Securing a Singapore Employment Pass (EP) requires careful planning. The Ministry of Manpower (MOM) uses a strict framework to evaluate candidates. You must meet specific salary thresholds and pass the points-based Complementarity Assessment Framework (COMPASS). With new updates taking effect in 2026, understanding these rules is critical for employers and applicants alike.
Starting January 1, 2026, significant updates to the COMPASS framework will impact new EP applications. These changes include revised sector-specific salary benchmarks, updated lists of recognized educational qualifications, and adjustments to the Shortage Occupation List (SOL). Furthermore, minimum qualifying salaries will see another hike in 2027, making long-term workforce planning essential.
If you want to hire top foreign talent or secure a pass for yourself, you need to know how the scoring system works. A successful application requires a minimum of 40 points on COMPASS, alongside meeting the baseline qualifying salary.
We have compiled a comprehensive guide to help you navigate these updates. Here are 12 actionable ways to strengthen your Singapore EP application in 2026.
1. Meet the Baseline Qualifying Salary
Before you even look at COMPASS points, your candidate must earn the EP qualifying salary. This is a hard requirement. If the candidate does not meet this stage, they will not get an EP, regardless of their COMPASS score.
Currently, the minimum qualifying salary is S$5,600 for all sectors except financial services, which requires S$6,200. These figures increase progressively with age. For example, a candidate aged 45 or older needs to earn up to S$10,700 (or S$11,800 in financial services). Keep in mind that these baseline salaries will increase to S$6,000 and S$6,600 respectively starting January 1, 2027. Planning your compensation packages now will save you headaches later.
2. Exceed Sector Salary Benchmarks (C1)
The first COMPASS criterion (C1) awards points based on how the candidate’s salary compares to local Professional, Manager, Executive, and Technician (PMET) salaries in your specific sector.
You can earn 10 points if the salary hits the 65th percentile of local PMET wages. If you offer a highly competitive salary that reaches the 90th percentile or above, you will secure 20 points. Offering a premium salary is one of the most straightforward ways to rack up points quickly.
3. Leverage Top-Tier Qualifications (C2)
Education matters heavily under the COMPASS C2 criterion. Candidates with a bachelor’s degree or equivalent qualification earn 10 points. However, if the candidate graduated from a top-tier institution, they earn 20 points.
Top-tier institutions include the top 100 universities on the QS World University Rankings, Singapore’s Autonomous Universities, and highly recognized institutions endorsed by specific sector agencies. MOM refreshes this list annually, so always check the latest 2026 updates before submitting an application.
4. Provide Rigorous Verification Proof
Claiming a degree is not enough. To earn points under the C2 Qualifications criterion, employers must submit proper verification proof alongside the application. MOM relies on international recognition bodies, such as UK ENIC, to assess foreign qualifications.
Failing to verify education credentials will result in zero points for this category. Ensure your candidate’s academic documents are authenticated by a trusted background screening company well in advance of the application date.
5. Improve Your Company’s Nationality Diversity (C3)
MOM rewards companies that build inclusive, resilient workforces. The C3 Diversity criterion looks at the candidate’s nationality as a share of your organization’s total PMET employees.
If the candidate’s nationality makes up less than 5% of your PMET workforce, you earn 20 points. If it falls between 5% and 25%, you get 10 points. If it exceeds 25%, you score zero. Hiring candidates from underrepresented regions is a smart strategy to guarantee 20 points.
6. Support Local Employment (C4)
The Singapore government prioritizes opportunities for the local workforce. The C4 criterion awards points based on your company’s local PMET share relative to your industry sector.
If your organization’s local PMET share ranks at the 50th percentile or above within your sector, you earn 20 points. Ranking between the 20th and 50th percentile yields 10 points. Additionally, if your local PMET share is at least 70% overall, your application will score at least 10 points by default, ensuring companies with heavy local hiring are not penalized.
7. Benefit from Small Company Defaults
Small businesses have an easier time with company-level criteria. If your organization employs fewer than 25 PMETs, you automatically receive 10 points for C3 (Diversity) and 10 points for C4 (Support for Local Employment).
