This article covers the current EP and S Pass qualifying salaries, the COMPASS points framework for EP, S Pass quota and levy rules, and the salary increases that take effect for new applications from 1 January 2027 and for renewals of passes expiring from 1 January 2028. All figures come from the Ministry of Manpower (MOM) official pages.
EP Qualifying Salary (Stage 1)
EP candidates must first meet the EP qualifying salary, which is benchmarked to the top one-third of local PMET (Professionals, Managers, Executives and Technicians) salaries by age. Candidates who do not meet this salary are not eligible for an EP, regardless of COMPASS points.
Current Minimum Qualifying Salary (before 1 January 2027)
| Sector | Age 23 or below | Age 45 or above |
|---|---|---|
| All sectors (except financial services) | $5,600 | $10,700 |
| Financial services | $6,200 | $11,800 |
The salary increases progressively with age. For example, at age 30 the current minimum is $7,223 (all sectors except financial services) and $7,982 (financial services). Full age-by-age tables are published on the MOM eligibility page.
New Minimum Qualifying Salary (from 1 January 2027 for new applications; from 1 January 2028 for renewals)
| Sector | Age 23 or below | Age 45 or above |
|---|---|---|
| All sectors (except financial services) | $6,000 | $11,500 |
| Financial services | $6,600 | $12,700 |
The progressive age tiers also increase. At age 30, the new minimums will be $7,750 (all sectors except financial services) and $8,541 (financial services).
Note: Fast-growing tech companies newly expanding to Singapore and the region may be eligible for the Tech@SG Programme.
COMPASS Framework (Stage 2)
Unless exempted, EP candidates must also pass the points-based Complementarity Assessment Framework (COMPASS). A total of 40 points is required to pass.
Foundational Criteria (C1–C4)
| Criterion | What It Measures | Points Available |
|---|---|---|
| C1. Salary | Candidate’s fixed monthly salary compared to local PMET salaries in the sector by age | 20 (≥90th percentile), 10 (65th–<90th), 0 (<65th) |
| C2. Qualifications | Candidate’s highest qualification | 20 (degree from top-tier institutions), 10 (other degree-equivalent), 0 (no degree-equivalent) |
| C3. Diversity | Share of candidate’s nationality among the organisation’s PMETs | 20 (<5%), 10 (5%–<25%), 0 (≥25%); firms with <25 PMETs get 10 by default |
| C4. Support for Local Employment | Organisation’s local PMET share relative to its sector | 20 (≥50th percentile), 10 (20th–<50th), 0 (<20th); firms with <25 PMETs get 10 by default; firms with ≥70% local PMET share get at least 10 |
Bonus Criteria (C5–C6)
| Criterion | Condition | Points |
|---|---|---|
| C5. Skills Bonus (Shortage Occupation List) | Job on the SOL and candidate’s nationality share <1/3 of firm’s PMETs | +20 |
| Job on the SOL and candidate’s nationality share ≥1/3 | +10 | |
| C6. Strategic Economic Priorities Bonus | Organisation participates in at least one eligible programme endorsed by an economic agency or NTUC | +10 (valid up to 3 years or programme duration, whichever is shorter) |
Exemptions from COMPASS
Candidates are exempted from COMPASS if they meet any of the following:
- Fixed monthly salary of at least $22,500
- Overseas intra-corporate transferee (ICT)
- Filling the role for 1 month or less
COMPASS Tools
- Self-Assessment Tool (SAT): Enhanced SAT lets employers and employment agents check a candidate’s eligibility before applying.
- Workforce Insights Tool: Available on myMOM Portal; shows the firm’s C3 and C4 scores, sector classification, and local PMET share benchmarks.
- COMPASS Guidebook: PDF overview of the EP eligibility framework and application tips.
S Pass Qualifying Salary
S Pass candidates must earn a fixed monthly salary comparable to the top one-third of local Associate Professionals and Technicians (APT) salaries by age.
