Singapore remains one of Asia's most attractive destinations for foreign professionals, and the Employment Pass (EP) is the primary work visa for skilled workers. However, the EP landscape has changed significantly in recent years. With the COMPASS framework now fully in effect, understanding the scoring system, minimum salary thresholds, and application process is essential for anyone planning to work in Singapore in 2026.
This guide covers everything you need to know, from eligibility criteria to practical tips that can strengthen your application.
What Is the Employment Pass?
The Employment Pass is a work visa issued by Singapore's Ministry of Manpower (MOM) for foreign professionals, managers, and executives. It is designed for candidates who earn at least S$5,600 per month (or S$6,200 for the financial services sector) and hold acceptable qualifications such as a good university degree, professional certifications, or specialist skills.
Unlike the S Pass, which targets mid-level skilled workers, the EP is aimed at higher-earning professionals and does not fall under a company quota. However, since September 2023, all new EP applications must pass the COMPASS framework, adding a points-based evaluation layer on top of salary and qualification checks.
Understanding the COMPASS Framework
COMPASS stands for Complementarity Assessment Framework. It scores EP applications across four foundational criteria (C1 to C4), with two additional bonus criteria. Applicants must score at least 40 points to pass.
Foundational Criteria (C1 to C4)
Each foundational criterion is scored at 0, 10, or 20 points:
- C1: Salary. Your fixed monthly salary is benchmarked against local PMET (Professionals, Managers, Executives, Technicians) salaries in your sector and by age. Earning at or above the 90th percentile scores 20 points, while falling below the 65th percentile scores 0.
- C2: Qualifications. Having a degree from a top-tier institution scores 20 points. A degree-equivalent qualification scores 10 points, and no recognised qualification scores 0.
- C3: Diversity. This measures nationality concentration within the hiring company. If your nationality is underrepresented in the firm's workforce, you score higher. If your nationality already makes up a large share, you score lower.
- C4: Support for Local Employment. This evaluates the share of local PMETs in the company relative to industry peers. Firms that employ a strong proportion of Singaporeans and PRs score 20 points here.
Bonus Criteria
Applicants can earn an additional 10 points each from two bonus criteria:
- Skills Bonus: Awarded if the role falls within a shortage occupation on MOM's Strategic Economic Priorities (SEP) list, or if the candidate's skills are in high demand.
- Strategic Economic Priorities Bonus: Given when the hiring company is engaged in activities that align with Singapore's economic development goals, often verified through partnerships with agencies like the Economic Development Board (EDB) or Enterprise Singapore.
A practical example: a software engineer with a degree from NUS, earning S$8,000 per month, joining a company with strong local hiring, could score 20 (salary) + 20 (qualifications) + 10 (diversity) + 20 (local support) = 70 points, well above the 40-point threshold.
S Pass vs Employment Pass: Key Differences
Many candidates are unsure whether they should apply for an S Pass or EP. Here is a quick comparison:
| Feature | S Pass | Employment Pass |
|---|---|---|
| Minimum Salary | S$3,150 | S$5,600 (S$6,200 for finance) |
| Quota | Yes, company-level cap | No quota |
| Levy | Employer pays monthly levy | No levy |
| COMPASS Required | No | Yes |
| Target Candidates | Mid-level skilled workers | Professionals, managers, executives |
| Dependant's Pass | S$6,000+ salary | S$6,000+ salary |
In general, if your salary is above S$5,600 and you hold strong qualifications, the EP is the better route. Employers also prefer EP holders because there is no quota or levy cost.
How to Apply: Step-by-Step Process
Only the employer (or an appointed employment agent) can submit an EP application. Candidates cannot apply on their own behalf. Here is the typical process:
- Job offer: Secure a written offer from a Singapore-registered company. The position must be advertised on MyCareersFuture for at least 14 days (with some exemptions for roles paying above S$22,500 or for intra-corporate transferees).
- Self-Assessment Tool: Use MOM's online Self-Assessment Tool (SAT) to check whether your profile is likely to pass the COMPASS criteria. This is not binding but gives a strong indication.
- Employer submits application: Your employer files the EP application via MOM's EP Online portal, providing your qualifications, salary details, and supporting documents.
- Processing time: Most applications are processed within 10 business days. Complex cases, especially those requiring additional verification of qualifications, may take up to 8 weeks.
- In-Principle Approval (IPA): If approved, MOM issues an IPA letter. You can use this to enter Singapore and begin work arrangements.
- Card issuance: After arrival, complete the formalities at MOM's Employment Pass Services Centre to receive your EP card.
Tips to Strengthen Your EP Application
Competition for EP approval has intensified. Here are practical ways to improve your chances:
- Negotiate a competitive salary. Since salary is benchmarked by sector and age, earning above the sector median for your age group significantly boosts your COMPASS score. Check the Singapore Salary Guide 2026 for current benchmarks.
- Verify your qualifications early. MOM cross-checks degrees against their records. Ensure your institution is recognised and prepare verification documents before the application is filed.
- Choose employers with strong local hiring records. Companies that employ a healthy share of Singaporean PMETs score higher on the C4 criterion, which directly benefits your application.
- Target shortage occupations. Roles in cybersecurity, data engineering, AI/ML, green technology, and healthcare technology are on MOM's shortage list, qualifying for the Skills Bonus.
- Consider SkillsFuture alignment. While SkillsFuture is primarily for Singaporeans and PRs, employers who invest in local workforce development tend to score well on COMPASS, creating better conditions for EP approval.
Recent Policy Updates to Watch
MOM continues to refine the work pass framework. In 2025, the qualifying salary for EP holders in the financial services sector was raised to S$6,200, and further adjustments may come in late 2026. The Overseas Networks & Expertise (ONE) Pass, designed for top-tier talent earning at least S$30,000 per month, remains available as a separate track for exceptional candidates.
For employers, the Fair Consideration Framework (FCF) watchlist continues to apply. Companies flagged for potential discriminatory hiring may face additional scrutiny on all EP applications.
Navigating Singapore's Employment Pass process can feel complex, but preparation makes a significant difference. Start by benchmarking your salary, confirming your qualifications, and understanding how the COMPASS criteria apply to your specific profile. To explore EP-eligible roles across Singapore's job market, chat with Ava at sgjobai.com or on Telegram, where you can search over 40,000 live positions matched to your skills and experience.