2025 EP Criteria Deep-Dive: Salary Bands, Skills Lists & Bonus-Based Eligibility

An in-depth analysis of the 2025 Singapore Employment Pass (EP) criteria reveals a structured, points-based system designed to attract high-quality foreign professionals who can contribute to the economy and complement the local workforce. The cornerstone of this framework is the Complementarity Assessment Framework (COMPASS), which evaluates both individual and firm-related attributes.

Here is a detailed breakdown of the salary requirements, skills lists, and bonus-based scoring that define EP eligibility in 2025.

1. The Two-Stage EP Application Framework

To secure an Employment Pass, candidates must clear two distinct hurdles:

• Stage 1: Meet the Qualifying Salary: The applicant’s fixed monthly salary must meet a benchmark that varies by age and sector. This acts as the initial gatekeeper for the application process.
• Stage 2: Pass the COMPASS Evaluation: After meeting the salary threshold, the application is assessed on a points-based system. A total of 40 points is required to pass.

It’s important to note that certain candidates are exempt from COMPASS if they meet specific conditions, such as:

• Earning a fixed monthly salary of at least $S22,500.
• Applying as an overseas intra-corporate transferee.
• Filling a role on a short-term basis (one month or less).

2. 2025 EP Qualifying Salary Bands

The minimum qualifying salary for an EP is benchmarked against the top one-third of salaries for local professionals, managers, executives, and technicians (PMETs). The salary requirement increases with age, reflecting the expected experience and seniority of older candidates. The financial services sector has a higher salary threshold due to its higher wage norms.

Effective from January 1, 2025 (for renewals) and September 1, 2024 (for new applications):

Note: For candidates in their mid-20s and older, the required salary increases progressively with age. The Ministry of Manpower (MOM) provides a Self-Assessment Tool (SAT) for precise salary checks.

3. Deep-Dive: The COMPASS Scoring System

COMPASS evaluates applications across four foundational criteria and two bonus criteria. A score of 40 points is the passing mark.

Foundational Criteria (Individual & Firm Attributes)

C1: Salary – Individual Attribute

• 20 points: Salary is at or above the 90th percentile of local PMET salaries by age and sector.
• 10 points: Salary is between the 65th and 90th percentile.
• 0 points: Salary is below the 65th percentile.

C2: Qualifications – Individual Attribute

• 20 points: Candidate holds a degree from a “top-tier institution.” (MOM maintains a list of these institutions).
• 10 points: Candidate holds a degree-equivalent qualification.
• 0 points: Candidate has no degree-equivalent qualification.

C3: Diversity – Firm-Related Attribute

This measures the proportion of the candidate’s nationality among the firm’s PMETs.

• 20 points: Candidate’s nationality forms less than 5% of the firm’s PMETs.
• 10 points: Candidate’s nationality forms 5% to 25% of the firm’s PMETs.
• 0 points: Candidate’s nationality forms more than 25% of the firm’s PMETs.
• Note: A default score of 10 points is given if the firm has fewer than 25 PMET employees.

C4: Support for Local Employment – Firm-Related Attribute

This compares the firm’s local PMET share to other firms in the same subsector.

• 20 points: Firm’s local PMET share is at or above the 50th percentile for its industry.
• 10 points: Firm’s local PMET share is between the 20th and 50th percentile.
• 0 points: Firm’s local PMET share is below the 20th percentile.
• Note: A default score of 10 points is given if the firm has fewer than 25 PMET employees.

Bonus Criteria (Skills Lists & Strategic Priorities)

C5: Skills Bonus (Shortage Occupation List – SOL)

• +20 points: The job applied for is on the Shortage Occupation List (SOL). The SOL identifies specific, skilled roles where Singapore has a talent shortage, such as in AI, fintech, green economy, and healthcare. The candidate must meet the specific qualifications and experience criteria listed for that role.
• Note: This bonus is reduced to +10 points if the share of the candidate’s nationality at the firm is one-third or higher.

C6: Strategic Economic Priorities (SEP) Bonus

• +10 points: The firm is actively participating in one of the specific strategic partnership programs run by the Economic Development Board (EDB) or other government agencies. These programs are aimed at supporting ambitious, innovative, or internationalizing companies.

4. Synthesis & Scenarios: How COMPASS Works in Practice

When you apply for employment pass, the interplay between these criteria determines the outcome. Strengths in one area can effectively compensate for weaknesses in another.

Scenario A: The High-Flier

• Applicant: A 32-year-old Data Scientist with a PhD from a top-tier university.
• Salary: S$13,000/month (above the 90th percentile).
• Firm: A large tech company with a diverse workforce (applicant’s nationality is 8%) and strong local PMET share (60th percentile).
• COMPASS Score:
  • C1 (Salary): 20 points
  • C2 (Qualifications): 20 points
  • C3 (Diversity): 10 points
  • C4 (Local Employment): 20 points
  • Total: 70 points. A straightforward pass.

Scenario B: The Specialist on the Shortage Occupation List

• Applicant: A 40-year-old Cybersecurity Specialist with 15 years of experience and professional certifications but no degree.
• Salary: S$10,200/month (meets qualifying salary but is below the 65th percentile).
• Role: The job is on the Shortage Occupation List (SOL).
• Firm: A small, growing cybersecurity firm (fewer than 25 PMETs).
• COMPASS Score for this employment pass application singapore:
  • C1 (Salary): 0 points
  • C2 (Qualifications): 0 points
  • C3 (Diversity): 10 points (default for small firm)
  • C4 (Local Employment): 10 points (default for small firm)
  • C5 (Skills Bonus): +20 points
  • Total: 40 points. The 20-point bonus from the SOL was crucial for this experienced, skilled professional to pass despite weaker scores on salary and formal qualifications.

Scenario C: The Team Player at a Strategic Firm

• Applicant: A 28-year-old Marketing Manager with a bachelor’s degree (not from a top-tier institution).
• Salary: S$7,500/month (between the 65th and 90th percentile).
• Firm: A mid-sized company participating in a government SEP program. It has an excellent record of hiring locals (70th percentile) and is highly diverse (applicant’s nationality is 3%).
• COMPASS Score for this singapore ep application:
  • C1 (Salary): 10 points
  • C2 (Qualifications): 10 points
  • C3 (Diversity): 20 points
  • C4 (Local Employment): 20 points
  • C6 (SEP Bonus): +10 points
  • Total: 70 points. Even with average scores on individual attributes, the firm’s strong local commitment, diversity, and strategic importance ensured the application passed with a very high score.

5. Official Government Resources & Tools

For the most accurate and up-to-date information, refer directly to Singapore’s Ministry of Manpower (MOM):

• EP Eligibility & COMPASS Overview: https://www.mom.gov.sg/passes-and-permits/employment-pass/eligibility
• Self-Assessment Tool (SAT): To check if a candidate meets the qualifying salary and to calculate a provisional COMPASS score: https://www.mom.gov.sg/eservices/services/employment-s-pass-self-assessment-tool
• Shortage Occupation List (SOL): For the full list of occupations qualifying for the C5 Skills Bonus: https://www.mom.gov.sg/passes-and-permits/employment-pass/eligibility/compass-c5-skills-bonus-shortage-occupation-list-sol
• Strategic Economic Priorities (SEP) Bonus: For details on eligible firms and programs: https://www.mom.gov.sg/passes-and-permits/employment-pass/eligibility/compass-c6-strategic-economic-priorities-sep-bonus-eligible-programmes

Once an EP is approved, many professionals begin planning for the future. Understanding the Singapore PR requirements for Employment Pass holders is the critical next step in that journey.