The Two-Stage EP Eligibility Framework
An EP application must clear two stages: the first is the salary threshold, the second is COMPASS scoring.
Stage 1: EP Qualifying Salary
A candidate’s fixed monthly salary must meet the EP qualifying salary. This salary is benchmarked to the top one-third of local PMET (professionals, managers, executives and technicians) salaries for the same age group, and rises with age. The Ministry of Manpower (MOM) divides industries into “financial services” and “other sectors”, and has published new thresholds taking effect from 1 January 2027.
Other sectors (current): 23 and below S$5,600; 45 and above S$10,700.
Other sectors (from 2027): 23 and below S$6,000; 45 and above S$11,500.
Financial services (current): 23 and below S$6,200; 45 and above S$11,800.
Financial services (from 2027): 23 and below S$6,600; 45 and above S$12,700.
The full age-band table is available on the MOM website. Candidates who fail Stage 1 are not eligible for an EP regardless of their COMPASS score.
Stage 2: COMPASS Scoring
After clearing the salary threshold, a candidate must also score at least 40 points under COMPASS (Complementarity Assessment Framework). COMPASS has four foundational criteria (C1–C4) and two bonus criteria (C5, C6).
The Six COMPASS Scoring Criteria
C1 Salary Criterion
Compare the candidate’s fixed monthly salary against the salary percentile of local PMETs in the same industry:
- ≥90th percentile: 20 points
- 65th–90th percentile: 10 points
- <65th percentile: 0 points
This criterion is separate from the Stage 1 EP qualifying salary and must not be confused with it.
C2 Qualifications Criterion
- Bachelor’s or equivalent from a top-tier institution (QS top 100 and other well-known Asian universities, Singapore autonomous universities, and relevant body-recognised professional qualifications): 20 points
- Other bachelor’s or equivalent (including overseas qualifications recognised by UK ENIC, industry-recognised professional qualifications, and eligible local private institution qualifications): 10 points
- No bachelor’s equivalent: 0 points (can still reach 40 points through other criteria)
To earn points, candidates must submit proof of qualification verification; otherwise no qualification documents are required.
C3 Diversity Criterion
Points are awarded by the share of the candidate’s nationality among the company’s PMET employees:
- Company PMET headcount < 25: default 10 points
- Share <5%: 20 points
- 5%–25%: 10 points
- ≥25%: 0 points
Nationality is determined by the passport nationality recorded by the Singapore Government.
C4 Support for Local Employment Criterion
Points are awarded by the percentile of the company’s local PMET share within its industry:
- Company PMET headcount < 25: default 10 points
- ≥50th percentile: 20 points
- 20th–50th percentile: 10 points
- <20th percentile: 0 points
If a company’s local PMET share reaches the 20th percentile of the whole economy (about 70%), it scores at least 10 points and is not penalised by a high overall local share in its industry.
C5 Skills Bonus (Shortage Occupation List / SOL)
If the candidate’s job is on the SOL and the share of that nationality among company PMETs is <1/3: 20 points; if the share is ≥1/3: 10 points.
To rely on this bonus to pass COMPASS or to apply for a 5-year tech EP, the candidate must meet the role’s additional requirements (duties, experience, qualifications/industry certification), and once approved may work only in that shortage occupation; a role change requires re-assessment.
C6 Strategic Economic Priorities Bonus
Companies taking part in eligible government programmes (such as EDB- and NTUC-recognised transformation projects) earn 10 points. The bonus is valid for up to 3 years or the shorter programme participation period. Renewal requires at least 10 points each on C3 and C4 for 3 consecutive months.
COMPASS Exemption Conditions
COMPASS scoring is waived if any one condition is met:
- Fixed monthly salary ≥ S$22,500
- Intra-corporate transferees from overseas companies
- Employment period ≤ 1 month
Key Facts on the EP
- Who it is for: Foreign professionals, managers and executives employed in Singapore who meet the eligibility above.
- Who applies: The employer, or an appointed employment agent on its behalf; an overseas company without a Singapore entity must find a local sponsor.
- Pass duration: Up to 2 years on first issue, up to 3 years on renewal; eligible senior tech shortage talent may get up to 5 years.
- Renewable: Yes, through the MOM process.
- Medical insurance: The employer decides whether to purchase it.
- No foreign worker levy or quota: The EP carries no foreign worker levy and is not subject to quota.
- Dependant’s Pass: Eligible holders may apply for passes for their spouse and children.
A Brief Note on PR Eligibility
The original text mentions PR as an alternative route. Based on the Immigration & Checkpoints Authority (ICA) website, the main eligible categories are:
- Spouse of a Singapore citizen or PR
- Unmarried children under 21 born within a legal marriage or legally adopted
- Aged parents of a citizen aged 21 or above
- Holders of an EP or S Pass
- Students who have passed at least one national exam in Singapore (PSLE, N/O/A levels) or are in the Integrated Programme
- Investors under the Global Investor Programme (GIP)
ICA considers family ties, economic contribution, qualifications, age, family profile and length of residence, among other factors; the official weightings and quotas are not published. The PR application fee is S$100; upon approval, a separate entry permit fee of S$20, a 5-year Re-Entry Permit of S$50 and an identity card fee of S$50 apply. Processing takes about 6 months. PR status does not automatically waive the COMPASS requirement for an EP application (an EP is applied for by the employer, while PR is an individual status); the two are separate tracks.