also offers flexibility for the spouses of ONE Pass holders. The spouse of a ONE Pass holder may work in Singapore with a Letter of Consent (“LOC”), rather than having to obtain a separate Employment Pass. This provides an additional degree of flexibility for families relocating to Singapore where both spouses wish to remain professionally active. For high-level executives, founders and other senior professionals considering a move with their families, the ability for a spouse to work under an LOC can therefore be an important practical consideration when comparing the ONE Pass with other work-pass options.
Renewing the ONE Pass
The ONE Pass may be granted for up to five years in the first instance and is renewable for subsequent periods of up to five years. However, the renewal criteria are different from the initial eligibility criteria and should be considered from the outset. For renewal, the holder must satisfy either one of two criteria:
- must have earned a fixed monthly salary of at least S$30,000 on average over the preceding five years in Singapore, OR
- must have started and be operating a Singapore-based company which employs at least five local employees, with each earning a gross monthly salary of at least the prevailing EP minimum qualifying salary.
The second criterion is particularly relevant to entrepreneurs. It means that the ONE Pass can support a founder’s transition from being a remunerated employee to an entrepreneur building substantive operations in Singapore. At the same time, it should not be viewed simply as a one-off requirement as continued eligibility depends on being able to meet and sustain the applicable renewal requirements. MOM may also require ONE Pass holders to notify them of their employment details, total annual income and professional activities, and MOM will email pass holders who are required to submit the annual notification with further instructions. However, MOM requires all ONE Pass holders to notify them promptly of any changes to personal details such as residential address, contact details, changes to passport and other personal particulars, amongst others, where applicable.
Passes for Family
For individuals relocating with their families, the ONE Pass can offer additional advantages. Legal spouses and unmarried children below 21 may apply for Dependant’s Passes, while certain other family members may qualify for Long-Term Visit Passes. As highlighted earlier, the spouse of a ONE Pass holder may also apply for a LOC to work or operate a business in Singapore. This can be an important consideration for families where both spouses intend to remain professionally active after relocating.
Important Considerations
The ONE Pass should nevertheless be approached as a work-pass solution, not a comprehensive immigration solution.
First, meeting the published criteria does not mean that every applicant should assume approval will be granted. MOM assesses every application on a case-by-case basis under the applicable criteria, and achievements-based applications may involve further assessment by relevant agencies.
Second, the S$30,000 threshold refers specifically to fixed monthly salary. Personal wealth, investment income, bonuses, commissions, stock options, dividends or equity ownership, amongst others, cannot be included as part of the qualifying salary. MOM expressly provides that other sources of income may be considered on a case-by-case basis, but this is discretionary and aspiring applicants should ensure that the qualifying fixed monthly salary of at least S$30,000 should come from one employer only.
Third, while the ONE Pass provides significant flexibility to concurrently start, operate and work for multiple companies, this flexibility remains subject to applicable employment contract terms. Individuals should therefore consider the terms of their existing employment arrangements when undertaking additional professional or business activities in Singapore.
Finally, the ONE Pass should not be regarded as synonymous with Singapore Permanent Residence. Singapore Permanent Residents (“SPRs”) are required to renew their Re-Entry Permits, which are granted for a maximum period of five years, to retain their SPR status while travelling in and out of Singapore. As such, holding the ONE Pass does not itself confer SPR status and the benefits that follow such status, and any subsequent applications for SPR would be a separate matter and subject to the applicable assessment by the Singapore Immigration & Checkpoints Authority.
Conclusion
For the right individual, the ONE Pass offers something increasingly valuable in a globalised economy: the flexibility to pursue different work and business interests without the need to transfer or reconfigure the individual’s work-pass status each time those interests change. It can be particularly compelling for senior executives, founders with multiple ventures, and established professionals who intend to build a longer-term base in Singapore while retaining flexibility in their professional activities.
For business owners, however, the more important question is not simply whether they can meet the S$30,000 threshold. It is whether their proposed Singapore activities, remuneration structure, corporate interests and longer-term plans fit within the ONE Pass framework, including the ONE Pass renewal requirements. In this respect, the ONE Pass is best viewed not merely as a premium work pass, but as part of a broader relocation and business-structuring strategy. For individuals considering Singapore as a base for themselves, their families and their businesses, understanding both the opportunities and the limitations of the ONE Pass at the outset are just as important as satisfying the initial eligibility criteria.
SMTP’s experience
As a private client firm, our Immigration and Family Offices department has a wealth of experience in navigating work pass applications such as the EntrePass, Employment Pass and Overseas Networks & Expertise Pass (“ONE Pass”) for clients looking to live and work in Singapore, including applications for Letters of Consent, Dependant’s Passes and Long-Term Visit Passes for their families. Our lawyers work closely with clients and their advisors, adopting a tailored and holistic approach to address families’ specific needs and requirements.
Should you or your clients require any assistance or advice, please feel free to contact. Our team would be pleased to discuss your circumstamces and guide you on the options available.
Viviana Chong
Senior Associate
