TRW & Co · Employment & Mobility
Dependant and Family Mobility in Singapore
Dependant passes in Singapore let the spouse, children and sometimes parents of an eligible foreign professional live in Singapore. Eligibility turns on the main holder’s pass, fixed salary and sponsor, not household income. The passes end when the main pass ends, so families and employers need to plan relocation, spouse employment and exits together.
Key pointA Dependant’s Pass does not let a spouse work: they need their own EP or S Pass, a DP-Work Permit, or a Letter of Consent to run their own business, and every one of these falls away if the main holder’s pass is cancelled.
At a glance
S$6,000 fixed salary
EP and S Pass holders need a fixed monthly salary of at least S$6,000 and an established Singapore sponsor to bring a spouse or children.
S$12,000 for parents
Parents can be considered for a Long-Term Visit Pass only where the main holder earns a fixed monthly salary of at least S$12,000.
DP or LTVP
Legally married spouses and children under 21 use the DP; common-law spouses, step-children and handicapped adult children use the LTVP.
Work needs a route
DP holders may work on an EP, S Pass or DP-Work Permit, or run their own business under a Letter of Consent.
ICT families excluded
Families of EP holders who applied as overseas intra-corporate transferees under GATS or an FTA are generally not eligible, unless an agreement covers them.
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What dependant passes in Singapore cover
Dependant passes in Singapore let the families of eligible foreign professionals live in Singapore while the main pass holder works. The two main instruments are the Dependant's Pass (DP), for a legally married spouse and unmarried children under 21, and the Long-Term Visit Pass (LTVP) issued through MOM, for a defined group of other family members.
For most relocating executives, the family question decides whether the move happens at all. A role can clear every Employment Pass test and still fail as a relocation because the spouse cannot work, a step-child falls outside the DP, or a parent needs care. Employers that plan family mobility early keep more of the candidates they recruit.
Family passes are derivative. They depend on the main holder's work pass, salary and sponsor, and they generally fall away when the main pass ends. That dependency is the central legal risk, and it shapes everything from offer letters to exit planning.
The legal and regulatory framework
The Ministry of Manpower (MOM) administers the DP and the employment-linked LTVP under the Employment of Foreign Manpower Act 1990 and its work pass regulations, read with Singapore's immigration legislation. The Immigration and Checkpoints Authority (ICA) handles entry, other categories of LTVP (for example, for spouses of Singapore citizens), student passes and permanent residence.
The practical rules sit on MOM's eligibility pages and change from time to time. Three points matter most:
- Eligibility is set by the main holder. MOM's Dependant’s Pass eligibility requires the main holder to hold an Employment Pass or S Pass, earn a fixed monthly salary of at least S$6,000, and be sponsored by an established Singapore-registered company.
- The salary is the individual's. MOM states the test is based on the main holder's salary, not combined household income.
- Different passes, different rules. Dependants of EntrePass and ONE Pass holders follow separate requirements, and some intra-corporate transferees cannot sponsor family at all.
Approval remains at MOM's discretion. Meeting the criteria gives the family a basis to apply; it does not guarantee a pass.
Who qualifies for which pass
The table below summarises MOM's current published position for families of Employment Pass and S Pass holders.
| Family member | Pass | Main holder's fixed monthly salary | Key evidence |
|---|---|---|---|
| Legally married spouse | Dependant's Pass | At least S$6,000 | Marriage certificate |
| Unmarried child under 21, including legally adopted | Dependant's Pass | At least S$6,000 | Birth certificate or adoption order |
| Common-law spouse | LTVP | At least S$6,000 | Evidence of the relationship |
| Unmarried step-child under 21 | LTVP | At least S$6,000 | Birth certificate and parent's marriage certificate |
| Unmarried handicapped child aged 21 or above | LTVP | At least S$6,000 | Birth certificate and medical evidence |
| Parent | LTVP | At least S$12,000 | Main holder's birth certificate |
Source: MOM's Long-Term Visit Pass eligibility and DP eligibility pages. The S$12,000 threshold for parents is the one families most often miss. Our notes on the Dependant’s Pass and the family LTVP work through borderline cases.
The intra-corporate transferee exclusion
Family members of EP holders who applied as overseas intra-corporate transferees under the WTO GATS or an applicable free trade agreement are generally not eligible for DPs or LTVPs, unless the relevant agreement specifically covers them and they meet the prevailing criteria. The ICT route saves time on the EP side because it avoids COMPASS and job advertising, but it can cost the family its passes. Check this before the main application is filed, not after.
