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  • Who is eligible
  • EP qualifying salary (Stage 1)
  • COMPASS (Stage 2)
  • Criteria details
  • Exemptions from COMPASS
  • COMPASS tools and resources
  • COMPASS case studies
    • 2025-06-12-17:42:41

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    Eligibility for Employment Pass

    Employment Pass (EP) candidates need to pass the points-based COMPASS in addition to meeting the EP qualifying salary.

    Who is eligible

    To qualify for EP applications, candidates will need to pass a 2-stage eligibility framework:

    Stage 1 Earn at least the EP qualifying salary, which is benchmarked to the top 1/3 of local PMET salaries by age.
    Stage 2

    Unless exempted, pass the points-based Complementarity Assessment Framework (COMPASS).

    Note: Candidates who do not meet stage 1 will not be eligible for an EP, regardless of the points they would have scored under COMPASS.

    EP qualifying salary (Stage 1)

    The following EP qualifying salary requirements apply to new applications and renewals:

    Sector Minimum qualifying salary for renewal of passes expiring from 1 Jan 2025 to 31 Dec 2025  Minimum qualifying salary for new applications from 1 Jan 2025, and for renewals of passes expiring from 1 Jan 2026 
    All
    (except financial services)

    		 $5,000
    (increases progressively with age from age 23, up to $10,500 at age 45 and above)
    		 $5,600
    (increases progressively with age from age 23, up to $10,700 at age 45 and above)
    Financial services $5,500
    (increases progressively with age from age 23, up to $11,500 at age 45 and above)
    		 $6,200
    (increases progressively with age from age 23, up to $11,800 at age 45 and above)

    Select your sector to view the EP qualifying salary by age:

    All sectors (except financial services)
    Age EP qualifying salary for renewals expiring from 1 Jan 2025 to 31 Dec 2025 EP qualifying salary for new applications from 1 Jan 2025 and renewals expiring from 1 Jan 2026 
    23 or below $5,000 $5,600
    24 $5,250 $5,832
    25 $5,500 $6,064
    26 $5,750 $6,295
    27 $6,000 $6,527
    28 $6,250 $6,759
    29 $6,500 $6,991
    30 $6,750 $7,223
    31 $7,000 $7,455
    32 $7,250 $7,686
    33 $7,500 $7,918
    34 $7,750 $8,150
    35 $8,000 $8,382
    36 $8,250 $8,614
    37 $8,500 $8,845
    38 $8,750 $9,077
    39 $9,000 $9,309
    40 $9,250 $9,541
    41 $9,500 $9,773
    42 $9,750 $10,005
    43 $10,000 $10,236
    44 $10,250 $10,468
    45 or above $10,500 $10,700

    Financial services
     

    Age EP qualifying salary for renewals expiring from 1 Jan 2025 to 31 Dec 2025 EP qualifying salary for new applications from 1 Jan 2025 and renewals expiring from 1 Jan 2026 
    23 or below $5,500 $6,200
    24 $5,773 $6,455
    25 $6,045 $6,709
    26 $6,318 $6,964
    27 $6,591 $7,218
    28 $6,864 $7,473
    29 $7,136 $7,727
    30 $7,409 $7,982
    31 $7,682 $8,236
    32 $7,955 $8,491
    33 $8,227 $8,745
    34 $8,500 $9,000
    35 $8,773 $9,255
    36 $9,045 $9,509
    37 $9,318 $9,764
    38 $9,591 $10,018
    39 $9,864 $10,273
    40 $10,136 $10,527
    41 $10,409 $10,782
    42 $10,682 $11,036
    43 $10,955 $11,291
    44 $11,227 $11,545
    45 or above $11,500 $11,800
    Fast-growing tech companies that are newly expanding to Singapore and the region may be eligible for the Tech@SG Programme.

    COMPASS (Stage 2)

    COMPASS is a transparent points-based system that gives businesses greater clarity and certainty for manpower planning. It enables employers to select high-quality foreign professionals, while improving workforce diversity and building a strong local core.

    How to pass COMPASS

    Your application needs to earn 40 points to pass COMPASS.

    COMPASS Infographic

    Criteria details

    C1. SalaryShow

    This criterion benchmarks your candidate’s salary against the local PMET salaries in your sector.

