How Employers Can Improve Their COMPASS Score for Employment Pass in Singapore
Hiring foreign talent in Singapore has become more strategic than ever. Since September 2023, every employment pass in Singapore application must pass the Complementarity Assessment Framework — better known as COMPASS — a points-based system introduced by the Ministry of Manpower (MOM).
Unlike the old single-threshold model, COMPASS evaluates candidates across six criteria. Employers now have a meaningful role to play in shaping their application scores. The good news: knowing how the system works gives you a clear advantage.
This guide breaks down each COMPASS criterion and offers practical steps your company can take to maximise your score — starting with your next hire.
Unlike the old single-threshold model, COMPASS evaluates candidates across six criteria. Employers now have a meaningful role to play in shaping their application scores. The good news: knowing how the system works gives you a clear advantage.
This guide breaks down each COMPASS criterion and offers practical steps your company can take to maximise your score — starting with your next hire.
What Is COMPASS and Why It Matters for Employers
COMPASS stands for Complementarity Assessment Framework. It replaced the previous experience and salary-only assessment with a structured, transparent scoring matrix.
An EP application must score at least 40 points to qualify. Points are earned across four foundational criteria and up to two bonus criteria. Each foundational criterion awards 0, 10 or 20 points depending on whether the application does not meet, meets or exceeds expectations.
Importantly, some criteria reflect the employer’s own workforce profile — not just the candidate’s credentials. This means companies hiring strategically, and building balanced teams, are rewarded across every application they submit.
There are limited exemptions. Candidates earning at least S$22,500 fixed monthly salary, filling roles of one month or less, or applying as overseas intra-corporate transferees under certain free trade agreements are exempt from COMPASS.
An EP application must score at least 40 points to qualify. Points are earned across four foundational criteria and up to two bonus criteria. Each foundational criterion awards 0, 10 or 20 points depending on whether the application does not meet, meets or exceeds expectations.
Importantly, some criteria reflect the employer’s own workforce profile — not just the candidate’s credentials. This means companies hiring strategically, and building balanced teams, are rewarded across every application they submit.
There are limited exemptions. Candidates earning at least S$22,500 fixed monthly salary, filling roles of one month or less, or applying as overseas intra-corporate transferees under certain free trade agreements are exempt from COMPASS.
The Six COMPASS Criteria at a Glance
| Criterion | What Is Assessed | Max Points |
|---|---|---|
| C1 – Salary | Candidate's salary vs local PMET salaries by age and sector | 20 |
| C2 – Qualifications | Academic or professional credentials and institution ranking | 20 |
| C3 – Diversity | Nationality mix of firm's PMET workforce | 20 |
| C4 – Local Employment | Local PMET ratio vs industry peers | 20 |
| C5 – Skills Bonus (SOL) | Role is on the Shortage Occupation List | +20 |
| C6 – SEP Bonus | Company participates in strategic economic programmes | +10 |
Tip 1: Position Salaries Competitively (C1)
C1 compares the candidate’s fixed monthly salary to local PMET salaries in the same sector and age band. A candidate earning at or above the 90th percentile earns 20 points; at the 65th–90th percentile, 10 points; below the 65th, zero.
Note that this is separate from the EP qualifying salary threshold (S$5,600 for most sectors in 2025; higher for financial services). You need to clear both.
MOM has also updated C1 salary benchmarks, with new figures taking effect for fresh applications from 1 January 2026 and renewals expiring from 1 July 2026. Review the latest published benchmarks before making an offer.
If a candidate’s skills and experience justify it, positioning the salary at or above the 90th percentile is the single fastest way to add 20 points to your application.
Note that this is separate from the EP qualifying salary threshold (S$5,600 for most sectors in 2025; higher for financial services). You need to clear both.
MOM has also updated C1 salary benchmarks, with new figures taking effect for fresh applications from 1 January 2026 and renewals expiring from 1 July 2026. Review the latest published benchmarks before making an offer.
If a candidate’s skills and experience justify it, positioning the salary at or above the 90th percentile is the single fastest way to add 20 points to your application.
Tip 2: Prioritise Candidates with Verified, Recognised Qualifications (C2)
C2 awards 20 points for degrees from top-tier institutions — including the top 100 universities in global rankings, Singapore’s autonomous universities, and institutions with strong sector-specific reputations.
