If you are currently working in Singapore on an Employment Pass (EP), one important date should never be overlooked: the expiry date of your pass.
An Employment Pass does not renew automatically. If the employer wants the foreign professional to continue working in Singapore, a renewal application must be submitted and the candidate must continue to satisfy the prevailing requirements of Singapore’s Ministry of Manpower (MOM).
So, when should you start looking into your Employment Pass renewal?
MOM allows an employer to submit a standard Employment Pass renewal application up to six months before the pass expires. However, employers and EP holders should ideally start reviewing eligibility even earlier, particularly if there could be issues involving salary, COMPASS, company workforce composition or changes to MOM’s Employment Pass requirements.
Waiting until the final few weeks can create unnecessary pressure.
This guide explains when you should start preparing for an Employment Pass renewal in Singapore, what MOM looks at during renewal, how COMPASS affects existing EP holders and what employers can do to prepare.
When Can You Renew an Employment Pass in Singapore?
According to MOM, employers can apply to renew a standard Employment Pass:
Up to six months before the Employment Pass expires.
The renewal application must be submitted before the existing pass expires.
For an Employment Pass under the Sponsorship scheme, the renewal window is shorter: the application can generally start three months before expiry.
For most ordinary Employment Pass holders, however, the key period to remember is six months.
For example, if an Employment Pass expires on:
31 December 2027
the employer can generally start applying approximately 180 days before the expiry date.
However, being allowed to submit an application six months before expiry does not mean the employer should wait until that date before thinking about renewal.
Preparation should ideally begin earlier.
A Practical Employment Pass Renewal Timeline
A sensible approach is to begin reviewing the Employment Pass approximately six to nine months before expiry.
You may not be able to submit the application nine months before expiry, but you can start assessing whether the employee is likely to satisfy the renewal requirements.
A practical timeline could look like this:
9 Months Before Expiry: Initial Review
Check:
- Current salary
- Candidate’s age
- Applicable EP qualifying salary
- Expected COMPASS score
- Company workforce profile
- Candidate’s current position
- Upcoming MOM policy changes
If there is a potential eligibility issue, the employer now has time to properly consider it.
6 Months Before Expiry: Renewal Window Opens
For a standard Employment Pass, the employer can generally submit the renewal application.
If the candidate clearly satisfies the prevailing requirements and the necessary information is ready, there may be little reason to delay unnecessarily.
3 Months Before Expiry: Treat Renewal as a Priority
If the application has not been submitted by this point, the employer should prioritise it.
This provides a reasonable buffer for processing and any additional information MOM may request.
Final Month: Avoid Waiting This Long
Leaving renewal until the final weeks introduces unnecessary risk.
Even though MOM states that standard online EP renewals are generally processed or given an update within 10 business days, an individual application may require additional information or further assessment.
Early preparation is therefore preferable.
Why Should You Start Reviewing Your EP Before the Six-Month Window?
Employment Pass requirements change periodically.
A candidate who qualified when the original Employment Pass was approved may not necessarily satisfy the requirements applicable at renewal.
This is one of the biggest misconceptions surrounding EP renewals.
Some employers assume:
“MOM approved the employee before, so renewal should be automatic.”
That is incorrect.
MOM explicitly states that renewals are not guaranteed.
The candidate needs to meet the applicable renewal criteria.
This is why employers should review eligibility before the renewal window opens rather than simply assuming that an existing EP will continue.
Employment Pass Renewals Must Meet the Qualifying Salary
One of the first things employers should check is the candidate’s current fixed monthly salary.
For passes expiring before 1 January 2028, the current EP qualifying salary framework applies.
For most sectors, the minimum starts at:
S$5,600 per month
and increases progressively with age.
For financial services, it starts at:
S$6,200 per month
and similarly increases with age.
The candidate’s age matters significantly.
For example, under the current non-financial-sector framework, the qualifying salary rises progressively from S$5,600 for candidates aged 23 or below to S$10,700 for candidates aged 45 and above.
