Singapore is one of Asia’s leading destinations for multinational companies, entrepreneurs and skilled professionals. Foreign professionals who want to work in Singapore in managerial, executive or specialised positions will commonly require an Employment Pass (EP).
However, obtaining an Employment Pass is not simply a matter of receiving a job offer from a Singapore company.
Singapore’s Ministry of Manpower (MOM) assesses most Employment Pass candidates using a two-stage eligibility framework. First, the candidate must meet the applicable Employment Pass qualifying salary. Second, unless exempt, the candidate must pass the Complementarity Assessment Framework (COMPASS).
Employers may also need to satisfy the Fair Consideration Framework (FCF) job advertising requirements before submitting an application.
This guide explains the main Employment Pass requirements in Singapore in 2026, how COMPASS works, the salary requirements and what employers and foreign professionals should know before applying.
What Is an Employment Pass in Singapore?
The Employment Pass is a work pass for foreign professionals who intend to work in Singapore.
According to MOM, it is intended for foreign professionals, managers, executives and technicians who meet the applicable eligibility criteria.
Unlike the S Pass, the Employment Pass is not subject to a foreign worker quota or levy.
However, candidates must satisfy relatively high salary and professional requirements, while most applications must also pass COMPASS.
The main requirements can broadly be divided into:
Stage 1 – Employment Pass qualifying salary
Stage 2 – COMPASS
There are also recruitment, documentation and application requirements that employers need to consider.
Requirement 1: The Candidate Must Have a Suitable Job in Singapore
An Employment Pass is tied to employment with a Singapore employer.
Generally, a foreign professional cannot simply apply for a standard EP independently and then use it to search for employment after arriving in Singapore.
The standard application is submitted by the employer or an appointed employment agent on behalf of the candidate.
The proposed position should also be appropriate for an Employment Pass.
Common examples may include:
- General managers
- Managing directors
- Finance managers
- Accountants
- Engineers
- Software engineers
- IT professionals
- Consultants
- Marketing managers
- Business development managers
- Operations managers
- Regional managers
- Technology specialists
- Other professional or specialised positions
The job title itself does not guarantee eligibility.
The candidate must satisfy MOM’s prevailing Employment Pass requirements.
Requirement 2: Meet the Minimum Employment Pass Salary
Salary is the first major eligibility requirement.
As of 2026, the minimum Employment Pass qualifying salary starts at:
S$5,600 per month for most sectors
and
S$6,200 per month for financial services.
However, these are only the starting thresholds.
The qualifying salary increases progressively with the candidate’s age.
MOM benchmarks the qualifying salary against the top one-third of local Professionals, Managers, Executives and Technicians, or PMETs, by age.
This means that an older and more experienced candidate generally needs to command a higher salary to qualify.
For current applications outside financial services, the qualifying salary rises progressively from S$5,600 for younger candidates to S$10,700 for candidates aged 45 and above.
For financial services, it rises from S$6,200 to S$11,800 for candidates aged 45 and above.
Therefore, it is incorrect to assume:
“If my salary is S$5,600, I qualify for an Employment Pass.”
The correct question is:
“Does my salary meet the Employment Pass qualifying salary for my age and sector?”
Employers should check the exact threshold before applying.
Employment Pass Salary Changes From 1 January 2027
Employers planning recruitment for 2027 should be aware that the qualifying salary will increase.
For new Employment Pass applications submitted from 1 January 2027, the minimum will start at:
S$6,000 per month for most sectors
and
S$6,600 per month for financial services.
The thresholds will continue increasing progressively with age.
This is particularly important for companies planning to recruit foreign professionals toward the end of 2026 or beginning of 2027.
Requirement 3: Pass COMPASS
Meeting the salary requirement is only Stage 1.
Most candidates must subsequently pass the Complementarity Assessment Framework (COMPASS).
COMPASS is MOM’s points-based system for evaluating Employment Pass applications.
An application subject to COMPASS generally needs to obtain at least:
40 points
to pass.
The framework considers both characteristics of the individual candidate and characteristics of the employer.
This means Employment Pass eligibility is not determined solely by the candidate.
