Singapore Employment Pass Salary Requirements by Sector: A Complete Employer's Guide
Salary is the first test every employment pass in Singapore application must clear — and it has two distinct layers. Before a candidate is assessed under COMPASS, they must meet the EP qualifying salary for their age and sector.
Get this wrong and the application is rejected outright, regardless of how well the candidate scores on qualifications, diversity or other criteria.
This guide explains both layers — the qualifying salary thresholds by sector, how salaries scale with age, and how COMPASS uses salary benchmarks to award additional points. It also covers upcoming changes and how employer of record services can help employers manage these obligations compliantly.
Get this wrong and the application is rejected outright, regardless of how well the candidate scores on qualifications, diversity or other criteria.
This guide explains both layers — the qualifying salary thresholds by sector, how salaries scale with age, and how COMPASS uses salary benchmarks to award additional points. It also covers upcoming changes and how employer of record services can help employers manage these obligations compliantly.
The Two-Stage Salary Assessment for Employment Pass in Singapore
Singapore’s Ministry of Manpower (MOM) applies a two-stage salary test to every EP application:
Stage 1 – EP Qualifying Salary: The candidate’s fixed monthly salary must meet a minimum threshold for their age and sector. This is a hard gate — candidates who fall below it are not eligible for an EP at all.
Stage 2 – COMPASS C1 Salary Benchmark: If the qualifying salary is met, the candidate is assessed against a sector-specific salary percentile. Scoring higher on C1 awards more COMPASS points, directly improving the application’s chances of reaching the 40-point passing threshold.
These two thresholds are separate and must both be considered when structuring a compensation offer. A salary that clears the qualifying floor may still score zero on C1 if it falls below the 65th percentile of local PMET salaries in that sector.
Stage 1 – EP Qualifying Salary: The candidate’s fixed monthly salary must meet a minimum threshold for their age and sector. This is a hard gate — candidates who fall below it are not eligible for an EP at all.
Stage 2 – COMPASS C1 Salary Benchmark: If the qualifying salary is met, the candidate is assessed against a sector-specific salary percentile. Scoring higher on C1 awards more COMPASS points, directly improving the application’s chances of reaching the 40-point passing threshold.
These two thresholds are separate and must both be considered when structuring a compensation offer. A salary that clears the qualifying floor may still score zero on C1 if it falls below the 65th percentile of local PMET salaries in that sector.
EP Qualifying Salary by Sector (2025–2026)
The minimum qualifying salary for an Employment Pass in Singapore is set by MOM and applies from the date of the candidate’s application. For applications submitted in 2025 and 2026, the floors are:
These figures represent the minimum entry point only. Because salaries scale progressively with age, a 40-year-old candidate will face a significantly higher bar than the floor figures suggest. MOM publishes the full age-band schedule annually.
- General sectors: S$5,600 per month (for candidates aged approximately 23–27)
- Financial services sector: S$6,200 per month (for the same age band)
These figures represent the minimum entry point only. Because salaries scale progressively with age, a 40-year-old candidate will face a significantly higher bar than the floor figures suggest. MOM publishes the full age-band schedule annually.
| Age Band | General Sectors (min. qualifying) | Financial Services (min. qualifying) |
|---|---|---|
| 23–27 | S$5,600 | S$6,200 |
| 28–32 | approx. S$6,200 | approx. S$6,500 |
| 33–37 | approx. S$7,300 | approx. S$7,600 |
| 38–42 | approx. S$8,500 | approx. S$8,800 |
| 43–45+ | up to S$10,700 | up to S$11,800 |
Source: MOM (2025 benchmarks). Age 28+ figures are approximate mid-range estimates based on published progressive bands. Always verify against MOM’s official EP qualifying salary schedule before submitting an application.
Looking further ahead, Singapore’s Budget 2026 announced further increases. From 1 January 2027 (new applications) and 1 January 2028 (renewals), the floors will rise to S$6,000 for general sectors and S$6,600 for financial services, with proportionate age-scaled increases throughout.
Why Salaries Scale with Age — and Why It Matters
MOM’s salary benchmarks are tied to the top one-third of local PMET earnings for comparable age and experience levels. The rationale is straightforward: a 40-year-old regional director should be paid what a comparable Singaporean professional at the same career stage earns — not the entry-level minimum.
