A new EP application planned around January 2027 needs the correct qualifying-salary table. Check the intended submission timing, candidate’s age and employer’s sector before agreeing a salary or relocation schedule.
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MOM’s current eligibility page sets new-application qualifying salary changes from 1 January 2027. It separately applies those changes to renewals of passes expiring from 1 January 2028. Do not use the renewal date rule for a new application.
Use the age-specific figure
From 1 January 2027, the base figures for candidates aged 23 or below are S$6,000 outside financial services and S$6,600 in financial services. The required qualifying salary increases with age. The headline base figure is not the requirement for every professional.
Identify the candidate’s relevant age and sector using the official table and assessment tools. Avoid setting an experienced candidate’s salary solely by the lowest advertised threshold.
Distinguish submission plans from completed submission
A draft application, a supplier engagement or a signed employment offer is not necessarily an application submitted to MOM. Keep the actual submission record. If preparation crosses the date boundary, reassess the salary table before filing.
Example: December preparation, January submission
An employer prepares its file in December but cannot complete the required supporting information until January. The hiring budget should be reviewed against the rules for the actual new application, rather than assuming a December offer letter fixes the earlier qualifying salary.
Check COMPASS separately
Meeting the EP qualifying salary is not the same as obtaining the required COMPASS result, unless an applicable exemption applies. C1 salary benchmarks have their own assessment context and timing. Review both using the current official criteria.
Do not assume an online table showing a salary needed for COMPASS points is the minimum qualifying-salary table, or vice versa. Label the two checks clearly in the company’s hiring assessment.
Prepare the employer’s decision paper
- New application or renewal, with the correct timing rule.
- Candidate’s age and relevant sector.
- Proposed fixed salary and contractual components.
- Applicable qualifying-salary check.
- COMPASS assessment or supported exemption.
- Recruitment, documents and business information still outstanding.
Include the company’s ability to fund the agreed salary and other employment costs. An application budget should reflect a genuine role and remuneration arrangement, not an artificial figure used only on the form.
Allow for the rest of the process
Review fair-consideration requirements, documents and issuance steps before committing to a work start or move. Company incorporation, application submission and pass issuance are separate events. Do not promise that a candidate can begin work on a chosen date while the necessary authorisation remains outstanding.
Does every EP renewal in 2027 use the new qualifying salary?
The cited salary transition rule is based on passes expiring from 1 January 2028 for renewals. Check the actual case and other applicable criteria separately.
Can we guarantee approval by paying above the minimum?
No. Salary is only part of the assessment.
Related work-pass and company guidance
Read our Employment Pass overview, COMPASS framework guide and company ownership and EP guidance.
Discuss your company and work-pass plans
Email [email protected] or WhatsApp +65 8501 7133 to discuss company administration, payroll and work-pass advisory support. Where employment or corporate legal advice is needed, advisers from our associated law firms can assist. You may also explore Singapore Employment Agency for related recruitment and work-pass services. Applications remain subject to official assessment.