The same candidate applying to two different employers could potentially have different COMPASS scores because company-level criteria also contribute points.
C1: Salary
The first foundational COMPASS criterion is C1 Salary.
This should not be confused with the Stage 1 Employment Pass qualifying salary.
Stage 1 determines whether the candidate meets the basic salary requirement to be considered for an EP.
C1 then compares the candidate’s salary against local PMET salaries in the employer’s sector.
For 2026 applications, the points are:
20 points – Salary at or above the 90th percentile
10 points – Salary from the 65th percentile to below the 90th percentile
0 points – Salary below the 65th percentile.
Therefore, it is possible for someone to meet the minimum EP qualifying salary but receive zero points under COMPASS C1.
Employers should assess both calculations separately.
C2: Qualifications
The second criterion considers the candidate’s qualifications.
Candidates with degree-equivalent qualifications from certain highly recognised institutions can receive:
20 points
Other recognised degree-equivalent qualifications may receive:
10 points
Candidates without degree-equivalent qualifications receive:
0 points
However, there is an important misconception to address.
Do You Need a Degree for an Employment Pass?
Not necessarily.
A university degree is not an absolute requirement for every Employment Pass candidate.
A candidate without a degree-equivalent qualification can receive zero points under C2 but still pass COMPASS by accumulating at least 40 points from other criteria.
This can be particularly relevant to experienced professionals who have substantial industry expertise but do not have conventional university qualifications.
If qualification points are required, the employer will generally need to provide the necessary qualification details and verification proof.
C3: Diversity
The third COMPASS criterion is Diversity.
This criterion considers the candidate’s nationality in relation to the employer’s existing PMET workforce.
For organisations with at least 25 PMET employees, the current points are:
20 points – Candidate’s nationality represents less than 5% of the organisation’s PMET workforce
10 points – 5% to less than 25%
0 points – 25% or more.
Companies with fewer than 25 PMET employees receive 10 points by default under this criterion.
The purpose is to encourage companies to maintain a diverse professional workforce.
C4: Support for Local Employment
The fourth foundational criterion is Support for Local Employment.
This considers the employer’s local PMET share compared with other organisations in the same sector.
For organisations with at least 25 PMET employees, the current scoring framework is:
20 points – Local PMET share at or above the sector’s 50th percentile
10 points – From the 20th percentile to below the 50th percentile
0 points – Below the 20th percentile.
Companies with fewer than 25 PMET employees receive 10 points by default.
There is also a safeguard for employers with a high absolute share of local PMETs. An organisation whose local PMET share is at least 70% receives at least 10 points under C4 regardless of where it stands relative to its sector.
This means companies planning to hire foreign professionals should also pay attention to the development and retention of their local professional workforce.
COMPASS Bonus Criteria
In addition to the foundational criteria, certain candidates and companies may qualify for bonus points.
One important example is the Skills Bonus, or C5.
Candidates working in occupations on Singapore’s Shortage Occupation List (SOL) may potentially qualify for additional COMPASS points where the applicable conditions are satisfied.
MOM can examine factors including the candidate’s:
- Actual job duties
- Previous work experience
- Qualifications
- Industry accreditation
Companies should not simply declare a shortage occupation to obtain additional points.
The candidate should genuinely perform the stated occupation and meet any applicable requirements.
Another bonus criterion relates to strategic economic priorities and applies to eligible firms participating in qualifying programmes.
Who Is Exempt From COMPASS?
Not every Employment Pass candidate needs to pass COMPASS.
According to MOM, candidates are currently exempt from COMPASS if they satisfy one of the following conditions:
They earn at least S$22,500 in fixed monthly salary;
They are applying as a qualifying overseas intra-corporate transferee; or
They are filling the position for one month or less.
An exemption from COMPASS does not necessarily remove every other Employment Pass requirement.
Employers should check the requirements applicable to the specific situation.
Requirement 4: Comply With the Fair Consideration Framework
Employment Pass eligibility is not purely about the foreign candidate.
Employers also have responsibilities under Singapore’s Fair Consideration Framework (FCF).