    It is different from the EP qualifying salary, which is the minimum bar that candidates need to pass to obtain an EP.

    Candidates who do not meet the EP qualifying salary will not be eligible for an EP, regardless of the points they would have scored under the C1 salary benchmark.

    How to earn points

    Candidate's fixed monthly salary compared to salary benchmarks by sector Points
    90th percentile and above 20
    65th to less than 90th percentile 10
    Below 65th percentile 0

    C2. QualificationsShow

    This criterion awards points to candidates based on their qualifications.

    If you do not need points from this criterion, you do not need to submit your candidate’s qualifications and verification proof.

    How to earn points

    Candidate’s qualifications Points

    Degree-equivalent qualifications from the following institutions:

    • Top 100 universities based on QS World University Rankings, and other highly-reputed universities in Asia
    • Singapore’s Autonomous Universities
    • Institutions that are highly-recognised in a particular field and endorsed by a relevant agency
    		 20

    Other degree-equivalent qualifications:

    • Foreign qualifications that are assessed to be comparable to a bachelor’s degree in the UK system. MOM determines this with reference to international recognition bodies, such as the UK National Information Centre for recognition and evaluation of international qualifications and skills (UK ENIC).
    • Professional qualifications that are well-recognised by the industry and endorsed by a relevant sector agency.
    		 10

    No degree-equivalent qualifications:

    • These qualifications will not earn any points under COMPASS. Do not submit them.

    Candidates without degree-equivalent qualifications can still pass COMPASS by earning a total score of at least 40 points from other criteria.

    		 0

    Verification proof requirements

    If you need points from this criterion, you have to submit verification proof together with your candidate’s qualifications in your EP application.

    Otherwise, you do not need to submit your candidate’s qualifications and verification proof.

    C3. DiversityShow

    This criterion awards more points to applications where the candidate’s nationality forms a small share of the firm’s PMET employees. A diverse mix of nationalities enriches firms with new ideas and networks, and contributes to a more inclusive and resilient workforce.

    How to earn points

    If your organisation employs:

    • Fewer than 25 PMETs, your application will score 10 points by default.
    • At least 25 PMETs, your points will depend on the share of your candidate’s nationality among your organisation’s PMETs.
    You can use the Workforce Insights tool on myMOM Portal to check the share of nationalities among your organisation’s PMETs.
    Share of candidate’s nationality among organisation’s PMETs Points
    Less than 5% 20
    5% to less than 25% 10
    25% or more 0

    The nationality of your organisation’s employees (including Permanent Residents) is based on the nationality indicated on their passport in the Singapore Government’s records.

    Related questions:

    View all COMPASS-related questions

    C4. Support for local employmentShow

    This criterion recognises organisations that create opportunities for the local workforce and build complementary teams comprising both local and foreign professionals.

    How to earn points

    If your organisation employs:

    • Fewer than 25 PMETs, your application will score 10 points by default.
    • At least 25 PMETs, your points will depend on your organisation’s local PMET share relative to its sector.

    You can use the Workforce Insights tool on myMOM Portal to check your organisation’s sector classification and local PMET share relative to its sector.

    C4. Organisation's local PMET share relative to its sector

    Organisation's local PMET share relative to its sector Points
    50th percentile and above 20
    20th to less than 50th percentile 10
    Below 20th percentile 0

    If your organisation’s local PMET share is at least 70% (pegged to the 20th percentile of organisations economy-wide), your application will score at least 10 points.

    This is regardless of where your organisation stands within its sector. In this way, we do not disadvantage organisations in sectors which have a relatively high share of local PMET employees.

    Related questions:

    View all COMPASS-related questions

    C5. Skills bonus (Shortage Occupation List)Show

    This bonus recognises jobs that require highly specialised skills, which are in shortage in the local workforce. The SOL is determined by a robust evaluation process that takes into account industry needs and local workforce development efforts.

    How to earn points

    Skills bonus Points
    20
    • Job on the SOL
    • Share of candidate’s nationality among your organisation’s PMETs is 1/3 or more
    		 10

    You can use the Workforce Insights tool on myMOM Portal to check the share of your candidate's nationality among your organisation's PMETs.

