Singapore remains one of Asia’s leading destinations for international businesses and skilled professionals. Foreign professionals who wish to take up managerial, executive or specialised roles in Singapore will commonly require an Employment Pass (EP) before they can legally work in the country.
However, not every foreign employee automatically qualifies for an Employment Pass. Singapore’s Ministry of Manpower (MOM) assesses Employment Pass applications using a framework that considers factors such as the candidate’s salary, age, qualifications, occupation and the hiring company’s workforce profile.
As of 2026, most Employment Pass candidates must satisfy a two-stage eligibility framework consisting of the EP qualifying salary and the Complementarity Assessment Framework, commonly known as COMPASS.
This guide explains who can apply for an Employment Pass in Singapore, the main eligibility requirements, how COMPASS works and what employers and foreign professionals should understand before submitting an application.
What Is an Employment Pass in Singapore?
The Singapore Employment Pass is a work pass intended primarily for foreign professionals, managers and executives who have secured suitable employment in Singapore and meet MOM’s eligibility requirements.
Unlike some other work passes, the EP is designed for professional-level employment rather than lower-skilled or general workforce positions.
Typical Employment Pass candidates may include:
- General managers
- Finance managers
- Accountants
- Engineers
- Software developers
- IT professionals
- Marketing managers
- Business development managers
- Consultants
- Operations managers
- Regional directors
- Corporate executives
- Specialist professionals
Job title alone, however, does not determine eligibility. MOM considers the overall application against the prevailing EP requirements.
Who Can Apply for an Employment Pass?
There are two different meanings to this question.
First, there is the question of who can qualify as an Employment Pass candidate.
Second, there is the question of who actually submits the application.
An EP candidate is generally a foreign professional who has a job offer in Singapore and meets MOM’s applicable eligibility criteria.
However, the candidate normally does not submit the standard Employment Pass application personally.
Instead, an employer or appointed employment agent applies on behalf of the candidate. Where an overseas company does not have a Singapore-registered office, a local sponsor is required for the application.
Therefore, a foreign professional cannot normally decide to obtain a standard Employment Pass independently without an appropriate employment arrangement.
1. Foreign Professionals with a Singapore Job Offer
One of the fundamental requirements is that the foreign professional must have an appropriate job offer.
The Employment Pass is tied to employment with the sponsoring employer.
This means that someone living overseas who simply wants the right to work in Singapore generally cannot obtain a standard EP first and then start searching for jobs after arriving.
Instead, the usual process is:
Foreign professional searches for employment → Singapore employer makes an offer → employer assesses EP eligibility → employer or appointed employment agent submits the EP application → MOM evaluates the application.
Importantly, the candidate does not need to be physically present in Singapore when the employer submits the application.
2. Professionals, Managers and Executives
The Employment Pass is intended primarily for professional, managerial and executive-level employment.
A genuine senior or specialised position may therefore be more aligned with the purpose of the Employment Pass than a position involving primarily routine or lower-skilled duties.
Employers should ensure that information submitted in the application accurately reflects the candidate’s actual responsibilities, experience and proposed position.
3. Candidates Who Meet the EP Qualifying Salary
Salary is one of the most important Employment Pass requirements.
Under the current framework, candidates must first satisfy the applicable EP qualifying salary.
For most sectors, the current minimum starts at S$5,600 per month. The required amount rises progressively with age, reaching up to S$10,700 for candidates aged 45 and above under the current schedule.
For financial services, the minimum currently starts at S$6,200, with higher age-adjusted thresholds.
The salary requirement should therefore not be interpreted as:
“Everyone earning S$5,600 automatically qualifies for an EP.”
That is incorrect.
The qualifying salary increases with age because MOM benchmarks EP salaries against the salaries of local Professionals, Managers, Executives and Technicians (PMETs) of comparable age.
Changes From 1 January 2027
Employers planning future hires should also be aware of an upcoming increase.
For new EP applications from 1 January 2027, the minimum qualifying salary will start at:
S$6,000 per month for most sectors
and
S$6,600 per month for financial services.
The age-adjusted maximum thresholds will also increase.
Businesses recruiting foreign professionals around the end of 2026 should therefore pay close attention to which salary framework applies at the time of application.
4. Candidates Who Can Pass COMPASS
Meeting the salary requirement is only Stage 1.
Most Employment Pass applicants must subsequently satisfy Stage 2: the Complementarity Assessment Framework (COMPASS).
An application generally needs at least 40 points under COMPASS to pass.
COMPASS assesses both the candidate and the company.
This is an important distinction because Employment Pass eligibility is no longer determined solely by an individual candidate’s salary and qualifications.
Factors relating to the employer can also affect the outcome.
Individual Criteria
COMPASS considers individual attributes including:
C1 – Salary
The candidate’s salary is compared with local PMET salary benchmarks for the relevant sector.
This COMPASS salary criterion is separate from the basic EP qualifying salary.
