EP Renewal Eligibility: Qualifying Salary by Age, COMPASS Points, and the MOM Self-Assessment Tool

Who this is for

EP holders approaching renewal need to confirm two things before an application is filed: the qualifying salary and the COMPASS score. Employers and appointed employment agents submit EP applications; the candidate does not apply directly. This article sets out the official MOM criteria so you can check your position and brief your employer in advance.

Stage 1: EP qualifying salary by age and sector track

The EP uses a two-stage eligibility framework. Stage 1 is the qualifying salary, benchmarked to the top one-third of local PMET salaries by age. MOM applies only two sector tracks: all sectors except financial services, and financial services. There is no separate published benchmark that splits tech, professional services, healthcare, or engineering into distinct salary tracks.

The qualifying salary rises progressively with age. The table below shows the current minimum for each age. These figures apply to new applications and to renewals of passes expiring before 1 January 2028.

The qualifying salary increases from 1 January 2027 for new applications, and from 1 January 2028 for renewals. The higher figures are below.

Candidates who do not meet Stage 1 are not eligible for an EP, regardless of the COMPASS points they would have scored.

Stage 2: COMPASS points framework

Stage 2 is the points-based Complementarity Assessment Framework (COMPASS). You need 40 points to pass, unless exempted. COMPASS has four foundational criteria (C1–C4) and two bonus criteria (C5–C6).

C1 Salary awards points against local PMET salaries in your sector by percentile. The 90th percentile and above earns 20 points; the 65th to below 90th earns 10 points; below the 65th earns 0. This criterion is separate from the Stage 1 qualifying salary.

C2 Qualifications awards points by qualification tier. Degree-equivalent qualifications from top-tier listed institutions earn 20 points; other degree-equivalent qualifications earn 10 points; no degree-equivalent qualification earns 0. You need not submit qualifications if you do not need the points.

C3 Diversity awards more points where the candidate’s nationality is a small share of the firm’s PMET employees. Organisations with fewer than 25 PMETs score 10 points by default. At least 25 PMETs score by nationality share: less than 5% earns 20 points; 5% to below 25% earns 10 points; 25% or more earns 0.

C4 Support for local employment awards points by the organisation’s local PMET share relative to its sector. Fewer than 25 PMETs score 10 by default. At least 25 PMETs score: 50th percentile and above earns 20 points; 20th to below 50th earns 10 points; below 20th earns 0. If local PMET share is at least 70%, the application scores at least 10 points.

C5 Skills bonus (Shortage Occupation List) awards points for a job on the SOL. With nationality share below one-third, it earns 20 points; one-third or more earns 10 points.

C6 Strategic Economic Priorities (SEP) bonus awards 10 points for participation in an eligible programme. The bonus applies for up to 3 years, or the programme duration, whichever is shorter.

COMPASS exemptions apply if any one condition holds. A fixed monthly salary of at least $22,500 exempts you. An overseas intra-corporate transferee is exempt. A role filled for 1 month or less is exempt.

Check before applying: the Self-Assessment Tool (SAT)

Your employer or appointed employment agent should run the SAT before submitting the application. The SAT checks a candidate’s eligibility against the Stage 1 salary and the COMPASS test before applying. If your organisation has been awarded the SEP bonus, the points are reflected in the SAT. A pass in the SAT indicates the candidate qualifies; it is a pre-check, not the application itself.

As an EP holder, you cannot see your employer’s full COMPASS workforce profile directly. You can review the published criteria above and ask your employer or employment agent to run the SAT with your actual details. Prepare these inputs so the check is accurate:

• Your fixed monthly salary (base plus fixed allowances; variable bonuses are not counted).
• Your date of birth, which sets the age bracket for the qualifying salary.
• Your employer’s sector track (financial services, or all other sectors).
• Your highest qualification and whether it is on the top-tier list, if you need C2 points.

The SAT shows whether the candidate is eligible before applying. Use it to confirm the position before your employer submits the application.

Renewal timing and pass duration

EP duration is up to 2 years for first-time candidates and up to 3 years for renewals. Experienced tech professionals with skills in shortage may qualify for a 5-year pass. Renew before the pass expires.

The higher qualifying salary applies to renewals of passes expiring from 1 January 2028. Renewals expiring before that date use the current column in the table above. Employers must meet the Fair Consideration Framework job advertising requirement before submitting new EP applications.

Bringing family

An EP holder earning at least $6,000 a month can apply for a Dependant’s Pass for a legally married spouse and unmarried children under 21. Parents require at least $12,000 a month for a Long-Term Visit Pass. The employer submits a separate application for each family member.

If the salary falls short: alternative passes

If your fixed monthly salary does not meet the EP qualifying salary, other passes have separate criteria.

S Pass is for skilled workers (Associate Professionals and Technicians). The current minimum qualifying salary is $3,300 (up to $4,800 at age 45 and above) for all sectors except financial services, and $3,800 (up to $5,650) for financial services. From 1 January 2027 for new applications, and 1 January 2028 for renewals, the minimum rises to $3,600 (up to $5,100) and $4,000 (up to $5,650) respectively. S Pass is subject to quota and levy; the levy is $650 per month across all sectors since 1 September 2025. S Pass holders earning at least $6,000 qualify for a Dependant’s Pass. MOM states that if the SAT shows an S Pass candidate is eligible, there is around a 90% chance of getting the pass.

Personalised Employment Pass (PEP) requires a fixed monthly salary of at least $22,500, benchmarked to the top 10% of EP holders. Overseas foreign professionals must have drawn that salary within the past 6 months. To keep the PEP, you must earn at least $270,000 per calendar year and stay employed continuously in Singapore; unemployment beyond 6 months requires cancellation. PEP is not for EP holders under the sponsorship scheme, freelancers, sole proprietors, partners, or directors who are also shareholders. You may not start a business on a PEP.

Overseas Networks & Expertise Pass (ONE Pass) requires a fixed monthly salary of at least S$30,000 for the 12 consecutive months before application, or a prospective S$30,000 under a Singapore-based employer. Outstanding achievements in sports, arts and culture, or academia and research can qualify without the salary criterion. ONE Pass lasts up to 5 years, is exempt from COMPASS and the FCF job advertising requirement, and carries no quota or levy. Candidates may apply under the AI and Tech track from 28 January 2027.

Each alternative has its own eligibility rules. None is an automatic substitute for an EP; your employer must assess which pass fits your case.

Official sources

This article is based on the following MOM pages:

• Eligibility for Employment Pass
• Key facts on Employment Pass
• Passes for families of Employment Pass holders
• Eligibility for S Pass
• Key facts on S Pass
• S Pass quota and levy requirements
• Eligibility for Personalised Employment Pass
• Eligibility for Overseas Networks & Expertise Pass
• Key facts on Overseas Networks & Expertise Pass