The Employment Pass (EP) uses a two-stage eligibility framework. Stage 1 requires the candidate to meet the EP qualifying salary. Stage 2 requires the application to score at least 40 points on the Complementarity Assessment Framework (COMPASS), unless exempted.
Two-Stage Eligibility Framework
Stage 1 is a salary floor. The EP qualifying salary is benchmarked to the top one-third of local PMET (Professionals, Managers, Executives and Technicians) salaries by age. Candidates who do not meet Stage 1 are not eligible for an EP, regardless of any COMPASS score.
Stage 2 is the points-based COMPASS. An application must earn 40 points across six criteria (C1 to C6) to pass. The four foundational criteria (C1 to C4) assess salary, qualifications, diversity, and support for local employment. Two bonus criteria (C5 and C6) can add points for shortage occupations and strategic economic priorities.
Employers and employment agents can use the enhanced Self-Assessment Tool (SAT) on the MOM website to check a candidate’s eligibility before applying. Employers must also meet the Fair Consideration Framework (FCF) job advertising requirement before submitting new EP applications.
Stage 1 – EP Qualifying Salary
The qualifying salary depends on sector and age. There are two schedules: current rates (for new applications before 1 January 2027 and renewals expiring before 1 January 2028) and revised rates (for new applications from 1 January 2027 and renewals expiring from 1 January 2028).
All sectors except financial services (current): $5,600 at age 23 or below, increasing progressively to $10,700 at age 45 and above.
All sectors except financial services (from 1 Jan 2027): $6,000 at age 23 or below, increasing progressively to $11,500 at age 45 and above.
Financial services (current): $6,200 at age 23 or below, increasing progressively to $11,800 at age 45 and above.
Financial services (from 1 Jan 2027): $6,600 at age 23 or below, increasing progressively to $12,700 at age 45 and above.
Detailed age-by-age tables are published on the MOM eligibility page. Fast-growing tech companies newly expanding to Singapore and the region may be eligible for the Tech@SG Programme.
Stage 2 – COMPASS Scoring (40 Points to Pass)
COMPASS is a transparent points-based system. The application needs 40 points to pass. The six criteria are:
| Criterion | Maximum Points |
|---|---|
| C1 Salary | 20 |
| C2 Qualifications | 20 |
| C3 Diversity | 20 |
| C4 Support for Local Employment | 20 |
| C5 Skills Bonus (SOL) | 20 |
| C6 Strategic Economic Priorities Bonus | 10 |
C1 to C4 are foundational. C5 and C6 are bonuses. Bonus points alone cannot pass an application if foundational scores are too low; the total must reach 40.
C1 Salary Criterion
C1 benchmarks the candidate’s fixed monthly salary against local PMET salaries in the employer’s sector by age. It is separate from the EP qualifying salary (Stage 1). A candidate who does not meet the EP qualifying salary is not eligible, regardless of C1 points.
Points are awarded as follows:
| Candidate’s fixed monthly salary vs. sector benchmark | Points |
|---|---|
| 90th percentile and above | 20 |
| 65th to less than 90th percentile | 10 |
| Below 65th percentile | 0 |
Sector-specific salary benchmarks are published by MOM.
C2 Qualifications Criterion
C2 awards points for the candidate’s highest degree-equivalent qualification. If the employer does not need points from C2, qualifications and verification proof do not need to be submitted.
Points are awarded as follows:
| Qualification | Points |
|---|---|
| Degree-equivalent from top-tier institutions (top 100 QS World University Rankings and other highly-reputed universities in Asia, Singapore Autonomous Universities, or institutions highly recognised in a field and endorsed by a relevant agency) | 20 |
| Other degree-equivalent qualifications (foreign qualifications comparable to a UK bachelor’s degree per UK ENIC; professional qualifications well-recognised by industry and endorsed by a relevant sector agency; foreign qualifications from local PEIs that qualify) | 10 |
| No degree-equivalent qualification | 0 |
The lists of top-tier institutions and degree-equivalent professional qualifications are updated annually. Verification proof is required only if the employer needs C2 points.
C3 Diversity Criterion
C3 measures the share of the candidate’s nationality among the employer’s PMET employees. A diverse nationality mix earns more points.
If the organisation employs fewer than 25 PMETs, the application scores 10 points by default.
If the organisation employs at least 25 PMETs, points depend on the candidate’s nationality share:
| Share of candidate’s nationality among organisation’s PMETs | Points |
|---|---|
| Less than 5% | 20 |
| 5% to less than 25% | 10 |
| 25% or more | 0 |
Nationality is based on the passport in Singapore Government records. Employers can check their workforce profile using the Workforce Insights tool on myMOM Portal.
C4 Support for Local Employment Criterion
C4 recognises organisations with a strong local PMET core.
If the organisation employs fewer than 25 PMETs, the application scores 10 points by default.
