Published: 24 June 2026 · Last reviewed: 17 September 2026 · Reviewed by Ray Tay, Co-Founder & Managing Director, VIVOS PTE. LTD. (ACRA Filing Agent FA20240323 · MOM EA Licence 24S2425)
Quick check: Use our free Employment Pass Salary & COMPASS Calculator to see instantly whether a candidate clears both stages of MOM's assessment.
The Employment Pass (EP) is for foreign professionals, managers and executives with a Singapore job offer. Qualifying is a two-stage test: first you must meet the EP qualifying salary, currently from S$5,600 a month for a young applicant (from S$6,200 in financial services), rising progressively with age to S$10,700 (S$11,800 in financial services) at age 45 and above, and second you must score at least 40 points on COMPASS, the points-based assessment, unless you are exempt. Failing the salary stage disqualifies you regardless of your COMPASS score. The employer or an appointed agent applies on your behalf; there is no foreign-worker levy or quota.
Government fees are S$105 on application and S$225 on issuance, and online applications are processed or given an update within 10 business days. Before applying, most employers must advertise the role on MyCareersFuture for at least 14 consecutive days under the Fair Consideration Framework. All figures verified against MOM on 14 September 2026. For the full age-by-age salary table, see our EP minimum salary guide (2026 vs 2027); founders applying through their own company should read the Employment Pass for business owners guide.
The Employment Pass (EP) is Singapore’s main work pass for foreign professionals, managers and executives (PMEs) who hold a job offer from a Singapore employer. It is tied to that employer, and the company, or an appointed employment agent, submits the application on the candidate’s behalf. Unlike Work Permits and S Passes, the EP is not subject to a foreign-worker levy or quota, which is why it is the route most multinational and growth companies use to bring in senior or specialist hires. Eligible family members can apply for a Dependant’s Pass or a Long-Term Visit Pass, and EP holders may later apply for permanent residence (PR).
Since the framework was tightened, getting an EP is no longer just about hitting a single salary number. Two related but distinct talent routes sit alongside the EP for higher-earning or top-tier candidates: the ONE Pass (Overseas Networks & Expertise Pass) and the Personalised Employment Pass (PEP), and we compare all three below.
The Ministry of Manpower (MOM) assesses every EP application against a two-stage framework:
In short: salary first, then points. Both stages must be cleared for the EP to be granted.
The EP qualifying salary is benchmarked to the top one-third of local PMET salaries by age, so it rises with the candidate’s age. The figures below apply to new applications and renewals. Financial-services roles carry a higher floor than all other sectors.
EP qualifying salary, current (fixed monthly salary)
| Candidate’s age | All sectors except financial services | Financial services |
|---|---|---|
| Age 23 or below (youngest applicants) | From S$5,600 | From S$6,200 |
| Increasing progressively with age … | … rising with age | … rising with age |
| Age 45 and above | Up to S$10,700 | Up to S$11,800 |
The qualifying salary increases progressively between the youngest and oldest age bands; the values above are the floor (youngest) and ceiling (age 45+). Source: MOM Employment Pass eligibility.
From 1 January 2027 (for new applications) and for renewals expiring from 1 January 2028, these floors rise:
EP qualifying salary, from 1 Jan 2027 (new applications); renewals expiring from 1 Jan 2028
| Candidate’s age | All sectors except financial services | Financial services |
|---|---|---|
| Youngest applicants | From S$6,000 | From S$6,600 |
| Age 45 and above | Up to S$11,500 | Up to S$12,700 |
Source: MOM Employment Pass eligibility. Meeting the qualifying salary clears Stage 1 only; the application must still pass COMPASS unless exempt.
COMPASS (the Complementarity Assessment Framework) is a points-based test. An application passes at 40 points. Points come from four foundational criteria, each scoring 0, 10 or 20, plus up to two bonus criteria. The foundational criteria are split evenly between attributes of the candidate (salary, qualifications) and the employer (workforce diversity, support for local employment).
