EP Renewal: Salary, COMPASS Scoring and the 3-Year Cap

EP renewal must clear two eligibility stages: reach the age-based EP Qualifying Salary in stage one, and pass the COMPASS points system with at least 40 points in stage two. MOM has not published a matrix linking salary-above-benchmark percentages to renewal duration; renewal is granted for up to 3 years, or up to 5 years for approved shortage-tech roles.

Two-Stage Eligibility Framework: Salary Threshold + COMPASS Scoring

All new EP applications and renewals are subject to the two-stage framework. Stage one: fixed monthly salary must meet the EP Qualifying Salary, which is tiered by age and industry and benchmarked to the top third of local PMET salaries. Stage two: except where exempt, the applicant must pass the Complementarity Assessment Framework (COMPASS) points system with a total score of ≥ 40 points. An applicant who fails the stage-one salary threshold is not eligible for an EP regardless of COMPASS score.

EP Salary Threshold Tables (Current and 2027 New Standards)

MOM publishes two salary tables by industry and age: the current standard applies to new applications submitted before 1 January 2027, and to renewals expiring before 1 January 2028; the new standard takes effect from those dates.

Non-Financial Services

Financial Services

Salary is assessed on fixed monthly pay; variable pay (bonuses, commissions, etc.) does not count towards the threshold.

COMPASS Scoring Rules: Six Criteria and the 40-Point Pass Line

COMPASS comprises four foundational criteria (C1–C4) and two bonus criteria (C5, C6), for a maximum of 100 points, with a pass mark of 40 points.

C1 Salary Benchmark Score (0/10/20 points)

The candidate’s fixed monthly salary is compared against the salary percentiles of local PMETs in the relevant industry:

• ≥ 90th percentile: 20 points
• 65th–90th percentile: 10 points
• < 65th percentile: 0 points

This benchmark is a separate system from the stage-one EP Qualifying Salary; do not conflate the two.

C2 Qualifications Score (0/10/20 points)

• Top 100 in the QS World University Rankings, Singapore autonomous universities, or top institutions in a relevant field endorsed by the relevant body: 20 points
• Other overseas qualifications recognised as equivalent to a bachelor’s degree, industry-recognised professional qualifications, or eligible local private institution qualifications: 10 points
• No degree-equivalent qualification: 0 points (40 points can still be reached through other criteria)

Educational certificates and verification are required only when the C2 score is needed.

C3 Diversity Score (0/10/20 points)

Scored by the share of the candidate’s nationality among the company’s PMET workforce:

• Company PMET headcount < 25: default 10 points
• PMET headcount ≥ 25: share < 5% earns 20 points; 5%–25% earns 10 points; ≥ 25% earns 0 points

Nationality is determined by the passport nationality in Singapore government records. The company’s share can be viewed in the Workforce Insights tool on myMOM Portal.

C4 Support for Local Employment Score (0/10/20 points)

Scored by the percentile of the company’s local PMET share within its industry:

• Company PMET headcount < 25: default 10 points
• PMET headcount ≥ 25: ≥ 50th percentile earns 20 points; 20th–50th earns 10 points; < 20th earns 0 points
• If the company’s local PMET share reaches the 20th percentile of the whole economy (about 70%), it is guaranteed at least 10 points regardless of industry percentile

Industry classification and local share percentiles can also be checked in the Workforce Insights tool.

C5 Shortage Occupation Bonus (+10/+20 points)

The role is on the Shortage Occupation List (SOL), and the candidate’s nationality share of the company’s PMET workforce is:

• < 1/3: +20 points
• ≥ 1/3: +10 points

Conditions: the candidate must perform the duties listed on the SOL, select an eligible occupation in the application, and — if relying on this score to pass or applying for a 5-year EP — pass additional duties/qualifications checks. Candidates who receive the SOL bonus are noted in the In-Principle Approval (IPA) letter as restricted to that shortage occupation; a role change requires reassessment.

C6 Strategic Economic Priorities Bonus (+10 points)

Participating in or qualifying for at least one agency-supported programme (such as projects endorsed by the Economic Development Board (EDB) or EnterpriseSG), granted at the discretion of the supporting agency, valid for up to 3 years or until the programme ends. For renewal, C3 and C4 must each continuously score ≥ 10 points for the 3 months before renewal.

COMPASS Exemption Cases

COMPASS is exempt if any one condition is met:

• Fixed monthly salary ≥ S$22,500
• Intra-corporate transferee from an overseas group
• Employment period ≤ 1 month

Renewal Validity: 2 Years First Grant, 3 Years Renewal, 5 Years for Shortage-Tech Talent

The official Key Facts page states:

• First grant: up to 2 years
• Renewal grant: up to 3 years
• Approved senior professionals in shortage-tech roles: up to 5 years

MOM has not published an automatic table linking salary-above-benchmark percentages to 1/2/3 years; the actual granted duration is decided by MOM on a holistic basis. Employers may submit renewal applications via EP Online before expiry.

Dependant’s Pass: Salary Thresholds and Eligible Family Members for DP and LTVP

An EP holder with a monthly salary of ≥ S$6,000 may apply for a Dependant’s Pass (DP) for the following family members:

• A legally married spouse
• Unmarried children under 21 (including legally adopted children)

A monthly salary of ≥ S$12,000 additionally allows application for parents under a Long-Term Visit Pass (LTVP); a monthly salary of ≥ S$6,000 allows application for LTVP for:

• A common-law spouse
• Unmarried disabled children above 21
• Unmarried stepchildren under 21

The DP and LTVP follow the main pass and may not exceed the remaining validity of the main pass. Dependant pass applications are filed by the employer and may be submitted together with the main application or separately later.

Employer Obligations: Fair Consideration Framework (FCF) and Self-Assessment Tools

Before submitting a new EP application, the employer must advertise the role on MyCareersFuture and fairly consider local candidates (the Fair Consideration Framework (FCF) requirement). Employers and employment agencies (EAs) may use the enhanced Self-Assessment Tool (SAT) before filing to gauge whether the candidate meets the criteria; SAT results are indicative only and do not constitute an approval commitment. The Workforce Insights tool on myMOM Portal shows the company’s live C3 and C4 scores and industry benchmarks in real time to support workforce planning.

Official Reference Pages

• EP Eligibility (eligibility, salary tables, COMPASS rules, exemptions, SAT, Workforce Insights)
• EP Key Facts (pass essentials, validity, dependant passes, no quota, no levy)
• EP Passes for Family (dependant pass categories and salary thresholds)
• Dependant’s Pass Eligibility (DP eligibility and eligible family members)
• Long-Term Visit Pass Eligibility (LTVP eligibility and eligible family members)
• Long-Term Visit Pass Key Facts (LTVP essentials, may work, no quota)