Singapore remains one of the top destinations in Asia for global professionals seeking exciting career opportunities. Its strong economy, transparent governance, and cosmopolitan lifestyle make it a magnet for skilled workers worldwide.
However, getting approval for an Employment Pass (EP) — the main work visa for foreign professionals — is not guaranteed.
Even highly qualified applicants sometimes face rejection from the Ministry of Manpower (MOM). Understanding why applications get rejected is the first step to avoiding costly mistakes and improving your chances on reapplication.
This article explores the top reasons why Employment Pass applications are rejected, how MOM evaluates candidates, and what employers and applicants can do to strengthen their next submission.
1. Salary Does Not Meet MOM’s Minimum Requirements
The first and most common reason for rejection is not meeting the minimum qualifying salary.
As of 2025, the MOM requires:
- A minimum S$5,000 monthly salary for most industries.
- A higher threshold of S$5,500 for the financial services sector.
- For experienced candidates, MOM expects progressively higher salaries — often between S$7,000 and S$10,000 depending on age and seniority.
Why Salary Matters
MOM uses salary as a reflection of the applicant’s professional level and value to the company. A low salary may suggest that the applicant is being hired for a junior role more suited to a local candidate under the Fair Consideration Framework (FCF).
How to Avoid This
- Ensure the offered salary matches the applicant’s experience and industry standards.
- Use MOM’s Self-Assessment Tool (SAT) to check eligibility before submitting.
- If the salary is slightly below the benchmark, consider providing additional justification — such as performance bonuses, commissions, or stock options.
2. Insufficient Educational Qualifications
MOM gives strong consideration to applicants with recognised degrees, professional qualifications, or specialised expertise relevant to the role.
If the applicant’s qualifications come from unaccredited institutions or unverified sources, MOM may view the application as weak.
Typical Scenarios
- Diploma or degree not recognised internationally.
- Academic documents not translated or authenticated.
- Mismatch between education field and job role (e.g., a degree in art but applying for a data analyst role).
How to Avoid This
- Submit officially certified copies of academic transcripts.
- Ensure translation and notarization of non-English documents.
- Emphasize professional certifications and career experience to offset non-traditional degrees.
- Include letters of reference or work portfolio to demonstrate applied expertise.
3. Job Role Does Not Match Applicant’s Experience
MOM evaluates whether the applicant’s work experience aligns with the job role in Singapore.
A mismatch between the title, responsibilities, or industry background can trigger rejection. For instance:
- A person with a background in hospitality applying for a finance position.
- A junior-level engineer applying for a senior managerial position without leadership experience.
Why MOM Cares About Job Fit
Singapore’s manpower policies aim to ensure that foreigners are hired only when they possess skills not readily available in the local workforce. A poor match suggests the role could be filled locally.
How to Avoid This
- Clearly describe the job scope and responsibilities in the EP application.
- Align the applicant’s CV and cover letter with the job description.
- Include evidence of past achievements that demonstrate suitability for the role.
- Provide organizational charts or references to justify the applicant’s seniority.
4. Weak Company Profile or Financial Standing
MOM not only assesses the applicant but also reviews the employer’s background. If the employer is a newly registered, inactive, or financially unstable company, MOM may question whether the business genuinely needs to hire foreign professionals.
Signs That Raise Red Flags
- Newly incorporated company with no financial records.
- Low or no local employee headcount.
- Limited business activity or unclear operations.
- Frequent EP applications with high rejection rates.
How to Avoid This
- Include ACRA Business Profile showing active status.
- Provide company brochures, website links, or financial statements to prove operational legitimacy.
- Maintain a balanced local-to-foreign workforce ratio.
- Ensure job advertisements under the Fair Consideration Framework (FCF) are properly listed on MyCareersFuture.sg before applying.
5. Failure to Comply with the Fair Consideration Framework (FCF)
The Fair Consideration Framework (FCF) ensures that Singaporeans are given fair opportunities before companies hire foreigners.
If a company fails to advertise the job properly or cannot show evidence of local hiring efforts, MOM may reject the Employment Pass.
What MOM Checks
- Whether the job position was posted on MyCareersFuture.sg for at least 14 days.
- Whether local candidates were fairly considered.
- Whether the job ad was genuine and not tailored only for foreign applicants.
How to Avoid This
- Ensure all job advertisements meet FCF guidelines.
- Keep a record of interview notes, shortlisted candidates, and reasons for selection.
- Apply for FCF exemptions only when eligible (e.g., high-salary positions above S$22,500 per month or intra-company transfers).
6. Incomplete or Inaccurate Documentation
Even small errors or missing documents can cause major delays or outright rejection. MOM is very strict about accuracy and completeness.
Common Mistakes
- Missing educational transcripts or untranslated certificates.
- Incorrect passport details or expiry dates.
- Inconsistent job titles between the EP form and the employment contract.
- Unclear scanned copies or illegible documents.
How to Avoid This
- Double-check all documents before submission.
- Ensure that names, dates, and job titles are consistent across all paperwork.
