Candidates undergoing education verification for a Singapore Employment Pass will usually need a clear passport copy, final qualification certificate, academic transcript and signed consent, with additional evidence for name changes, translations or institution-specific requirements. Supplying complete, accurate documents early helps the verification provider confirm the award and produce proof with an MOM verification reference number.
The core documents
The first document is normally the passport biodata page. This establishes the candidate’s official name, date of birth, nationality and passport number. The copy should be clear, complete and current.
The final qualification certificate shows the award, institution and date. Candidates should submit the official document rather than a provisional result where possible. Every edge should be visible and text should be readable.
An academic transcript may be required to confirm the programme, study period, faculty or award details. Some institutions will not process a verification request without it, even when the certificate is available.
Candidates will also commonly need to provide consent authorising the screening company or institution to release or confirm education information. The required wording and signature format can vary.
Additional evidence for common situations
A candidate whose current passport name differs from the academic record may need a marriage certificate, deed poll or other official name-change evidence. Where the difference results from transliteration or naming order, provide a brief explanation and any supporting document available.
Documents in a language other than English may need an official or certified translation. Submit both the original and translated version so the source document can still be examined.
Some universities ask for a student or matriculation number, date of attendance, faculty, campus or mode of study. Others require their own consent form, a verification fee or a copy certified in a particular way.
Where the original certificate has been lost, the candidate may need to obtain a replacement or official confirmation from the institution. A CV, LinkedIn profile or photograph of a graduation ceremony is not a substitute for verifiable academic evidence.
Check the awarding body carefully
The organisation that taught the programme may not be the institution that awarded the qualification. This is common with partner colleges, overseas campuses and franchise arrangements.
Candidates should enter the awarding institution exactly as shown on the certificate. They should also provide information about the teaching institution where relevant. Selecting the wrong institution can delay the check or produce a report that does not match the EP application.
Qualification titles should also be copied accurately. Small wording differences may be harmless, but they should be understood rather than ignored.
What the verification provider confirms
The provider will normally seek confirmation that the qualification was genuinely awarded to the candidate. It may also check that the institution is accredited or recognised by the relevant government authority.
For an EP application, the final proof should meet MOM’s requirements and include an MOM verification reference number. Employers use this number when submitting the application.
Verification is not simply a review of whether the certificate looks convincing. Effective screening uses authoritative records or direct confirmation from the institution or an approved source.
How candidates can prevent delays
Submit all requested documents together and respond promptly to follow-up questions. Make sure scans are in focus, uncropped and free from glare. Do not edit, enhance or recreate a certificate digitally.
Tell the provider about name changes, partner institutions or unusual study arrangements at the beginning. If the institution has closed or merged, share any evidence that may help identify the current records holder.
Candidates should also avoid booking irreversible travel or making assumptions about a start date until the employer has confirmed the wider work pass process. Education verification is one component of the application, and processing times can be affected by external responses.
What employers should check before submission
HR teams can make document collection easier by giving candidates country-specific guidance. A generic request for a degree certificate may be insufficient when an institution requires a transcript, student number or its own consent form. Employers should also nominate one contact for questions so that the candidate does not receive conflicting instructions from recruitment, mobility and the screening provider. Clear ownership improves the candidate experience and reduces the risk that sensitive documents are emailed repeatedly to different people.
The employer should compare the final verification report with the passport, certificate and EP application. Confirm the candidate’s name, institution, qualification level, subject, award date and MOM reference number.
Any discrepancy should be investigated and resolved. It may be a simple data-entry issue, a difference in naming convention or a material inconsistency. The application should reflect verified information.
RMI gives candidates a secure route to submit documents and provides managed MOM verification with local case support. Clear instructions and complete evidence make the process easier for candidates while helping employers prepare a stronger, more accurate EP application.