Singapore’s Employment Pass (EP) uses a two-stage eligibility framework. Stage one requires the age-banded EP qualifying salary. Stage two, unless exempt, requires passing the points-based Complementarity Assessment Framework (COMPASS) with at least 40 points. Both thresholds are mandatory. The following breaks down each item against the current public pages of the Ministry of Manpower (MOM) and the Immigration & Checkpoints Authority (ICA).
The EP Two-Stage Eligibility Framework: Salary Threshold and the COMPASS Minimum Score
Stage 1 — EP qualifying salary: The candidate’s fixed monthly salary must meet or exceed the threshold for their age. The threshold is benchmarked to the top one-third of local PMET (Professionals, Managers, Executives and Technicians) salaries and rises with age. Those who fall short are not eligible to apply, regardless of any potential COMPASS score.
Stage 2 — COMPASS: After meeting the salary threshold, the application must score 40 points across six assessment criteria. The four baseline criteria (C1–C4) each award up to 20 points; the two bonus criteria (C5, C6) award up to 20 and 10 points respectively. Employers may use the Self-Assessment Tool (SAT) to preview the outcome before applying.
EP Qualifying Salary: Current Standards and the Phased 2027 Increase Timeline
MOM has published salary tables under two effective-date schedules. The current standard applies to new applications before 1 January 2027 and to renewals expiring before 1 January 2028. The new standard applies to new applications from 1 January 2027 and to renewals from 1 January 2028.
Non-Financial Services
| Age | Current minimum salary | New minimum salary from 2027/2028 |
|---|---|---|
| 23 and below | S$5,600 | S$6,000 |
| 24 | S$5,832 | S$6,250 |
| 25 | S$6,064 | S$6,500 |
| 30 | S$7,223 | S$7,750 |
| 35 | S$8,382 | S$9,000 |
| 40 | S$9,541 | S$10,250 |
| 45 and above | S$10,700 | S$11,500 |
Financial Services
| Age | Current minimum salary | New minimum salary from 2027/2028 |
|---|---|---|
| 23 and below | S$6,200 | S$6,600 |
| 24 | S$6,455 | S$6,877 |
| 25 | S$6,709 | S$7,155 |
| 30 | S$7,982 | S$8,541 |
| 35 | S$9,255 | S$9,927 |
| 40 | S$10,527 | S$11,314 |
| 45 and above | S$11,800 | S$12,700 |
Key point: Salary is calculated as “fixed monthly salary” and excludes variable bonuses, overtime pay and allowances. The company’s industry determines which salary table applies; the definition of financial services is available in the MOM frequently asked questions.
COMPASS: Full Scoring Criteria Reference Table
C1 Salary Benchmark
Compare the candidate’s fixed monthly salary against the salary percentile of local PMETs of the same age in the same industry:
- 90th percentile and above: 20 points
- 65th to 90th percentile: 10 points
- Below 65th percentile: 0 points
This benchmark is separate from the EP qualifying salary. Meeting only the qualifying salary line does not mean the candidate earns C1 points.
C2 Qualifications
- Degree-equivalent qualifications from top-tier institutions (QS top 100, Singapore autonomous universities, leading institutions in a relevant field endorsed by the relevant body): 20 points
- Other degree-equivalent qualifications (assessed as equivalent to a UK bachelor’s degree by an internationally recognised body such as UK ENIC, industry-recognised professional qualifications, or eligible degrees awarded by local Private Education Institutions (PEIs)): 10 points
- No degree-equivalent qualification: 0 points (the candidate can still reach 40 points through other criteria)
Where points are needed, supporting certification must be submitted at the same time. Where no points are needed, qualification documents need not be submitted.
C3 Diversity
Points are scored by the share of the candidate’s nationality among the company’s PMET workforce:
- Company PMET headcount below 25: default 10 points
- Company PMET headcount 25 or more: below 5% share earns 20 points; 5% to below 25% earns 10 points; 25% or above earns 0 points
Nationality follows the passport nationality recorded by the Singapore Government; PRs are counted by their passport nationality.
C4 Support for Local Employment
Points are scored by the percentile of the company’s local PMET (citizens + PRs) share within its industry:
- Company PMET headcount below 25: default 10 points
- Company PMET headcount 25 or more: at or above the 50th percentile earns 20 points; the 20th to 50th percentile earns 10 points; below the 20th percentile earns 0 points
If the company’s local PMET share across all staff is 70% or above (corresponding to the 20th percentile economy-wide), it earns at least 10 points regardless of industry ranking.