This means a small startup automatically starts with 20 points. The candidate then only needs 20 more points from their salary, qualifications, or bonuses to reach the passing score of 40.
8. Target the Shortage Occupation List (C5)
Singapore offers a skills bonus for roles that require highly specialized expertise not readily available in the local workforce. If the candidate’s job title falls on the Shortage Occupation List (SOL), you can earn up to 20 bonus points.
To get the full 20 points, the candidate’s nationality must make up less than one-third of your company’s PMETs. If their nationality is one-third or more, the bonus drops to 10 points. Candidates relying on SOL points are strictly bound to that specific occupation and cannot be easily redeployed to other roles without notifying MOM.
9. Aim for Strategic Economic Priorities (C6)
Your company’s broader economic contributions can directly help your EP application. The C6 bonus awards 10 points to organizations participating in eligible investment, innovation, or internationalization programs with Singapore economic agencies.
Firms endorsed by the National Trades Union Congress (NTUC) for workforce transformation activities also qualify. These points remain valid for up to three years.
10. Utilize the Exemption Threshold
If a candidate commands a massive salary, you can bypass the COMPASS system entirely. Candidates earning a fixed monthly salary of at least S$22,500 are exempt from COMPASS.
These individuals are also exempt from the Fair Consideration Framework (FCF) job advertising requirements. This exemption provides a fast track for C-suite executives and ultra-high-level specialists.
11. Master the Workforce Insights Tool
Data is your best friend when applying for an EP. The myMOM Portal features a Workforce Insights tool that allows employers to view their organization’s specific workforce profile.
You can use this tool to see your exact scores for C3 (Diversity) and C4 (Support for Local Employment) before you submit an application. Tracking these metrics helps you make strategic hiring decisions and avoid unexpected rejections.
12. Run the Self-Assessment Tool (SAT)
Never submit an EP application blindly. MOM provides an enhanced Self-Assessment Tool (SAT) that calculates your exact COMPASS score based on the candidate’s details and your company profile.
Running the candidate through the SAT provides a highly accurate prediction of the outcome. If the tool shows a score of less than 40 points, you can adjust your offer or rethink the hire before wasting time and money on a formal application.
Frequently Asked Questions (FAQ)
What is the minimum points requirement for COMPASS?
Your Employment Pass application must earn at least 40 points to pass the COMPASS framework. You can accumulate these points across four foundational criteria (Salary, Qualifications, Diversity, Support for Local Employment) and two bonus criteria (Shortage Occupation List, Strategic Economic Priorities).
How does COMPASS evaluate candidates without a university degree?
Candidates without degree-equivalent qualifications will simply score zero points under the C2 Qualifications criterion. However, they can still secure an Employment Pass if they earn the required 40 points through other categories, such as a high salary, company diversity, or by filling a role on the Shortage Occupation List.
What are the new EP salary thresholds for 2027?
While the 2025/2026 baseline qualifying salary is S$5,600 (S$6,200 for finance), MOM has announced an increase starting January 1, 2027. New applicants will need to earn a minimum of S$6,000 per month for general sectors and S$6,600 for the financial services sector.
Can I transfer a candidate to a new role if they used SOL bonus points?
If your candidate needed the Shortage Occupation List (SOL) bonus points to pass COMPASS, their Employment Pass is tied to that specific job function. If you need to redeploy them to a different role, MOM will need to reassess the application to see if they still qualify without the SOL bonus.
Who is exempt from the COMPASS framework?
Candidates are completely exempt from COMPASS if they earn a fixed monthly salary of at least S$22,500, are applying as an overseas intra-corporate transferee, or are filling a short-term role for one month or less.
Next Steps for Employers
Understanding the 2026 EP requirements allows you to build a resilient and compliant hiring strategy. Review your current compensation structures against the upcoming salary benchmarks and ensure your HR team is actively monitoring your company’s diversity and local employment ratios.
Use the myMOM Portal’s Workforce Insights tool today to see where your organization stands. By planning ahead, you can secure the vital global talent your business needs to thrive.
