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Singapore remains one of Asia’s top destinations for foreign professionals — and the Employment Pass (EP) is the gateway to working here legally.
For businesses expanding into Singapore, understanding how the EP works is critical to hiring the international talent they need.
In 2026, EP applications follow a two-stage eligibility framework: a minimum qualifying salary (Stage 1) and the COMPASS points-based assessment (Stage 2).
Both criteria have been updated and tightened compared to prior years, with further increases scheduled for 2027.
This guide covers everything employers and HR teams need to know — from salary thresholds and COMPASS scoring to the application process, required documents, and how employer of record services can simplify the process.
What Is an Employment Pass in Singapore?
An Employment Pass (EP) is a work visa issued by Singapore’s Ministry of Manpower (MOM) to foreign professionals in managerial, executive, or specialist roles.
It is the primary work authorisation for white-collar foreign talent working in Singapore.
An EP is initially valid for up to 2 years. It can be renewed for up to 3 years per renewal.
Professionals in tech roles listed on MOM’s Shortage Occupation List (SOL) may qualify for a longer 5-year EP duration.
Critically, it is the employer — not the candidate — who applies for the EP on the foreign professional’s behalf via MOM’s myMOM Portal.
Who Is Eligible for an Employment Pass in Singapore?
To qualify for an EP in 2026, a candidate must meet all of the following conditions:
- Hold a job offer from a Singapore-registered company for a managerial, executive, or specialist role.
- Earn at least the EP qualifying salary for their age and sector (Stage 1).
- Pass the COMPASS points-based assessment with at least 40 points (Stage 2) — unless exempted.
- Hold acceptable qualifications from a recognised institution.
Candidates cannot apply for an EP themselves.
Their employer or an appointed employment agent must submit the application through myMOM Portal.
EP Qualifying Salary Requirements in Singapore 2026
The EP qualifying salary is benchmarked to the top one-third of local PMET salaries by age group.
This means the minimum threshold rises progressively as a candidate gets older and is presumed more experienced.
Current Salary Thresholds (2026)
For new applications and renewals before 1 January 2027:
- Non-financial services sector: S$5,600/month (age 23 or below) to S$10,700/month (age 45 and above).
- Financial services sector: S$6,200/month (age 23 or below) to S$11,800/month (age 45 and above).
Upcoming Salary Increases from 1 January 2027
MOM has announced further threshold increases for new applications from 1 January 2027,
and for renewals of passes expiring from 1 January 2028:
- Non-financial services: S$6,000/month (age 23 or below) to S$11,500/month (age 45 and above).
- Financial services: S$6,600/month (age 23 or below) to S$12,700/month (age 45 and above).
Employers should plan hires well in advance of January 2027 to lock in current thresholds
COMPASS Exemption Threshold
Candidates earning a fixed monthly salary of at least S$22,500 are exempt from COMPASS.
Intra-corporate transferees and candidates filling roles of one month or less are also exempt.
COMPASS: Singapore's Points-Based EP Assessment Explained
COMPASS — the Complementarity Assessment Framework — was introduced by MOM in September 2023.
It is a transparent points-based system requiring EP candidates to score at least 40 points to pass.
COMPASS assesses both the individual candidate and the hiring firm, reflecting Singapore’s goal to balance foreign hiring with local workforce development.
| COMPASS Criterion | What It Measures | Max Points |
|---|---|---|
| C1: Salary | Candidate salary vs local PMET salaries in sector (by age) | 20 |
| C2: Qualifications | Academic credentials — top-tier vs other degree-equivalent | 20 |
| C3: Diversity | Candidate nationality share among firm’s PMETs | 20 |
| C4: Local Employment | Firm’s local PMET share relative to sector average | 20 |
| C5: Skills Bonus (SOL) | Role on MOM’s Shortage Occupation List | 20 (bonus) |
| C6: SEP Bonus | Firm in eligible strategic economic priorities programme | 10 (bonus) |
C1: Salary Benchmark
This compares the candidate’s salary against local PMET salaries in the same sector, by age.
- At or above 90th percentile: 20 points.
- 65th to below 90th percentile: 10 points.
- Below 65th percentile: 0 points.
C2: Qualifications
Points are awarded based on the prestige of the candidate’s institution.