Families of EntrePass and ONE Pass holders
Dependant passes in Singapore work differently for founders. MOM's EntrePass family rules do not use a salary test. Instead, an EntrePass holder can bring a spouse and children if the business meets at least one of four conditions: annual total business spending of S$100,000 with one local workforce member; a track record of founding and selling two or more venture-backed or innovative technology companies; having raised more than S$2 million for a past or current business; or holding two or more deep tech intellectual property rights giving the business a significant competitive advantage.
Parents of EntrePass holders need more: annual total business spending of S$200,000 and two local workforce members. In practice, this means a founder's family plan depends on the company's growth, so the founder should model when the business will reach these numbers before moving the family. ONE Pass holders have their own family rules, which MOM publishes separately; check them directly rather than assuming the EP rules apply.
Salary and sponsor: the tests that decide eligibility
Most refusals and late surprises for dependant passes in Singapore trace back to two tests: fixed salary and the sponsor.
Fixed monthly salary. Only the contractual fixed monthly salary counts. Housing allowances, school fees paid by the employer, annual bonuses and equity do not. An expatriate package worth far more than S$6,000 can still fail if the base salary is lower. If the employer wants the family to relocate, the package should be structured so the fixed element clears the threshold that applies to each family member, with headroom for the parent threshold where relevant.
Established sponsor. The main holder must be sponsored by an established Singapore-registered company, usually the employer. A newly incorporated entity with little operating history may find family applications harder, even where the main pass has been approved. Groups setting up a new Singapore subsidiary should consider which entity employs the first relocating executives.
Why employers need a family mobility policy
Employers that relocate staff regularly benefit from a written policy on dependant passes in Singapore. It should say who applies and pays for family passes, how salary is structured for eligibility, what support spouses receive for work routes, and what happens to family passes on termination or transfer. A consistent policy reduces negotiation with each hire and avoids promises the company cannot keep.
The policy should also allocate responsibility. Someone in HR or mobility must own the calendar of family pass expiries, children's birthdays and salary reviews. Without that owner, family issues surface only when a pass lapses.
Put the fixed salary on the first page of the offer letter, separately from allowances, and check it against both the S$6,000 and S$12,000 thresholds before the candidate accepts. A family that has sold its home and enrolled children in school is badly placed to discover a salary gap after arrival.
Can a dependant work? DP-WP, work passes and the Letter of Consent
A DP does not itself give a right to work. MOM's guidance on DP holders working sets out three routes:
- Employment Pass or S Pass. A prospective employer applies on the dependant's behalf, and the dependant must meet the prevailing criteria. The DP is cancelled before the new pass is issued, so the person no longer depends on the main holder to stay.
- DP-Work Permit (DP-WP). There is no minimum qualifying salary, the permit's validity is tied to the DP, and the employer is subject to quota and levy. A new employer can only apply after the current employer cancels any existing DP-WP.
- Letter of Consent (LOC) for business owners. A DP holder who sets up or runs their own business applies for an LOC rather than a work pass.
The LOC for DP business owners is narrower than many families assume. The business must be ACRA-registered and the DP holder must be a sole proprietor, partner, company director with at least 30% shareholding, or member of a company limited by guarantee. To renew, the DP must have at least three months' validity left and the business must have hired at least one Singaporean or permanent resident earning at least the prevailing Local Qualifying Salary, with CPF contributions for at least three consecutive months. Our Letter of Consent guide covers the detail.
The dependant's career is the hidden variable in most relocations. Plan it as carefully as the main holder's pass.
The application process step by step
- Map the family. List every family member who will move, their relationship to the main holder and their ages, including children who will turn 21 during the assignment.
- Test eligibility. Confirm the main holder's pass type, fixed monthly salary and sponsor against the DP and LTVP thresholds, and check for any ICT exclusion.
- Gather and legalise documents. Collect marriage, birth and adoption records. Arrange certified English translations where documents are in another language, and check whether MOM requires further verification.
- Apply through the sponsor. The employer or an authorised employment agent usually applies, often together with or shortly after the main pass.
- Complete issuance. Once approved, complete issuance formalities, which may include registration of fingerprints and photographs, before the pass is issued.
- Plan for work and schooling. Decide whether the spouse will seek a work pass, DP-WP or LOC, and confirm school admissions and any student pass needs for older children.
- Track renewals and life events. Align family pass expiry with the main pass, and diarise birthdays at 21, salary changes and contract end dates.
Longer-term status
Family passes are temporary by design. Families who plan to stay in Singapore for the long term sometimes consider applying for permanent residence through ICA, which assesses applications on its own criteria and at its own discretion. Permanent residence is never guaranteed, and there is no published formula that converts years on a pass into approval. Until a different status is granted, the family's position remains tied to the main holder's work pass, so the planning points on this page continue to apply for the whole assignment.