In general, before submitting an Employment Pass application, employers must advertise the vacancy on MyCareersFuture and fairly consider candidates.
The advertisement must generally remain open for at least:
14 consecutive days.
During this mandatory advertising period, employers should fairly consider applicants and should not make a job offer to a candidate during the 14-day period.
The purpose is to provide jobseekers with a genuine opportunity to apply for the position.
Requirements for the MyCareersFuture Advertisement
The job advertisement needs to accurately represent the position.
Among other requirements:
The job advertised should match the occupation declared in the Employment Pass application.
The employer submitting the EP application should be the same employer named in the advertisement.
The salary range should be visible and specific.
The maximum advertised salary generally cannot exceed twice the minimum salary.
The advertised salary range must include the salary eventually offered to the Employment Pass candidate.
If an employer changes important information such as the occupation, salary or number of vacancies, a new advertisement may need to be posted and kept open for another 14 consecutive days.
Who Is Exempt From the Advertising Requirement?
There are circumstances where MyCareersFuture advertising is not required.
Current exemptions include situations where:
The company has fewer than 10 employees;
The fixed monthly salary for the vacancy is at least S$22,500;
The role lasts no more than one month;
or certain qualifying intra-corporate transfer situations apply.
However, an exemption from the advertising requirement does not mean the employer is exempt from Singapore’s fair employment principles.
Employers are still expected to practise fair hiring.
Requirement 5: The Position and Candidate Should Be Genuine
Employment Pass applications should accurately reflect the actual employment arrangement.
MOM can consider information relating to the candidate, employer and proposed position.
Employers should therefore ensure that there is logical consistency between:
Job title
Job responsibilities
Candidate’s professional experience
Candidate’s qualifications
Salary
Employer’s business activities
For example, an application for a senior technology specialist would generally make more sense where the candidate has relevant technology experience and is performing genuine specialised technology responsibilities.
Employers should never inflate job titles, fabricate responsibilities or misrepresent salaries simply to improve an application.
All information provided should accurately reflect the genuine employment arrangement.
Requirement 6: Qualifications Must Be Properly Verified Where Needed
If the candidate requires qualification points under COMPASS C2, verification proof will generally need to be submitted together with the relevant qualifications.
Employers should ensure that the candidate’s academic and professional information is accurate.
However, if the candidate does not require qualification points to pass COMPASS, MOM states that the employer does not need to submit qualifications and verification proof for C2.
This is another reason why calculating the expected COMPASS score before applying is important.
Requirement 7: Use MOM’s Self-Assessment Tool
Before submitting an application, employers and employment agents should use MOM’s Self-Assessment Tool (SAT).
The tool helps determine whether the candidate appears to meet the Employment Pass eligibility requirements.
This can help identify issues relating to:
- Salary
- Age
- COMPASS
- Qualifications
- Company workforce characteristics
If the SAT indicates that the candidate does not qualify, employers should review the situation before submitting an application.
Who Submits an Employment Pass Application?
For a standard Employment Pass, the application is generally submitted by:
The Singapore employer
or
An appointed employment agent.
The foreign professional generally does not submit the standard EP application independently.
The candidate also does not need to be physically present in Singapore when the employer submits the application.
This allows employers to recruit overseas professionals and apply for their Employment Pass before they relocate.
Does an Employment Pass Have a Quota?
No.
Unlike the S Pass and Work Permit, there is no foreign worker quota for Employment Pass holders.
Employers also do not pay a foreign worker levy for Employment Pass holders.
However, this does not mean companies have unrestricted access to EPs.
The salary requirements, COMPASS framework and Fair Consideration Framework provide the principal controls governing Employment Pass eligibility.
How Long Is an Employment Pass Valid?
The duration granted can depend on the circumstances of the application.
Employment Passes can subsequently be renewed if the holder and employer continue to satisfy the applicable requirements.
Renewal is not automatic.
For renewals, the candidate generally needs to continue meeting the qualifying salary and COMPASS requirements applicable to the renewal.
Certain experienced technology professionals in eligible shortage occupations may qualify for a longer-duration Employment Pass where the relevant requirements are met.
