Employment Pass (EP) candidates must clear a two-stage eligibility framework. Stage 1 requires meeting the EP qualifying salary. Stage 2 requires passing the points-based Complementarity Assessment Framework (COMPASS) unless exempted. Candidates who fail Stage 1 are not eligible for an EP regardless of any COMPASS score. The official Self-Assessment Tool (SAT) on MOM’s portal lets employers and agents check eligibility before submitting an application.
Two-Stage Eligibility Framework
Stage 1 sets a minimum fixed monthly salary benchmarked to the top one-third of local PMET salaries by age. The qualifying salary differs by sector and rises progressively with age. Stage 2 applies COMPASS, a transparent points-based system. An application needs 40 points to pass COMPASS. The framework evaluates four foundational criteria (C1–C4) and two bonus criteria (C5–C6). Employers must also meet the Fair Consideration Framework (FCF) job advertising requirement before submitting new EP applications.
EP Qualifying Salary (Stage 1)
The EP qualifying salary applies to new applications and renewals. For all sectors except financial services, the current minimum is $5,600 at age 23 or below, rising to $10,700 at age 45 and above. From 1 January 2027 for new applications (and for renewals of passes expiring from 1 January 2028), the minimum rises to $6,000 at age 23 or below, reaching $11,500 at age 45 and above. Financial services carries higher thresholds: currently $6,200 at age 23 or below up to $11,800 at 45 and above; from 2027, $6,600 at age 23 or below up to $12,700 at 45 and above. Fast-growing tech companies newly expanding to Singapore may be eligible for the Tech@SG Programme.
COMPASS Scoring Criteria (Stage 2)
C1. Salary
This criterion benchmarks the candidate’s fixed monthly salary against local PMET salaries in the employer’s sector. It is separate from the EP qualifying salary, which is the minimum bar. Points: 20 for 90th percentile and above; 10 for 65th to less than 90th percentile; 0 for below 65th percentile. Candidates who do not meet the EP qualifying salary are ineligible regardless of C1 points.
C2. Qualifications
Points are awarded for degree-equivalent qualifications. Top-tier institutions (top 100 QS World University Rankings, Singapore’s Autonomous Universities, and field-specific institutions endorsed by a relevant agency) score 20 points. Other degree-equivalent qualifications (foreign bachelor’s-level degrees assessed via UK ENIC, recognised professional qualifications endorsed by a sector agency, or qualifying PEI awards) score 10 points. No degree-equivalent qualification scores 0. Lists are updated once a year. If points are needed from this criterion, verification proof must be submitted with the application.
C3. Diversity
This criterion rewards a diverse nationality mix among the firm’s PMETs. Firms with fewer than 25 PMETs receive 10 points by default. Firms with at least 25 PMETs score based on the candidate’s nationality share: less than 5% scores 20; 5% to less than 25% scores 10; 25% or more scores 0. Nationality is based on the passport nationality in Singapore Government records. The Workforce Insights tool on myMOM Portal shows the firm’s nationality shares.
C4. Support for Local Employment
This criterion recognises firms that build a strong local core. Firms with fewer than 25 PMETs receive 10 points by default. Firms with at least 25 PMETs score based on local PMET share relative to the sector: 50th percentile and above scores 20; 20th to less than 50th percentile scores 10; below 20th percentile scores 0. If the firm’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 Workforce Insights tool shows the firm’s sector classification and local PMET share.
C5. Skills Bonus (Shortage Occupation List)
This bonus applies when the job is on the Shortage Occupation List (SOL) and the candidate performs the listed duties. Points: 20 if the candidate’s nationality share among the firm’s PMETs is less than one-third; 10 if the share is one-third or more. The employer must select an eligible job title in the EP application. Additional checks on job requirements apply if the candidate needs the SOL bonus to pass COMPASS or is applying for a 5-year duration EP for a specific tech occupation on the SOL. Candidates who needed the SOL bonus are restricted to that shortage occupation; redeployment requires MOM reassessment.
C6. Strategic Economic Priorities Bonus
This bonus recognises firms undertaking ambitious investment, innovation, or internationalisation activities with economic agencies, or endorsed by NTUC as strong transformation partners. Participation in at least one eligible programme scores 10 points. The bonus applies for up to 3 years or the programme duration, whichever is shorter. Renewal requires continued participation and earning at least 10 points each for C3 and C4 for each of the three months before renewal.
Exemptions from COMPASS
Candidates are exempted from COMPASS if they meet any of the following: fixed monthly salary of at least $22,500; applying as an overseas intra-corporate transferee; or filling the role for one month or less.
Official Tools for Self-Assessment
MOM provides three official resources. The COMPASS guidebook gives an overview of the EP eligibility framework and application tips. The Workforce Insights tool on myMOM Portal lets employers check their workforce profile, industry benchmarks, and firm-level COMPASS scores for C3 and C4. The enhanced Self-Assessment Tool (SAT) allows employers and employment agents to check a candidate’s eligibility before applying. The SAT reflects any awarded SEP bonus points.
How to Use the Self-Assessment Tool
- Log in to the SAT via CorpPass (employers) or SingPass (agents).
- Enter the candidate’s fixed monthly salary, qualifications, and nationality.
- The tool auto-populates the firm’s C3 and C4 scores from MOM records.
- Indicate if the job is on the Shortage Occupation List and the candidate’s nationality share for C5.
- Indicate if the firm participates in an eligible SEP programme for C6.
- Review the breakdown: C1–C4 foundational scores plus any C5–C6 bonuses. The total must reach 40 points to pass.
- If the candidate does not meet the EP qualifying salary, the tool will show ineligibility regardless of points.
Interpreting Your Score
The passing threshold is 40 points. The foundational criteria (C1–C4) yield up to 80 points combined. Bonuses (C5–C6) add up to 30 points. MOM’s published case studies illustrate typical scoring patterns. Example A-1: a marketing consultancy with sector-typical local PMET share and 15% candidate nationality share scores 10 each on C1–C4 for a 40-point pass. Example A-2: a small firm with fewer than 25 PMETs receives 10-point defaults on C3 and C4, plus 10 each on C1 and C2, also totalling 40. Example B: a commercial bank candidate with below-65th-percentile salary (0 on C1) but under-5% nationality share (20 on C3) reaches 40 with 10 on C2 and 10 on C4. Example C: a software firm with low local PMET share (0 on C4) and high candidate nationality share (0 on C3) uses a 90th-percentile salary (20 on C1), 10 on C2, and a 10-point SOL bonus (nationality share ≥ one-third) to reach 40. These examples show that strength in one criterion can offset weakness in another, and bonuses can bridge gaps.
Common Input Errors to Avoid
Use the latest EP qualifying salary tables for the correct sector and age band. Submit verification proof for qualifications only if claiming C2 points; otherwise qualifications need not be submitted. Ensure the firm’s PMET count and nationality data in MOM records are current, as C3 and C4 scores depend on them. Confirm the job title matches the SOL duties exactly if claiming the Skills bonus. Check that any SEP bonus has been awarded by the supporting agency and appears in the SAT before relying on it. The lists for top-tier institutions, degree-equivalent qualifications, and the SOL are updated periodically; always reference the current versions on MOM’s website.
References
- Eligibility for Employment Pass – MOM official page covering the two-stage framework, EP qualifying salary tables, COMPASS criteria (C1–C6), exemptions, tools, and case studies.
- Key facts on Employment Pass – MOM official page summarising pass facts, duration, renewal, family passes, and the application process map.