Documents and evidence to assemble
Strong applications for dependant passes in Singapore rest on clean civil-status documents. Typically needed:
- Passport biodata pages for each family member, with enough validity for the pass period.
- Marriage certificate for a spouse; for a common-law spouse, documents evidencing the relationship recognised in the home jurisdiction.
- Birth certificates naming the main holder as parent; adoption orders for adopted children; the main holder's marriage certificate for step-children.
- For a parent LTVP, the main holder's own birth certificate showing the parent's name.
- For an unmarried handicapped child aged 21 or above, medical documentation of the condition.
- Certified translations into English of any document in another language.
- The main holder's pass details and the employment contract showing fixed salary.
Inconsistent names, transliteration differences and missing parent details on birth certificates are common causes of delay. Fix them before applying.
Risks and common mistakes
What happens to the family if the main holder loses their job?
Family passes depend on the main holder's pass. When the main pass is cancelled, the family's passes are normally cancelled with it, and the family must leave or obtain another basis to stay. A DP holder working on a DP-WP or running a business on an LOC loses that permission too. Employers handling an executive exit should give the family time to make arrangements and consider whether a new employer can sponsor the main holder quickly.
A child turning 21 during the assignment
The DP covers unmarried children under 21. A child who turns 21 is no longer eligible for a DP, unless the handicapped-child LTVP route applies. Families with teenagers should plan early: a child in tertiary study may need a student pass from ICA, and a child who wants to work needs their own work pass. Missing the birthday can leave a young adult without status during exams or university applications.
Salary cuts and restructured packages
If the main holder's fixed salary falls below S$6,000, or below S$12,000 where a parent holds an LTVP, the family's eligibility at renewal is at risk. This can happen when a package is restructured to move value into allowances, or after a reduction in hours. Employers should check family pass consequences before changing pay, and employees should raise the issue before agreeing to a new package.
Separation, divorce and changes in family status
A spouse's DP depends on the marriage. Separation or divorce can end the basis for the pass, and may affect children's arrangements if custody is shared across countries. These are sensitive situations where immigration status, family law and the employment relationship collide. Early, confidential advice helps the family manage timing and avoid an unplanned departure. Changes in circumstances should be reported as MOM requires.
Spouses starting work before approval
A DP holder who starts working, even informally or remotely for a Singapore client, without the correct pass or LOC risks breaching EFMA. The same applies to consulting through a newly formed company before the LOC is issued. Unpaid charitable volunteering does not need a work pass, but paid work does. Confirm the route before the first day of work, not after.
The cross-border angle
Family mobility is shaped as much by the home jurisdiction as by Singapore.
- Bangladesh. Marriage and birth records from Bangladesh may be in Bengali and may need certified translation and authentication. Name spellings often differ between national ID, passport and civil records; reconcile them before filing. Where a family's marriage is registered under personal law, keep the registration evidence available.
- United Kingdom. UK families often include unmarried partners and step-children. These fall under the LTVP rather than the DP, and the evidence of relationship needs to be planned accordingly.
- UAE and China. Executives moving from the Gulf or mainland China may have documents issued in Arabic or Chinese, adoption orders from different systems, or children in boarding schools abroad. Check how foreign adoption orders and custody arrangements will be evidenced.
- Wider ASEAN. Families who keep a home in Malaysia or Indonesia while the main holder works in Singapore should check that pass use matches residence.
Where foreign family law or civil records are in issue, we work with counsel in the relevant country so that the Singapore application rests on documents that will stand up.
How TRW & Co helps
We advise employers and families on dependant passes in Singapore as part of relocation planning. Our role is advisory: we map eligibility, structure packages, prepare document plans and coordinate with HR teams and employment agents on filings.
Relocation eligibility review
We test each family member against MOM's DP and LTVP criteria before the offer is finalised, including the parent threshold and any ICT exclusion. Our relocation planning guide shows how this fits into the wider move.
Package and contract structuring
We work with the employer to set a fixed salary that supports the family plan, and reflect it accurately in the Employment Pass application and contract.
Spouse career and business routes
We explain the EP, S Pass, DP-WP and LOC options, and help spouses set up compliant businesses where the LOC route fits. Founders may also consider EntrePass and founder mobility.
Life events and exits
We advise on children turning 21, separations, salary changes and job loss, and coordinate with family law counsel abroad. Where Singapore court or tribunal representation is required, we work alongside Singapore-qualified counsel.
