The Singapore Employment Pass (“EP”) is a work pass for foreign professionals, managers, executives and technicians who have suitable qualifications, professional experience and a qualifying job offer from a Singapore employer.
An EP application is assessed by the Ministry of Manpower (“MOM”) based on both the candidate’s profile and the employing company’s circumstances. Meeting the minimum salary alone does not guarantee approval. Most candidates must satisfy a two-stage eligibility framework:
- Meet the age-adjusted EP qualifying salary; and
- Score at least 40 points under the Complementarity Assessment Framework (“COMPASS”).
Employers must also comply with the Fair Consideration Framework (“FCF”) before submitting the application unless an exemption applies.
Key Features of the Employment Pass
An Employment Pass offers the following features:
- It is intended for foreign professionals, managers, executives and technicians;
- No foreign worker quota applies;
- No monthly foreign worker levy is payable;
- A first-time EP may be granted for up to two years;
- A renewed EP may be granted for up to three years; and
- Certain experienced technology professionals in eligible shortage occupations may qualify for a five-year EP.
The actual pass duration is determined by MOM and may be shorter than the period requested.
Stage 1: Employment Pass Qualifying Salary
For new EP applications submitted before 1 January 2027, the minimum qualifying salary is:
| Sector | Minimum qualifying salary |
|---|---|
| All sectors except financial services | S$5,600 per month |
| Financial services sector | S$6,200 per month |
These are the minimum salaries for younger candidates. The required salary increases progressively with age and may reach:
- S$10,700 per month for candidates aged 45 and above in sectors other than financial services; and
- S$11,800 per month for candidates aged 45 and above in the financial services sector.
MOM has announced higher qualifying salaries for new applications from 1 January 2027:
| Sector | Minimum from 1 January 2027 |
|---|---|
| All sectors except financial services | S$6,000 per month |
| Financial services sector | S$6,600 per month |
The revised requirements will apply to EP renewals for passes expiring from 1 January 2028.
The candidate must first meet the applicable age-adjusted qualifying salary. A candidate who does not meet this minimum requirement will not qualify for an EP even if the application could otherwise obtain sufficient COMPASS points.
Employers should use MOM’s Self-Assessment Tool before applying. MOM advises employers not to submit an application if the tool indicates that the candidate is not eligible.
Stage 2: COMPASS Assessment
Most EP applications must obtain at least 40 points under COMPASS.
COMPASS assesses the candidate and employer using four foundational criteria and two possible bonus criteria.
C1: Salary
The candidate’s fixed monthly salary is compared with local professional, managerial, executive and technician salaries in the same sector.
| Salary benchmark | Points |
|---|---|
| At or above the 90th percentile | 20 |
| From the 65th to below the 90th percentile | 10 |
| Below the 65th percentile | 0 |
The COMPASS salary benchmark is separate from the minimum EP qualifying salary. Passing the minimum salary requirement does not automatically earn COMPASS salary points.
C2: Qualifications
Points may be awarded based on the candidate’s educational or professional qualifications.
| Qualification | Points |
|---|---|
| Degree-equivalent qualification from a top-tier or other recognised institution | 20 |
| Other recognised degree-equivalent or qualifying professional qualification | 10 |
| No degree-equivalent qualification | 0 |
A candidate without a degree-equivalent qualification may still qualify by obtaining at least 40 points from the other COMPASS criteria.
Where qualification points are required, the employer must submit acceptable verification evidence showing that the qualification is authentic and was awarded by an accredited institution.
C3: Diversity
This criterion considers the candidate’s nationality as a proportion of the employer’s existing professional workforce.
| Candidate’s nationality among the employer’s PMETs | Points |
|---|---|
| Less than 5% | 20 |
| From 5% to below 25% | 10 |
| 25% or more | 0 |
An employer with fewer than 25 PMET employees will generally receive 10 points by default under this criterion.
C4: Support for Local Employment
This criterion compares the employer’s proportion of local PMET employees with that of other employers in the same sector.
| Employer’s local PMET share within its sector | Points |
|---|---|
| At or above the 50th percentile | 20 |
| From the 20th to below the 50th percentile | 10 |
| Below the 20th percentile | 0 |
An employer with fewer than 25 PMET employees will generally receive 10 points by default. An organisation whose local PMET share is at least 70% will receive at least 10 points, regardless of its position within the sector.
C5: Skills Bonus
A candidate employed in an eligible role on the Shortage Occupation List may receive 10 or 20 bonus points, subject to the candidate’s nationality share within the employer’s PMET workforce.
MOM may review the candidate’s:
- Proposed job duties;
- Relevant work experience;
- Educational qualifications;
- Professional or industry accreditation; and
- Ability to meet the specific requirements of the declared shortage occupation.
C6: Strategic Economic Priorities Bonus
An employer participating in an eligible programme supported by a Singapore economic agency or the National Trades Union Congress may receive 10 bonus points.
This bonus is awarded at the discretion of the relevant supporting agency.
Who Is Exempted from COMPASS?
A candidate may be exempted from COMPASS where:
- The candidate’s fixed monthly salary is at least S$22,500;
- The candidate is applying as a qualifying overseas intra-corporate transferee; or
- The role is short-term and lasts for one month or less.
A COMPASS exemption does not remove the need to satisfy the other applicable EP requirements.
Fair Consideration Framework and Job Advertising
Before submitting an EP application, the employer must generally advertise the vacancy on MyCareersFuture for at least 14 consecutive days.
During the advertising period, the employer should:
- Publish an advertisement containing accurate job requirements and salary information;
- Allow local jobseekers sufficient time to apply;
- Fairly review candidates based on merit; and
- Properly document the recruitment and selection process.