- Top-tier institutions (top 100 QS World University Rankings, Singapore Autonomous Universities, or sector-endorsed): 20 points.
- Other degree-equivalent qualifications (foreign degrees assessed as equivalent to a UK bachelor’s, or recognised professional qualifications): 10 points.
- No degree-equivalent qualifications: 0 points.
C3: Nationality Diversity
This criterion rewards firms where the candidate’s nationality is underrepresented.
- Candidate’s nationality is less than 5% of firm’s PMETs: 20 points.
- 5% to below 25%: 10 points.
- 25% or more: 0 points.
Firms with fewer than 25 PMET employees automatically receive 10 points under this criterion.
criterion. C4: Support for Local Employment
This assesses the firm’s local PMET share relative to its sector average.
- At or above 50th percentile of sector: 20 points.
- 20th to below 50th percentile: 10 points.
- Below 20th percentile: 0 points.
Firms with fewer than 25 PMETs receive 10 points by default.
Firms with a local PMET share of at least 70% also receive a minimum of 10 points regardless of sector standing.
C5: Skills Bonus — Shortage Occupation List (SOL)
Bonus points are available for roles on MOM’s Shortage Occupation List — roles where local talent is scarce.
- Role on SOL + candidate nationality under 1/3 of firm’s PMETs: 20 points.
- Role on SOL + candidate nationality at or above 1/3 of firm’s PMETs: 10 points.
C6: Strategic Economic Priorities (SEP) Bonus
Firms that are active partners in Singapore’s innovation or internationalisation ecosystem can earn 10 bonus points.
Eligible programmes are endorsed by agencies such as EDB, Enterprise Singapore, or NTUC.
The SEP bonus is valid for up to 3 years and is subject to renewal conditions.
How to Apply for an Employment Pass in Singapore: Step-by-Step
Step 1: Advertise the Role via Fair Consideration Framework (FCF)
Before submitting an EP application, employers must advertise the role on MyCareersFuture for at least 14 calendar days.
This gives Singaporeans and permanent residents a fair opportunity to apply.
Roles with a fixed monthly salary of S$22,500 or more, or intra-corporate transfers, are exempt from the FCF advertising requirement.
Step 2: Run the Self-Assessment Tool (SAT)
MOM’s Self-Assessment Tool (SAT) allows employers and employment agents to check a candidate’s likely COMPASS score and EP eligibility before submitting a formal application.
Using the SAT reduces the risk of rejection and speeds up the process.
Step 3: Gather Required Documents
The employer or employment agent collects the following:
- Candidate’s updated resume.
- Copies of educational certificates and transcripts.
- Testimonials or references from previous employers.
- Passport-sized photograph (taken within the last 3 months).
- Copy of passport biographical page.
- Company’s ACRA business profile.
- Detailed job description for the proposed role.
- Description of the company’s products and activities.
Indian candidates must also provide semester transcripts. Chinese candidates must provide China-verified academic credentials through CDGDC or Dataflow.
Step 4: Submit via myMOM Portal
The employer or employment agent submits the application through myMOM Portal.
Overseas companies without a Singapore presence must use an appointed local sponsor and submit via a separate sponsorship form.
Step 5: Await In-Principle Approval (IPA)
Processing takes approximately 3 weeks for locally sponsored applications.
Overseas-sponsored applications take up to 8 weeks.
If approved, an In-Principle Approval (IPA) letter is issued and is valid for 6 months.
The candidate must arrive in Singapore within this 6-month window.
Step 6: Issue the EP Card
After the candidate arrives in Singapore, the employer completes the EP issuance process — including fingerprint and photo registration if required.
The physical EP card is then issued, valid for up to 2 years.
Can Employment Pass Holders Bring Family to Singapore?
Yes — EP holders earning at least S$6,000 per month may sponsor their immediate family.
The employer submits separate applications for each family member.
Two types of pass are available:
- Dependent’s Pass (DP): for legally married spouses and unmarried children under 21.
- Long Term Visit Pass (LTVP): for common-law spouses, step-children under 21, handicapped unmarried children above 21, and parents of EP holders earning at least S$12,000/month.
DP holders may apply for an EP, S Pass, or work permit separately if they wish to work in Singapore.
Common Reasons EP Applications Are Rejected
Understanding rejection triggers helps employers prepare stronger applications.