COMPASS foundational criteria (each scores 0 / 10 / 20)
| Criterion | 20 points | 10 points | 0 points |
|---|---|---|---|
| C1 Salary | At or above the 90th percentile | 65th to below 90th percentile | Below the 65th percentile |
| C2 Qualifications | Degree from a top-tier institution | Other degree-equivalent qualification | No degree-equivalent qualification |
| C3 Diversity | Below 5% | 5% to below 25% | 25% or more |
| C4 Support for local employment | At or above the 50th percentile | 20th to below 50th percentile | Below the 20th percentile |
Firms with fewer than 25 PMET employees score 10 by default on C3 (Diversity) and C4 (Support for local employment). A firm with at least a 70% local PMET share scores at least 10 on C4. Source: MOM COMPASS key facts.
Two bonus criteria can add further points:
COMPASS Bonus Criteria
| Criterion | Points | How it is earned |
|---|---|---|
| C5 Skills bonus | +20 (or +10) | +20 if the job is on the Shortage Occupation List (SOL); +10 if the candidate’s nationality makes up one-third or more of the firm’s PMETs (and the role is on the SOL). |
| C6 Strategic Economic Priorities bonus | +10 | Awarded where the firm participates in an eligible programme with an economic agency or NTUC. |
Source: MOM COMPASS key facts. Because the employer’s own workforce profile feeds into C3, C4 and the C5 skills bonus, two candidates with identical pay and qualifications can score differently at different companies.
Some applications skip Stage 2 entirely. An EP application is exempt from COMPASS if the candidate:
Exempt applications still have to meet the Stage 1 qualifying salary (the S$22,500 exemption naturally clears it). Note that the S$22,500 salary threshold is the same figure that lets a high earner qualify for the Personalised Employment Pass (PEP).
A first-time EP is issued for up to 2 years; on renewal it can be granted for up to 3 years. Experienced tech professionals in roles on the shortage list may receive an EP valid for up to 5 years. The EP is renewable, subject to the candidate and employer continuing to meet the prevailing criteria (including the qualifying salary and COMPASS at the time of renewal).
An EP holder earning a fixed monthly salary of at least S$6,000 can sponsor family members; parents need the holder to earn at least S$12,000. Each family member needs a separate application.
| Family member | Pass type |
|---|---|
| Legally married spouse | Dependant’s Pass |
| Unmarried children under 21 (including legally adopted) | Dependant’s Pass |
| Common-law spouse | Long-Term Visit Pass |
| Unmarried step-children under 21; unmarried handicapped children 21 and above | Long-Term Visit Pass |
| Parents (EP holder earning S$12,000 or more) | Long-Term Visit Pass |
See our service pages for the Dependant’s Pass and Long-Term Visit Pass.
Renewals are assessed against the qualifying salary and COMPASS benchmarks in force at the time of renewal, which is why the 1 January 2027 salary floors also bite on renewals of passes expiring from 1 January 2028. When employment ends, the employer must cancel the EP within 1 week of the last working day; the pass holder normally receives a 30-day short-term visit pass to settle affairs, linked Dependant’s Passes and LTVPs are cancelled at the same time, and the employer must complete tax clearance with IRAS before releasing the final salary. Read more in our IR21 tax clearance guide.
The employer or an appointed employment agent applies on the candidate’s behalf, a candidate cannot apply for an EP directly. An overseas company without a Singapore-registered office must apply through a local sponsor. Key steps and requirements:
Fair Consideration Framework (FCF). Before applying, employers must generally advertise the role on MyCareersFuture to give locals fair consideration (some exemptions apply).
Self-Assessment Tool (SAT). Employers can use MOM’s SAT to check whether a candidate is likely to qualify (salary and COMPASS) before submitting.
No levy or quota. Unlike Work Permits and S Passes, the EP has no foreign-worker levy and is not counted under a quota.
Family. Eligible family members can apply for a Dependant’s Pass or Long-Term Visit Pass.
Pathway to PR. EP holders may later apply for permanent residence.
