Singapore Employment Pass (EP) Guide: Mastering the COMPASS Framework
Updated: Aug 14
Singapore Employment Pass (EP) Guide: Mastering the COMPASS Framework
Securing a Singapore Employment Pass (EP) is a vital strategic milestone for foreign executives, tech talent, and business leaders seeking to establish or expand operations in Asia.
To maintain competitive talent standards while fostering a balanced workforce, Singapore's Ministry of Manpower (MOM) uses a points-based evaluation model: the Complementarity Assessment Framework (COMPASS).
1. EP Fundamentals & Minimum Salary Thresholds
The Employment Pass is designed for foreign professionals, managers, and executives (PMEs). Beyond meeting individual qualifications, candidates must satisfy fixed qualifying salary requirements that scale with age and experience.
General Candidates: Minimum starting salary of S$5,000/month (increases progressively with age, up to S$10,500/month at age 45+).
Financial Services Sector: Minimum starting salary of S$5,500/month (increases progressively with age, up to S$11,500/month at age 45+).
Requirement Category | General Sectors | Financial Services Sector |
|---|---|---|
Base Starting Salary (Age 23 & below) | S$5,000 / month | S$5,500 / month |
Upper Ceiling Salary (Age 45+) | S$10,500 / month | S$11,500 / month |
Initial Pass Duration | Up to 2 years | Up to 2 years |
Renewal Duration | Up to 3 years | Up to 3 years |
2. Understanding the COMPASS Point Matrix
Under COMPASS, EP applications are scored across four foundational criteria and two bonus criteria. To pass stage 2 of the assessment, an application must accumulate at least 40 points.
[Individual Attributes] [Firm-Level Attributes]
------------------------- -------------------------
C1: Fixed Monthly Salary C3: Diversity
C4: Qualifications C4: Support for Local Employment
\ /
\ /
[ Foundation Points (C1–C4) ]
|
v
[ Bonus Points (C5–C6) ]
---------------------------------------------------------
C5: Shortage Occupation List (SOL)
C6: Strategic Economic Priorities (SEP)
|
v
=== TOTAL >= 40 POINTS ===
COMPASS Scoring Grid
Points are awarded per criteria as follows: 20 points (Exceeds expectations), 10 points (Meets expectations), or 0 points (Below expectations).
Criteria | 20 Points (Exceeds) | 10 Points (Meets) | 0 Points (Below) |
|---|---|---|---|
C1: Salary (Relative to local PMET norms for sector/age) | 90th percentile or above | 60th to 89th percentile | Below 60th percentile |
C2: Qualifications | Top-tier institution | Degree-equivalent qualification | No degree-equivalent qualification |
C3: Diversity (Share of candidate's nationality among firm PMETs) | Less than 5% | 5% to 25% | Greater than 25% |
C4: Support for Local Employment (Firm local PMET share relative to sector) | 90th percentile or above | 50th to 89th percentile | Below 50th percentile |
Bonus Categories
C5: Shortage Occupation List (SOL) [+10 to +20 Points]: For candidates filling critical skills gaps (e.g., specific tech roles, green economy specialists, healthcare professionals).
C6: Strategic Economic Priorities (SEP) [+10 Points]: Awarded if the employer participates in key economic transformation projects or regional expansion initiatives backed by government agencies like EDB or Enterprise Singapore.
3. Key Exemptions from COMPASS
An applicant is exempt from the COMPASS scoring framework if they meet any of the following criteria:
High Earning Power: Earning a fixed monthly salary of at least S$22,500.
Intra-Corporate Transferees (ICTs): Transferred within the same corporate group under WTO General Agreement on Trade in Services or applicable Free Trade Agreements (FTAs).
Short-Term Appointments: Filling a role for a period of 1 month or less.
4. Step-by-Step EP Application Process
1.Verify Qualification & Job Posting:
Mandatory preliminary compliance.
Post the job opening on MyCareersFuture for a minimum of 14 consecutive calendar days to comply with Fair Consideration Framework (FCF) guidelines, unless exempt.
2.Self-Assessment & Score Verification:
Pre-filing evaluation.
Run candidate credentials and company metrics through MOM's Self-Assessment Tool (SAT) to confirm salary eligibility and points accumulation under COMPASS.
3.Educational Verification:
Third-party authentication.
For points claimed under C2 (Qualifications), obtain verification reports from MOM-approved background screening agencies to confirm degree authenticity.