For example, meeting the minimum EP salary allows the candidate to clear Stage 1, but the candidate’s salary may still affect how many COMPASS points the application receives.
MOM currently awards:
20 points where salary is at or above the 90th percentile benchmark;
10 points where it is from the 65th to below the 90th percentile; and
0 points where it is below the 65th percentile benchmark.
C2 – Qualifications
Candidates can also receive COMPASS points for recognised degree-equivalent qualifications.
Certain highly recognised qualifications can receive 20 points, while other degree-equivalent qualifications may receive 10 points.
However, having a university degree is not an absolute requirement for every EP application.
MOM specifically states that candidates without degree-equivalent qualifications can still pass COMPASS by accumulating sufficient points from other criteria.
This is particularly relevant for experienced professionals who have built substantial expertise through their careers but may not hold conventional university qualifications.
Company-Related Criteria
COMPASS also considers characteristics of the employer, including workforce diversity and the organisation’s support for local employment.
Consequently, two candidates with similar salaries and qualifications applying to different companies may not necessarily produce identical COMPASS outcomes.
Employers should therefore assess both the candidate and the organisation before submitting an application.
5. Candidates Without Degrees May Still Apply
A common misconception is that every Employment Pass holder must have a university degree.
That is not necessarily the case.
Qualifications can contribute points under COMPASS, but a candidate without degree-equivalent qualifications may still be able to achieve the required 40 points through other criteria.
This may be relevant to experienced entrepreneurs, technology specialists, senior sales professionals, creative professionals or executives who have developed substantial expertise without following a conventional academic pathway.
However, the overall application still needs to satisfy the applicable EP framework.
6. High-Earning Professionals
Certain high-earning candidates receive an exemption from COMPASS.
According to MOM, candidates earning a fixed monthly salary of at least S$22,500 are exempt from COMPASS.
This does not mean that there are no other requirements or that approval is automatic.
Rather, it means that the COMPASS assessment itself does not apply to candidates meeting this exemption.
High-earning foreign professionals may also wish to understand the distinction between the standard Employment Pass and other passes such as the Personalised Employment Pass.
For example, the Personalised Employment Pass has separate requirements and currently targets high-earning foreign professionals earning at least S$22,500 in fixed monthly salary.
7. Overseas Intra-Corporate Transferees
Another category that may qualify for exemption from COMPASS involves qualifying overseas intra-corporate transferees.
These situations commonly arise when a multinational organisation transfers an employee from an overseas office to its Singapore operation.
Candidates applying as overseas intra-corporate transferees may be exempt from COMPASS where the relevant conditions are satisfied.
Companies considering this route should ensure that the employment arrangement genuinely meets the applicable requirements rather than assuming that every internal company transfer automatically qualifies.
8. Professionals Taking Up Very Short Assignments
Candidates filling a role for one month or less may also be exempt from COMPASS.
Again, this is an exemption from the COMPASS assessment rather than a blanket exemption from all Singapore immigration and work-pass requirements.
The appropriate pass or exemption will depend on the nature and duration of the activities performed in Singapore.
9. Can a Company Director Apply for an Employment Pass?
Foreign company directors who will genuinely work for a Singapore company may potentially be considered for an Employment Pass, provided the application meets the prevailing requirements.
Being registered as a director or shareholder does not by itself guarantee EP approval.
MOM can consider the actual employment arrangement and information provided in the application.
For business owners, founders or shareholder-directors, it is therefore particularly important that the application accurately demonstrates the candidate’s professional role and employment relationship with the Singapore company.
Depending on the nature of the business and individual circumstances, another work pass may sometimes be more relevant.
10. Can a New Singapore Company Apply for an EP?
Newly incorporated companies can potentially employ foreign professionals and submit Employment Pass applications.
However, incorporation alone does not guarantee approval.
The company still needs to demonstrate a legitimate requirement for the proposed employee, and the candidate must satisfy the relevant EP requirements.
New companies should therefore prepare their applications carefully, particularly where the foreign candidate is also closely associated with the business.
11. Can Someone Apply for Their Own Employment Pass?
For the standard Employment Pass, the practical answer is generally no.
The application is submitted by the employer or an appointed employment agent on behalf of the candidate.
This distinction is important.
A candidate can provide documents, qualifications and information needed for the application, but the sponsoring employer is responsible for submitting the standard EP application.
12. Does Nationality Affect Employment Pass Eligibility?
The Employment Pass is not designed exclusively for professionals from particular countries.
Foreign professionals from many nationalities can potentially qualify.
However, COMPASS includes workforce diversity considerations at the company level. This means the employer’s existing workforce composition can influence the points available under the framework.
Nationality itself should therefore not be confused with an outright nationality-based eligibility rule.
13. Employer Fair Consideration Requirements
Employment Pass applications are also connected with Singapore’s Fair Consideration Framework (FCF).