Unless exempt, the employer must post the vacancy on MyCareersFuture for at least 14 consecutive days before submitting the EP application, and must not make a job offer during that window. The advertised salary range must include the salary offered to the EP candidate and the maximum cannot exceed twice the minimum; the job title and hiring entity must match the application; and an advertisement that has been closed or expired for more than 3 months cannot be used. Any change to the advertisement (entity, occupation, salary, number of vacancies) restarts the 14-day clock.
Exempt from advertising (fair hiring still applies): companies with fewer than 10 employees; roles paying a fixed monthly salary of S$22,500 or more; roles of one month or less; roles filled by a local transferee within the group; and overseas intra-corporate transferees.
| Who | Documents |
|---|---|
| Employer or appointed agent | Candidate’s written consent to apply; completed candidate form; latest ACRA business profile; employment contract or offer showing title, duties and fixed monthly salary; MyCareersFuture advertisement reference; company turnover information for the past 3 years updated with MOM; supporting details if this is the company’s first EP |
| Candidate | Passport biodata page; educational certificates (degree or higher, verified where required); CV and work references; certified English translations of any non-English document |
| Overseas employer without a Singapore office | Employment Pass (Sponsorship) form submitted through a local sponsor with Corppass; processing takes up to 6 weeks |
| Step | Detail |
|---|---|
| Application fee | S$105 per pass, paid on submission (GIRO, Visa, Mastercard or Amex) |
| Processing time | Processed or given an update within 10 business days for online applications; within 6 weeks for overseas companies applying through a local sponsor |
| In-principle approval (IPA) | Acts as a pre-approved single-entry visa; the candidate has 6 months to enter Singapore and get the pass issued, and the IPA states whether a medical examination is needed |
| Issuance fee | S$225 per pass, plus S$30 for a Multiple Journey Visa where applicable; the candidate must be in Singapore |
| Notification letter | Valid for 1 month; allows the candidate to start work and travel while the card is produced |
| Fingerprints and photo | If required, within 2 weeks of issuance at the Employment Pass Services Centre |
| Pass card | Delivered within 5 working days after registration or document verification; digital pass available in the SGWorkPass app |
Family passes can be filed together with the EP, but if the EP is rejected the family-pass fees are lost, so most employers file them after approval. MOM’s Self-Assessment Tool should be run first: if it shows the candidate does not qualify, do not apply.
The EP is the workhorse pass, but two alternatives suit different profiles. The ONE Pass targets top-tier talent and is not tied to a single employer; the PEP gives high-earning professionals the freedom to change jobs without re-applying. The table below sets them side by side.
Employment Pass vs ONE Pass vs Personalised Employment Pass
| Feature | Employment Pass (EP) | ONE Pass | Personalised Employment Pass (PEP) |
|---|---|---|---|
| Who it’s for | Professionals, managers & executives with a Singapore job offer | Top-tier talent (business, arts/culture, sports, academia/research) | High-earning EP holders or overseas professionals |
| Min. fixed monthly salary | From S$5,600 (S$6,200 financial services), rising with age to S$10,700 / S$11,800 at 45+ | S$30,000 (or qualify via outstanding achievement) | S$22,500 (and at least S$270,000 per calendar year) |
| COMPASS points test | Yes — score 40 (unless exempt) | Exempt | Exempt |
| Tied to an employer | Yes (employer/agent applies) | No (multiple companies allowed) | No (change jobs freely) |
| Duration | Up to 2 yrs (first), 3 yrs (renewal); up to 5 yrs for tech roles on the SOL | Up to 5 years | Up to 3 years |
| Renewable | Yes | Yes (5 yrs each) | No (issued once) |
| Run a business | Restricted (directorship rules apply) | Yes | No (use EntrePass / ONE Pass) |
| Who applies | Employer / appointed agent | Candidate, or employer / agent | Candidate, directly |
A foreign founder can hold an EP through a company they own: incorporate a Singapore private limited company, appoint a resident director, and have the company apply for the EP with the founder as an employee on a fixed monthly salary that clears the age-based threshold. MOM looks harder at newly incorporated companies, so applications filed with a paid-up capital plan, a business plan, an office address, early contracts or revenue, and a credible salary tend to fare better than those filed on day one. Founders who cannot yet meet the salary floor may qualify for an EntrePass; those earning S$30,000 a month should compare the ONE Pass. Our dedicated guide to the Employment Pass for business owners covers structuring, the self-employed EP route and the common reasons founder applications are refused.
The most common reasons MOM refuses an EP are a salary that is low for the role or the candidate’s age, qualifications that do not match the job, a thin or newly formed employer with little operating track record, missing or inconsistent documents, and a Fair Consideration Framework advertisement that was not run correctly. The employer has 3 months from the rejection to appeal, and an appeal only succeeds when it answers MOM’s stated reasons with new evidence such as a revised salary, a fuller job description, verified qualifications or proof of local hiring efforts. Where the gap is structural, a fresh application after fixing it is often faster than an appeal.
Related passes: ONE Pass (Overseas Networks & Expertise Pass) · Personalised Employment Pass (PEP) · EntrePass
Getting an EP application right, the qualifying salary, the COMPASS score, and the Fair Consideration Framework, is where time and money are won or lost. VIVOS advises companies and individuals on immigration via business formation, work-pass strategy and relocation, so the entity, the role and the application line up.
2 January, 2025
2 January, 2025Who qualifies for a Singapore Employment Pass?
The Employment Pass is for foreign professionals, managers and executives who hold a job offer from a Singapore employer. To qualify, the candidate must clear a two-stage test: first, their fixed monthly salary must meet the EP qualifying salary for their age; and second, the application must score at least 40 points on COMPASS, unless an exemption applies. Failing the salary stage disqualifies the application regardless of its COMPASS score.
What is the minimum salary for an Employment Pass in 2026?
The EP qualifying salary starts from S$5,600 a month for the youngest applicants in all sectors except financial services, and from S$6,200 in financial services. Because it is benchmarked to the top one-third of local PMET salaries by age, it rises progressively with age to S$10,700 (S$11,800 in financial services) at age 45 and above. From 1 January 2027 these floors increase to S$6,000 (all sectors) and S$6,600 (financial services), up to S$11,500 and S$12,700 respectively at 45+.
What is COMPASS and how many points do I need?
COMPASS (the Complementarity Assessment Framework) is the points-based second stage of the EP assessment. An application passes at 40 points. Points come from four foundational criteria, each scoring 0, 10 or 20, salary, qualifications, workforce diversity and the firm’s support for local employment, plus up to two bonus criteria for jobs on the Shortage Occupation List and for participation in strategic economic programmes.
Who is exempt from COMPASS?
An EP application is exempt from COMPASS if the candidate earns a fixed monthly salary of at least S$22,500, is an overseas intra-corporate transferee, or is filling the role for one month or less. Exempt applications must still meet the Stage 1 qualifying salary, though the S$22,500 threshold clears it automatically.
How long is an Employment Pass valid, and can it be renewed?
A first-time Employment Pass is issued for up to 2 years, and a renewal for up to 3 years. Experienced tech professionals in roles on the shortage list may receive an EP valid for up to 5 years. The EP is renewable, provided the candidate and employer continue to meet the prevailing criteria, including the qualifying salary and COMPASS at the time of renewal.
Can I apply for an Employment Pass myself?
No. The employer, or an appointed employment agent, must apply on the candidate’s behalf, a candidate cannot apply directly. An overseas company without a Singapore-registered office must apply through a local sponsor. Before applying, employers generally must advertise the role on MyCareersFuture under the Fair Consideration Framework, and can use MOM’s Self-Assessment Tool to check eligibility first.
How does the EP differ from the ONE Pass and the PEP?
The Employment Pass is tied to a specific employer and requires both the qualifying salary and a COMPASS pass. The ONE Pass is for top-tier talent earning S$30,000 a month (or qualifying by outstanding achievement), is exempt from COMPASS, allows work across multiple companies, and runs up to 5 years. The Personalised Employment Pass is for high earners (a fixed monthly salary of S$22,500 and at least S$270,000 a year), is also COMPASS-exempt, lets the holder change jobs freely, runs up to 3 years and is issued only once.
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