This means an employee who originally received an EP several years ago may face a higher qualifying salary when renewal arrives because:
- The employee is older; and/or
- MOM has revised the qualifying salary framework.
Employers should therefore never check only the headline minimum salary.
They should check the age-specific qualifying salary applicable to the candidate.
Important Change for EP Renewals From 2028
Companies planning further ahead should take note of an important change.
MOM has announced that the higher Employment Pass qualifying salaries introduced for new applications from 1 January 2027 will apply to renewals of passes expiring from 1 January 2028.
For most sectors, the starting qualifying salary will increase from:
S$5,600 to S$6,000
For financial services, it will increase from:
S$6,200 to S$6,600
The age-adjusted thresholds will also increase.
For example, outside financial services, the threshold for candidates aged 45 and above will increase from S$10,700 to S$11,500.
This is precisely why employers should think about Employment Pass renewal well before the expiry date.
If you have employees whose EPs expire in 2028, their renewal eligibility should be assessed against the new salary framework, not the current one.
COMPASS Now Matters for Employment Pass Renewals
Salary is not the only consideration.
Employment Passes expiring from 1 September 2024 onwards are subject to the Complementarity Assessment Framework (COMPASS) requirements unless the candidate qualifies for an exemption.
COMPASS is MOM’s points-based assessment framework for Employment Pass applications.
An application subject to COMPASS generally needs:
40 points
to pass.
The four foundational criteria are:
C1 – Salary
C2 – Qualifications
C3 – Diversity
C4 – Support for Local Employment
Additional bonus points may potentially be available under:
C5 – Skills Bonus
C6 – Strategic Economic Priorities Bonus
Therefore, an existing EP holder should not assume that having held an Employment Pass for several years means COMPASS is irrelevant.
COMPASS can be an important part of the renewal assessment.
Check Your COMPASS Position Early
This is another reason to start reviewing an EP renewal six to nine months before expiry.
The employer should understand where the candidate is likely to obtain the required COMPASS points.
For example:
C1 Salary – 10 points
C2 Qualifications – 10 points
C3 Diversity – 10 points
C4 Support for Local Employment – 10 points
Total: 40 points
This reaches the COMPASS passing threshold.
However, company-level COMPASS scores can change.
For example, the company’s workforce composition may be different from when the employee’s original EP was approved.
The share of employees from the candidate’s nationality could have changed.
The company’s local PMET position relative to its sector could also have changed.
Therefore, employers should review their current COMPASS position rather than relying on historical assumptions.
COMPASS Salary Benchmarks Can Change
Another reason to prepare early is that COMPASS C1 salary benchmarks are updated periodically.
MOM states that the benchmarks are updated once a year to reflect the latest market conditions.
For example, one set of C1 salary benchmarks applies to EP renewals for passes expiring from 1 July 2026 to 30 June 2027, while updated benchmarks apply to renewals expiring from 1 July 2027 onwards.
This means an employee’s salary may remain unchanged while the relevant benchmark changes.
Employers should therefore check the COMPASS benchmarks applicable to the actual renewal period.
Who Is Exempt From COMPASS at Renewal?
Certain Employment Pass candidates are exempt from COMPASS.
For example, a candidate earning at least:
S$22,500 in fixed monthly salary
is exempt from COMPASS.
Other exemptions can apply to qualifying overseas intra-corporate transferees and candidates filling roles lasting one month or less.
However, a COMPASS exemption should not be confused with automatic EP renewal.
The candidate must still satisfy other applicable renewal requirements.
Does the Employee Need to Work for the Same Employer?
For an Employment Pass renewal, the candidate must continue working for the same employer in a managerial, executive or specialised role.
If the employee is moving to another company, this is not simply a renewal of the existing Employment Pass.
The new employer generally needs to apply for a new Employment Pass.
This distinction is important.
An Employment Pass is tied to the employing company.
Changing employers changes the employment relationship on which the pass is based.
Do Qualifications Need to Be Verified Again?
