COMPASS criteria and EP eligibility: the complete guide

Singapore’s Employment Pass (EP) uses a two-stage eligibility framework: stage one checks the salary threshold, and stage two assesses through the COMPASS points system. Applications must satisfy both stages. All rules below cite the Ministry of Manpower (MOM)‘s current official pages.

The two-stage eligibility framework

Stage 1: EP qualifying salary The candidate’s fixed monthly salary must meet the minimum qualifying salary for the relevant age and sector. Salary is the fixed monthly amount, excluding bonuses, commissions or variable allowances. Those who fall short cannot apply for an EP, regardless of their COMPASS score.

Stage 2: COMPASS points system Except where exempt, candidates must reach 40 points on COMPASS. COMPASS has four foundational criteria (C1–C4) and two bonus criteria (C5, C6). Foundational criteria score 0/10/20 each; C5 scores 10/20 and C6 scores 10.

EP qualifying salary (Stage 1)

Salary thresholds are tiered by sector and age. Current standards run alongside standards taking effect in 2027/2028.

All sectors (except financial services) — current standard (new applications before 1 January 2027, renewals expiring before 1 January 2028)

All sectors (except financial services) — 2027/2028 new standard (new applications from 1 January 2027, renewals expiring from 1 January 2028)

Financial services sector — current standard

Financial services sector — 2027/2028 new standard

Tip: Fast-growing tech firms that are newly expanding into Singapore and the region can check their eligibility under the Tech@SG programme.

COMPASS scoring details (Stage 2)

Pass mark: 40 points. Foundational criteria C1–C4 score up to 80 points combined; bonus criteria C5 and C6 score up to 30 points combined.

C1 Salary criterion

Scored by comparing the candidate’s fixed monthly salary against the sector’s local PMET salary benchmark.

Note: This benchmark differs from the EP qualifying salary. Candidates who fail the EP qualifying salary are ineligible outright and are not scored on C1.

C2 Qualifications criterion

Scored by education level and institutional recognition. If this criterion’s points are not needed, no qualifications or verification proof need be submitted.

The institution list is updated annually. Verification proof must be submitted when points are needed.

C3 Diversity criterion

Scored by the candidate’s nationality share among the employer’s PMET workforce.

Nationality follows the passport nationality recorded by the Singapore government. Employers can check their own PMET nationality distribution using the Workforce Insights tool in myMOM Portal.

C4 Support for Local Employment criterion

Scored by the relative percentile of the employer’s local PMET share within its sector.

If the employer’s local PMET share reaches the 20th percentile across the whole economy (i.e. at least 70%), it scores at least 10 points regardless of sector ranking. The Workforce Insights tool shows the employer’s sector classification and local PMET share.

C5 Skills bonus: Shortage Occupation List (SOL)

To qualify:

1. The candidate must perform the duties of that shortage occupation;
2. The qualifying job title must be selected at application;
3. If relying on the SOL bonus to pass COMPASS, or applying for a 5-year EP for a specified tech occupation, an additional job requirements check is required (duties, prior experience, qualifications or industry certification).

Candidates relying on the SOL bonus to pass or to obtain a 5-year EP may only be employed in that shortage occupation; the In-Principle Approval (IPA) letter will state the restriction. MOM must be notified for re-assessment before any role change. Those not relying on the SOL bonus must also notify MOM before a role change.

C6 Strategic Economic Priorities bonus

Employers participating in qualifying programmes (ambitious investment, innovation or internationalisation activities in partnership with economic agencies, or recognised by the National Trades Union Congress as a strong partner for enterprise and workforce transformation) earn 10 points. The bonus is valid for up to 3 years or the duration of participation (whichever is shorter). To renew, C3 ≥ 10 and C4 ≥ 10 must be met in every month of the 3 months before renewal.

COMPASS exemption scenarios

Meeting any one of the following exempts the candidate from COMPASS assessment:

• Fixed monthly salary ≥ S$22,500 (consistent with the FCF advertising exemption threshold from 1 September 2023);
• Intra-corporate transferee from an overseas company;
• Role to be filled for no more than 1 month.

Official self-assessment and enquiry tools

• Self-Assessment Tool (SAT): employers or employment agencies can check candidate eligibility before applying.
• Workforce Insights tool: built into myMOM Portal; shows PMET headcount, sector classification, C3 nationality share, C4 local share percentile, and salary and benefits benchmarks.
• COMPASS guidebook: PDF version with framework overview and application tips.

Official case snapshots (illustrative scoring logic)

Case A-1: Professional services marketing consultancy; local PMET share at the 40th percentile of the sector; candidate’s nationality 15%; salary at the 70th percentile; non-top-tier bachelor’s. → C1 10 + C2 10 + C3 10 + C4 10 = 40 points (pass).

Case A-2: Biomedical start-up; only 15 PMET; candidate non-top-tier bachelor’s; salary at the 70th percentile. → C1 10 + C2 10 + C3 10 (default) + C4 10 (default) = 40 points (pass).

Case B: Financial services commercial bank; local PMET share at the 40th percentile of the sector; candidate’s nationality 3%; salary at the 60th percentile; non-top-tier bachelor’s. → C1 0 + C2 10 + C3 20 + C4 10 = 40 points (pass).

Case C: Info-communications software company; local PMET share at the 10th percentile of the sector; candidate’s nationality 35%; salary at the 95th percentile; non-top-tier master’s; job on the SOL but nationality share ≥ 1/3. → C1 20 + C2 10 + C3 0 + C4 0 + C5 10 = 40 points (pass).

EP key facts at a glance

• Who it is for: qualified foreign professionals, managers and executives hired in Singapore.
• Who applies: the employer or appointed employment agency; overseas companies without a Singapore entity apply through a local sponsor.
• First approval up to 2 years; renewal up to 3 years; specified shortage tech talent may get up to 5 years.
• Renewable.
• Employers decide whether to buy medical insurance.
• No foreign worker levy, no quota.
• Holders may need to pay personal income tax (see IRAS website).

Official pages this article relies on

• MOM - Employment Pass Eligibility
• MOM - Key facts on Employment Pass
• ICA - Becoming a Permanent Resident
• ICA - Becoming a Singapore Citizen