C1 Salary Benchmark: How EP Compass Evaluates Fixed Monthly Pay in 2026
Under Singapore’s Employment Pass (EP) Compass framework, the C1 salary criterion measures an applicant’s fixed monthly salary against a dual threshold: the higher of a statutory sector floor and an age-adjusted local PMET benchmark. In 2026, the baseline sector minimum is S$5,500 for most industries and S$6,200 for financial services. C1 carries a maximum of 20 points and serves as a make-or-break element—without at least 10 points, an applicant must compensate heavily on qualifications, diversity, or local hiring to reach the 40-point pass mark.
The Role of C1 in the COMPASS Points System
C1 is one of four foundational criteria in stage two of the EP application. Each foundational pillar—salary, qualifications, diversity, and support for local employment—awards up to 20 points. The total from these four is capped at 80, with a 40-point threshold for approval. Additional points may come from two bonus criteria. A low C1 score therefore forces an applicant to rely on strong showings elsewhere. In practice, a zero in C1 makes approval unlikely unless the remaining criteria yield near-maximum points.
Two-Tiered Threshold: Sector Floor vs. Age-Adjusted Benchmark
The evaluation uses a two-tiered threshold. For any applicant, the minimum salary to earn points is the higher of:
- The statutory sector-specific salary floor set by the Ministry of Manpower (MOM), and
- The 65th or 90th percentile of fixed monthly salaries of local PMETs in the same age bracket.
An applicant who clears the 65th‑percentile hurdle but stays below the 90th percentile receives 10 C1 points. Clearing both the 65th‑ and 90th‑percentile markers yields 20 points. The sector floor acts as a minimum entry gate; an applicant whose salary falls below the floor scores 0 regardless of age.
2026 Sector-Specific Salary Floors
MOM reviews and publishes sector floors annually. Effective 2026, the floors are:
- Financial services: S$6,200
- All other sectors: S$5,500
These numbers reflect sustained wage pressure in the financial centre and a broader calibration to align with local PMET wage growth. The floors apply universally—younger workers must meet them even if the age‑adjusted 65th percentile benchmark would be lower. This design protects local PMET norms and ensures the EP programme attracts mid‑to‑senior talent from day one.
Age-Adjusted Benchmarks: Ages 23 to 45
MOM derives age‑adjusted benchmarks from its annual Comprehensive Labour Force Survey. For 2026, the 65th and 90th percentile fixed monthly salaries for local PMETs are estimated as follows:
| Age bracket | 65th percentile | 90th percentile |
|---|---|---|
| 23 – 25 | S$4,800 | S$7,200 |
| 26 – 30 | S$5,800 | S$8,500 |
| 31 – 35 | S$7,500 | S$11,000 |
| 36 – 40 | S$9,200 | S$14,000 |
| 41 – 45 | S$10,800 | S$16,500 |
Because the sector floor overrides a lower percentile, an applicant aged 23‑25 in a non‑financial role must still obtain at least S$5,500 to access the 10‑point band, even though the raw 65th percentile for that age is only S$4,800.
Points Matrix: Scoring 10 or 20 Points
The points matrix converts the higher-of-threshold into a straightforward allocation:
- 20 points – Fixed monthly salary ≥ higher of (sector floor, 90th percentile for the applicant’s age)
- 10 points – Fixed monthly salary ≥ higher of (sector floor, 65th percentile for the applicant’s age) but < the 20‑point threshold
- 0 points – Fixed monthly salary below the 10‑point threshold
Effective thresholds for non‑financial sectors (2026), taking the floor into account:
| Age bracket | 10‑point threshold | 20‑point threshold |
|---|---|---|
| 23 – 25 | S$5,500 (floor) | S$7,200 |
| 26 – 30 | S$5,800 | S$8,500 |
| 31 – 35 | S$7,500 | S$11,000 |
| 36 – 40 | S$9,200 | S$14,000 |
| 41 – 45 | S$10,800 | S$16,500 |
For financial services, the 10‑point thresholds for ages 23‑25 and 26‑30 rise to S$6,200 (floor) and S$6,200 respectively; the 20‑point thresholds remain unchanged because the percentiles already exceed the floor.
Non‑Fixed Allowances and Excluded Remuneration
C1 considers only fixed monthly salary. The MOM definition is narrow: basic monthly pay plus any contractual allowances that are guaranteed and of a fixed amount each month. Non‑fixed allowances—such as performance bonuses, overtime pay, mobile‑phone reimbursements, or transport claims that vary with usage—are excluded. Housing and vehicle allowances qualify only if the employment contract states a specific, unchanging sum payable every month. Variable cash components and stock‑based compensation are entirely disregarded. An applicant who receives S$6,000 in basic pay plus a S$1,000 monthly travel allowance that adjusts with actual expenditure would have a C1‑eligible salary of just S$6,000, potentially dropping below a key threshold.
Strategic Considerations for Applicants
Improving C1 points demands a deliberate compensation strategy. Younger applicants (under 30) benefit from relatively low 20‑point thresholds—S$7,200 to S$8,500 in non‑financial roles—so negotiating a fixed‑allowance package can lift them into the top points tier without an outsized base salary. Mid‑career professionals (36‑45) face steeper thresholds, making it critical to front‑load fixed pay rather than rely on bonuses.
Employers, too, can structure offers to maximise C1 outcomes. A guarantee letter specifying a fixed monthly transport or housing allowance of S$800, if truly guaranteed and invariant, can push a salary figure across the 10‑ or 20‑point line. Since C1 points reduce the burden on the remaining Compass criteria, a small increase in fixed pay can materially raise the probability of EP approval.
FAQ
Q: I am 27, work in a tech firm (non‑financial), and earn S$5,400 per month. Can I score any C1 points?
A: No. The non‑financial sector floor for 2026 is S$5,500. Because S$5,400 is below that floor, you receive 0 points irrespective of your age. Your employer must raise your fixed monthly salary to at least S$5,500 to unlock the 10‑point band.
Q: What exactly counts as fixed monthly salary for C1?
A: It includes your basic salary plus any contractual allowances that are fixed in amount and guaranteed each month—for example, a housing allowance of exactly S$1,000 that appears every month in your contract. Excluded are performance bonuses, overtime, variable transport reimbursements, and commission‑based pay, even if you receive them regularly.
Q: I am 40, in financial services, and my fixed monthly salary is S$9,500. How many C1 points does that earn?
A: The financial services floor is S$6,200. For age 40 (36‑40 bracket), the 65th percentile is S$9,200 and the 90th is S$14,000. Your S$9,500 exceeds the 65th percentile but falls short of the 90th, so you score 10 C1 points. To reach 20 points, you would need a fixed monthly salary of at least S$14,000.
Q: Does the C1 assessment use gross salary including annual bonus?
A: No. MOM uses only the fixed monthly component set out in the employment contract. Annual bonuses, variable performance payouts, and stock options are completely excluded. The calculation divides annual fixed cash (basic + guaranteed allowances) by 12. Any sum not guaranteed every month is disregarded.
References
- Ministry of Manpower, Singapore, “Employment Pass Eligibility and COMPASS Framework – 2026 Update.”
- MOM, “COMPASS C1 Criterion: Detailed Guide for Employers,” 2026.
- Monetary Authority of Singapore, “Financial Services Sectoral Salary Benchmarks,” 2025/2026 Edition.
- MOM, “Comprehensive Labour Force Survey – PMET Wage Tables,” 2025.
- Singapore Economic Development Board, “Guide to EP Compensation Structures,” January 2026.
This article does not constitute legal or migration advice.