Singapore’s Employment Pass (EP) remains the primary work visa for foreign professionals seeking to work in the city-state. However, since the introduction of the Complementarity Assessment (COMPASS) framework in September 2023, employers and EP applicants have had to navigate a points-based evaluation system that goes well beyond the traditional salary threshold.
With significant updates to the COMPASS criteria taking effect from 1 January 2026 — and further changes affecting EP renewals from 1 July 2026 — employers and foreign professionals must understand the revised requirements to maximise their chances of approval.
In this guide, we break down the updated COMPASS framework, explain the changes to each criterion, and offer practical tips for employers and applicants.
What Is the COMPASS Framework?
COMPASS stands for Complementarity Assessment Framework. It is a points-based system introduced by the Ministry of Manpower (MOM) to evaluate Employment Pass applications holistically, rather than relying solely on salary as a proxy for quality.
Under COMPASS, EP candidates are assessed across four foundational criteria and two bonus criteria. Applicants must score at least 40 points to pass. Each foundational criterion can award 0, 10, or 20 points, while the bonus criteria can add up to 20 additional points each.
The framework applies to all new EP applications and, from 1 July 2026, to EP renewals as well. Certain categories of EP holders — such as those earning above S$22,500 per month — are exempt from COMPASS.
The Six COMPASS Criteria Explained
C1: Salary
The salary criterion compares the EP candidate’s fixed monthly salary against local PMET (Professionals, Managers, Executives, and Technicians) salary benchmarks for the same sector.
Points are awarded as follows: candidates whose salary meets the 65th percentile of local PMET salaries in their sector earn 10 points, while those at or above the 90th percentile earn 20 points. Candidates below the 65th percentile receive 0 points.
For 2026, the minimum qualifying salary for an EP has been raised to S$5,600 per month for most sectors, and S$6,200 per month for the financial services sector. Older, more experienced candidates are expected to command higher salaries in line with the progressive salary benchmarks.
Tip for employers: The salary benchmarks are updated annually. When budgeting for EP hires, always check the latest sector-specific benchmarks on the MOM website to ensure your offer meets at least the 65th percentile.
C2: Qualifications
The qualifications criterion evaluates the EP candidate’s educational background. Points are awarded based on the type of qualification and the institution from which it was obtained.
Candidates with a degree from an institution on MOM’s top-tier institutions list receive 20 points. Those with a degree-equivalent qualification or a degree from a recognised institution not on the top-tier list receive 10 points. Candidates without a relevant recognised qualification receive 0 points.
What changed in 2026: MOM has updated both the list of top-tier institutions (which awards 20 points) and the list of degree-equivalent professional qualifications (which awards 10 points). Employers should verify their candidates’ qualifications against the latest lists published by MOM.
C3: Diversity
The diversity criterion evaluates the nationality composition of the employer’s PMET workforce. If the EP candidate’s nationality is under-represented in the firm, more points are awarded. If the candidate’s nationality already makes up a large proportion of the firm’s PMETs, fewer or no points may be given.
Firms with fewer than 25 PMETs are automatically awarded 10 points for this criterion.
Why this matters: This criterion is designed to encourage employers to build diverse workforces rather than concentrating hires from a single nationality. Companies that have a heavy concentration of one nationality among their PMETs may find it harder to score points here.
C4: Support for Local Employment
This criterion measures the share of local PMETs (Singapore citizens and permanent residents) in the employer’s workforce compared to the industry sub-sector benchmark. Firms with a higher share of local PMETs relative to their peers score more points.
Firms where at least 50% of PMETs are local typically receive 10 points, and those significantly above the benchmark for their sub-sector may receive 20 points.
Tip for employers: This criterion rewards companies that invest in local talent. Maintaining a healthy proportion of Singaporean PMETs in your workforce will not only help with COMPASS scoring but also aligns with the broader objectives of the Fair Consideration Framework.
C5: Skills Bonus — Shortage Occupation List (SOL)
The first bonus criterion awards up to 20 points if the EP candidate’s job role falls within an occupation on MOM’s Shortage Occupation List (SOL). The SOL identifies roles that are in high demand in Singapore but for which there is a shortage of qualified local professionals.
What changed in 2026: The SOL has been revised to include additional roles in the healthcare sector. At the same time, several technology-related roles — including Cyber Risk Specialist, Cybersecurity Operations Specialist, and Product Manager (Digital) — have been removed from the list.
