Singapore’s Employment Pass (EP) framework requires candidates to pass a two-stage eligibility assessment. Stage 1 sets a minimum qualifying salary. Stage 2 requires the application to score at least 40 points under the Complementarity Assessment Framework (COMPASS). The C1 Salary criterion is one of four foundational COMPASS criteria and awards up to 20 points based on how the candidate’s fixed monthly salary compares to sector-specific benchmarks.
Two-Stage Eligibility Framework
Every EP application must clear both stages:
Stage 1 — EP Qualifying Salary
The candidate must earn a fixed monthly salary at or above the EP qualifying salary for their age and sector. The qualifying salary is benchmarked to the top one-third of local PMET (Professionals, Managers, Executives and Technicians) salaries by age. Current minimums start at $5,600 for most sectors and $6,200 for financial services, rising progressively with age. Higher thresholds take effect from 1 January 2027 for new applications and from 1 January 2028 for renewals.
Stage 2 — COMPASS
Unless exempted, the application must earn at least 40 points across six criteria: C1 Salary, C2 Qualifications, C3 Diversity, C4 Support for Local Employment, C5 Skills Bonus (Shortage Occupation List), and C6 Strategic Economic Priorities Bonus. Failing Stage 1 makes the candidate ineligible regardless of COMPASS points.
C1 Salary Criterion Mechanics
The C1 criterion benchmarks the candidate’s fixed monthly salary against local PMET salaries in the employer’s sector. MOM publishes salary benchmarks by sector at the 65th and 90th percentiles. 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 |
The benchmarks are age-adjusted and sector-specific. The official salary benchmark tables are published at: COMPASS C1 Salary Benchmarks.
Important: The C1 benchmark is distinct from the EP qualifying salary (Stage 1). The qualifying salary is a hard floor; the C1 benchmark determines points within COMPASS. A candidate who meets the qualifying salary but falls below the 65th percentile for their sector earns 0 points on C1.
Fixed Monthly Salary Definition
COMPASS uses fixed monthly salary — base pay excluding bonuses, commissions, allowances, and other variable components. The official definition is available in MOM’s FAQ: What is a fixed monthly salary?
Checking Your C1 Score Before Applying
Employers and employment agents should use the Self-Assessment Tool (SAT) to check a candidate’s eligibility before submitting an application. The SAT calculates the C1 score using the latest published benchmarks. Access the SAT here: Employment / S Pass Self-Assessment Tool.
Sector Classification Matters
The sector used for C1 benchmarking follows MOM’s classification, which aligns with the Singapore Standard Industrial Classification (SSIC). Employers can check and update their organisation’s sector classification via the Workforce Insights tool on the myMOM Portal. Using an incorrect sector will misalign the salary benchmark.
Exemptions from COMPASS
Candidates are exempted from the entire COMPASS assessment (including C1) if they meet any of these conditions:
- Fixed monthly salary of at least $22,500
- Overseas intra-corporate transferee (ICT)
- Filling the role for one month or less
Exempted candidates still must meet the Stage 1 EP qualifying salary.
How C1 Fits Into a Passing COMPASS Score
A passing COMPASS score requires 40 points total. The four foundational criteria (C1–C4) each offer up to 20 points. Bonus criteria C5 and C6 offer up to 20 and 10 points respectively. MOM publishes case studies showing typical scoring patterns:
- Example A-1: Candidate meets expectations on all four foundational criteria (10 points each) = 40 points (Pass)
- Example B: Weak on C1 (0 points) but strong on C3 Diversity (20 points) with C2 and C4 at 10 each = 40 points (Pass)
- Example C: Weak on C3 and C4 (0 each) but strong on C1 (20 points) and C2 (10 points) plus C5 Skills Bonus (10 points) = 40 points (Pass)
These examples illustrate that a low C1 score can be offset by strength elsewhere, but every zero on a foundational criterion raises the bar on the remaining criteria.
Practical Steps for Employers
- Confirm the candidate meets the EP qualifying salary for their age and sector (Stage 1).
- Identify the correct sector classification for your organisation.
- Look up the C1 salary benchmarks for that sector and the candidate’s age.
- Run the SAT with the candidate’s fixed monthly salary to see the C1 score.
- If C1 scores 0, evaluate whether other criteria (C2–C4) or bonus criteria (C5, C6) can compensate to reach 40 points.
- Prepare verification documents for qualifications if claiming C2 points.
Where to Find the Official Benchmark Tables
The detailed C1 salary benchmark tables — broken down by sector and age — are published on MOM’s website:
These tables are updated annually. Always verify the current version before finalising an application.
References
- Eligibility for Employment Pass — MOM official page covering the two-stage framework, EP qualifying salary tables, COMPASS criteria, exemptions, and case studies
- Key facts on Employment Pass — MOM official page summarising qualifying salary, pass duration, and application process
- COMPASS C1 Salary Benchmarks — Official sector-and-age benchmark tables for the C1 criterion
- Self-Assessment Tool (SAT) — MOM’s eligibility checking tool
- Workforce Insights tool — For checking organisation sector classification and workforce profile