Usually, once a candidate’s qualification has already been verified, MOM states that there is no need to have the same qualification verified again at renewal.
This can simplify the renewal process.
If MOM requires qualification verification, the employer will be prompted while completing the Employment Pass application.
Employers should nevertheless ensure that the candidate’s information remains accurate.
Does Renewing Early Reduce the Remaining EP Validity?
No.
This is an important reason not to delay an Employment Pass renewal.
Some employers worry that if they renew six months early, the employee will lose the remaining six months on the existing Employment Pass.
MOM states that renewing early does not cause the remaining validity to be lost.
Any remaining validity from the existing pass, up to six months, can be added to the renewed pass.
The renewed pass can generally be granted for:
Up to three years.
Therefore, there is generally little advantage in deliberately waiting until the last moment simply to preserve the remaining validity.
What Happens If You Miss the Renewal Deadline?
This is where waiting becomes risky.
MOM states that the renewal application must be submitted before the Employment Pass expiry date.
If the employer misses the renewal deadline, the company will need to apply for a new pass.
This creates unnecessary complications.
Employers should therefore have internal systems for tracking work pass expiry dates.
A company employing multiple foreign professionals should ideally maintain a work pass register containing:
- Employee name
- Pass type
- Pass number
- Issue date
- Expiry date
- Earliest renewal date
- Current salary
- Renewal status
HR teams can then start reviewing each employee well before the renewal window opens.
How Long Does Employment Pass Renewal Take?
According to MOM, standard Employment Pass renewals submitted through myMOM Portal are generally:
Processed or given an update within 10 business days.
For EP Sponsorship cases, most applications are processed within six weeks.
However, employers should not interpret the 10-business-day timeframe as a guarantee that every renewal will receive final approval within exactly 10 business days.
An application may require additional assessment or supporting information.
This is another reason to submit early rather than leaving renewal until the final days.
What Should Employers Check Before Renewal?
Before submitting an Employment Pass renewal, employers should conduct a structured review.
1. Check the Expiry Date
Determine the exact expiry date and the earliest date on which the renewal can be submitted.
2. Check the Candidate’s Age
The EP qualifying salary increases progressively with age.
Use the candidate’s age and the applicable MOM salary table rather than relying on the headline minimum.
3. Check the Fixed Monthly Salary
Determine whether the candidate’s current fixed monthly salary satisfies the applicable qualifying salary.
4. Check COMPASS
Assess whether the candidate is likely to obtain at least 40 points or qualifies for an exemption.
5. Check C1 Salary Benchmarks
Make sure you are using the COMPASS C1 benchmarks applicable to the pass expiry period.
6. Review Qualifications
Determine whether qualification points are required and whether the relevant qualifications have already been verified.
7. Review Company Workforce Composition
Check the company’s current position under C3 Diversity and C4 Support for Local Employment.
8. Check the Employee’s Role
The employee should continue working for the same employer in a managerial, executive or specialised position.
9. Update Company Information
MOM instructs employers to ensure that the organisation’s turnover information for the past three years has been updated before submitting the renewal application.
What Happens After a Successful EP Renewal?
If the renewal is successful, the employer receives an In-Principle Approval (IPA).
For an EP renewal, the IPA is generally valid for three months.
The employer must follow the instructions in the IPA and have the renewed pass issued before the IPA or current Employment Pass expires, whichever comes first.
The renewed pass validity begins when the existing pass expires.
Depending on MOM’s instructions, the employee may either continue using the existing physical card or receive a new card.
The employee can also view digital work pass information through the SGWorkPass app.
What If the Employment Pass Renewal Is Rejected?
Employment Pass renewals are not guaranteed.
If a renewal is unsuccessful, employers should first understand the reasons and determine the appropriate next step.
Avoid simply submitting another application without addressing the underlying issue.