For certain technology roles on the SOL, approved candidates may receive an EP with a five-year validity, compared to the standard two or three years.
The SOL is reviewed annually, with a comprehensive review conducted every three years. Employers should check the latest SOL before making hiring decisions.
C6: Strategic Economic Priorities
The second bonus criterion awards up to 10 points if the employer is participating in an approved programme that advances Singapore’s strategic economic priorities. This typically involves companies that have received support from agencies such as the Economic Development Board (EDB) or Enterprise Singapore (EnterpriseSG) — for example, through an investment commitment, an innovation programme, or a manpower development partnership.
Not all employers will qualify for C6 points, but those that do should ensure they flag this when submitting their EP application.
How COMPASS Scoring Works in Practice
To illustrate how COMPASS works, consider the following example:
A technology company in Singapore wishes to hire a software engineer from overseas at a monthly salary of S$8,000. The company has 40 PMETs, of whom 60% are Singaporean.
The candidate’s COMPASS score might look like this:
C1 (Salary): S$8,000 is above the 65th percentile for the technology sector — 10 points.
C2 (Qualifications): The candidate holds a degree from a top-tier university — 20 points.
C3 (Diversity): The candidate’s nationality is under-represented in the firm — 10 points.
C4 (Local Employment): 60% of the firm’s PMETs are local, above the sub-sector benchmark — 10 points.
Total foundational score: 50 points. The candidate passes COMPASS comfortably without needing any bonus points.
Now consider a candidate at the same firm with a salary of S$5,800, a degree from a less well-known university, and a nationality that is already heavily represented among the firm’s PMETs. That candidate might score only 10 points (C1) + 0 (C2) + 0 (C3) + 10 (C4) = 20 points — well short of the 40-point threshold. The employer would need to reassess the salary offer, the role’s eligibility for SOL bonus points, or other factors.
Key Dates to Remember
1 January 2026: Updated salary benchmarks, qualification lists, and Shortage Occupation List apply to all new EP applications.
1 July 2026: COMPASS criteria (including the updated benchmarks) apply to EP renewals for passes expiring on or after this date.
Employers with EP holders whose passes are due for renewal in the second half of 2026 should begin assessing their employees’ COMPASS scores now to identify any potential shortfalls.
Practical Tips for Employers
1. Benchmark salaries early. Before extending an offer to a foreign candidate, check the latest sector-specific salary benchmarks on the MOM website. Offering a salary at or above the 90th percentile gives the maximum 20 points under C1.
2. Verify qualifications carefully. Ensure that your candidate’s degree or professional qualification appears on MOM’s recognised lists. The lists are updated periodically, so always check the latest version.
3. Monitor your workforce diversity. Track the nationality composition and local PMET share of your workforce regularly. This will help you anticipate how new hires will score under C3 and C4.
4. Leverage the SOL. If you are hiring for a role that appears on the Shortage Occupation List, make sure to highlight this in your application. SOL bonus points can make the difference for candidates who score lower on the foundational criteria.
5. Plan for renewals. Do not wait until the renewal deadline to assess your EP holders’ COMPASS eligibility. Start reviewing scores well in advance of the 1 July 2026 renewal cut-off.
6. Consider the Fair Consideration Framework. Before applying for an EP, ensure you have advertised the role on MyCareersFuture for at least 14 days (where required). Failure to comply with the Fair Consideration Framework can result in EP applications being rejected.
How This Affects Singapore Companies
For newly incorporated Singapore companies, hiring foreign talent is often essential in the early stages — particularly if the founders themselves require an EP. The COMPASS framework means that even small companies must carefully plan their hiring strategy to ensure their EP applications meet the 40-point threshold.
Companies should also be aware that maintaining a strong local workforce is not only good practice but directly impacts their ability to hire foreign talent under C4. For guidance on choosing the right business structure in Singapore and understanding your obligations as an employer, our guides offer comprehensive advice.
If your company is exploring whether its foreign employees or founders are eligible for an EP under the updated COMPASS criteria, or if you need assistance with the application process, Raffles Corporate Services can help. Our corporate compliance team holds a MOM employment agency licence and has extensive experience handling EP applications under the COMPASS framework.
— The Editorial Team, Raffles Corporate Services