MOM’s March 2026 foreign-workforce factsheet announces a ONE Pass AI and Tech track planned for January 2027, replacing Tech.Pass. It says the new track will allow the salary criterion to be met through a combination of cash and non-cash components, subject to the specified eligibility criteria. Further details, including renewal criteria, are to be published by MOM.

As at this article’s review date, an announced future track should not be presented as a route already available to every technology professional.

Read the announcement at the right level

The announcement concerns a particular talent framework, not a general promise that any AI-related job will qualify. Do not infer eligibility from a fashionable job title or a company’s description of itself as a technology business.

Review the official factsheet and any later implementation guidance. Where criteria or evidence requirements are still being clarified, record the uncertainty rather than turning a marketing summary into an application decision.

Organise compensation information carefully

If a future assessment may involve non-cash compensation, the responsible advisers need accurate documentation and the official valuation or eligibility rules. Do not simply add an estimated equity value to monthly cash salary and assume the requirement has been met.

Keep confidential compensation records restricted to authorised people. Explain to the candidate which information is needed, for what purpose and through which approved channel it should be supplied.

Plan recruitment without overpromising

A hiring brief can state the intended role, work location, responsibilities and who will review the relevant pass route. Keep operational start dates conditional on the approvals and arrangements that genuinely apply.

For example, a technology team may be ready to interview a senior specialist while the authorised adviser checks the appropriate route. The recruiter can explain that review honestly without promising that the new track will produce a particular outcome.

Questions to resolve before acting

  • Has the track launched and has the latest guidance been checked?
  • Which criteria and evidence apply to this individual?
  • Who is authorised to assess the compensation information?
  • Which terms and start-date conditions need written clarification?

The EP salary guide covers a different framework. Avoid combining details from several work-pass pages into a single invented eligibility rule. Use the official route-specific guidance for the actual decision.

Official source and next step

Checked on 27 October 2026. Read the official guidance before acting, including its eligibility rules and exceptions. This article explains general information and practical preparation; individual employment or pass decisions may need qualified advice. Explore employer tools.