    To obtain the C5. Skills bonus:

    1. Your candidate needs to perform the job duties listed for the specific shortage occupation.
    2. You need to select one of the eligible job titles in your EP application.
    3. Your candidate needs to meet checks on additional job requirements if they fall into either of these categories:
      • They need the SOL bonus points to pass COMPASS.
      • They are applying for a 5-year duration EP for a specific tech occupation on the SOL.

    Refer to the SOL Employer Guide to understand the additional requirements for EP candidates who require the SOL bonus points to pass COMPASS.

    We will check the candidate’s job duties, past work experience and qualifications or industry accreditation for the declared occupation.

    Redeployment to another occupation

    Candidates who needed SOL bonus points to pass COMPASS or obtain a longer duration EP can only be employed in the specific shortage occupation. This will be clearly stated in the in-principle approval (IPA) letter’s “Important” note.

    If they need to be redeployed to a different job, we will need to reassess if the candidate qualifies for an EP in the new job. You should notify MOM first, and we will then advise you on the next steps.

    Candidates who did not need SOL bonus points to pass COMPASS are not subjected to this restriction, but will still need to notify MOM.

    C6. Strategic Economic Priorities bonusShow

    This bonus recognises organisations that are either:

    • Undertaking ambitious investment, innovation and internationalisation activities in partnership with economic agencies
    • Endorsed by National Trades Union Congress (NTUC) as strong partners on company and workforce transformation activities

    Singapore seeks to anchor and grow firms that can contribute to the innovative capacity of our economy, enhance our global linkages, and strengthen our economic competitiveness. Such firms should also have the scale or potential to provide good jobs for locals.

    How to earn points

    Strategic Economic Priorities (SEP) bonus Points
    Participate or meet the criteria for at least one of the eligible programmes 10

    The award of the SEP bonus will be at the discretion of the supporting agencies running the relevant programme. MOM will notify your organisation if it has been awarded the SEP bonus and the points will be reflected in the Self-Assessment Tool (SAT). You may approach the relevant supporting agency if you have any queries.

    Validity of SEP bonus points

    The bonus points will apply for up to 3 years, or for the duration of your organisation's participation in an eligible programme, whichever is shorter.

    Renewal eligibility for SEP bonus points

    At the end of the validity period, your supporting agency will reassess whether to continue supporting your organisation for the SEP bonus for a further duration. This renewal will be subject to your organisation’s continued participation in an eligible programme and meeting both of the following criteria:

    These criteria ensure that organisations eligible for the SEP bonus points make efforts to diversify and improve their workforce profile.

    Exemptions from COMPASS

    Candidates are exempted from COMPASS if they meet any of these conditions:

    COMPASS tools and resources

    COMPASS guidebookShow

    The COMPASS guidebook provides:

    • An overview on the EP eligibility framework
    • Tips on navigating the EP framework and submitting an application

    Workforce Insights toolShow

    You can use the Workforce Insights tool on myMOM Portal to:

    • Check your organisation's workforce profile and industry benchmarks for salary and non-monetary benefits based on MOM survey data
    • Find out your organisation’s scores in the following COMPASS criteria:
    • Get benchmarking insights for workforce planning and hiring decisions
    • Get resources for better human capital practices
    The Workforce Insights tool infographic explains how to access and use the tool in more detail.

    Self­-Assessment Tool (SAT)Show

    Employers and employment agents can use the enhanced Self-Assessment Tool (SAT) to check a candidate's eligibility before applying.

    Learn more about how to use the SAT.

    COMPASS case studies

    Here are some examples of how EP applications may be scored on COMPASS:

    Example A-1: Meets all 4 foundational criteriaShow

    Scenario:

    • The organisation is a marketing consultancy in the professional services sector.
    • Firm-related attributes: The organisation has a local PMET share at the 40th percentile of their sector. The candidate’s nationality currently forms 15% of the organisation’s PMET employees.
    • Candidate attributes: The candidate is a business manager and holds a bachelor’s degree from a foreign university (not in the top-tier list). The candidate's salary is at the 70th percentile compared to local PMET salaries in this sector.

    Outcome: The application meets expectations on all four foundational criteria and scores 40 points. Most applications will fall into this category.

