A Letter of Consent is an official document issued by Singapore’s Ministry of Manpower that allows certain pass holders to take up lawful employment without applying for a separate work visa.
A letter of consent LOC is not an immigration pass by itself; it is tied to another valid pass, such as an ICA-issued LTVP/LTVP+, dependant pass, employment pass, or, in limited cases, ONE Pass-related status.
Under Singapore’s Employment of Foreign Manpower Act, employers and workers must comply with MOM conditions regarding job scope, occupation, reporting changes, and cancellation. There is also a Pre-Approved Letter of Consent (PLOC), a pre-approved letter issued by ICA/MOM that provides some LTVP/LTVP+ holders with greater job flexibility.
The LOC is an authorisation certificate issued for work, not a residence pass.
The approved letter of consent must match the work arrangement approved by MOM.
In 2026, the standard letter of consent is mainly for ICA-issued LTVP/LTVP+ holders who are spouses or unmarried children of Singapore citizens or permanent residents.
Most Dependant pass holders of Employment Pass or S Pass workers now need a Work Permit, S Pass, or Employment Pass to work as employees.
A regular LOC usually needs a valid long-term visit pass with at least 3 months’ validity, plus a confirmed job offer from a Singapore employer.
Only a Singapore employer or appointed employment agent can submit the LOC application through MOM’s online portal.
Typical processing time is 1–3 weeks, and the LOC remains valid only while the underlying pass remains valid.
Who is eligible for a letter of consent depends mainly on the pass type and the work intended. Eligible individuals for an LOC primarily include specific categories of dependents who wish to work or manage a business in Singapore. The primary group eligible for a Letter of Consent (LOC) in Singapore is individuals holding a Dependant Pass (DP), which typically includes family members of Employment Pass (EP) or S Pass holders, but current 2026 rules limit this route sharply for ordinary employment.
Main eligible pass holders include:
ICA-issued LTVP/LTVP+ holders who are spouses or unmarried children under 21 of Singapore citizens or permanent residents.
Some eligible ONE Pass dependant pass holders, if MOM’s current eligibility criteria allow it.
Employment pass holders taking a secondary company director role in a related Singapore company, subject to approval.
A genuine DP holder business owner operating an ACRA-registered business, in limited cases.
Long-Term Visit Pass (LTVP) and LTVP+ holders may also be eligible for a Letter of Consent, particularly if they are married to Singapore Citizens or Permanent Residents, although this eligibility is subject to review by the Ministry of Manpower. MOM assesses each case on a case-by-case basis, including the employer’s reputation, business activity, financial stability, and any outstanding employment issues.
This is the core LOC category today. To qualify, the person must hold an ICA-issued LTVP or LTVP+ as the legal spouse or unmarried child below 21 of a Singapore citizen or permanent resident. This is different from an LTVP or Dependant Pass connected to foreign professionals holding an employment pass or S Pass.
To qualify for a Letter of Consent, applicants must have a valid Dependant Pass or LTVP/LTVP+, and they must secure a job offer from a Singapore employer, who is responsible for applying for the LOC on their behalf. For ICA-issued LTVP holders, the applicant’s residency pass must remain valid for at least 3 months from the date of the LOC application.
A regular LOC is tied to one employing company, position, salary, and work arrangement. It cannot be used for freelancing, casual side gigs, or another Singapore-registered company unless MOM approves a separate arrangement.
When hiring an LTVP or LTVP+ holder via an LOC, there are no foreign worker quota restrictions or monthly levies required. Unlike the Employment Pass (EP) or S Pass, the LOC does not count towards Singapore's foreign worker quotas, making it a more accessible option for eligible pass holders.
There is also no published minimum salary requirement, although MOM still considers whether the minimum salary offered is appropriate for the role.
The Dependant Pass rules changed significantly from May 2021, so be careful with older online guidance. Most dependent pass holders of EP or S Pass holders who wish to work as employees now generally need their own Work Permit, S Pass, or Employment Pass.
A Letter of Consent (LOC) allows eligible Dependant Pass (DP) or Long-Term Visit Pass (LTVP) holders to work in Singapore without requiring a separate work pass, whereas other work passes, such as the Employment Pass (EP), are tied to specific qualifications and salary thresholds.
A valid DP alone does not usually make a person an eligible dependant pass employee under today’s rules. However, some dependants of ONE Pass holders may still qualify for LOC arrangements if MOM’s latest guidelines allow it.
For business owners, a dependent pass holder may qualify if they are a sole proprietor, partner, or company director with sufficient ownership in an ACRA-registered business.
To be eligible for LOC renewal, the applicant must hire at least one Singaporean or Permanent Resident who earns at least the prevailing Local Qualifying Salary and receives CPF contributions for at least 3 months. This prevailing local qualifying salary requirement applies to the local staff member, not necessarily the DP owner’s own pay.
The PLOC helps eligible LTVP/LTVP+ holders seek employment without needing a confirmed job offer first. The Pre-Approved Letter of Consent (PLOC) allows eligible individuals to secure employment in Singapore without needing a confirmed job offer beforehand.