4.Online Submission via EP eService:
Application filing.
Submit the formal application via MOM's EP eService portal along with candidate passport details, educational documents, and required corporate disclosures.
5.Issuance & Pass Activation:
Finalization upon approval.
Upon receiving the In-Principle Approval (IPA) letter, complete required medical examinations, register biometric details (if applicable), and request pass issuance.
Frequently Asked Questions
What happens if my candidate scores fewer than 40 points on COMPASS?
If an application scores under 40 points, it will be rejected. Employers can raise their total score by adjusting fixed compensation to hit higher percentile tiers (C1) or by qualifying for bonus points under the Shortage Occupation List (C5) or Strategic Economic Priorities (C6).
Are educational qualifications strictly mandatory for an EP?
No. While a degree earns 10 or 20 points under Criteria 2, candidates without a degree can still accumulate the required 40 points by scoring higher across Salary (C1), Firm Diversity (C3), Local PMET Share (C4), or Bonus categories.
Do small companies or startups face disadvantages under COMPASS?
Small companies with fewer than 25 PMET employees are automatically scored as "Meets Expectations" (10 points) for both C3 (Diversity) and C4 (Support for Local Employment), ensuring new ventures are not penalized while scaling.
Explore further options for setting up your workforce in Singapore:
Compare EP vs. ONE Pass requirements
Review the Shortage Occupation List (SOL)
How Bestar HR Consulting Can Help You Navigate the Singapore Employment Pass (EP) COMPASS Framework
Singapore Employment Pass (EP) Guide: Mastering the COMPASS Framework
Securing a Singapore Employment Pass (EP) is a crucial milestone for multinationals, foreign founders, and fast-growing enterprises scaling their teams in Asia. However, satisfying the Ministry of Manpower's (MOM) Complementarity Assessment Framework (COMPASS) requires an integrated approach that connects corporate structure, local hiring ratios, and candidate qualifications.
Bestar HR Consulting provides specialized advisory services to streamline workforce metrics, manage educational verification, and secure successful EP applications under COMPASS.
1. Executive Summary: The EP Application Landscape in 2026
To qualify for an EP, candidates must clear two distinct assessment gates: meeting sector- and age-adjusted salary thresholds, and scoring at least 40 points under COMPASS.
Minimum Qualifying Base Salary: Starts at S$5,600/month for general sectors and S$6,200/month for Financial Services (scaling progressively up to S$10,700 and S$11,800 respectively for candidates aged 45+). (Note: From 1 January 2027, entry thresholds will increase to S$6,000 and S$6,600).
COMPASS Mandate: Applies to both new applications and pass renewals.
Mandatory Educational Authentication: Qualifications declared under Criteria 2 must be accompanied by third-party verification reports from MOM-approved screening agencies.
High-Earner Exemption Threshold: Candidates earning a fixed monthly salary of at least S$22,500 are exempt from the COMPASS scoring system.
2. COMPASS Scoring Matrix & Point Allocations
Applications must score 40 points or more across four foundational criteria (C1–C4) and two bonus categories (C5–C6) to pass.
Criteria | Category | 20 Points (Exceeds) | 10 Points (Meets) | 0 Points (Below) |
C1: Salary | Individual | ≥ 90th percentile of local PMET salaries | 65th to 89th percentile | Below 65th percentile |
C2: Qualifications | Individual | Degree from MOM Top-Tier Institution | Degree-equivalent qualification | No degree-equivalent qualification |
C3: Diversity | Firm-Level | Candidate's nationality <5% of PMET workforce | Candidate's nationality 5% to 25% | Candidate's nationality >25% |
C4: Local Employment Support | Firm-Level | Firm local PMET share ≥ 90th percentile | Firm local PMET share 50th to 89th percentile | Firm local PMET share <50th percentile |
C5: Shortage Occupation List (SOL) | Bonus | +10 to +20 Points for roles addressing critical local labor shortages (e.g., AI, Cybersecurity, Green Tech) | ||
C6: Strategic Economic Priorities (SEP) | Bonus | +10 Points for participating in approved government transformation initiatives (EDB, Enterprise SG) |
Startup & Small Business Provision: Firms with fewer than 25 PMET employees are automatically granted 10 default points for both C3 (Diversity) and C4 (Local Employment Support).