    The table explains the points scored for each criterion.

    Criteria Explanation Points
    Salary Candidate’s fixed monthly salary is within the 65th to less than 90th percentile compared to local PMET salaries for sector by age 10
    Qualifications Candidate holds a degree-equivalent qualification (not top-tier) 10
    Diversity Share of candidate’s nationality among organisation’s PMETs is within 5% to less than 25% 10
    Support for local employment Organisation’s local PMET share relative to its sector is within the 20th to less than 50th percentile 10
    Total - 40 (Pass)

    Example A-2: Meets all 4 foundational criteria (small firm)Show

    Scenario:

    • The organisation is a small medical technology start-up in the biomedical sciences sector.
    • Firm-related attributes: The organisation has a small PMET employment of 15.
    • Candidate attributes:The candidate is an Operations Manager and holds a bachelor’s degree from a foreign university (not in the top-tier list). The candidate’s salary is at the 70th percentile compared to local PMET salaries in this sector.

    Outcome: The application meets expectations on all four foundational criteria and scores 40 points. Most applications will fall into this category.

    The table explains the points scored for each criterion.

    Criteria Explanation Points
    Salary Candidate’s fixed monthly salary is within the 65th to less than 90th percentile compared to local PMET salaries for sector by age 10
    Qualifications Candidate holds a degree-equivalent qualification (not top-tier) 10
    Diversity Organisation has fewer than 25 PMET employees 10
    (Default)
    Support for local employment Organisation has fewer than 25 PMET employees 10
    (Default)
    Total - 40 (Pass)

    Example B: Weak on one foundational criterion but exceeds expectations on another foundational criterionShow

    Scenario:

    • The organisation is a commercial bank in the financial services sector.
    • Firm-related attributes: The organisation has a local PMET share at the 40th percentile of its sector. The candidate comes from a less represented nationality in the organisation, which currently forms 3% of the organisation’s PMET employees.
    • Candidate attributes: The candidate is a management associate and holds a bachelor’s degree from a foreign university (not in top-tier list). The candidate's salary is at the 60th percentile compared to local PMET salaries in the sector.

    Outcome: The candidate does not meet expectations on the salary criterion, but his nationality improves the diversity of the organisation. His application still scores 40 points and passes.

    The table explains the points scored for each criterion.

    Criteria Explanation Points
    Salary Candidate’s fixed monthly salary is less than the 65th percentile compared to local PMET salaries for sector by age 0
    Qualifications Candidate holds a degree-equivalent qualification (not top-tier) 10
    Diversity Share of candidate’s nationality among organisation’s PMETs is less than 5% 20
    Support for local employment Organisation’s local PMET share relative to its sector is within the 20th to less than 50th percentile 10
    Total - 40 (Pass)

    Example C: Weak on one or two foundational criterion but earns sufficient points on bonus criterionShow

    Scenario:

    • The organisation is a software firm in the Infocomm technology sector.
    • Firm-related attributes: The organisation has a local PMET share at the 10th percentile of its sector. The candidate’s nationality currently forms 35% of the organisation’s PMET employees.
    • Candidate attributes: The candidate’s job is on the shortage occupation list and the candidate holds a master’s degree from a foreign university (not in the top-tier list). The candidate’s salary is at the 95th percentile compared to local PMET salaries in the sector.

    Outcome: The application does not meet expectations on firm-level criteria, but the candidate is of a higher calibre and fills a shortage occupation. His application doesn't earn enough points on foundational criteria but with the SOL bonus points, the application scores 40 points.

    The table explains the points scored for each criterion.

    Criteria Explanation Points
    Salary Candidate’s fixed monthly salary is at or above the 90th percentile compared to local PMET salaries for sector by age 20
    Qualifications Candidate holds a degree-equivalent qualification (not top-tier) 10
    Diversity Share of candidate’s nationality among organisation’s PMETs is 25% or more 0
    Support for local employment Organisation’s local PMET share relative to its sector is within the below the 20th percentile 0
    Skills bonus Candidate’s job is on the Shortage Occupation List
    (awarded 10 points instead of 20 as the share of candidate’s nationality among organisation’s PMETs is 1/3 or more)    		 +10
    Total - 40 (Pass)