Singapore's Employment Pass (EP) application process got a major overhaul with the arrival of the COMPASS framework in September 2023. The new points-based system says EP candidates have to score at least 40 points across multiple criteria, on top of meeting minimum salary requirements.
The COMPASS framework checks candidates on five main areas: salary benchmarks, qualifications, workforce diversity, local employment support, and skills shortages. If you're an employer or a foreign professional hoping to work in Singapore, you'll want to get familiar with this system.
Whether you're planning to hire global talent or thinking of making the move yourself, this guide breaks down the COMPASS evaluation process, scoring, and some practical tips for a successful application in 2025.
EP applications now need to pass both the minimum salary bar and score at least 40 points through COMPASS
The framework checks five criteria—salary, qualifications, diversity, local employment support, and skills shortages
Employers who prepare and use assessment tools can boost their odds of a successful EP application
The COMPASS Framework is Singapore's points-based assessment system for Employment Pass applications. The Ministry of Manpower (MOM) designed it to attract skilled foreign talent, strengthen the local workforce, and encourage workplace diversity.
The Complementarity Assessment Framework (COMPASS) marks a big shift in how Singapore chooses foreign professionals for Employment Passes. This transparent system lets you access talent globally through a structured process.
Since September 1, 2023, every new EP candidate has to pass a two-stage eligibility framework. First, you need to meet the EP qualifying salary. Then, you face the COMPASS assessment to ensure that foreign talent complements the local workforce effectively.
The framework uses four main criteria:
Salary levels
Educational qualifications
Workplace diversity
Support for local employment
Your application picks up points in each category when you earn points across these areas. You've got to hit a minimum total score to be eligible for an EP approval.
The Ministry of Manpower introduced this system to help employers pick high-quality foreign professionals, improve diversity, and build up the local workforce. The framework tackles several labor market challenges while considering the General Agreement on Trade in Services or an applicable free trade agreement provisions.
Main objectives:
Make sure foreign talent complements—doesn't replace—local workers
Push for competitive salaries across industries
Encourage diversity in nationality and gender at work
Support local employment and skills development
Businesses now have more clarity for manpower planning, and the transparent scoring helps you guess your odds better.
For Singapore's economy, COMPASS keeps the country attractive to global talent while protecting jobs for locals. It's a balancing act, really.
The COMPASS framework keeps evolving as the economy and policies change. Renewal applications have been under COMPASS since September 1, 2024, which means even existing EP holders are affected.
Current timeline:
New applications: COMPASS since September 2023
Renewals: COMPASS since September 2024
Ongoing: Regular tweaks to scoring and salary rules
The Ministry of Manpower reviews salary benchmarks and point rules regularly. That way, the framework stays useful and in step with Singapore's economic needs.
It's smart to keep an eye on official updates for any changes. The framework isn't set in stone—it flexes with the labor market.
The Employment Pass has specific salary thresholds by age and sector, plus you'll need the right educational documents. From January 2025, new EP applications will face higher minimum salaries and the COMPASS assessment.
You've got to clear Singapore's two-stage eligibility to get an EP. First, meet the qualifying salary for your age and sector.
Second, you need at least 40 COMPASS points—unless you're exempt for some reason. Candidates will not be eligible for an EP if they fail to meet these requirements.
Your employer must finish Fair Consideration Framework job ads before applying. If you don't meet the stage 1 salary requirement, you can't get an EP, no matter your COMPASS score.
The enhanced Self-Assessment Tool can help you check your chances before you apply.
Starting January 1, 2025, the minimum qualifying salary for new EP applications is $5,600 per month. Financial services roles typically require a fixed monthly salary of $6,200 to start.
Your required salary goes up with age. By age 45 and above, you'll need $10,700 monthly (or $11,800 for financial services).
| Age Group | General Sectors | Financial Services |
|---|---|---|
| 23 and below | $5,600 | $6,200 |
| 30 | $7,223 | $7,982 |
| 40 | $9,541 | $10,527 |
| 45+ | $10,700 | $11,800 |
These numbers match the top third of local PMET salaries in its sector for each age group.
Having degree-equivalent qualifications earns you the most COMPASS points in the qualifications category. Degrees from top 100 universities and Singapore's autonomous universities score 20 points.
