HomeWork Visa & Employment Pass
Support with Employment Pass and other work visa applications, for founders and for the people they hire. Eligibility is checked against the current MOM requirement first, because the numbers move.
Approval sits with MOM, and preparation is the part you control. Most refusals trace back to a job description, a document or a salary that was wrong before submission.
MOM sets a minimum qualifying salary that rises with age and differs by sector, and it is revised from time to time. The current figure is checked against your candidate before drafting starts, because last year's number proves nothing.
Employment Pass applications are assessed under the COMPASS framework, which weighs the candidate and the hiring company together. Your company profile counts, so the same person reads differently at two employers. That assessment happens before you commit to a hire.
Qualifications need verifying and a vague job title invites questions. The role is written out with duties, reporting line and salary, and educational documents are checked against the proof MOM asks applicants to produce.
Someone applying for a pass in a company they own is looked at more closely than an ordinary hire. Paid-up capital, the business plan and what the company trades come into it, and so does the order of setting up.
Passes expire, salaries rise and job titles change, and each of those touches MOM records. Renewal windows and notification duties are tracked for you, because a lapsed pass stops a person working from the day it ends.
Family members hold their own passes under their own conditions. Where a candidate is bringing a spouse or children, the applications are prepared together, so nobody is left in another country waiting on a form that was forgotten.
Three of these steps are ours and yours together. The last one belongs to MOM, and no provider shortens it or promises how it ends.
Age, sector, qualifications and proposed salary are measured against the current MOM requirement, and the COMPASS assessment is run using your own company profile. If the answer is no, you hear it at this point rather than after a refusal and a wasted offer.
Before anything is draftedPassport pages, education certificates, a CV and the employment terms come in. Where a qualification needs third party verification, that starts early, since it sits outside everyone's control and holds up the submission when it is left late.
Depends on verificationJob description, salary, company details and supporting documents go in through MOM's system. Questions from MOM come back to us and are answered from what the file already supports, without the story changing halfway through.
Once documents are completeApproval leads to the in-principle letter, a medical where one is required, and issue of the pass. A refusal comes with reasons, and we go through whether a stronger case exists or whether a different pass suits the person better.
MOM's own timelinePass work is quoted case by case, because a straightforward hire and a founder's own application are different pieces of work. Either way you get a fixed number in writing before anything starts, and it holds.
MOM's fees sit outside our quote and are passed on as charged. Where a qualification needs verifying, that provider bills its own fee, and you hear the expected amount before anything is ordered on your behalf.
Quoted for your company
Agreed in writing before we start
Ask for a quotePrices exclude GST. MOM application and issuance fees, medical examination costs and qualification verification charges are passed on at cost, with the receipts attached to the invoice.
MOM sets a minimum qualifying salary that rises with age and differs by sector, and the figure is revised periodically. Any number printed on a website ages badly, so the current requirement is checked against your specific candidate before anything is drafted. Meeting the minimum is a starting point rather than an approval.
The framework MOM uses to assess Employment Pass applications. It scores the candidate and the employer together, taking in things like qualifications, salary against peers in the sector, and the make-up of your existing workforce. We run the assessment for your company and the individual before applying, since the thresholds are revised and both sides affect the result.
MOM sets the pace and publishes its own processing guidance, which changes. The parts that add weeks sit on your side: verification of a qualification from an overseas institution, and documents arriving one at a time. Assemble those before submission and you remove the delay you own.
No. Approval is MOM's decision and nobody outside MOM is in a position to promise it. What we do is check eligibility first, write the role and the case properly, and tell you plainly when an application looks weak, before you have paid fees and made someone a job offer.
Yes, and it is examined more closely than an ordinary hire. MOM looks at what the company does, its paid-up capital, its hiring plans and whether the role is genuine. Sequence matters too, because the company generally has to exist first, which is why founders often need a resident director to cover the gap.
Send the candidate's age, role, salary and qualifications, with a line about what your company does. That is enough for a first read on whether a pass application is realistic.
Tell us what you need and we will point you to the right answer, or bring in one of our chartered professionals. Out of hours you get a reply first thing the next working day.