A Singapore employer’s guide to the COMPASS framework for Employment Pass applications

COMPASS (the Complementarity Assessment Framework) is the Ministry of Manpower’s points-based test for Employment Pass (EP) applications. After a candidate meets the EP qualifying salary, the application must score at least 40 points across four foundational criteria (salary, qualifications, diversity and support for local employment) plus two bonus criteria. Candidates earning at least $22,500 a month, and some other cases, are exempt.

Key takeaways

• An EP application passes two stages: the qualifying salary first, then COMPASS (unless exempt).
• COMPASS needs 40 points. Each foundational criterion (C1 to C4) scores 0, 10 or 20 points; bonus criteria C5 and C6 add more.
• COMPASS has applied to new EP applications since September 2023 and to renewals since September 2024.
• The EP qualifying salary rises to $6,000 ($6,600 in financial services) for new applications from 1 January 2027, and for renewals from 1 January 2028.
• Two criteria, C3 and C4, depend on your company’s workforce profile, not just the candidate.

How does the Employment Pass assessment work?

An EP application is assessed in two stages. Stage 1 checks that the candidate’s fixed monthly salary meets the EP qualifying salary for their age. Stage 2 is COMPASS, unless an exemption applies.

The current EP qualifying salary, per MOM, starts at $5,600 for candidates aged 23 or below and rises with age to $10,700 at 45 and above. In financial services, it starts at $6,200 and rises to $11,800.

MOM announced at Committee of Supply 2026 that these figures will go up:

If you have EP holders whose salaries sit near the current floor, now is a good time to plan their renewals.

What are the four foundational COMPASS criteria?

The four foundational criteria are salary (C1), qualifications (C2), diversity (C3) and support for local employment (C4). Each scores 0, 10 or 20 points.

PMETs means professionals, managers, executives and technicians.

C1. Salary. MOM compares the candidate’s fixed monthly salary with local PMET salaries in the same sector, adjusted for age. The benchmarks are updated once a year from MOM’s Comprehensive Labour Force Survey. The benchmarks released in August 2026 apply to new applications from 1 January 2027 and to renewals of passes expiring from 1 July 2027.

C2. Qualifications. “Top-tier” covers degree-equivalent qualifications from universities in the top 100 of the QS World University Rankings and other highly reputed universities in Asia, as listed by MOM. You need to submit verification proof of the qualification with the application to score here.

C3. Diversity. This looks at how many of your PMETs share the candidate’s nationality. A more varied team scores higher.

C4. Support for local employment. This compares your share of local PMETs with other firms in your sector. If your local PMET share is at least 70%, the application scores at least 10 points on C4.

Firms with fewer than 25 PMETs get 10 points by default on both C3 and C4. That gives small firms a head start of 20 points, so the outcome often rests on salary and qualifications.

What are the COMPASS bonus criteria?

There are two bonus criteria. C5 rewards jobs on the Shortage Occupation List, and C6 rewards firms taking part in selected strategic economic programmes.

C5. Skills bonus. If the role is on MOM’s Shortage Occupation List (SOL), the application earns 20 points when the candidate’s nationality makes up less than one third of your PMETs, or 10 points if it is one third or more. The SOL covers roles where Singapore has skill shortages, so check it before you advertise.

C6. Strategic economic priorities bonus. Firms get 10 points if they are undertaking ambitious investment, innovation or internationalisation activities with an economic agency, or are endorsed by NTUC as a strong partner on company and workforce transformation. To keep this bonus at renewal, the firm must score at least 10 points on both C3 and C4 in each of the three months before renewal.

Who is exempt from COMPASS?

Candidates are exempt if they meet any one of these conditions, per MOM:

• A fixed monthly salary of at least $22,500.
• Applying as an overseas intra-corporate transferee.
• Filling the role for one month or less.

Exempt candidates still need to meet the EP qualifying salary and other EP requirements.

How can employers prepare a stronger COMPASS application?

Work on what you can control before you apply. Salary, job scope and your team’s make-up all affect the score.

1. Run MOM’s Self-Assessment Tool (SAT). It gives an indicative score before you submit. The score can differ from the final assessment if your workforce data changes.
2. Benchmark the salary. Compare your offer against market rates for the role and age band. A structured salary benchmarking review helps you see whether an offer is competitive for both C1 and retention.
3. Check your workforce profile. C3 and C4 draw on CPF data for your firm. Make sure your sector classification is correct, and that local hires are paid through compliant payroll records.
4. Follow the Fair Consideration Framework. Before most EP applications, you must advertise the job on MyCareersFuture for at least 14 consecutive days and fairly consider all candidates. Our article on fair recruitment practices covers the basics.
5. Look at the local talent pool first. A strong local hiring record lifts C4 over time. A recruitment partner can widen your search for local candidates.

What are common COMPASS mistakes?

The most common problems are offering a salary just below a benchmark, assuming a degree will earn top-tier points, and forgetting that renewals are assessed too.

• Salary on the edge. A few hundred dollars can move a candidate between 0 and 10 points on C1. Benchmarks change every year.
• Unverified qualifications. Without verification proof, the qualification may not score.
• Ignoring renewals. Since September 2024, renewals go through COMPASS as well. Workforce changes over two or three years can shift your C3 and C4 scores.
• Hiring clusters. Hiring many PMETs of one nationality can lower C3 for later applications.

When should you get HR advice?

Speak to an HR adviser if you are hiring several foreign professionals, restructuring pay, or renewing passes for staff whose salaries are close to the qualifying level. Planning ahead avoids rushed decisions.

Liberte Consulting supports employers with HR outsourcing, salary benchmarking, payroll outsourcing and recruitment. For questions on a specific application, always check the latest rules on the MOM website, as figures and benchmarks change.