See the full range of our practices, and our guide to workforce dependants policy for HR teams.
Checklist for decision-makers
- Does the main holder hold, or will they hold, an EP or S Pass with fixed monthly salary of at least S$6,000?
- Will any parent move, and does the fixed salary reach S$12,000?
- Is the sponsor an established Singapore-registered company?
- Is the main holder applying as an overseas intra-corporate transferee, and if so, can the family still obtain passes?
- Are civil documents complete, consistent and translated?
- Does the spouse plan to work or run a business, and which route fits?
- Will any child turn 21 during the assignment?
- Who tracks family pass expiry and life events alongside the main pass?
To plan dependant passes in Singapore for a relocating family or an executive group, contact TRW & Co at info@trw.co.
Frequently asked questions
01Who can sponsor a Dependant’s Pass in Singapore?
According to MOM, the main holder must hold an Employment Pass or S Pass, earn a fixed monthly salary of at least S$6,000, and be sponsored by an established Singapore-registered company, usually the employer. The salary test applies to the main holder’s own salary, not household income. Dependants of EntrePass and ONE Pass holders follow separate requirements. Work Permit holders cannot sponsor family passes. Meeting the criteria makes the family eligible to apply, but MOM decides each case.
02Can my parents come to Singapore on a dependant pass?
Parents are not eligible for a Dependant’s Pass. They may be considered for a Long-Term Visit Pass issued through MOM, but only where the main EP or S Pass holder earns a fixed monthly salary of at least S$12,000 and meets the other criteria. Allowances and bonus do not count towards that figure. Even where the threshold is met, approval is discretionary. Families planning to bring parents should test the salary structure before accepting an offer, and consider health insurance and long-term care arrangements.
03Can a Dependant’s Pass holder work in Singapore?
Not on the DP alone. MOM provides three routes. An employer can apply for an Employment Pass or S Pass if the dependant meets the criteria, in which case the DP is cancelled. An employer can apply for a DP-Work Permit, which has no minimum salary but is subject to quota and levy and is tied to the DP. A dependant who runs their own business applies for a Letter of Consent. Unpaid charitable volunteering does not need a work pass.
04What is the Letter of Consent for DP business owners?
It allows a DP holder to operate their own ACRA-registered business as a sole proprietor, partner, director with at least 30% shareholding, or member of a company limited by guarantee. The first LOC lasts up to one year or until the DP expires, whichever is earlier. To renew, the DP must have at least three months’ validity left and the business must employ at least one Singaporean or permanent resident earning at least the prevailing Local Qualifying Salary, with CPF contributions for three consecutive months.
05What happens to dependant passes if the main holder changes jobs?
The family’s passes are linked to the main holder’s pass and sponsor. If the main holder moves to a new employer, the new employer obtains a new work pass, and family passes must then be dealt with on the new basis. If there is a gap, or the main pass is cancelled before a new one is issued, the family’s passes are at risk. Plan the timing of the move so the new pass is in place, and check the new salary still clears the family thresholds.
06What happens when my child turns 21?
The Dependant’s Pass covers unmarried children under 21. Once a child turns 21, they no longer qualify for a DP. If the child has a disability, the LTVP for unmarried handicapped children aged 21 or above may be available where the main holder meets the criteria. Otherwise, the child needs a pass in their own right, for example a student pass from ICA for tertiary study, or a work pass if they will be employed. Start planning well before the birthday.
07Can an intra-corporate transferee bring family?
Often not. MOM states that family members of Employment Pass holders who applied as overseas intra-corporate transferees under the WTO GATS or an applicable free trade agreement are generally not eligible for Dependant’s Passes or Long-Term Visit Passes, unless the applicable FTA specifically covers them and they meet the prevailing criteria. If the family is relocating, compare the ICT route with a standard EP application, which requires COMPASS and job advertising but preserves family eligibility.
Sources and official materials
- Dependant’s Pass eligibility (MOM) — Main holder salary, sponsor and eligible family
- Long-Term Visit Pass eligibility (MOM) — Common-law spouses, step-children and parents
- Working in Singapore as a DP holder (MOM) — EP, S Pass, DP-WP and LOC routes
- LOC for DP business owners (MOM) — Roles, shareholding and renewal conditions
- EntrePass passes for family (MOM) — Separate family rules for founders
- Immigration & Checkpoints Authority — Student passes, entry and permanent residence
General information only, current as at 20 October 2026. It is not legal advice and does not create a lawyer–client relationship. Singapore law and regulatory practice change; check current official sources and take advice on the facts of your matter.
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