Employment Pass Requirements Checklist
Before submitting an Employment Pass application, an employer should check:
- Does the candidate have a genuine professional, managerial, executive or specialised position?
- Does the salary meet the applicable age-adjusted EP qualifying salary?
- Has the correct sector been identified?
- Does the candidate obtain at least 40 COMPASS points, or is the candidate exempt?
- Have the C1 salary points been calculated?
- Are C2 qualification points required?
- What are the company’s C3 diversity points?
- What are the company’s C4 local employment points?
- Does the candidate legitimately qualify for any COMPASS bonus criteria?
- Has the position been advertised on MyCareersFuture for at least 14 consecutive days where required?
- Has the employer fairly considered candidates?
- Does the advertisement accurately match the Employment Pass application?
- Are the candidate’s qualifications properly verified where required?
- Are all job responsibilities and employment details accurate?
- Has the employer checked eligibility using MOM’s Self-Assessment Tool?
Addressing these questions before applying can prevent avoidable problems later in the application process.
Frequently Asked Questions About Employment Pass Requirements
What is the minimum salary for an Employment Pass in Singapore?
For applications under the current 2026 framework, the minimum qualifying salary starts at S$5,600 per month for most sectors and S$6,200 for financial services.
The required salary increases progressively with age.
For new applications from 1 January 2027, these starting thresholds will increase to S$6,000 and S$6,600 respectively.
How many COMPASS points do you need?
An application subject to COMPASS generally requires at least 40 points.
Do you need a university degree?
Not necessarily.
A candidate without degree-equivalent qualifications receives zero C2 points but may still qualify by accumulating sufficient points under other COMPASS criteria.
Can a company with fewer than 10 employees apply for an Employment Pass?
Potentially, yes.
In fact, companies with fewer than 10 employees may be exempt from the MyCareersFuture advertising requirement.
However, the candidate must still satisfy the applicable EP eligibility requirements.
Do small companies need to pass COMPASS?
Generally, yes, unless the candidate qualifies for a COMPASS exemption.
For C3 and C4, organisations with fewer than 25 PMET employees receive 10 points by default under each criterion.
Is S$5,600 enough to guarantee an Employment Pass?
No.
S$5,600 is only the starting qualifying salary under the current framework for younger candidates outside financial services.
The required salary increases with age, and most candidates must also pass COMPASS.
Meeting the minimum criteria does not mean approval is guaranteed.
Is there an Employment Pass quota?
No. Employment Pass holders are not subject to the foreign worker quota or levy.
Conclusion
The requirements for an Employment Pass in Singapore are considerably more comprehensive than simply meeting a minimum monthly salary.
For most candidates, the process begins with a two-stage eligibility framework.
First, the candidate must satisfy the age-adjusted Employment Pass qualifying salary. Under the current 2026 requirements, this starts at S$5,600 per month for most sectors and S$6,200 for financial services.
Second, unless exempt, the application must obtain at least 40 points under COMPASS.
COMPASS considers both the candidate and the employer. The four foundational criteria examine salary, qualifications, workforce diversity and the company’s support for local employment, while qualifying applications may receive additional bonus points.
Employers must also comply with the Fair Consideration Framework. Where the advertising requirement applies, the vacancy generally needs to be advertised on MyCareersFuture for at least 14 consecutive days, with candidates fairly considered before the EP application is submitted.
Companies considering an Employment Pass application should therefore evaluate the complete picture: the candidate’s age, salary, qualifications and experience, as well as the company’s workforce profile, recruitment process and COMPASS position.
Using MOM’s Self-Assessment Tool before applying can also help employers identify whether a candidate appears to satisfy the prevailing requirements.
Most importantly, all information submitted should accurately reflect the genuine employment arrangement. Employment Pass requirements are designed not merely as a documentation exercise but as a framework for determining whether the proposed foreign professional meets Singapore’s requirements for professional-level foreign employment.
This article is intended for general informational purposes and reflects Ministry of Manpower requirements available as of October 2026. Employment Pass requirements can change, particularly salary thresholds and COMPASS benchmarks. Employers and candidates should check the latest MOM requirements before submitting an application.