Spouses and unmarried children under 21 of Singapore citizens or permanent residents may request PLOC when applying for or renewing their ICA-issued LTVP/LTVP+. If it was not requested earlier, MOM also provides a route to apply online using Singpass. MOM’s PLOC guidance states that outcomes are usually sent by email.
PLOC holders can switch jobs without needing to reapply for a new LOC each time they change employers, providing greater flexibility in employment. The PLOC is tied to the individual rather than to a specific employer, which distinguishes it from the standard Letter of Consent, which is valid only during the employment period. The employer must still notify MOM before work starts.
Some roles remain restricted. Certain professions, like healthcare and legal services, may require additional documentation from local regulatory bodies for LOC applicants. MOM also restricts objectionable occupations for PLOC holders, including some entertainment-related roles.
Some employment pass holders or ONE Pass holders need an LOC if they want to take an additional appointment, such as becoming a company director of another Singapore business. This is secondary work, so the main employment pass remains the primary work authorisation.
The EP holder should obtain written consent from the primary employer before the secondary Singapore company or its appointed employment agent submits the consent application. MOM usually reviews key factors such as common shareholding, whether the role is linked to the EP holder’s expertise, and whether there is a conflict with the main employer.
This is a narrow route. Holding an EP does not automatically allow a person to become a director, partner, or advisor elsewhere. MOM’s secondary directorship guidance states that approval is required before accepting the appointment.
Across LOC categories, the eligibility requirements are practical but strict:
The underlying pass must be valid and not close to expiry.
A standard LOC needs a real job offer from a Singapore employer.
The job must not fall within prohibited or highly restricted work.
The applicant should not have breached Singapore immigration or employment rules.
MOM may request additional documents, especially for regulated work.
LOC holders are not subject to foreign worker levy or quota rules, which helps employers hiring foreign employees outside the usual Work Permit or S Pass dependency ratios. However, employers must still comply with employment law, CPF-related obligations where applicable, the Skills Development Levy, and workplace standards.
There is no formal minimum salary requirement for most LOC cases, but salaries far below market level can raise concerns. MOM can refuse or cancel an LOC if information is inaccurate or if conditions are not met.
The application process for a Letter of Consent is generally simpler than applying for an Employment Pass, which has more stringent requirements. Still, accuracy matters.
The application for a Letter of Consent (LOC) must be submitted by the employer via the Ministry of Manpower’s (MOM) online portal, as individuals cannot apply for it directly. Only the employer or a licensed employment agent can handle the online submission through MOM’s EP eService, myMOM portal, or ep online portal, where applicable.
A simple step-by-step guide:
Employer gets written consent from the candidate.
Employer prepares passport details, pass details, job description, salary, and contract.
Employer uploads the LOC application and supporting documents.
Employer checks application status and replies quickly to MOM queries.
If approved, the official document can be downloaded before the employee starts work.
When applying for a Letter of Consent, employers must upload necessary supporting documents, which may include the applicant’s employment contract and any additional documents required for specific professions. The processing time for LOC applications typically takes between one to three weeks, depending on the workload of the Ministry of Manpower and whether additional information is required.
As of 2026, MOM generally does not charge a government fee for LOC applications or renewals. Always check MOM’s latest LOC page for LTVP/LTVP+ holders before submission.
An LOC is always secondary to the main pass. For LTVP/LTVP+ holders, MOM typically grants the LOC up to the LTVP/LTVP+ expiry date, or a shorter period requested by the employer. If the LTVP/LTVP+ or dependant pass expires or is cancelled, the LOC ends automatically.
The renewal of a Letter of Consent (LOC) is free, and most applications are processed within three weeks. It is recommended to begin the renewal process up to 6 months before the LOC's expiration. If the family pass expires earlier, renew it before submitting the LOC renewal.
If the LOC holder is no longer employed, the employer must submit a LOC cancellation request within 1 week of the last working day. In some cases, tax clearance from the Inland Revenue Authority may be required before a person leaves Singapore or ends their employment.
Many readers compare LOC Singapore options with an Employment Pass, S Pass, or Work Permit. The main difference is that a standard work pass is approved under its own framework, whereas an LOC depends on the person already holding an eligible family or main pass.
LOC holders are not counted towards the quota, and employers do not pay the foreign worker levy for them. By contrast, hiring for S Pass and Work Permits may involve quotas and levies. Employment Pass applications also involve salary thresholds, qualifications, and COMPASS considerations for many roles.
If a dependant or LTVP holder does not qualify for LOC or PLOC, a full work pass may be more suitable, especially for long-term professional work, career progression, or future planning for permanent residency. Your choice should reflect the applicant’s age, role, income level, and longer-term plans, not only the fastest application route.
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Disclaimer
This article is for general information only and does not constitute legal, immigration, employment, or regulatory advice. Policies, eligibility criteria, and processing requirements may change over time. Always refer to the relevant Singapore authorities for the latest requirements. Each case depends on its own facts, and the final decision rests with the relevant authority.
