Dependency Ratio Ceiling
The DRC caps the share of your workforce that may be foreign, and differs by sector. Your local headcount therefore determines how many Work Permit and S Pass holders you may employ.
Employer guide to hiring in Singapore
What actually determines whether you can hire a foreign worker, what you will be asked to provide, and where the process usually goes wrong.
Three things decide what you can hire
Employers often start by choosing a candidate. In Singapore it is worth starting one step earlier, because three rules decide whether that candidate can be hired at all.
Foreign worker levy
A monthly levy is payable for each Work Permit and S Pass holder. The rate depends on sector, skill classification and how heavily you rely on foreign manpower.
Sector & source eligibility
Your sector determines which pass types and which source countries are open to you. A role that is straightforward in construction may not be permitted in services.
We deliberately do not publish levy rates or DRC percentages here. MOM revises them, and a figure that is out of date is worse than no figure at all. We assess your position against the rates prevailing when you hire. The official current figures are published at mom.gov.sg.
Pass types
Which pass fits which hire
| Pass | Typically for | Key considerations |
|---|---|---|
| Work Permit | Semi-skilled and general workers in construction, marine shipyard, process, manufacturing and services | Subject to DRC, sector quota, levy, approved source countries, security bond and medical insurance |
| S Pass | Mid-skilled staff — technicians, supervisors, specialists | Must meet MOM's qualifying salary and qualification criteria; has its own sub-quota and levy tier |
| Employment Pass | Professionals, managers and executives | Qualifying salary applies, plus the points-based assessment where relevant; no quota or levy |
| Work Permit (MDW) | Migrant domestic workers employed by households | Employer eligibility assessment, security bond, insurance, Settling-in Programme and employer orientation as applicable |
Qualifying salaries, quotas and criteria are set by MOM and revised periodically. Treat this table as an orientation, not as the current rulebook.
Before you start
What we will ask you for
Having these ready is the single biggest thing you can do to shorten the timeline.
- ACRA business profile and UEN
- Sector classification and current local headcount
- Existing foreign workforce by pass type
- Job description, salary offered and working hours
- Intended start date and contract duration
- Accommodation arrangements for the worker
- CPF contribution records, where relevant to quota assessment
Working with us
Six steps from vacancy to first day
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Eligibility check
We establish what your quota, DRC and sector rules actually permit before anyone spends time on candidates.
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Sourcing & shortlisting
Candidates drawn from the source countries open to your sector, screened for skills, experience and documentation.
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Interview & selection
Video or in-person interviews, with trade tests and skills certification arranged where the sector requires them.
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Application & approval
Advertising where the Fair Consideration Framework applies, then submission and tracking through to in-principle approval.
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Clearance & arrival
Medical examination, insurance, security bond, flights and airport reception, coordinated on your behalf.
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Onboarding & renewals
Settling-in Programme, thumbprinting, pass card, accommodation — then expiry tracking so renewals never creep up on you.
Start with an eligibility check
Send us your sector, local headcount and the roles you want to fill. We will come back with what you can hire, from where, and roughly how long it will take.