A recognised degree-equivalent qualification earns 10 points. No qualifying credential earns zero, though a strong salary and diversity profile can still push the total past 40.
Since September 2023, qualification verification has been mandatory for all EP applications. Degrees must be authentic, from accredited institutions, and accompanied by proper documentation. Employers should verify qualifications early — ideally during the offer stage — to avoid last-minute delays.
A recognised degree-equivalent qualification earns 10 points. No qualifying credential earns zero, though a strong salary and diversity profile can still push the total past 40.
Since September 2023, qualification verification has been mandatory for all EP applications. Degrees must be authentic, from accredited institutions, and accompanied by proper documentation. Employers should verify qualifications early — ideally during the offer stage — to avoid last-minute delays.
Tip 3: Build a More Diverse PMET Workforce (C3)
C3 looks at the nationality share of the candidate’s home country among your firm’s PMETs. If fewer than 5% of your PMETs share the candidate’s nationality, you earn 20 points. Between 5% and 25%, you earn 10. At 25% or above, you earn zero.
From September 2025, MOM defines PMETs as employees earning at least S$3,300 per month. Companies with fewer than 25 PMETs automatically receive 10 points, shielding small firms from penalty.
For growing companies, the message is clear: if one nationality is already well-represented in your technical or managerial ranks, actively consider candidates from other backgrounds for your next hires. MOM’s Workforce Insights tool lets you check your current nationality share before applying.
From September 2025, MOM defines PMETs as employees earning at least S$3,300 per month. Companies with fewer than 25 PMETs automatically receive 10 points, shielding small firms from penalty.
For growing companies, the message is clear: if one nationality is already well-represented in your technical or managerial ranks, actively consider candidates from other backgrounds for your next hires. MOM’s Workforce Insights tool lets you check your current nationality share before applying.
Tip 4: Invest in Local Talent to Strengthen C4
C4 measures your firm’s share of local PMETs compared to other companies in the same industry subsector. Sitting at or above the 50th percentile earns 20 points; between the 20th and 50th, 10 points; below the 20th, zero.
This criterion directly incentivises employers to hire, train and retain Singaporean professionals. Practical steps that improve your C4 standing include:
- Advertising vacancies on MyCareersFuture and giving local candidates fair consideration under the Fair Consideration Framework
- Participating in government-backed workforce development programmes such as SkillsFuture or SkillsConnect
- Tracking and improving your local PMET ratio through regular internal HR reviews
For companies expanding into Singapore, building local hiring into your headcount plan from day one is both a compliance requirement and a COMPASS advantage. A trusted Employer of Record (EOR) or HR partner can help you monitor your local PMET ratio, structure balanced hiring plans, and stay ahead of Fair Consideration Framework obligations as your headcount grows.
If you are setting up a new entity, market entry advisory support can help you structure your workforce and hiring approach to satisfy these requirements from the outset.
Leveraging Bonus Points: C5 (Skills) and C6 (SEP)
Beyond the four foundational criteria, two bonus categories can push a borderline score past 40 — or give a strong application additional headroom.
C5 – Skills Bonus: If the role appears on MOM’s Shortage Occupation List (SOL), the application earns up to 20 bonus points (20 if the candidate’s nationality makes up less than one-third of your PMETs; 10 if it meets or exceeds that share). The SOL currently includes roles such as AI and machine learning specialists, cybersecurity professionals, software engineers, and certain healthcare and aerospace engineering positions.
C6 – Strategic Economic Priorities Bonus: Companies participating in approved government initiatives can earn up to 10 additional points. Eligible programmes include the Development and Expansion Incentive (DEI), the Research and Innovation Scheme for Companies (RISC), and NTUC-endorsed transformation efforts. Approval comes from the relevant government agency.
C5 – Skills Bonus: If the role appears on MOM’s Shortage Occupation List (SOL), the application earns up to 20 bonus points (20 if the candidate’s nationality makes up less than one-third of your PMETs; 10 if it meets or exceeds that share). The SOL currently includes roles such as AI and machine learning specialists, cybersecurity professionals, software engineers, and certain healthcare and aerospace engineering positions.