3. Common Application Pitfalls Under COMPASS
Inaccurate Salary Benchmarking (C1): Relying on outdated benchmarks rather than updated 65th percentile sector norms.
Unverified Qualifications (C2): Submitting degree documents without obtaining background checks through MOM-recognized verification providers.
High Single-Nationality Concentration (C3): Hiring heavily from one nationality pool, resulting in a 0-point score for firm diversity.
Inconsistent Job Postings: Discrepancies between the 14-day MyCareersFuture listing and the submitted EP application details.
💡 Quick COMPASS Health Check for Employers
Unsure if your foreign candidate will hit the mandatory 40 points under COMPASS?
Avoid hiring disruptions. Bestar HR Consulting performs a full pre-filing audit of your company’s local PMET ratio, diversity spread, and age-adjusted salary tiers.
4. How Bestar HR Consulting Delivers EP Approval Success
Bestar HR Consulting offers end-to-end management to optimize COMPASS scoring and streamline filings:
COMPASS Pre-Assessment Audit: We evaluate candidate profiles against MOM sector-specific percentiles and assess company PMET diversity to ensure a 40+ point score prior to filing.
Background Verification Management: Bestar coordinates degree authentication through MOM-approved agencies to satisfy Criterion 2 requirements.
Fair Consideration Framework (FCF) Execution: We manage compliant MyCareersFuture job postings and maintain detailed candidate assessment records.
Bonus Point Identification: We identify whether open positions qualify for Shortage Occupation List (C5) points or eligible strategic economic programs (C6).
Rejection Appeals & Clarifications: If an application encounters an MOM query or rejection, Bestar constructs targeted justification packages and files appeals directly with authorities.
5. The Bestar EP Engagement Roadmap
1.COMPASS Scoring & Gap Analysis:
Initial Eligibility Audit.
Bestar audits candidate credentials, age-adjusted salary requirements, and firm workforce ratios using MOM's Self-Assessment Tool (SAT) to confirm point totals.
2.MyCareersFuture Advertising:
Fair Consideration Framework.
If applicable, Bestar drafts compliant job descriptions and manages the mandatory 14-day posting on MyCareersFuture.
3.Credential Authentication:
Educational Verification.
We coordinate with MOM-approved screening partners to obtain required verification reports for qualifications claimed under Criterion 2.
4.Application Submission:
MOM eService Filing.
Bestar completes and submits the EP application package, including supporting disclosures, via MOM's EP eService portal.
5.Approval & Card Collection:
Pass Activation.
Upon receiving the In-Principle Approval (IPA) letter, Bestar assists with medical examinations, biometric registration, and final card issuance.
Frequently Asked Questions
Can a candidate without a university degree qualify for an EP?
Yes. A candidate without a degree can reach the required 40 points by scoring higher across Salary (C1), Firm Diversity (C3), Local Employment Support (C4), or Bonus categories (C5/C6).
How are early-stage startups and small entities evaluated under COMPASS?
Firms employing fewer than 25 PMETs automatically receive 10 default points for both C3 (Diversity) and C4 (Local Employment Support), preventing new businesses from being penalized while scaling.
What is the standard processing time for an EP application handled by Bestar?
MOM typically processes standard applications within 10 to 20 working days. By pre-auditing COMPASS scores and verifying documents in advance, Bestar helps avoid administrative queries and unnecessary delays.
To explore how Bestar HR Consulting can support your hiring plans:
Secure Your Singapore EP with Confidence
Avoid MOM rejections under the COMPASS points framework. Let Bestar handle your audit, educational verification, and application submission end-to-end.
Don’t Leave Your Employment Pass Approval to Chance
Navigating MOM’s COMPASS framework requires precise salary benchmarking, workforce diversity planning, and certified educational verifications. A single scoring error or unverified qualification can lead to months of application delays or outright rejection.
Partner with Bestar HR Consulting to maximize your approval probability:
* Simulated COMPASS Audit: We pre-evaluate your candidates and company metrics to confirm the required 40+ points before official submission.
* Mandatory Educational Verification: We handle third-party screening through MOM-approved background check agencies.
* Fair Consideration Framework (FCF) Compliance: We manage compliant job postings on MyCareersFuture and maintain audit-ready candidate records.
[ Schedule Your COMPASS Eligibility Audit with Bestar ](https://www.bestar-sg.com/contact)
Or speak directly with a senior immigration specialist at +65 6299 4730 or email us at admin@bestar-asia.com.
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