For businesses in Singapore looking to hire foreign professionals, the Employment Pass (EP) remains the primary work authorisation pathway. However, since September 2023, all new EP applications are assessed not just on salary, but through a structured points-based system known as COMPASS — the Complementarity Assessment Framework.
In 2026, COMPASS continues to evolve. The Ministry of Manpower (MOM) updated the scoring criteria in late 2025, with changes effective from 1 January 2026 for new applications and 1 July 2026 for renewals. Understanding how COMPASS works — and how to maximise your candidate’s score — is essential for every employer hiring foreign talent in Singapore.
This guide explains the COMPASS framework, the 2026 salary thresholds, all six scoring criteria, and practical tips for a successful EP application.
What is the Singapore Employment Pass?
The Employment Pass is a work pass issued by MOM to foreign professionals, managers, executives, and specialists taking up employment in Singapore. It is the most common pathway for skilled foreign workers to be legally employed by Singapore-registered companies.
EP holders enjoy broad rights, including the ability to bring their families to Singapore on Dependent Passes and, after an appropriate period of employment, the possibility of applying for Permanent Residency.
If you are a foreigner setting up a Singapore company and wish to work here, you may also need to understand the separate requirement for a local resident director — which is a distinct corporate compliance obligation from the EP.
Minimum Salary Requirements for 2026
Before COMPASS scoring is even assessed, a candidate must meet the minimum salary threshold applicable to their age group and sector. As of 2026, the requirements are as follows:
| Candidate Age | Minimum Monthly Salary (Most Sectors) | Minimum Monthly Salary (Financial Services) |
|---|---|---|
| 23 and below | S$5,600 | S$6,200 |
| Around 30 | ~S$6,700 | ~S$7,500 |
| Around 35 | ~S$7,500 | ~S$8,500 |
| Around 40 | ~S$9,200 | ~S$10,200 |
| 45 and above | S$10,700 | S$11,800 |
These thresholds are benchmarked against the top one-third of local PMET (Professionals, Managers, Executives and Technicians) salaries in the equivalent age bracket and sector. MOM reviews these benchmarks periodically — employers should always check the MOM eligibility page for the latest figures before making a job offer.
Important: Candidates with a fixed monthly salary of S$22,500 or above are generally exempt from COMPASS scoring and are assessed on a streamlined basis, as MOM presumes market forces justify their compensation at this level.
What is COMPASS?
COMPASS — the Complementarity Assessment Framework — is a points-based evaluation system that assesses EP candidates holistically. Rather than looking at the individual in isolation, COMPASS considers how the candidate’s hiring fits within Singapore’s broader workforce composition and economic goals.
To qualify for an EP, a candidate must achieve at least 40 out of a possible 100 points under COMPASS. Points are awarded across six criteria — four foundational criteria and two bonus criteria. No individual criterion is mandatory, but the combined score must reach 40.
The Six COMPASS Criteria Explained
C1: Salary (0–20 Points) — Foundational
This criterion assesses the candidate’s salary relative to local PMET salary benchmarks for their age group and sector.
- 20 points: Salary is at or above the 90th percentile of local PMET salaries for the candidate’s age and sector
- 10 points: Salary is at or above the 65th percentile but below the 90th percentile
- 0 points: Salary is below the 65th percentile (the candidate must still meet the minimum salary threshold)
This criterion rewards candidates whose compensation is clearly competitive, reflecting genuine market demand for their skills and experience.
C2: Qualifications (0–20 Points) — Foundational
This criterion considers the candidate’s academic or professional qualifications.
- 20 points: Degree from a top-tier institution — MOM updated its top-tier institutions list in November 2025, which includes NUS, NTU, SMU, and leading international universities
- 10 points: Recognised degree-equivalent qualification or a professional certification accepted by MOM
- 0 points: No recognised degree or equivalent
For the financial services sector, MOM also recognises certain professional qualifications (such as the CFA and relevant accounting certifications from recognised bodies) as degree equivalents.
C3: Diversity (0–20 Points) — Foundational
This criterion examines the nationality composition of the employer’s PMET workforce.
- 20 points: The candidate’s nationality makes up less than 5% of the company’s PMET staff
- 10 points: The candidate’s nationality represents between 5% and 25% of PMET staff
- 0 points: The candidate’s nationality already accounts for more than 25% of the company’s PMET workforce
This criterion is designed to prevent over-concentration of any single nationality in a company’s workforce and promote genuine workforce diversity. Companies with heavily concentrated workforces from a single nationality will find it progressively harder to score well here.