Other recognized degrees or equivalent qualifications get you 10 points. This covers foreign degrees similar to UK bachelor's and respected professional qualifications.
You'll need to provide proof of verification with your certificates if you want those points. If you don't have a degree, you could still pass COMPASS by earning enough points in other categories.
Professional qualifications that sector agencies endorse also count. MOM checks qualification equivalency using international bodies like UK ENIC.
The COMPASS scoring system states that EP applicants must obtain at least 40 points across four main criteria and two bonus categories. This system evaluates both your qualifications and your employer's diversity practices, aiming to support local employment while also attracting global talent.
The points-based system checks four core areas for every EP application.
Salary is a key criterion that weighs heavily in the assessment. The higher your salary compared to local benchmarks, the more points you get. The system compares your offer with local professionals, managers, executives and technicians (PMET) wages for your age group.
Qualifications cover your education and credentials. Degrees from top universities or in-demand fields get more points. Professional certifications in your industry also help with this criterion.
Skills look at whether you bring abilities that Singapore needs but lacks. The government keeps a list of priority skills, and if you have them—think tech, healthcare, or engineering—you'll do well here.
Diversity rates your employer's commitment to hiring locals. Companies with a better ratio of local to foreign staff tend to score higher in firm-related attributes. This encourages businesses to maintain a balanced workforce.
Two bonus categories can help if you're just shy of the minimum points.
Strategic Economic Priorities bonus gives a boost to applicants in key sectors like fintech, biotech, sustainability, and the digital economy. If your role supports innovation, you might get extra points.
Support for Local Employment rewards companies that grow local talent. The skills bonus shortage occupation list provides additional points for roles that address critical skill gaps. Employers with strong training, apprenticeship, or mentorship programs can claim these points. If your company hires more locals than required, that helps too.
You have to score at least 40 points on the COMPASS assessment. This rule covers all new applications and renewals.
That 40-point mark keeps the bar high, so only candidates who really add value to Singapore's workforce get approved. Most successful applicants land somewhere between 40 and 60 points.
If you fall short of 40 and your application does not meet expectations, the application's automatically rejected. There's no way to appeal if your COMPASS score is under the line.
High-scoring candidate: A 35-year-old software engineer earning $8,000 monthly, with a computer science degree from NUS, joins a company where 70% of the staff are locals. The candidate's profile and the candidate is likely to land between 45 and 50 points.
Marginal candidate: A 28-year-old marketing manager, pulling in $5,500 a month and holding a business degree from a regional university, joins a company with a 40% local staff ratio. They could score between 35 and 42 points.
Bonus points impact: Someone with 38 points on foundational criteria could bump up to 43 points if their employer runs strong local training programs.
Not every Employment Pass applicant needs to go through COMPASS. Candidates earning at least SGD 22,500 monthly are exempt from COMPASS if they meet this salary threshold, and intra-corporate transferees or short-term assignments have their own rules.
The biggest exemption? High salaries. If your candidate earns at least SGD 22,500 fixed monthly salary, they skip both COMPASS and the salary eligibility requirements.
This matches the Fair Consideration Framework's job ad exemption. Candidates at this salary level qualify for an Employment Pass automatically—no need to chase 40 COMPASS points.
Applicants serving in roles for less than a month are also exempt. That covers quick assignments and short projects.
You can check exemption status with the enhanced Self-Assessment Tool (SAT) before applying.
Intra-corporate transferees—those moving from overseas offices to Singapore within the same company group—face some specific rules. They still need to meet EP salary requirements based on age and sector.
COMPASS assesses intra-corporate transferees using the same criteria as regular applicants. Their history with your company might help with diversity or support metrics.
Include employment history and details of role progression. Documentation matters here.
Short-term assignments (one month or less) get an automatic COMPASS exemption. No points-based assessment needed for these quick gigs.
Assignments longer than a month? You'll have to follow the full COMPASS process. That means meeting salary requirements and scoring at least 40 points.
Project work beyond 30 days needs a full EP application. Don't try to split a long project into short stints to dodge COMPASS—it won't fly.
Emergency deployments or urgent business don't create extra exemptions. Plan ahead to stay compliant.
The EP application process is a structured system where candidates will be assessed comprehensively. You'll need to meet salary thresholds, hit at least 40 COMPASS points, and submit all verified documents to the Ministry of Manpower.