In practice, this means a candidate in their late thirties earning S$6,000 per month may be rejected on salary grounds even though S$6,000 exceeds the published floor for younger applicants.
Employers should benchmark salaries against the candidate’s age band, not just the base threshold. For companies hiring senior professionals, this is the most common reason well-qualified candidates still face rejection.
MOM provides a Self-Assessment Tool (SAT) where employers can estimate whether a candidate’s salary meets the qualifying threshold before submission.
In practice, this means a candidate in their late thirties earning S$6,000 per month may be rejected on salary grounds even though S$6,000 exceeds the published floor for younger applicants.
Employers should benchmark salaries against the candidate’s age band, not just the base threshold. For companies hiring senior professionals, this is the most common reason well-qualified candidates still face rejection.
MOM provides a Self-Assessment Tool (SAT) where employers can estimate whether a candidate’s salary meets the qualifying threshold before submission.
COMPASS C1 Salary Benchmarks: Points Beyond the Minimum
Once the qualifying salary is cleared, the COMPASS framework uses a separate set of sector-specific salary benchmarks to award C1 points. These benchmarks compare the candidate’s salary against local PMET salaries in the same sector, segmented by age.
MOM derives these benchmarks annually from its Comprehensive Labour Force Survey and publishes updated tables each August. The most recent update (August 2025) applies to new applications from 1 January 2026 and renewals expiring from 1 July 2026.
MOM derives these benchmarks annually from its Comprehensive Labour Force Survey and publishes updated tables each August. The most recent update (August 2025) applies to new applications from 1 January 2026 and renewals expiring from 1 July 2026.
| Salary Percentile vs Local PMETs | COMPASS C1 Points Awarded |
|---|---|
| At or above 90th percentile | 20 points |
| 65th–90th percentile | 10 points |
| Below 65th percentile | 0 points |
A candidate whose salary sits at or above the 90th percentile earns the full 20 points on C1. This is the highest available score under any single foundational COMPASS criterion. For employers seeking to maximise their application’s total score, positioning the offer at the 90th percentile — where the candidate’s qualifications and experience justify it — offers the most direct return.
Candidates earning at least S$22,500 fixed monthly salary are exempt from COMPASS entirely and receive an EP without going through the points assessment.
Candidates earning at least S$22,500 fixed monthly salary are exempt from COMPASS entirely and receive an EP without going through the points assessment.
Financial Services vs General Sectors: Key Differences
MOM classifies companies by their primary business activity. If your organisation’s Singapore Standard Industrial Classification (SSIC) code falls under financial and insurance activities, your EP applications are assessed under the financial services salary schedule, which carries higher thresholds at every age band.
For multinational groups with a Singapore holding or financial subsidiary, this classification can catch employers off-guard. A technology company that primarily provides financial software — but is classified under financial services for SSIC purposes — may face the higher salary bar without realising it.
Employers can check and update their organisation’s sector classification through MOM’s online portal. If your sector classification is incorrect, correcting it before submission can affect both the qualifying salary threshold and the C1 benchmark your candidate is assessed against.
For companies evaluating Singapore as a base for regional financial operations, market entry advisory can help structure your entity in a way that aligns SSIC classification with your actual business activities.
For multinational groups with a Singapore holding or financial subsidiary, this classification can catch employers off-guard. A technology company that primarily provides financial software — but is classified under financial services for SSIC purposes — may face the higher salary bar without realising it.
Employers can check and update their organisation’s sector classification through MOM’s online portal. If your sector classification is incorrect, correcting it before submission can affect both the qualifying salary threshold and the C1 benchmark your candidate is assessed against.
For companies evaluating Singapore as a base for regional financial operations, market entry advisory can help structure your entity in a way that aligns SSIC classification with your actual business activities.
How Employer of Record Services Support EP Salary Compliance
For foreign companies without a Singapore entity, or those managing rapid headcount growth, employer of record services provide a structured way to employ talent compliantly — including handling EP applications and payroll under MOM requirements.
An EOR acts as the legal employer of record, taking responsibility for payroll accuracy, CPF contributions (for Singaporean and PR employees), and MOM work pass compliance. When EP applications are submitted through an EOR, the EOR is listed as the sponsor.
Critically, experienced EOR providers can run a COMPASS pre-check before any application is submitted. This means assessing the candidate’s likely C1 score based on their salary offer and the firm’s existing PMET profile — identifying potential shortfalls before they become rejections.