- Role does not qualify as managerial, executive, or specialist.
- Candidate’s salary falls below the EP qualifying salary threshold for their age.
- Candidate applied for the EP directly instead of the employer.
- Qualifications are insufficient for the role declared.
- Employer cannot demonstrate genuine need for a foreign hire.
- FCF advertising requirement was not fulfilled or documented properly.
- Employer has a history of discriminatory HR practices on record with MOM.
- Employer’s financials or business standing are unsatisfactory.
- Discrepancies between information declared and documents submitted.
Rejected applications may be appealed by the employer or employment agent within 3 months.
Appeals take approximately 6 weeks to process.
Employment Pass and Employer of Record Services in Singapore
For overseas companies that want to hire foreign professionals in Singapore without first incorporating locally, Employer of Record (EOR) services offer a practical solution.
An EOR acts as the legal employer in Singapore, sponsoring the EP application and managing payroll, CPF obligations, and employment compliance on your behalf. See how EOR compares to in-house HR for global hiring.
For a detailed breakdown of how these services work in Singapore’s regulatory context, refer to this guide on employer of record services in Singapore.
This is particularly valuable for companies testing the Singapore market before committing to a full legal entity setup.
It is also important to distinguish between different outsourcing models. For clarity on the key differences, see the difference between payroll and PEO services and how PEO and EOR services work in Singapore.
Work Pass Compliance Under EOR Arrangements
Singapore has specific regulations governing EOR arrangements and work pass sponsorship. See Singapore EOR services and work pass regulations for a practical compliance overview.
The sponsoring EOR entity must be a registered Singapore company in good standing with MOM.
The EP is filed under the EOR’s UEN, and the EOR bears employer obligations including CPF contributions for Singapore citizens and PRs, and proper employment contract terms.
Companies looking to outsource payroll alongside their EP management can explore what payroll process outsourcing entails.
For companies ready to get started, visit TY Teoh Advisory for Singapore EOR and EP advisory services.
Frequently Asked Questions
Q1: What is the minimum salary for an Employment Pass in Singapore in 2026?
The minimum qualifying salary for new EP applications is S$5,600 per month for the non-financial services sector, and S$6,200 per month for financial services. These thresholds increase progressively with age — candidates aged 45 and above must earn at least S$10,700 (non-financial) or S$11,800 (financial). From 1 January 2027, these thresholds will rise further.
Q2: What is COMPASS and how many points do you need to pass?
COMPASS (Complementarity Assessment Framework) is MOM’s points-based assessment for EP applications. Candidates need at least 40 points across six criteria: salary benchmark, qualifications, nationality diversity, support for local employment, a skills bonus for shortage occupations, and a strategic economic priorities bonus. Candidates earning S$22,500 or more per month are exempt from COMPASS entirely.
Q3: How long does an EP application take to process?
Applications sponsored by a Singapore-registered company take approximately 3 weeks to process. Applications submitted by an overseas company without a local presence take up to 8 weeks. MOM may request additional documents in either case, which can extend the timeline.
Q4: Can an overseas company sponsor an Employment Pass without a Singapore entity?
Yes, but the overseas company must appoint a local sponsor to submit the EP application on its behalf. Many businesses use Employer of Record (EOR) services to act as the sponsoring employer in Singapore — enabling them to hire foreign professionals compliantly without first incorporating a local entity.
Q5: What happens if an EP application is rejected?
The employer or employment agent (not the candidate) can appeal the rejection within 3 months. Appeals take approximately 6 weeks. A strong appeal must directly address the reasons stated in the rejection letter and may include additional supporting documents. Repeated appeals without new information are unlikely to succeed.
Conclusion
The Employment Pass remains Singapore’s primary route for companies to bring in senior foreign professionals.
In 2026, the two-stage framework — qualifying salary plus COMPASS — means both the candidate’s profile and the employer’s workforce composition matter.
Salary thresholds are set to increase again in January 2027, so companies planning international hires should act with that timeline in mind.
For companies without a Singapore entity, EOR services provide a compliant path to sponsor EPs, manage payroll, and build a local team without the overhead of full incorporation.
For expert guidance on EP applications, employer of record services, and Singapore HR compliance, visit TY Teoh Advisory.