- Submit high-resolution scanned copies.
- If uncertain, engage a professional Employment Pass agent to verify and compile the documents.
7. Company’s Local to Foreign Employee Ratio
MOM reviews the company’s overall workforce composition. Firms that rely too heavily on foreign workers without building a local base are more likely to face EP rejections.
Why This Happens
Singapore aims to maintain a sustainable and inclusive workforce, where locals have strong opportunities for employment and advancement.
Companies with disproportionately high foreign headcount may trigger MOM’s scrutiny.
How to Avoid This
- Hire and train local Singaporean employees in supporting roles.
- Demonstrate that the foreign hire brings specialized expertise not available locally.
- Include training or knowledge-transfer plans for local staff.
8. Unverified or Dubious Work Experience
MOM frequently verifies the applicant’s employment history and may contact previous employers for confirmation.
Fake, inflated, or unverifiable work experience will almost certainly lead to rejection.
Common Issues
- Providing unverifiable company names.
- Misrepresenting job duration or position.
- Submitting reference letters that lack contact information.
How to Avoid This
- Provide accurate employment details with contactable references.
- Ensure that all work experience can be proven through official documents like pay slips or tax records.
- Never attempt to exaggerate job titles or achievements — MOM conducts random audits and background checks.
9. Job Market Saturation or Overlapping Roles
Certain industries in Singapore — such as marketing, HR, and admin support — already have strong local talent pools.
When a foreign applicant applies for a role that is not highly specialized, MOM is less likely to approve the EP.
Why This Happens
MOM prioritizes foreign hires for niche or high-demand sectors such as:
- Information Technology and AI
- Financial Technology (Fintech)
- Engineering and Renewable Energy
- Biomedical Sciences
- Cybersecurity
How to Avoid This
- Emphasize unique technical or managerial skills that differentiate the applicant.
- Highlight how the applicant will contribute to innovation or business growth.
- If possible, include letters of intent from clients or investors demonstrating the applicant’s strategic importance.
10. Applicant’s Background Raises Compliance Concerns
In rare cases, MOM may reject applications due to inconsistencies or compliance concerns regarding the applicant’s history or personal data.
This includes:
- Prior immigration or employment violations in Singapore.
- Discrepancies in identity documents.
- Unpaid taxes or past work pass misuse.
How to Avoid This
- Always provide truthful and transparent information.
- If the applicant previously worked in Singapore, ensure all tax clearances (IR21) and pass cancellations were completed properly.
- Avoid using multiple agents to submit duplicate applications — it may raise flags.
11. Poorly Written Job Descriptions
A vague or poorly written job description is another subtle yet common reason for rejection.
If MOM cannot clearly understand the scope, seniority, and necessity of the role, the application will likely be rejected.
Examples of Weak Job Descriptions
- “Assist in daily tasks and coordination.”
- “Support the management in business operations.”
These descriptions sound generic and can apply to local candidates.
How to Avoid This
- Write clear, detailed job descriptions emphasizing specialized skills.
- Include key functions, such as project management, regional oversight, or advanced technical responsibilities.
- Use terminology aligned with the candidate’s qualifications and experience.
12. Frequent Changes or Short Employment History
MOM may also be cautious if an applicant changes jobs too often or has a history of short employment stints.
This could signal instability or lack of long-term commitment.
How to Avoid This
- Provide valid explanations for career transitions (e.g., project-based contracts, company closure, relocation).
- Emphasize career progression rather than frequent job-hopping.
- Show a clear intent to stay in Singapore for the long term.
13. Not Engaging Professional Assistance
While it’s possible for employers to file EP applications themselves, many rejections happen due to unfamiliarity with MOM’s evolving criteria.
Regulations are updated frequently, and even small errors can derail approval.
How to Avoid This
- Engage a specialized Employment Pass agency that understands MOM policies, documentation, and appeal strategies.
- Professional consultants ensure every submission meets compliance standards and maximize approval rates.
14. How to Appeal a Rejected Employment Pass
If your EP application is rejected, don’t panic — you can file an appeal within 3 months of rejection.
Key Steps to Appeal:
- Review MOM’s rejection reason carefully.
- Address the specific issues mentioned (e.g., salary, education, job mismatch).
- Submit additional supporting documents to strengthen the case.
- File the appeal online through MOM’s EP Online system.
Appeal results are usually available within 3 to 6 weeks.
Applicants who work with experienced EP consultants have significantly higher appeal success rates, as professionals can present the case with the right evidence and justification.
Conclusion
An Employment Pass rejection can be disappointing, but it’s often preventable.
By understanding the reasons behind rejections — from salary benchmarks to documentation accuracy — both employers and applicants can refine their applications and improve their approval odds dramatically.
Singapore remains committed to attracting global talent, but MOM ensures that only those who meet the nation’s standards for skills, integrity, and contribution are approved.
With careful preparation and professional guidance, you can turn a rejection into a successful approval on your next attempt.
For expert help in applying for your Employment Pass in Singapore, visit https://employmentpassapplication.sg/.