Processing usually takes 3-8 weeks. Document verification and biometric registration can add extra time, so don't leave things to the last minute.
Your Employment Pass application goes through a few main stages, starting with eligibility checks and ending with card collection.
Pre-Application Assessment: Use MOM's Self-Assessment Tool to check if you qualify. Confirm your salary meets the EP threshold and estimate your COMPASS score.
Document Preparation: Gather your documents: educational certificates, employment contracts, and company registration details. Since September 2023, employers must verify educational qualifications for all new EP applicants.
Online Application Submission: Submit your application through MOM's online portal. Attach all supporting documents and double-check for errors to avoid delays.
Biometric Registration: Once you get your In-Principle Approval letter, book an appointment for biometric data collection and card registration at an authorized center.
Document checks have tightened up since 2023. Be thorough.
Required Documents
Verified educational certificates
Employment contract or offer letter
Company registration docs
Passport and ID
Previous employment records
Educational Certificate Verification: You'll need official verification from your educational institution. This reduces the likelihood of fraudulent claims and ensures transparency.
Company Documentation: Employers must submit business registration, financial information, and organizational structure details. It's all about transparency.
Digital Submission Requirements: Upload clear, high-res copies. MOM has specific file format requirements, so check before uploading or you might face delays.
MOM reviews applications in several stages, and timelines can vary.
Initial Review Period Most applications are processed in the timeframe of 3-8 weeks. Incomplete or complex cases take longer.
COMPASS Assessment New EP applications need at least 40 COMPASS points. The assessment looks at both your qualifications and your employer's profile.
Document Verification Timeline Verifying educational certificates can add 2-4 weeks. Get this done early if you can.
Final Approval and Card Collection After approval, you'll get an In-Principle Approval letter. Don't forget to finish biometric registration on time to receive your EP card.
MOM has several digital tools to help you check COMPASS eligibility before applying. Their enhanced Self-Assessment Tool checks candidate qualifications, and the Workforce Insights tool helps analyze your organization's diversity metrics.
The enhanced SAT lets you check a candidate's EP eligibility before you apply. It covers both salary and COMPASS points.
Just enter your candidate's salary, qualifications, and nationality. The tool spits out whether you meet the minimum requirements and estimates COMPASS points for each criterion.
Key SAT features:
Real-time salary benchmarking
Qualification verification prompts
Preliminary COMPASS scoring
Sector-specific salary thresholds
The SAT helps you spot issues early. You'll know where you stand before you hit "submit."
The Workforce Insights tool on myMOM Portal gives you data for calculating C3 (Diversity) and C5 (Skills bonus) scores. It shows your PMET workforce's nationality breakdown.
You can see the share of candidate's nationality among current PMETs. This affects your diversity and skills bonus points directly.
The tool shows:
Nationality percentages among PMETs
Total PMET headcount
Current workforce composition
Trends in hiring patterns
Companies with fewer than 25 PMET employees automatically get 10 diversity points. Larger firms need to check their actual numbers.
MOM offers plenty of support to help employers with COMPASS. There are guides, webinars, and direct consultation options.
The COMPASS Employer Guide explains each criterion and highlights documentation needs and common mistakes.
Support includes:
Online HR training modules
Industry-specific guidance
Policy updates
Direct helpline for tricky cases
You can find salary benchmarks and bonus shortage occupation list on the MOM website. The Fair Consideration Framework still applies alongside COMPASS.
Webinars regularly cover updates and answer questions from employers in different industries.
Once you get COMPASS approval, you'll need to finish pass issuance and register for your employment pass card. This approval also opens the door to permanent residency applications and sets up renewal obligations you'll want to manage carefully.
You've got 14 days from approval to complete your pass issuance. That deadline's strict—don't miss it.
Your employer submits final documents through the MOM portal. Here's what you'll need:
Passport (at least 6 months validity)
Medical exam results from an approved clinic
Updated employment contract
Academic certificates and transcripts
Professional qualification docs
Head to an MOM service center for biometric registration. Book your slot as soon as you get the approval notice.
Your EP card will be issued with your photo, details, and employment info. Double-check everything before you leave the center—mistakes can be a hassle to fix.
Holding an EP for at least 6 months makes you eligible for a PR application if the candidate meets other requirements. Higher COMPASS scores can boost your PR application.
