ONE Pass — for top earners and outstanding talent.

ONE Pass eligibility runs through one of two qualifying tracks; meeting either track is the gating threshold for assessment.

• Salary track. Last drawn fixed monthly salary of at least S$30,000 for the past 12 months, at an established firm with market capitalisation of at least US$500M OR annual revenue of at least US$200M. Both the salary and the employer thresholds need to be evidenced; the employer-tier check gates more borderline cases than the salary floor itself.
• Outstanding achievement track. Demonstrated outstanding achievement in arts and culture, sports, sciences and technology, academia, or research. Evidence here is qualitative — international awards, publication record, recognition from peers, leadership positions in domain-defining institutions. The bar is high; the evidence base is curated.

Some senior candidates qualify under both tracks. The salary track tends to be cleaner to evidence where the candidate has a continuous high-salary history at a qualifying employer.

1. Candidate diagnostic — career history, last-drawn salary trajectory, current employer profile, alternative track evidence.
2. Salary continuity verification — 12-month fixed-monthly-salary evidence, currency conversion, contractual structure.
3. Employer-tier check — market capitalisation or revenue evidence for the qualifying employer.
4. Outstanding-achievement evidence assembly (where applicable) — international awards, peer recognition, leadership positions.
5. Application packet preparation and lodgement.
6. Clarification responses through MOM's decision window.
7. Post-approval — issuance, on-arrival formalities, accompanying Dependant's Pass packaging.
8. Renewal preparation — initial pass is 5 years; renewal evidence base includes Singapore presence, employer mobility record, and updated salary or achievement evidence.

ONE Pass replaced the PEP for high earners. The Personalised Employment Pass (PEP) was closed to new applications on 1 September 2023; ONE Pass is the structurally clean successor for the high-earner segment. Existing PEP holders considering renewal or transition usually pivot to ONE Pass at renewal time.

Employer-tier threshold gates more cases than salary. The S$30,000 salary is well-defined and easy to evidence. The employer thresholds — market cap ≥US$500M or annual revenue ≥US$200M — exclude many smaller firms whose senior staff individually meet the salary mark. Diagnostic verifies the employer side first.

Employer mobility is structural, not optional. ONE Pass holders can change employers or hold multiple concurrent appointments without re-applying. This is a real advantage over EP — but it also means the renewal evidence base is broader (Singapore presence and employer history across the full 5-year period, not just at issuance).

For the Tech.Pass-vs-ONE-Pass decision specifically, see Tech.Pass vs ONE Pass: Which Singapore Visa Should AI/Tech Founders Apply For?. Parent pillar: Work Visa Hub. Sibling pages: Employment Pass (EP) and Tech.Pass.

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