Current Minimum Qualifying Salary (before 1 January 2027)
| Sector | Age 23 or below | Age 45 or above |
|---|---|---|
| All sectors (except financial services) | $3,300 | $4,800 |
| Financial services | $3,800 | $5,650 |
Progressive age tiers apply. At age 30, the current minimums are $3,777 (all sectors except financial services) and $4,389 (financial services).
New Minimum Qualifying Salary (from 1 January 2027 for new applications; from 1 January 2028 for renewals)
| Sector | Age 23 or below | Age 45 or above |
|---|---|---|
| All sectors (except financial services) | $3,600 | $5,100 |
| Financial services | $4,000 | $5,650 |
At age 30, the new minimums will be $4,077 (all sectors except financial services) and $4,525 (financial services).
Other S Pass Eligibility Points
- Qualifications: Declaring qualifications is optional. If declared, the employer must ensure they are authentic and from an accredited institution in the application drop-down list.
- Self-Assessment Tool (SAT): If the SAT shows the candidate is eligible, there is around a 90% chance the candidate will get a pass. If not eligible, the application will be rejected.
- Family Passes: S Pass holders with a fixed monthly salary of at least $6,000 are eligible for a Dependant’s Pass for spouse and children.
S Pass Quota and Levy
Quota (Dependency Ratio Ceiling)
The maximum ratio of foreign workers (Work Permit + S Pass holders) to total workforce by sector:
| Sector | DRC |
|---|---|
| Construction | 83.3% |
| Process | 83.3% |
| Marine Shipyard | 75% |
| Manufacturing | 60% |
| Services | 35% |
S Pass Sub-Quota: Within the DRC, S Pass holders are capped at:
- 10% of the company’s total workforce in the Services sector
- 15% in Construction, Manufacturing, Marine Shipyard, and Process sectors
Quota is calculated from the average number of local employees (based on CPF contributions) over the last 3 months. The Local Qualifying Salary (LQS) determines which local employees count toward quota entitlement.
Levy
Since 1 September 2025, the S Pass levy rate has been harmonised to $650 per month across all sectors and levy tiers. The daily levy rate is $21.37 (calculated as $650 × 12 ÷ 365, rounded up to the nearest cent). Levy liability starts from the day the S Pass is issued and ends when the pass is cancelled or expires. Employers must pay levy via GIRO.
Key Differences Between EP and S Pass
| Feature | Employment Pass (EP) | S Pass |
|---|---|---|
| Target Group | Foreign professionals, managers, executives | Skilled workers (Associate Professionals & Technicians) |
| Qualifying Salary | Higher; benchmarked to top 1/3 local PMET salaries | Lower; benchmarked to top 1/3 local APT salaries |
| COMPASS | Required (unless exempted) | Not applicable |
| Quota | No quota | Sub-quota within sector DRC (10% Services, 15% others) |
| Levy | No levy | $650/month (harmonised since Sept 2025) |
| Medical Insurance | Employer may choose to provide | Employer must provide |
| Primary Care Plan (PCP) | Not required | Required for workers in dormitories (≥7 occupants) or CMP sectors |
| Pass Duration (First-time) | Up to 2 years | Up to 2 years |
| Pass Duration (Renewal) | Up to 3 years | Up to 3 years |
| 5-Year Pass Option | Experienced tech professionals with skills in shortage (SOL) may qualify | Not available |
| Family Passes | Dependant’s Pass (salary ≥ $6,000), Long-Term Visit Pass | Dependant’s Pass (salary ≥ $6,000), Long-Term Visit Pass |
Employer Obligations Before Applying
Both passes require the employer (or appointed employment agent) to:
- Advertise on MyCareersFuture and consider all candidates fairly (Fair Consideration Framework).
- Check eligibility using the relevant Self-Assessment Tool (SAT).
- For first-time S Pass employers: declare business activity to determine sector classification.
- Prepare required documents (verification proof for EP qualifications if claiming C2 points; medical insurance for S Pass; PCP if applicable).