Employment Pass Salary Requirements and COMPASS Points

Singapore Employment Pass (EP) eligibility involves two separate checks: the qualifying salary and, unless an exemption applies, the Complementarity Assessment Framework (COMPASS). Use this guide to plan the salary offer, identify which points need supporting evidence and prepare for the announced increase.

For documents, fees and submission steps, see our Employment Pass application guide.

EP minimum salary: current and announced requirements

The figures below are fixed monthly salaries in Singapore dollars. They are starting thresholds and age endpoints, not a flat minimum for every applicant.

The announced thresholds apply to new applications from 1 January 2027 and renewals of passes expiring from 1 January 2028. Requirements increase progressively between the ages shown. Check the candidate’s exact age and sector against MOM’s salary table and eligibility rules.

Can bonuses count towards the EP qualifying salary?

No. MOM defines fixed monthly salary as basic monthly pay plus fixed monthly allowances. Variable bonuses, commissions, overtime, reimbursements and annual wage supplements do not count.

For example, S$5,300 basic pay plus a fixed S$400 monthly allowance gives a fixed monthly salary of S$5,700. A discretionary annual bonus does not increase that figure. Whether S$5,700 is sufficient still depends on the applicant’s age, sector and applicable date.

How COMPASS differs from the salary check

Meeting the qualifying salary gets the application through the first stage. COMPASS then considers both the candidate and employer. A non-exempt application needs 40 points; points cannot compensate for failing the first-stage salary requirement.

COMPASS C1 compares pay with local PMET salary benchmarks in the employer’s sector. It is a separate calculation from the minimum qualifying salary. Do not assume that meeting one automatically earns points under the other.

Foundational criteria: C1 to C4

• C1 — Salary: sector salary benchmarking.
• C2 — Qualifications: recognised qualification level and institution.
• C3 — Diversity: the candidate’s nationality share in the employer’s PMET workforce.
• C4 — Support for local employment: the employer’s local PMET share compared with its sector.

Each foundational criterion can score 0, 10 or 20 points. Firms with fewer than 25 PMETs receive 10 points each for C3 and C4 by default.

A degree is not universally compulsory. An applicant without degree-equivalent qualifications can reach 40 through other criteria. If qualification points are needed, prepare the required verification proof. See MOM’s COMPASS guidebook and our work-pass options without a degree.

C5 and C6: when bonus points apply

C5 skills bonus: an eligible Shortage Occupation List role can earn 20 points, reduced to 10 when the candidate’s nationality forms at least one-third of the employer’s PMET workforce. A job title alone is insufficient: check the actual duties and relevant occupation requirements in MOM’s current SOL guidance.

Where the application relies on SOL points, the employer must substantiate the candidate’s suitability for that occupation. Do not select a shortage title simply to increase the score.

C6 Strategic Economic Priorities bonus: 10 points may apply to an employer awarded the bonus through an eligible programme. The supporting agency determines the award; programme participation alone should not be treated as confirmation.

Who is exempt from COMPASS?

Exemptions cover a fixed monthly salary of at least S$22,500, qualifying overseas intra-corporate transferees, or roles lasting one month or less. Confirm the relevant conditions with MOM.

A practical eligibility check before applying

1. Record the proposed application date or existing pass expiry date.
2. Compare the fixed salary with the exact age and sector requirement.
3. Ask the employer to check its workforce profile, rather than estimating company-level points from the candidate’s CV.
4. Identify any qualification or SOL evidence needed for the points claimed.
5. Run MOM’s Employment / S Pass Self-Assessment Tool using accurate candidate and employer details.

The SAT provides an indication of eligibility, not an approval. MOM still makes checks when the application is submitted. A useful preparation record includes the assessment date, salary components and documents supporting each claimed criterion.

Does a high COMPASS score improve PR approval chances?

COMPASS is an EP assessment framework, not a published PR scoring system. ICA lists EP and S Pass holders among those eligible to apply for PR and considers factors including family ties, economic contributions, qualifications and length of residency. Passing COMPASS does not guarantee permanent residence or citizenship.

What if the role does not qualify for an EP?

Assess the role against the relevant alternative pass criteria. Our S Pass eligibility guide explains that route, while our work-pass comparison helps distinguish the available options. An S Pass is not an automatic fallback after an EP rejection.

For help organising an application, explore TIP’s work-pass application services.