C6 – Strategic Economic Priorities Bonus: Companies participating in approved government initiatives can earn up to 10 additional points. Eligible programmes include the Development and Expansion Incentive (DEI), the Research and Innovation Scheme for Companies (RISC), and NTUC-endorsed transformation efforts. Approval comes from the relevant government agency.
How Employer of Record Services Simplify EP Management
For companies without a Singapore entity, or those scaling headcount rapidly, employer of record services offer a structured way to employ foreign talent compliantly while EP applications are processed.
An EOR acts as the legal employer on your behalf — managing payroll, CPF contributions, employment contracts and MOM compliance — while you retain full operational control of the hire.
Beyond EOR, companies managing multiple EP applications benefit from professional migration advisory support. Expert advisers can assess COMPASS scores before submission, flag potential shortfalls across C1–C4, and prepare documentation that gives each application the best chance of approval.
For foreign businesses evaluating Singapore as a regional base, understanding your COMPASS obligations early — before hiring begins — prevents costly application rejections down the line. You can learn more about the broader opportunity through TY TEOH’s Why Singapore guide.
An EOR acts as the legal employer on your behalf — managing payroll, CPF contributions, employment contracts and MOM compliance — while you retain full operational control of the hire.
Beyond EOR, companies managing multiple EP applications benefit from professional migration advisory support. Expert advisers can assess COMPASS scores before submission, flag potential shortfalls across C1–C4, and prepare documentation that gives each application the best chance of approval.
For foreign businesses evaluating Singapore as a regional base, understanding your COMPASS obligations early — before hiring begins — prevents costly application rejections down the line. You can learn more about the broader opportunity through TY TEOH’s Why Singapore guide.
Frequently Asked Questions
1. What is the minimum COMPASS score required for a Singapore Employment Pass?
An EP application must score at least 40 points across the COMPASS criteria to be approved. This is in addition to meeting the EP qualifying salary threshold, which starts at S$5,600 per month for most sectors in 2025.
2. Which COMPASS criteria are within the employer's direct control?
C3 (Diversity) and C4 (Support for Local Employment) are determined entirely by the employer’s own workforce profile — not the individual candidate. Employers can improve these scores over time by diversifying nationality representation and increasing local PMET hiring.
3. Can a candidate still pass COMPASS without a degree?
Yes. COMPASS does not require a degree as a minimum threshold. A strong salary (C1), good employer diversity profile (C3 and C4), and bonus points from C5 or C6 can still produce a passing score of 40 or more, even without degree-equivalent qualifications.
4. What is the Shortage Occupation List (SOL) and how does it affect the COMPASS score?
The SOL is a list of roles facing significant talent shortages in Singapore. If the EP role appears on the SOL, the application earns up to 20 bonus points under C5. MOM updates the SOL periodically. Current examples include AI specialists, cybersecurity engineers, and senior healthcare professionals.
5. How can an employer of record help with Employment Pass applications in Singapore?
An employer of record takes on the legal employment obligations — payroll, CPF, contracts — while the EP application is in progress. This is especially useful for foreign companies without a local entity. EOR providers with migration advisory expertise can also assess COMPASS scores upfront and handle MOM submissions on your behalf.
Conclusion
COMPASS has made Singapore’s employment pass in Singapore framework more transparent — and more strategic for employers. The framework rewards companies that pay competitively, hire from diverse backgrounds, and invest in local talent development.
Improving your COMPASS performance is not a one-off exercise. It requires an ongoing approach to workforce planning: monitoring your nationality diversity through MOM’s Workforce Insights tool, benchmarking local PMET ratios against your subsector, and understanding which roles on the SOL are relevant to your business.
For companies new to Singapore or managing multiple EP applications simultaneously, working with advisers who specialise in employer of record services and migration advisory can significantly improve your approval rate and reduce application risk.
Improving your COMPASS performance is not a one-off exercise. It requires an ongoing approach to workforce planning: monitoring your nationality diversity through MOM’s Workforce Insights tool, benchmarking local PMET ratios against your subsector, and understanding which roles on the SOL are relevant to your business.
For companies new to Singapore or managing multiple EP applications simultaneously, working with advisers who specialise in employer of record services and migration advisory can significantly improve your approval rate and reduce application risk.