C4: Support for Local Employment (0–20 Points) — Foundational
This criterion assesses the employer’s track record in hiring and developing local PMET workers relative to peers in the same sub-sector.
- 20 points: The company’s local PMET share is in the top quartile compared to similar companies in the same sub-sector
- 10 points: The company is in the middle range
- 0 points: The company is in the bottom quartile for local PMET employment relative to peers
Companies that invest in local hiring, training programmes, and promotion of Singaporean professionals will perform better under this criterion. Maintaining accurate payroll records and CPF contribution data is important, as MOM may reference these when assessing local employment performance.
C5: Skills Bonus — Shortage Occupation List (0–20 Points) — Bonus
This bonus criterion awards points if the candidate’s role falls on MOM’s Shortage Occupation List (SOL) — a curated list of occupations where Singapore faces a genuine shortage of qualified local talent.
- 20 points: The candidate’s role is on the current SOL
The SOL is updated periodically. The 2025/2026 update added two new healthcare occupations while removing roles such as Cyber Risk Specialist, Cybersecurity Operations Specialist, and Product Manager (Digital) from the list. Employers should check the current SOL on MOM’s website before applying.
C6: Strategic Economic Priorities (0–10 Points) — Bonus
This criterion awards up to 10 bonus points to employers actively participating in Singapore’s strategic economic development initiatives.
- 10 points: The company participates in approved investment or innovation programmes supported by the Economic Development Board (EDB), Enterprise Singapore (ESG), or the Monetary Authority of Singapore (MAS)
Examples include green finance initiatives, digital transformation projects, or government-supported R&D partnerships. Companies already receiving grants from Enterprise Singapore may be well-positioned for this criterion.
COMPASS Scoring Summary
| Criterion | Maximum Points | Type |
|---|---|---|
| C1: Salary | 20 | Foundational |
| C2: Qualifications | 20 | Foundational |
| C3: Diversity | 20 | Foundational |
| C4: Local Employment Support | 20 | Foundational |
| C5: Skills Bonus (SOL) | 20 | Bonus |
| C6: Strategic Economic Priorities | 10 | Bonus |
| Minimum to pass COMPASS | 40 | — |
The Fair Consideration Framework: What Employers Must Observe
Alongside COMPASS, employers must also comply with Singapore’s Fair Consideration Framework (FCF), which requires that:
- Job vacancies must be advertised on MyCareersFuture.sg for at least 14 days before an EP application is submitted (for firms with 10 or more employees)
- Employers must give fair consideration to Singaporean candidates before hiring foreign professionals
- Employers must maintain fair employment practices in line with the Tripartite Guidelines on Fair Employment Practices
COMPASS and the FCF work together as complementary safeguards for Singapore’s local workforce. Companies found to have discriminatory hiring practices risk being placed on MOM’s Fair Employment Practices watchlist, which can significantly restrict future EP approvals. This is an important aspect of the broader compliance requirements for Singapore companies.
Practical Tips for a Successful EP Application
When planning an EP application in 2026, employers should take the following steps:
- Check salary thresholds early — Verify the minimum salary for the candidate’s age and sector before making a job offer. Offering below the threshold disqualifies the application outright.
- Use MOM’s Self-Assessment Tool (SAT) — Estimate your candidate’s COMPASS score before formally submitting. This helps identify potential gaps before committing to an application.
- Review your local PMET ratio (C4) — Understand where your company stands relative to peers in your sub-sector. If your local PMET ratio is low, consider whether additional local hiring could improve your scoring position over time.
- Advertise on MyCareersFuture.sg — Ensure you meet the 14-day advertising requirement under the FCF for all EP applications.
- Check the Shortage Occupation List (C5) — If the role qualifies, the 20 bonus points can be decisive in borderline cases.
- Verify EDB/ESG/MAS programme participation (C6) — If your company participates in strategic economic initiatives, confirm this can be evidenced and noted in the application.
Understanding the components of an employee’s salary is also important when structuring remuneration packages for EP candidates, as only fixed monthly salary (not variable components) counts towards the salary threshold.
Conclusion
Singapore’s COMPASS framework represents a well-structured approach to managing foreign talent inflows while safeguarding local employment. For employers, success lies in preparation: understand your COMPASS scoring position early, ensure your workforce data is accurate, and select candidates whose qualifications and salary are genuinely competitive within their field.
If you need guidance on Employment Pass applications, work pass compliance, or any other corporate or HR-related requirements, the team at Raffles Corporate Services is here to assist. Our associated company holds a Ministry of Manpower licence for work pass applications, and we are well placed to support your foreign hiring needs in Singapore.
— The Editorial Team, Raffles Corporate Services