C5 Skills Bonus — Shortage Occupation List (SOL)
- The role is on the Shortage Occupation List (SOL) and the candidate’s nationality makes up less than one-third of the company’s PMET: 20 points
- The role is on the SOL but the nationality share is one-third or more: 10 points
The role’s specific duties, experience and qualification/industry certification requirements must be met. Those who rely on SOL points to pass or to apply for a 5-year tech EP are tied to that role; a role change requires re-assessment.
C6 Strategic Economic Priorities Bonus
The company participates in an eligible programme endorsed by an economic agency (such as major investment, innovation or internationalisation partnerships) or is recognised by the National Trades Union Congress (NTUC) as a transformation partner: 10 points.
The bonus is valid for up to 3 years, or the shorter duration of the programme participation. Renewal requires consistently scoring at least 10 points each on C3 and C4 in the preceding 3 months.
COMPASS Exemption Scenarios
COMPASS scoring is waived for those meeting any one of the following:
- Fixed monthly salary of S$22,500 or more (aligned with the Fair Consideration Framework advertising exemption threshold, in effect from 1 September 2023)
- Applying as an intra-corporate transferee from an overseas group
- Employment period of 1 month or less
Dependant’s Pass (DP) and Long-Term Visit Pass (LTVP): Salary Thresholds and Coverage
Once an EP holder meets the salary threshold, the employer may apply separately for eligible family members:
| Pass type | Eligible family members | EP holder’s minimum fixed monthly salary |
|---|---|---|
| Dependant’s Pass | Legal spouse, unmarried children under 21 (including legally adopted) | S$6,000 |
| Long-Term Visit Pass | Non-legally-wed spouse, unmarried disabled children above 21, unmarried stepchildren under 21 | S$6,000 |
| Long-Term Visit Pass | Parents | S$12,000 |
Applications may be submitted together with the main EP application or separately; the DP/LTVP validity follows the main pass.
Permanent Residence (PR) and Citizenship Applications: The Eligibility Gateway for EP Holders
PR eligibility (ICA): Foreign nationals holding an EP or S Pass may submit an application on their own. ICA considers factors including family ties, economic contribution, educational qualifications, age, family profile and length of residence, and does not publish the weightings or quotas for each factor. Fees: S$100 on submission; upon approval, S$20 for the entry permit, S$50 for a 5-year Re-Entry Permit (REP) and S$50 for the identity card. Processing time is about 6 months (where documents are complete).
Citizenship eligibility (ICA):
- Has been a PR for at least 2 years and is aged 21 or above (may apply together with spouse and legitimate children under 21)
- Has been a PR for at least 2 years and married to a citizen for at least 2 years
- Other categories include students and aged parents
Fees: S$100 on submission for adults; upon approval, S$70 for the citizenship certificate and S$10 for the identity card (age 15 and above). Processing time is about 12 months.
Note: All male applicants (including accompanying children) must fulfil National Service (NS) obligations upon approval of PR or citizenship; the ICA website provides details.
Pre-Application Checklist (Advisory, Not an Official Requirement)
- Check the salary band for the candidate’s age: Use the current salary table to confirm whether the candidate’s fixed monthly salary meets the line; if it is close to the new 2027 line, plan a salary adjustment in parallel.
- Run the SAT once: Enter the candidate’s salary, qualifications, company PMET size and nationality/local share to view the estimated COMPASS total score.
- Confirm qualification certification needs: If C2 points are needed, check whether the degree is on the “top-tier institution list” or qualifies as “other degree-equivalent qualifications”; the latter requires an assessment report from a recognised body such as UK ENIC.
- Check the company PMET profile: Use the Workforce Insights tool in the myMOM Portal to view the C3 nationality share and the C4 local share percentile; if the company has fewer than 25 PMETs, both criteria default to 10 points.
- Assess SOL and Strategic Economic Priorities (SEP) bonus feasibility: Whether the role is on the SOL; whether the company participates in an eligible strategic programme — these two often provide critical top-up points for applicants who score 0 on C3 due to a high nationality share.
- Prepare family documents in parallel: If the salary meets the S$6,000/S$12,000 threshold, organise notarised copies and translations of marriage certificates, birth certificates and adoption papers in advance.
Official Reference Pages
- MOM EP eligibility and full COMPASS guidance
- MOM EP key facts: salary, duration, dependant passes
- MOM EP dependant pass eligibility
- MOM Dependant’s Pass eligibility
- MOM Long-Term Visit Pass eligibility
- ICA Permanent Residence application eligibility and fees
- ICA citizenship application eligibility and fees