The C5 Skills Bonus rewards Employment Pass (EP) candidates whose job is on Singapore’s Shortage Occupation List (SOL). It is one of two COMPASS bonus criteria. The other is the C6 Strategic Economic Priorities bonus.
What the C5 Skills Bonus awards
The C5 bonus recognises jobs that require highly specialised skills in shortage in the local workforce. MOM determines the SOL through a robust evaluation process that takes into account industry needs and local workforce development efforts.
The bonus awards points based on the candidate’s nationality share among the employer’s PMETs. A job on the SOL with that share below one-third grants 20 points. A job on the SOL with that share at one-third or more grants 10 points.
MOM publishes the current SOL and its eligible job titles on the SOL page.
How C5 fits into EP eligibility
EP candidates must pass a two-stage eligibility framework. Stage 1 requires earning at least the EP qualifying salary. Stage 2 requires passing COMPASS, unless exempted.
Candidates who fail Stage 1 are not eligible for an EP, regardless of COMPASS points. The C5 bonus only helps at Stage 2.
COMPASS requires 40 points to pass. The C5 bonus can supply up to 20 of those points.
EP qualifying salary (Stage 1)
The EP qualifying salary is benchmarked to the top one-third of local PMET salaries by age. For most sectors, the current minimum is $5,600. It rises progressively with age, reaching $10,700 at age 45 and above.
The financial services sector requires a higher minimum. The current minimum is $6,200, rising to $11,800 at age 45 and above.
From 1 Jan 2027, new applications face higher minimums. Most sectors require $6,000, up to $11,500 at age 45 and above. Financial services require $6,600, up to $12,700 at age 45 and above. Renewals expiring from 1 Jan 2028 follow the same higher figures.
The qualifying salary is separate from the C1 salary benchmark used inside COMPASS.
The four foundational COMPASS criteria
COMPASS has four foundational criteria. C1 Salary benchmarks the candidate’s pay against local PMET salaries in the sector. The 90th percentile and above earns 20 points. The 65th to below 90th percentile earns 10. Below the 65th percentile earns 0.
C2 Qualifications awards 20 points for top-tier degree-equivalent qualifications. Other degree-equivalent qualifications earn 10. No degree-equivalent qualifications earn 0. Candidates without degree-equivalent qualifications can still pass by earning 40 points from other criteria.
C3 Diversity awards points by the candidate’s nationality share among the employer’s PMETs. Employers with fewer than 25 PMETs score 10 by default. At 25 or more PMETs, a share below 5% earns 20, 5% to below 25% earns 10, and 25% or more earns 0.
C4 Support for Local Employment awards points by the employer’s local PMET share relative to its sector. Employers with fewer than 25 PMETs score 10 by default. At 25 or more PMETs, the 50th percentile and above earns 20, the 20th to below 50th percentile earns 10, and below the 20th percentile earns 0.
Conditions to obtain the C5 Skills Bonus
Three steps are required to obtain the bonus. The candidate must perform the job duties listed for the specific shortage occupation. The employer must select one of the eligible job titles in the EP application.
Additional job requirements apply in two cases. The candidate must meet them if they need the SOL bonus points to pass COMPASS. The candidate must also meet them if applying for a 5-year duration EP for a specific tech occupation on the SOL.
MOM checks the candidate’s job duties, past work experience, and qualifications or industry accreditation for the declared occupation. Employers and employment agents can use the Self-Assessment Tool to check eligibility before applying.
Redeployment restrictions
Approved candidates face redeployment limits tied to the C5 bonus. Candidates who needed SOL bonus points to pass COMPASS, or who obtained a longer-duration EP, can only be employed in the specific shortage occupation. This restriction appears in the in-principle approval (IPA) letter’s “Important” note.
A move to a different job triggers reassessment. The employer must notify MOM first. MOM then advises next steps on whether the candidate still qualifies for an EP in the new role.
Candidates who did not need SOL bonus points to pass COMPASS avoid this restriction. They must still notify MOM of any occupation change.
COMPASS exemptions
Some candidates are exempt from COMPASS entirely. Exemption applies with a fixed monthly salary of at least $22,500. It also applies to overseas intra-corporate transferees. It applies to roles filled for one month or less.
Exempt candidates still must meet the EP qualifying salary at Stage 1.
Tools to check your position
The Self-Assessment Tool (SAT) lets employers and employment agents check a candidate’s eligibility before applying. The Workforce Insights tool on myMOM Portal shows the employer’s diversity and local-employment scores and the candidate’s nationality share among PMETs.
The COMPASS guidebook gives an overview of the EP framework and application tips.
Steps to prepare your application
These steps are suggestions, not official rules. Confirm each against MOM’s current pages before you act.
Verify the occupation against the live SOL before relying on it. MOM publishes the current list and eligible job titles; check the live page rather than an older version.
Map the candidate’s actual job duties to the SOL occupation’s listed duties. MOM assesses duties, experience, and qualifications or industry accreditation for the declared role.
Decide whether the candidate needs the SOL points to pass. If yes, plan for the redeployment restriction and the additional job-requirement checks.
Run the SAT with the employer’s real workforce numbers. Use the Workforce Insights tool to see the diversity and local-employment scores that set the C5 point level.
Prepare verification proof for qualifications if you intend to claim C2 points. MOM requires verification proof together with qualifications when points are claimed.
Note the salary timeline. New applications from 1 Jan 2027 use the higher qualifying salary. Renewals expiring from 1 Jan 2028 follow the same higher figures.
Official sources
This article is based on the following official MOM pages:
