Introduction

The Complementarity Assessment Framework (COMPASS) is Singapore’s points-based system for evaluating Employment Pass (EP) applications. Introduced by the Ministry of Manpower (MOM) in September 2023, COMPASS ensures that EP holders complement Singapore’s local workforce by assessing candidates across multiple criteria — not just salary alone.

Starting from 1 January 2026, MOM has implemented several significant updates to the COMPASS framework, including revised salary benchmarks, updated qualification lists, and changes to the Shortage Occupation List. These changes affect all new EP applications from January 2026 and EP renewals from 1 July 2026.

Whether you are an employer planning to hire foreign professionals or a foreign candidate considering a move to Singapore, understanding these updates is critical to ensuring a successful Employment Pass application.

 

What Is the COMPASS Framework?

COMPASS is a transparent, points-based evaluation system that scores EP applications across four foundational criteria (C1 to C4) and two bonus criteria (C5 and C6). An application must achieve a minimum of 40 points to pass the COMPASS assessment.

Each criterion is scored on a three-tier scale: 0 points, 10 points, or 20 points. The four foundational criteria can yield a maximum of 80 points, while the bonus criteria can add up to 20 additional points.

Candidates who earn a fixed monthly salary of S$22,500 or more are exempt from the COMPASS assessment entirely. Similarly, candidates on short-term assignments of one month or less are also exempt.

For a broader overview of the different work passes available in Singapore, including the Employment Pass, S Pass, and Work Permit, visit our comprehensive guide.

 

The Four Foundational Criteria (C1–C4)

C1 — Salary

The salary criterion benchmarks the EP candidate’s fixed monthly salary against local Professional, Manager, Executive, and Technician (PMET) salaries within the same sector. Points are awarded as follows:

  • 20 points — if the candidate’s salary is at or above the 90th percentile of local PMET salaries in the sector
  • 10 points — if the salary is at or above the 65th percentile
  • 0 points — if the salary falls below the 65th percentile

2026 Update: The minimum qualifying salary for an Employment Pass has increased from S$5,600 to S$6,000 per month (general sectors) and from S$6,200 to S$6,600 per month (financial services sector). MOM updates the sector-specific salary benchmarks annually to reflect current labour market conditions.

 

C2 — Qualifications

This criterion evaluates the academic qualifications or professional credentials of the EP candidate:

  • 20 points — degree from a top-tier institution (ranked in the global top 100 or on MOM’s Group A/B list)
  • 10 points — degree from any other recognised institution, or a degree-equivalent professional qualification
  • 0 points — no recognised degree or professional qualification

2026 Update: MOM released updated lists in November 2025 for the top-tier institutions and degree-equivalent professional qualifications. The updated qualifications list adds approximately 15 new entries and expands tiers in engineering, hospitality, and technical disciplines. Group A institutions qualify across all faculties, while Group B institutions qualify only for specified faculties. All qualifications declared for COMPASS points must be verified by a MOM-approved background screening company.

 

C3 — Diversity

The diversity criterion evaluates the nationality mix of the employer’s PMET workforce and awards more points if the candidate’s nationality is under-represented within the firm:

  • 20 points — if the candidate’s nationality makes up less than 5% of the firm’s PMET workforce
  • 10 points — if the candidate’s nationality makes up less than 25% of the firm’s PMET workforce
  • 0 points — if the candidate’s nationality makes up 25% or more

Firms with fewer than 25 PMETs in total automatically receive 10 points for this criterion. This is designed to ensure that smaller companies are not unfairly penalised.

 

C4 — Support for Local Employment

This criterion assesses whether the firm demonstrates strong support for local employment by measuring the share of local PMETs (Singapore Citizens and Permanent Residents) against the relevant sub-sector benchmark:

  • 20 points — if the firm’s local PMET share exceeds the sub-sector median significantly
  • 10 points — if the firm’s local PMET share is near or at the sub-sector median
  • 0 points — if the firm’s local PMET share falls well below the sub-sector median

Employers who are committed to hiring foreign workers responsibly while maintaining a strong local workforce will benefit from higher scores in this criterion.

 

Bonus Criteria (C5–C6)

C5 — Skills Bonus (Shortage Occupation List)

If the EP candidate’s role is on the Shortage Occupation List (SOL), which identifies occupations facing persistent skill shortages in Singapore, the application receives 20 bonus points.

2026 Update: The SOL has been revised for 2026. Two additional occupations have been added under the Healthcare sector. However, several technology roles have been removed, including Cyber Risk Specialist, Cybersecurity Operations Specialist, and Product Manager (Digital). Employers should check the current SOL carefully before relying on this bonus. Certain technology roles on the SOL may also support a five-year EP validity period.

 

C6 — Strategic Economic Priorities

Applications receive 10 bonus points if the hiring company participates in approved investment or innovation programmes with the Economic Development Board (EDB) or Enterprise Singapore (ESG). This includes companies that have received government grants or are participating in strategic economic programmes.