What helps your PR chances?
Salary above the industry median
Recognized educational qualifications
Experience in growth sectors
Family ties to Singaporeans or PRs
Community contributions like volunteering
Apply for PR through the Immigration and Checkpoints Authority's online system. It usually takes 4-6 months to process.
While your PR application is under review, you can keep working on your EP. Just make sure your pass stays valid throughout.
Your employment pass needs renewal every 1-3 years. The exact period depends on your qualifications and salary level.
Higher earners usually get longer validity periods.
Renewal requirements include:
Maintaining minimum qualifying salary
Continued employment with sponsoring company
Updated medical examination
Clean criminal record
Your employer must show there's still a business need for your role. They might need to prove they've tried to hire local candidates, following Fair Consideration Framework guidelines.
Plan to submit EP renewal applications about 2-3 months before your pass expires. If you apply late, you could end up with a gap in your work authorization.
Keep an eye on salary benchmarks since qualifying amounts can go up each year. You may need to adjust your salary to stay eligible.
Hold onto detailed records of your work history, salary changes, and skill upgrades. These come in handy for both renewals and future PR applications.
Employers often slip up when applying for Employment Passes under the COMPASS framework. The biggest mistakes? Overlooking diversity requirements, using generic job descriptions, and focusing too much on salary.
Your company's diversity score matters a lot in COMPASS. Many employers don't realize hiring choices today impact their future EP applications.
Track your diversity metrics carefully. COMPASS looks at your workforce's nationality mix, especially in senior roles.
Companies with low diversity scores face tougher odds for new EPs.
Before applying, document your employee demographics:
Nationality breakdown by job level
Local vs. foreign employee ratios
Gender distribution across departments
Don't hire only from one country. It might feel easier, but this approach will tank your COMPASS score. Many businesses are changing strategies to boost diversity.
Think long-term about your hiring. Every EP approval affects your diversity rating for future applications.
Vague job descriptions can really trip you up during COMPASS assessment. Titles like "Manager" or "Consultant" just don't cut it.
Be specific about roles and responsibilities. The job title should match the actual work. "Digital Marketing Manager" is a much clearer title than just "Marketing Manager."
Include job descriptions that spell out:
Main responsibilities and daily tasks
Required skills and qualifications
Team structure and reporting lines
Stick to industry-standard job titles. Use titles your sector recognizes. This makes it easier for assessors to understand the role's level and scope.
Don't try to inflate job titles just to meet salary requirements. Assessors spot mismatches between titles, responsibilities, and company size pretty quickly.
Meeting the minimum salary is only the starting point in COMPASS. Plenty of high-paying applications still get rejected for other reasons.
Salary alone won't save a weak application. You'll need strong scores across COMPASS criteria like qualifications, experience, and diversity.
Focus on the whole application:
Educational credentials and certifications
Relevant experience in similar roles
Skills assessment and language ability
Your company's local employment track record
Don't bump up salaries just to look better. Assessors know market rates. Unrealistic offers usually raise suspicion.
The COMPASS framework uses a point-based system that weighs much more than pay. You'll need to perform well across all criteria for the best shot at approval.
The COMPASS framework really changes the game for Singapore's employment pass system. You've got to understand the requirements or risk delays and rejections.
Key requirements include:
Meeting salary thresholds by age and sector
Scoring at least 40 points across five criteria
Submitting proper documents and verification
The system rewards diversity, hiring locals, and specialized skills. If your company has than 25 PMET employees, you'll get automatic points in some categories.
Plan ahead. Review your team's PMET makeup often. Check salary benchmarks before making offers. Confirm educational qualifications early.
The shortage occupation list offers bonus points for certain jobs. Sometimes, that's the difference between approval and rejection.
Application complexity is up—by a lot. Even small mistakes can lead to delays. The bar is higher now with stricter rules.
If you're not sure about any part of COMPASS, getting expert help can save you a lot of hassle. Employment pass specialists know the details and can help you fine-tune your application strategy.
Feeling lost with COMPASS? Contact our employment consultants for personalized guidance on your employment pass application. We'll help you maximize your points and keep you on the right side of the rules.
Employers and applicants have plenty of questions about appeals, university requirements, and how COMPASS changes things for different work passes. People also wonder about rejection factors and how often the framework gets updated.
