Each pass fails for a different reason. Tap one — here's the question your case has to answer before anyone pays MOM a fee.
Not just a salary line. A points framework on the candidate and your firm. Some look fine on paper and won't clear. We tell you which before you pay.
Capped against your local headcount, with a levy that rises as you hold more. The hire that "looks affordable" often isn't once it's in payroll.
Construction, marine, manufacturing, services — each with its own rules, and construction now needs CRS registration first. We check the whole chain, not just the form.
Also handled: Dependant's Pass and Long-Term Visit Pass for family, Letters of Consent, renewals, appeals. Salary benchmarks, quotas and levies are MOM's and they move — we confirm the current ones for your case rather than print them here.
Send us the role, the candidate's background and the salary you have in mind. We'll tell you which pass it is — and whether it stands — before anyone pays MOM a fee.
ASK WHICH PASS →An agency that only says yes is selling applications. We'd rather assess honestly, apply once, and still be your agency in five years.
ASSESS A CANDIDATE WITH US →Candidate, role, salary, quota, levy and COMPASS, read honestly before any application fee is spent.
EP, S Pass and Work Permit prepared and submitted properly, with the framework in mind for EP — once, right.
Renewed before expiry, planned around your headcount. We track the dates so you don't have to.
Your headroom and monthly exposure worked out before the hire, so the hiring plan holds together on payroll.
Dependant's Pass and Long-Term Visit Pass for spouses and children, prepared alongside the main pass.
If a pass is rejected, an honest view on whether an appeal has a case — and a proper one if it does.
Not the application. Not the appeal. The twenty minutes before either, when someone who does this every week tells you where your case really stands.
We don't just submit work passes. We tell you whether to.
Broadly: the Employment Pass is for professionals, managers and executives and is assessed on salary plus a points framework; the S Pass is for mid-skilled staff and is subject to quota and a monthly levy; the Work Permit is for semi-skilled workers in specific sectors with their own rules. Which one fits depends on the role, the candidate and your company — that's the first thing we work out with you.
COMPASS is MOM's points-based framework for Employment Pass applications. It scores the candidate — salary relative to peers, qualifications — and your firm — diversity, support for local employment — and the application must reach a minimum score. Some candidates who look fine on salary alone won't clear it. We assess each case against it before applying.
Quota caps how many S Pass and Work Permit holders you can employ relative to your local workforce. Levy is the monthly amount you pay MOM for each of them, and it rises with how many you hold. Both are set by MOM and change, so we don't print figures — we work out your actual headroom and exposure before you hire.
Only if there's something to argue. An appeal with no new information rarely changes the outcome and takes weeks. We look at the rejection, tell you honestly whether an appeal has a case, and if it does, build it properly — new facts, corrected details, a clearer picture of the role.
Eligible pass holders can apply for a Dependant's Pass for a spouse and children, or a Long-Term Visit Pass for certain other family members, subject to MOM's salary criteria for the sponsor. We prepare the family passes alongside the main application so everything moves together.
Yes — construction firms must be registered with BCA's Contractors Registration System before they can apply for construction Work Permits or S Passes. If you're not registered, that comes first. We handle CRS as well; see our CRS & BCA page.
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