 

Summary of COMPASS Scoring

Criterion What It Measures Points
C1 — Salary Candidate salary vs local PMET benchmarks 0 / 10 / 20
C2 — Qualifications Academic credentials and institution ranking 0 / 10 / 20
C3 — Diversity Nationality representation in the firm 0 / 10 / 20
C4 — Local Employment Share of local PMETs in the firm 0 / 10 / 20
C5 — Skills Bonus Role on the Shortage Occupation List 0 / 20
C6 — Strategic Economic Priorities Company participation in EDB/ESG programmes 0 / 10

Minimum pass mark: 40 points

 

Key Changes Effective from 2026

Here is a summary of the most important COMPASS changes that employers and EP candidates need to be aware of:

Higher minimum qualifying salary. The EP minimum salary threshold has increased to S$6,000 per month (S$6,600 for financial services). Older EP holders on lower salaries will be subject to the new benchmarks upon renewal from 1 July 2026.

Updated top-tier institution list. MOM has refreshed the list of universities and institutions that qualify for 20 points under C2. Some institutions have been added, while others have been reclassified between Group A and Group B.

Expanded degree-equivalent qualifications. Approximately 20 new professional qualifications have been added to the degree-equivalent list, particularly in engineering, hospitality, and technical sectors. This provides more pathways for experienced professionals without traditional degrees to score points.

Revised Shortage Occupation List. The SOL now includes additional healthcare roles but has removed several cybersecurity and digital roles that were previously eligible. Employers in the technology sector should review these changes carefully.

Mandatory credential verification. All educational qualifications declared for COMPASS points must now be verified by a MOM-approved background screening company. This applies to both new applications and renewals.

 

Practical Tips for Employers

To maximise the chances of a successful EP application under the updated COMPASS framework, employers should consider the following strategies:

Benchmark salaries carefully. Before submitting an EP application, check the latest sector-specific salary benchmarks published by MOM. Offering a competitive salary that meets at least the 65th percentile threshold will ensure 10 points under C1.

Verify qualifications early. Credential verification can take time. Initiate the background screening process well before the intended EP application date to avoid delays.

Maintain a diverse workforce. A balanced nationality mix among your PMET employees will help secure points under C3. Avoid over-reliance on any single nationality when hiring.

Invest in local talent. Firms with a healthy proportion of local PMETs will score well on C4. This aligns with Singapore’s broader objective of ensuring that foreign professionals complement rather than displace local workers.

Check the SOL. If the role you are hiring for is on the Shortage Occupation List, highlight this in the application. The 20-point bonus can make a significant difference to the overall COMPASS score.

Leverage strategic partnerships. Companies participating in EDB or Enterprise Singapore programmes can earn additional bonus points under C6. If your company is eligible, ensure this is reflected in the application.

 

Impact on EP Renewals

A key point that many employers overlook is that the 2026 COMPASS changes also affect EP renewals. From 1 July 2026, all EP renewal applications will be assessed against the updated COMPASS criteria, including the higher salary benchmarks.

This means that existing EP holders whose current salaries fall below the new minimum thresholds may need salary adjustments before their passes can be renewed. Employers should proactively review the compensation packages of their current EP holders to identify any gaps well ahead of renewal deadlines.

For more information on the tax obligations of Employment Pass holders, refer to our guide on personal income tax for EP holders.

 

How This Affects Company Incorporation

Foreigners who wish to incorporate a company in Singapore and apply for an EP through that company should be aware that the COMPASS framework applies to their application as well. A newly incorporated company may have limited workforce data, which can affect scores under C3 (Diversity) and C4 (Local Employment Support).

However, firms with fewer than 25 PMETs automatically receive 10 points for C3, and MOM has provisions to ensure that startups and small businesses are not unduly disadvantaged. A strong salary offering and solid qualifications can help compensate for lower scores in other criteria.

Working with a professional corporate secretary and an experienced employment agency can help navigate the incorporation and EP application process smoothly. The company must also ensure it meets all ongoing compliance requirements under Singapore law.

 

Conclusion

The 2026 updates to the COMPASS framework reflect Singapore’s ongoing commitment to attracting high-quality foreign talent while safeguarding opportunities for local professionals. Higher salary thresholds, updated qualification lists, a revised Shortage Occupation List, and mandatory credential verification all raise the bar for EP applications.

For employers and foreign professionals alike, staying ahead of these changes is essential. By understanding how each COMPASS criterion is scored and taking proactive steps to strengthen your application, you can significantly improve your chances of a successful outcome.

If you need assistance with Employment Pass applications, company incorporation, or any related corporate secretarial matters, Raffles Corporate Services is here to help. Our team can guide you through the process and ensure that your applications are well-prepared and compliant with the latest MOM requirements.

— The Editorial Team, Raffles Corporate Services