Potential areas to review include:
- Qualifying salary
- COMPASS score
- C1 salary benchmark
- Candidate’s position
- Qualifications
- Company workforce profile
- Information submitted in the application
Where appropriate, an employer may consider whether an appeal is available and whether there is relevant new information that addresses the issue.
Professional assistance from an experienced employment agency can also be useful where an employer is unfamiliar with the renewal process.
Should You Use an Employment Agency for EP Renewal?
Companies can manage Employment Pass renewals internally, particularly if they have an experienced HR team.
However, an employment agency can be helpful for SMEs and employers that handle EP applications infrequently.
An employment agency can assist with areas such as:
- Reviewing renewal eligibility
- Checking the relevant salary requirement
- Understanding COMPASS
- Reviewing documentation
- Preparing the renewal application
- Submitting the renewal as an appointed employment agent
- Responding to administrative requests
- Managing post-approval procedures
However, no employment agency can guarantee that MOM will approve an Employment Pass renewal.
The final decision remains with MOM.
Frequently Asked Questions About Employment Pass Renewal
How early can I renew my Employment Pass?
A standard Employment Pass can generally be renewed up to six months before its expiry date.
For an EP under the Sponsorship scheme, renewal can generally begin three months before expiry.
When should I start preparing?
A practical approach is to review eligibility around six to nine months before expiry, particularly if there could be salary or COMPASS issues.
The actual standard renewal application can then be submitted once the six-month renewal window opens.
Will I lose my remaining EP validity if I renew early?
No.
MOM states that remaining validity of up to six months can be added to the renewed pass.
Do I need to pass COMPASS again?
For EPs expiring from 1 September 2024 onwards, candidates generally need to satisfy COMPASS requirements at renewal unless exempt.
What is the minimum salary for EP renewal?
The qualifying salary depends on the employee’s age, sector and the date the pass expires.
For passes expiring before 1 January 2028, the current framework starts at S$5,600 outside financial services and S$6,200 for financial services, increasing progressively with age.
For passes expiring from 1 January 2028, the higher framework starts at S$6,000 and S$6,600 respectively.
How long can a renewed Employment Pass last?
A renewed Employment Pass can generally be valid for up to three years, subject to MOM’s assessment and other applicable factors.
Who submits the EP renewal?
The renewal is submitted by the employer or an appointed employment agent.
Is EP renewal guaranteed?
No.
MOM specifically states that Employment Pass renewals are not guaranteed. The candidate needs to meet the prevailing renewal criteria.
Conclusion
So, when should you look into your Employment Pass renewal in Singapore?
Do not wait until the Employment Pass is about to expire.
For a standard EP, MOM allows renewal applications to be submitted up to six months before expiry. As a practical matter, employers should consider reviewing eligibility approximately six to nine months beforehand.
Starting early is particularly important because Employment Pass renewal is not automatic.
The candidate needs to meet the applicable age-adjusted EP qualifying salary and, unless exempt, satisfy the COMPASS requirements. The employer’s workforce profile and applicable C1 salary benchmarks may also have changed since the original Employment Pass was approved.
Employers should pay particular attention to employees whose passes expire from 1 January 2028, because MOM’s higher qualifying salary framework will apply to those renewals.
Early preparation gives an employer time to understand whether there are legitimate eligibility issues, prepare the necessary information and submit the application once the renewal window opens.
There is also little reason to delay purely out of concern about losing the remaining validity of the existing pass. MOM states that when an EP is renewed early, remaining validity of up to six months can be carried over.
The simplest approach is therefore:
Review early. Check salary and COMPASS. Apply once eligible to renew. Do not wait until the expiry date.
For businesses without an experienced internal HR or work pass team, engaging an employment agency can also help with the administrative aspects of Employment Pass renewal, from assessing the prevailing requirements to submitting the renewal and managing the subsequent procedures.
This article is intended for general informational purposes and reflects Ministry of Manpower requirements available as of October 2026. Employment Pass salary thresholds, COMPASS benchmarks and other requirements may change. Employers and EP holders should verify the latest MOM requirements before submitting a renewal.