MOM states that employers must continue to meet the applicable job-advertising requirement before submitting new Employment Pass applications.
In applicable cases, employers are required to advertise the vacancy on MyCareersFuture and fairly consider candidates before applying for an EP.
There are exemptions in certain circumstances, so employers should check the latest MOM requirements applicable to their particular hiring situation.
14. Who Actually Submits the EP Application?
The normal Employment Pass process can be summarised as follows:
Candidate
Provides personal information, passport information, qualifications and other required supporting information.
Employer
Offers the position, obtains the candidate’s written consent and submits the Employment Pass application.
Employment Agent
An appointed employment agent may submit and manage the application on behalf of the employer.
Ministry of Manpower
MOM assesses the application and decides whether to approve or reject it.
For companies without a Singapore-registered office, a local sponsor is required to submit the relevant sponsorship application.
15. How Long Does an Employment Pass Application Take?
According to MOM, an online Employment Pass application submitted through the standard process is generally processed or given an update within 10 business days.
Applications involving an overseas company without a Singapore-registered office under the sponsorship route generally take within six weeks for most cases.
Applications may take longer where MOM requests additional documents or needs further information.
Employers should therefore avoid making irreversible relocation or employment arrangements based purely on an assumption that the EP will be approved.
16. Does Meeting the Requirements Guarantee Approval?
No.
Meeting the minimum qualifying salary or achieving an expected COMPASS score should not be treated as a guarantee of approval.
MOM assesses Employment Pass applications based on the information and circumstances presented.
Employers can use MOM’s Self-Assessment Tool (SAT) before applying. MOM advises employers not to apply where the SAT indicates that the candidate does not qualify.
This can help companies identify obvious eligibility issues before paying the application fee and submitting the application.
17. Employment Pass vs S Pass
Candidates should also understand that the Employment Pass is not the only Singapore work pass.
The S Pass is intended for skilled workers who meet its eligibility requirements and has a lower qualifying salary threshold than the EP.
As of 2026, the S Pass minimum qualifying salary generally starts at S$3,300 and increases with age, with higher requirements applying in financial services.
An employer should therefore determine which work pass appropriately corresponds to the candidate’s role, salary and circumstances rather than automatically submitting an EP application.
Frequently Asked Questions
Can a foreigner apply for an Employment Pass without a job?
For a standard Employment Pass, an employer or appointed employment agent must apply on behalf of the candidate. A suitable Singapore employment arrangement is therefore fundamental to the application.
What is the minimum salary for an Employment Pass in 2026?
For most sectors, the current minimum starts at S$5,600 per month, increasing progressively with age.
For financial services, it starts at S$6,200 per month and similarly increases with age.
Will the EP salary increase in 2027?
Yes. For new applications from 1 January 2027, the minimum will start at S$6,000 for most sectors and S$6,600 for financial services, with higher age-adjusted requirements for older candidates.
Do I need a university degree?
Not necessarily.
Qualifications contribute points under COMPASS, but MOM states that candidates without degree-equivalent qualifications may still pass COMPASS by obtaining at least 40 points through other criteria.
How many COMPASS points are required?
An application subject to COMPASS generally needs 40 points to pass.
Who is exempt from COMPASS?
Current exemptions include candidates earning at least S$22,500 in fixed monthly salary, qualifying overseas intra-corporate transferees and candidates filling a role for one month or less.
Can I apply while I am outside Singapore?
Yes. MOM states that candidates do not need to be in Singapore when the employer submits the EP application.
Can an employment agency apply for me?
An appointed employment agent can submit an Employment Pass application on behalf of the employer and candidate.
Conclusion
So, who can apply for an Employment Pass in Singapore?
In general, the Employment Pass is intended for foreign professionals, managers and executives who have secured appropriate employment in Singapore and satisfy MOM’s prevailing eligibility framework.
For most candidates in 2026, eligibility involves two major stages:
Stage 1: Meet the age-adjusted EP qualifying salary.
Stage 2: Achieve at least 40 points under COMPASS, unless an exemption applies.
However, Employment Pass eligibility is more than simply reaching a minimum salary. COMPASS can consider the candidate’s salary and qualifications as well as characteristics of the employing company, including workforce diversity and support for local employment.
Companies should therefore assess Employment Pass eligibility before making a formal application, particularly because salary requirements vary by age and sector and will increase for new applications from 1 January 2027.
Most importantly, a standard Employment Pass application is generally not submitted independently by the foreign professional. The Singapore employer or an appointed employment agent submits the application on the candidate’s behalf.
For employers planning to recruit foreign professionals, checking the candidate against MOM’s latest Employment Pass requirements and Self-Assessment Tool before submission can reduce the likelihood of applying for a candidate who clearly does not meet the prevailing eligibility criteria.
Information is based on Singapore Ministry of Manpower requirements available as of October 2026. Employment Pass policies and salary thresholds can change, so employers and candidates should verify the latest requirements before applying.