The employer should not make a job offer during the mandatory 14-day advertising period.
The vacancy may be exempted from the MyCareersFuture advertising requirement if:
- The employer has fewer than 10 employees;
- The position carries a fixed monthly salary of at least S$22,500;
- The role will last for no more than one month;
- The position is filled by an existing employee transferring to a related Singapore entity; or
- The candidate qualifies as an overseas intra-corporate transferee.
Even when an advertising exemption applies, the employer must continue to practise fair and merit-based hiring.
Documents Required for an EP Application
The standard supporting documents include:
Candidate’s documents
- Personal particulars page of the candidate’s passport;
- Updated curriculum vitae or résumé;
- Educational certificates and transcripts, where applicable;
- Qualification verification evidence, where COMPASS qualification points are claimed;
- Professional membership or practising certificates, where relevant;
- Employment records or reference letters, if required;
- Explanation letter and supporting documents if the candidate’s name differs between documents; and
- Written consent authorising the employer or employment agent to submit the application.
Employer’s documents
- Latest ACRA business profile;
- Detailed job description;
- Employment contract or letter of appointment;
- MyCareersFuture job advertisement details, unless exempted;
- Recruitment and candidate-selection information;
- Company organisation chart;
- Business plan, contracts, invoices or evidence of business activities, where required;
- Latest financial statements or management accounts;
- CPF contribution records; and
- Additional supporting documents requested by MOM.
Employers should also ensure that their organisation’s turnover information for the preceding three years has been updated before submitting the application.
MOM may request additional documents depending on the candidate’s occupation, the employer’s business activities and the overall circumstances of the application.
Singapore Employment Pass Application Process
Step 1: Assess the Candidate’s Eligibility
The employer should review:
- Age-adjusted qualifying salary;
- COMPASS score;
- Candidate’s qualifications and experience;
- Relevance of the proposed position;
- Company’s local and foreign workforce profile;
- MyCareersFuture advertising requirement; and
- Whether qualification verification is required.
Step 2: Advertise on MyCareersFuture
Unless exempted, advertise the position for at least 14 consecutive days and fairly consider all applicants.
Step 3: Obtain the Candidate’s Written Consent
The employer or authorised employment agent must obtain written consent from the candidate before submitting the EP application.
Step 4: Submit the Application
The employer or appointed employment agent submits the application through MOM’s EP eService and pays the application fee.
The candidate does not need to be in Singapore when the application is submitted.
Step 5: Wait for MOM’s Decision
MOM currently states that online applications will generally be processed or receive an update within 10 business days. An application may take longer if additional information, verification or documents are required.
Employers should bring the candidate to Singapore only after the EP has been approved, as a pending EP application does not extend the candidate’s Visit Pass.
Step 6: Receive the In-Principle Approval
If approved, MOM will issue an In-Principle Approval (“IPA”) letter.
The IPA generally:
- Provides the candidate with six months to enter Singapore and complete EP issuance;
- Serves as a pre-approved single-entry visa where applicable; and
- States whether a medical examination is required.
Step 7: Issue the Employment Pass
After the candidate arrives in Singapore, the employer or employment agent must submit the required issuance information and documents.
The candidate may need to complete:
- A medical examination;
- Declaration forms;
- Fingerprint and photograph registration; and
- Document verification at the Employment Pass Services Centre.
Once the EP is issued, the notification letter allows the candidate to begin work while waiting for the physical pass card.
MOM Fees for an EP Application
The prevailing government fees are:
| Stage | MOM fee |
|---|---|
| EP application | S$105 |
| EP issuance | S$225 |
| Multiple Journey Visa, if applicable | S$30 |
These government fees are separate from any professional service, qualification verification, translation, medical examination or document certification costs.
Is EP Approval Guaranteed?
No. An application that meets the minimum salary and COMPASS requirements is eligible for consideration but is not automatically approved.
MOM may consider the application holistically, including:
- Whether the job is genuine and commercially necessary;
- Whether the candidate’s experience matches the position;
- Whether the salary is reasonable for the candidate’s age and experience;
- The employer’s business activities and financial position;
- The employer’s local workforce profile;
- Compliance with fair hiring requirements;
- Accuracy and consistency of the submitted information; and
- The employer’s previous compliance record.
Newly incorporated or small companies may be asked to provide additional evidence showing that they are carrying on genuine business activities and have the financial ability to employ the candidate.
How Ascend Can Assist
Ascend Corporate Service Pte. Ltd. is a Singapore-licensed Employment Agency and can assist employers and foreign professionals throughout the EP application process.
Our services include:
- Preliminary EP eligibility assessment;
- Age-adjusted salary and COMPASS review;
- MOM Self-Assessment Tool review;
- MyCareersFuture job advertisement guidance;
- Review of candidate qualifications and experience;
- Preparation of the job description and application information;
- Review and organisation of supporting documents;
- Submission of the EP application to MOM;
- Responses to MOM’s requests for additional information;
- EP appeal support, where appropriate;
- In-Principle Approval and entry guidance;
- Medical examination and pass issuance assistance; and
- Dependant’s Pass applications for eligible family members.
Each application is assessed according to its individual facts. Early review helps identify weaknesses and allows the employer to prepare appropriate supporting documents before submission.
To discuss a Singapore Employment Pass application, please contact Ascend Corporate Service Pte. Ltd.
Employment Agency Licence No.: 25C3170
This article is intended for general information only and does not constitute legal or immigration advice. Employment Pass requirements may change, and approval remains at the discretion of the Ministry of Manpower.
Official references: MOM – Employment Pass eligibility, MOM – Applying for an Employment Pass, MOM – Fair Consideration Framework and MOM – EP documents required.
