Employment Pass (EP) candidates must pass a two-stage eligibility framework. Stage 1 requires meeting the EP qualifying salary. Stage 2 requires scoring at least 40 points on the Complementarity Assessment Framework (COMPASS), unless exempted. This article explains how the C4 criterion is scored, how the full COMPASS points system works, what bonus criteria exist, and which official tools to use before applying.
COMPASS Two-Stage Eligibility
Stage 1: The candidate must earn at least the EP qualifying salary, which is benchmarked to the top one-third of local PMET salaries by age. The salary floor varies by sector and age. For all sectors except financial services, the current minimum is $5,600 (rising progressively with age to $10,700 at age 45 and above). For financial services, the current minimum is $6,200 (rising to $11,800 at age 45 and above). From 1 January 2027 for new applications and 1 January 2028 for renewals, these minimums increase to $6,000/$11,500 and $6,600/$12,700 respectively.
Stage 2: Unless exempted, the application must earn 40 points on COMPASS. Candidates who do not meet Stage 1 are not eligible regardless of COMPASS points.
C4 Support for Local Employment: Scoring Rules
C4 awards points based on the organisation’s local PMET share relative to its sector.
- Organisations with fewer than 25 PMETs receive 10 points by default.
- Organisations with at least 25 PMETs are scored against sector benchmarks:
- 50th percentile and above: 20 points
- 20th to less than 50th percentile: 10 points
- Below 20th percentile: 0 points
If the organisation’s local PMET share is at least 70% (pegged to the 20th percentile economy-wide), the application scores at least 10 points regardless of sector ranking.
The nationality of employees (including Permanent Residents) is based on the passport nationality in Singapore Government records. PMET counting rules for C3 and C4 are defined in MOM’s FAQ.
Full COMPASS Points Breakdown
An application needs 40 points total across four foundational criteria and two bonus criteria.
C1 Salary
Benchmarks the candidate’s fixed monthly salary against local PMET salaries in the sector by age.
- 90th percentile and above: 20 points
- 65th to less than 90th percentile: 10 points
- Below 65th percentile: 0 points
This is separate from the EP qualifying salary (Stage 1). Candidates who do not meet the EP qualifying salary are not eligible regardless of C1 points.
C2 Qualifications
- Degree-equivalent qualifications from top-tier institutions (Top 100 QS World University Rankings, Singapore Autonomous Universities, or field-specific institutions endorsed by a relevant agency): 20 points
- Other degree-equivalent qualifications (foreign bachelor’s-level qualifications assessed via UK ENIC, professional qualifications endorsed by a relevant sector agency, or qualifications from qualifying local PEIs): 10 points
- No degree-equivalent qualifications: 0 points (but candidate can still pass COMPASS via other criteria)
Verification proof is required only if points are claimed from this criterion.
C3 Diversity
Measures the share of the candidate’s nationality among the organisation’s PMETs.
- Fewer than 25 PMETs: 10 points by default
- At least 25 PMETs:
- Less than 5%: 20 points
- 5% to less than 25%: 10 points
- 25% or more: 0 points
C4 Support for Local Employment
As detailed above.
C5 Skills Bonus (Shortage Occupation List)
- Job on the Shortage Occupation List (SOL) and candidate’s nationality share among organisation’s PMETs is less than 1/3: 20 points
- Job on the SOL and candidate’s nationality share is 1/3 or more: 10 points
To obtain the bonus, the candidate must perform the job duties listed for the specific shortage occupation, the employer must select an eligible job title, and the candidate must meet additional job requirement checks if they need the SOL bonus to pass COMPASS or are applying for a 5-year duration EP for a specific tech occupation on the SOL. Candidates who needed SOL bonus points to pass COMPASS or obtain a longer duration EP can only be employed in that specific shortage occupation; redeployment requires reassessment.
C6 Strategic Economic Priorities Bonus
- Participate or meet criteria for at least one eligible programme: 10 points
Eligible programmes are listed on MOM’s SEP bonus page. The bonus is awarded at the discretion of the supporting agency. Points apply for up to 3 years or the programme duration, whichever is shorter. Renewal requires earning at least 10 points on C3 and C4 for each of the 3 months before renewal.
Exemptions from COMPASS
Candidates are exempted from COMPASS if they meet any of these conditions:
- Fixed monthly salary of at least $22,500
- Overseas intra-corporate transferee
- Filling the role for 1 month or less
Official Tools for Pre-Application Checks
- Self-Assessment Tool (SAT): Employers and employment agents can check a candidate’s eligibility before applying.
- Workforce Insights Tool on myMOM Portal: Shows the organisation’s workforce profile, industry benchmarks, and scores for C3 Diversity and C4 Support for Local Employment.
- COMPASS Guidebook: Provides an overview of the EP eligibility framework and application tips.
Alternative Passes
Personalised Employment Pass (PEP)
For high-earning EP holders or overseas professionals. Eligibility requires a fixed monthly salary of at least $22,500. The PEP is valid up to 3 years, non-renewable, and not tied to a specific employer. Holders must remain employed continuously in Singapore (unemployment cannot exceed 6 months) and earn at least $270,000 fixed salary per calendar year. PEP holders have flexibility to change jobs without reapplying.
S Pass
For skilled workers (Associate Professionals and Technicians). Current minimum qualifying salary is $3,300 (rising to $3,600 from 1 January 2027 for new applications and renewals expiring from 1 January 2028), increasing progressively with age. Financial services sector has higher minimums. S Pass is subject to a dependency ratio ceiling (quota) and a monthly levy of $650 across all sectors since 1 September 2025. Employers must provide medical insurance and, for eligible workers, a Primary Care Plan.