If the organisation employs at least 25 PMETs, points depend on the organisation’s local PMET share relative to its sector:
| Local PMET share relative to sector | Points |
|---|---|
| 50th percentile and above | 20 |
| 20th to less than 50th percentile | 10 |
| Below 20th percentile | 0 |
If the organisation’s local PMET share is at least 70% (pegged to the 20th percentile economy-wide), the application scores at least 10 points regardless of sector ranking. Employers can check their sector classification and local PMET share using the Workforce Insights tool on myMOM Portal.
C5 Skills Bonus (Shortage Occupation List)
C5 awards bonus points for jobs on the Shortage Occupation List (SOL) that require highly specialised skills in shortage locally.
| Condition | Points |
|---|---|
| Job on SOL and candidate’s nationality share among organisation’s PMETs is less than 1/3 | 20 |
| Job on SOL and candidate’s nationality share among organisation’s PMETs is 1/3 or more | 10 |
To obtain the bonus: (1) the candidate must perform the job duties listed for the specific shortage occupation; (2) the employer must select an eligible job title in the EP application; (3) if the candidate needs SOL bonus points to pass COMPASS or is applying for a 5-year duration EP for a specific tech occupation on the SOL, additional job requirements (experience, qualifications, industry accreditation) will be checked.
Candidates who needed SOL bonus points to pass COMPASS or obtain a longer duration EP can only be employed in that specific shortage occupation. This restriction is stated in the in-principle approval (IPA) letter. Redeployment requires MOM reassessment. Candidates who did not need SOL bonus points are not subject to this restriction but must still notify MOM of occupation changes.
C6 Strategic Economic Priorities Bonus
C6 awards 10 bonus points to organisations undertaking ambitious investment, innovation, or internationalisation activities in partnership with economic agencies, or endorsed by NTUC as strong partners on company and workforce transformation.
| Condition | Points |
|---|---|
| Participate or meet criteria for at least one eligible programme | 10 |
Eligible programmes are listed on the MOM website. The award is at the discretion of the supporting agency. MOM notifies the organisation if awarded, and points appear in the SAT.
The bonus applies for up to 3 years or the duration of participation in the eligible programme, whichever is shorter. At renewal, the supporting agency reassesses based on continued participation and the organisation earning at least 10 points for C3 and at least 10 points for C4 for each of the 3 months before renewal.
COMPASS Exemptions
Candidates are exempted from COMPASS if they meet any of these conditions:
- Fixed monthly salary of at least $22,500 (aligned with the prevailing FCF job advertising exemption from 1 September 2023)
- Applying as an overseas intra-corporate transferee
- Filling the role for 1 month or less
Official COMPASS Examples
MOM publishes case studies showing how applications score. The following are reproduced from the official eligibility page.
Example A-1: Meets all 4 foundational criteria
Marketing consultancy, professional services sector. Local PMET share at 40th percentile of sector. Candidate nationality share 15%. Business manager, bachelor’s degree from foreign university (not top-tier). Salary at 70th percentile.
Scores: C1 10, C2 10, C3 10, C4 10 = 40 (Pass).
Example A-2: Meets all 4 foundational criteria (small firm)
Medical technology start-up, biomedical sciences sector. 15 PMETs. Operations manager, bachelor’s degree from foreign university (not top-tier). Salary at 70th percentile.
Scores: C1 10, C2 10, C3 10 (default), C4 10 (default) = 40 (Pass).
Example B: Weak on one foundational criterion, exceeds on another
Commercial bank, financial services sector. Local PMET share at 40th percentile. Candidate nationality share 3%. Management associate, bachelor’s degree from foreign university (not top-tier). Salary at 60th percentile.
Scores: C1 0, C2 10, C3 20, C4 10 = 40 (Pass).
Example C: Weak on firm-level criteria, earns SOL bonus
Software firm, infocomm technology sector. Local PMET share at 10th percentile. Candidate nationality share 35%. Job on SOL. Master’s degree from foreign university (not top-tier). Salary at 95th percentile.
Scores: C1 20, C2 10, C3 0, C4 0, C5 10 (nationality share ≥1/3) = 40 (Pass).
Tools for Self-Assessment
MOM provides three official tools:
- COMPASS Guidebook: PDF overview of the EP eligibility framework and application tips.
- Workforce Insights Tool: On myMOM Portal. Shows organisation’s workforce profile, industry benchmarks, C3 and C4 scores, and benchmarking insights.
- Self-Assessment Tool (SAT): Enhanced tool for employers and employment agents to check a candidate’s eligibility before applying.
Practical Steps Before Applying
- Confirm the candidate meets the EP qualifying salary for their age and sector (Stage 1).
- Use the SAT to estimate the COMPASS score (Stage 2).
- If the score is below 40, identify which criteria can be improved: salary negotiation, qualification verification, employer’s C3/C4 profile, or SOL eligibility.
- For C5, verify the job title matches an eligible SOL occupation and that the candidate meets any additional requirements.
- For C6, confirm with the employer whether they participate in an eligible programme and have been awarded the bonus.
- Ensure the employer has met FCF job advertising requirements.
- Prepare verification proof for qualifications if C2 points are needed.