For a comprehensive look at how EOR arrangements work under Singapore’s work pass regulations, including EP sponsorship obligations, refer to the Singapore EOR work pass regulation guide published by TY TEOH International.
Companies hiring their first Singapore employee or navigating multiple EP applications simultaneously also benefit from dedicated migration advisory support, which covers documentation preparation, COMPASS scoring, and MOM submission management end-to-end.
An EOR acts as the legal employer of record, taking responsibility for payroll accuracy, CPF contributions (for Singaporean and PR employees), and MOM work pass compliance. When EP applications are submitted through an EOR, the EOR is listed as the sponsor.
Critically, experienced EOR providers can run a COMPASS pre-check before any application is submitted. This means assessing the candidate’s likely C1 score based on their salary offer and the firm’s existing PMET profile — identifying potential shortfalls before they become rejections.
For a comprehensive look at how EOR arrangements work under Singapore’s work pass regulations, including EP sponsorship obligations, refer to the Singapore EOR work pass regulation guide published by TY TEOH International.
Companies hiring their first Singapore employee or navigating multiple EP applications simultaneously also benefit from dedicated migration advisory support, which covers documentation preparation, COMPASS scoring, and MOM submission management end-to-end.
Frequently Asked Questions
1. What is the minimum salary for a Singapore Employment Pass in 2025?
The minimum qualifying salary is S$5,600 per month for general sectors and S$6,200 per month for financial services. These figures apply to younger applicants (approximately 23–27 years old). The required salary increases progressively with the candidate’s age and must be verified against MOM’s published age-band schedule.
2. How does the EP qualifying salary differ from the COMPASS C1 salary benchmark?
The EP qualifying salary is the minimum gate — candidates who do not meet it are ineligible for an EP regardless of other factors. The COMPASS C1 salary benchmark is a separate assessment that compares the candidate’s salary against the local PMET salary percentile in their sector. Clearing the qualifying floor earns no COMPASS points by itself; points are only awarded when the salary reaches the 65th percentile or above.
3. How often are the EP salary benchmarks updated?
MOM updates the COMPASS C1 salary benchmarks once a year, typically published in August. The 2025 benchmarks (published August 2024) apply to new applications up to 31 December 2025 and renewals expiring up to 30 June 2026. The 2026 benchmarks (published August 2025) apply to new applications from 1 January 2026 and renewals expiring from 1 July 2026.
4. Does the financial services sector always require a higher EP salary?
Yes. MOM applies a higher salary schedule to companies classified under financial and insurance services. The base qualifying salary is S$6,200 per month (versus S$5,600 for general sectors), and this gap is maintained across all age bands. Employers should verify their organisation’s SSIC classification with MOM if there is any uncertainty about which schedule applies.
5. Can an employer of record sponsor an Employment Pass in Singapore?
Yes. When a company uses employer of record services, the EOR becomes the work pass sponsor. The EOR must meet MOM’s employer eligibility requirements, including maintaining a good compliance track record. The candidate still needs to personally satisfy all EP eligibility criteria, including meeting the qualifying salary threshold and COMPASS requirements.
Conclusion
Understanding Singapore employment pass salary requirements by sector is non-negotiable for any employer hiring foreign talent. The qualifying salary is a hard floor — getting it wrong means an outright rejection before COMPASS is even considered.
But clearing the floor is only step one. For employers serious about EP approval rates, structuring offers to hit the 65th or 90th COMPASS C1 salary percentile makes a direct difference to application outcomes. This requires knowing both the sector benchmark and the candidate’s age-band — not just the published minimum.
With salary benchmarks updated annually and further increases confirmed from 2027, regular review of your compensation frameworks against current MOM figures is essential. Whether you manage EP applications in-house or through migration advisory professionals, staying current with MOM’s published salary schedules is the foundation of a successful foreign talent strategy in Singapore.
But clearing the floor is only step one. For employers serious about EP approval rates, structuring offers to hit the 65th or 90th COMPASS C1 salary percentile makes a direct difference to application outcomes. This requires knowing both the sector benchmark and the candidate’s age-band — not just the published minimum.
With salary benchmarks updated annually and further increases confirmed from 2027, regular review of your compensation frameworks against current MOM figures is essential. Whether you manage EP applications in-house or through migration advisory professionals, staying current with MOM’s published salary schedules is the foundation of a successful foreign talent strategy in Singapore.
