Employment Pass (EP) candidates must clear a two-stage eligibility framework. Stage 1 is the EP qualifying salary. Stage 2 is the points-based Complementarity Assessment Framework (COMPASS). Candidates who do not meet the Stage 1 salary are not eligible for an EP regardless of any COMPASS points they might score.
Two-Stage Eligibility: Salary First, Then COMPASS
The EP qualifying salary is benchmarked to the top one-third of local PMET (Professionals, Managers, Executives and Technicians) salaries by age. COMPASS requires a minimum of 40 points across six criteria: four foundational criteria (C1–C4) and two bonus criteria (C5–C6). An application must earn at least 40 points to pass COMPASS. Employers must also satisfy the Fair Consideration Framework (FCF) job advertising requirement before submitting new EP applications.
Step 1: Confirm the Qualifying Salary for Your Age and Sector
The EP qualifying salary differs by sector and age. There are two sets of rates: one for new applications before 1 January 2027 and renewals expiring before 1 January 2028, and a higher set for new applications from 1 January 2027 and renewals expiring from 1 January 2028.
For all sectors except financial services, the current minimum is $5,600 at age 23 or below, rising progressively to $10,700 at age 45 and above. From 1 January 2027, the minimum becomes $6,000 at age 23 or below, rising to $11,500 at age 45 and above.
For the financial services sector, the current minimum is $6,200 at age 23 or below, rising to $11,800 at age 45 and above. From 1 January 2027, the minimum becomes $6,600 at age 23 or below, rising to $12,700 at age 45 and above.
Exact salary figures for each age are published in the MOM eligibility tables. Use the sector that matches your company’s classification. If the candidate’s fixed monthly salary is below the applicable figure for their age and sector, the application cannot proceed.
Step 2: Estimate C1 Salary Points
Criterion 1 (C1) benchmarks the candidate’s fixed monthly salary against local PMET salaries in the employer’s sector by age. Points are awarded as follows:
- 90th percentile and above: 20 points
- 65th to less than 90th percentile: 10 points
- Below 65th percentile: 0 points
The C1 benchmarks are distinct from the EP qualifying salary. Meeting the EP qualifying salary does not guarantee C1 points. The benchmarks are published on the MOM COMPASS C1 salary benchmarks page. Compare the candidate’s fixed monthly salary to the published percentile tables for the relevant sector and age band to estimate the C1 score.
Step 3: Estimate C2 Qualification Points
Criterion 2 (C2) awards points for the candidate’s highest degree-equivalent qualification. Points are:
- 20 points: Degree-equivalent qualifications from top-tier institutions. These include top 100 universities per QS World University Rankings, other highly-reputed Asian universities, Singapore’s Autonomous Universities, and institutions endorsed by a relevant sector agency.
- 10 points: Other degree-equivalent qualifications. These include foreign qualifications assessed as comparable to a UK bachelor’s degree (via UK ENIC), professional qualifications endorsed by a relevant sector agency, and foreign qualifications awarded by local private education institutions that meet MOM’s criteria.
- 0 points: No degree-equivalent qualification. Candidates without a degree can still pass COMPASS by earning 40 points from other criteria.
If you need C2 points, you must submit verification proof with the EP application. If you do not need C2 points, you do not need to submit the qualification or verification proof. The lists of recognised institutions are updated once a year.
Step 4: Estimate Firm-Level Criteria (C3 and C4)
Criterion 3 (C3) measures Diversity. It looks at the share of the candidate’s nationality among the employer’s PMET employees.
- Fewer than 25 PMETs: 10 points by default.
- 25 or more PMETs: Less than 5% share = 20 points; 5% to less than 25% = 10 points; 25% or more = 0 points.
Nationality is based on the passport nationality in Singapore Government records, including Permanent Residents.
Criterion 4 (C4) measures Support for Local Employment. It looks at the employer’s local PMET share relative to its sector.
- Fewer than 25 PMETs: 10 points by default.
- 25 or more PMETs: 50th percentile and above = 20 points; 20th to less than 50th percentile = 10 points; Below 20th percentile = 0 points.
If the employer’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.
Employers can check their organisation’s PMET count, nationality shares, sector classification, and local PMET share percentile using the Workforce Insights tool on the myMOM Portal.
Step 5: Check Bonus Criteria (C5 and C6)
Criterion 5 (C5) is a Skills Bonus for jobs on the Shortage Occupation List (SOL).
- Job on SOL and candidate’s nationality share among employer’s PMETs is less than one-third: 20 points.
- Job on SOL and candidate’s nationality share is one-third or more: 10 points.
To obtain the C5 bonus, the candidate must perform the specific job duties listed for the shortage occupation, the employer must select an eligible job title in the EP application, and the candidate must meet additional job requirements if the SOL bonus points are needed to pass COMPASS or to obtain a 5-year duration EP for a specific tech occupation on the SOL. The SOL Employer Guide on the MOM website details these additional requirements. Candidates who needed SOL points to pass COMPASS or obtain a longer EP duration are restricted to the declared shortage occupation; redeployment requires MOM reassessment.
Criterion 6 (C6) is a Strategic Economic Priorities (SEP) Bonus.
- Participation in at least one eligible programme endorsed by an economic agency or NTUC: 10 points.
The award is at the discretion of the supporting agency. MOM notifies the employer if the bonus is awarded; points appear in the Self-Assessment Tool (SAT). The bonus applies for up to 3 years or the programme duration, whichever is shorter. Renewal requires continued programme participation and at least 10 points each for C3 and C4 for each of the three months before renewal.
Step 6: Run the Self-Assessment Tool (SAT)
The enhanced Self-Assessment Tool (SAT) allows employers to check a candidate’s eligibility before applying. It checks eligibility for Employment Pass applications. The enhanced SAT is used for current Employment Pass applications. Firm-level criteria (C3 and C4) are assessed as part of the COMPASS framework.
Assessment results should be saved or printed for reference. Save or print the PDF assessment before exiting. The SAT provides an eligibility indication for Employment Pass applications. The actual COMPASS score may differ because the SAT does not consider other checks such as S Pass quota or the candidate’s history. If an institution is not found in the SAT dropdown, choose the equivalent qualification level or opt not to declare the qualification.
Exemptions from COMPASS
Candidates are exempted from COMPASS if they meet any of the following:
- Fixed monthly salary of at least $22,500.
- Overseas intra-corporate transferee (ICT).
- Filling the role for one month or less.
Exempt candidates still need to meet the EP qualifying salary (Stage 1).
