TRW & Co · Work passes and mobility
Employment Pass COMPASS Assessment in Singapore
The COMPASS points assessment in Singapore is the second test for an Employment Pass, applied after the qualifying salary. MOM requires at least 40 points, drawn from candidate attributes such as salary and qualifications and firm attributes such as workforce diversity and local hiring. Some applications are exempt, including those with a fixed monthly salary of at least S$22,500.
Key pointCheck COMPASS exemptions before building a points case. Applications with a fixed monthly salary of at least S$22,500, overseas intra-corporate transferees and roles of one month or less are exempt, though other EP conditions still apply.
At a glance
40-point pass mark
MOM states that an Employment Pass application assessed under COMPASS must reach at least 40 points across the candidate and firm-related criteria.
Two sides are scored
Candidate attributes include salary and qualifications. Firm attributes look at workforce diversity and support for local employment in the sponsoring entity.
Bonus points available
Extra points may be available where the role is on the Shortage Occupation List or the employer supports national Strategic Economic Priorities.
Published exemptions
Fixed monthly salary of at least S$22,500, overseas intra-corporate transferees and roles of one month or less are exempt from COMPASS scoring.
Facts at filing count
MOM assesses actual salary, job scope and workforce profile when it reviews the file, so planning estimates can be overtaken by hires or exits before filing.
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This guide to compass points assessment in Singapore sets out how the rules apply in practice, which authority is involved, what evidence decision-makers need and where the common mistakes lie. It is written for boards, founders, general counsel and advisers working through Singapore.
COMPASS points assessment in Singapore: the short answer
For Employment Pass (EP) applications in Singapore, COMPASS is the second stage of eligibility after the qualifying-salary threshold. The Ministry of Manpower (MOM) states that an application assessed under COMPASS must attain at least 40 points. The framework looks at both the candidate and the employer. Candidate-related elements include salary and qualifications. Firm-related elements focus on workforce diversity and support for local employment. Bonus points may be available if the role is on the Shortage Occupation List or if the employer supports national Strategic Economic Priorities. MOM publishes limited, specific exemptions from COMPASS, including applications with a fixed monthly salary of at least S$22,500, overseas intra-corporate transferees, and roles of one month or less.
Decision-making therefore proceeds in two stages. First, confirm the EP qualifying salary relevant to the role. If the role meets that threshold, confirm whether any COMPASS exemption applies. If not exempt, plan the submission around the COMPASS framework, recognising that scores depend on live facts (e.g., actual salary, actual job scope, the employer’s workforce profile) and the evidence produced at the time of filing. MOM’s published guidance and benchmarks can change; the employer’s internal headcount and nationality mix can also change between planning and filing. Treat COMPASS as an assessment framework rather than a mechanical calculator.
On timing and renewals, MOM maintains separate guidance for applying, renewing and managing EPs. Employers should check MOM’s latest eligibility and renewal pages before acting. For strategy, align compensation, role definition and documentary evidence early, and avoid over-reliance on projected points that may not be achieved on the facts submitted. Where possible, test scenarios conservatively against MOM’s public criteria, and prepare backup hiring or role-configuration options if the application would rely on narrow margins.
If you are aligning regional hiring or mobility plans across jurisdictions, this framework affects workforce planning, compensation bands, role design and diversity objectives. It also influences how you time offers, relocations and start dates. Senior HR and mobility teams often integrate COMPASS-readiness into their quarterly workforce planning. For broader strategic context on regional mobility, see our latest perspectives, and for related service lines see our practices.
Scope, authority and key distinctions
Authority. The Employment of Foreign Manpower Act (EFMA) and MOM’s published eligibility framework govern EP applications. MOM’s official eligibility page explains EP requirements and the COMPASS framework for applications that are not exempt. MOM also publishes a separate page for EP renewals. Employers and candidates should rely on those official materials for the applicable rules and current parameters.
Scope. COMPASS applies to EP eligibility after the candidate meets the qualifying-salary threshold. The framework requires an application assessed under COMPASS to reach 40 points. Categories within the framework consider both candidate-level and firm-level indicators. MOM also recognises potential bonus points based on the Shortage Occupation List and Strategic Economic Priorities.
Key distinctions that change the route:
- Exempt versus assessed. Some EP applications are exempt from COMPASS. MOM expressly identifies exemptions, including: a fixed monthly salary of at least S$22,500; overseas intra-corporate transferees; and roles with a duration of one month or less. If an exemption applies, the application does not undergo COMPASS scoring, though all other EP conditions and documentary checks remain relevant.
- Qualifying salary first, COMPASS second. A candidate who does not meet the EP qualifying salary for the role will not reach the COMPASS stage. Conversely, meeting the qualifying salary does not guarantee COMPASS success if the application is assessed and the points are insufficient.
- Candidate versus firm factors. Candidate salary and qualifications are assessed alongside firm-related indicators such as workforce diversity and support for local employment. Strong candidate attributes can be offset by weaker firm indicators, and vice versa. Employers should therefore review both sides before proceeding.
- Bonus categories. MOM indicates that certain roles or employers may obtain bonus points through the Shortage Occupation List or the Strategic Economic Priorities support. These bonuses can be decisive where baseline scoring is close to the 40-point threshold, but they are subject to MOM’s criteria and evidence.
- New applications versus renewals. MOM maintains a dedicated renewal page for EPs. Renewal assessments and timelines should be checked against MOM’s latest guidance, as policies and parameters can evolve. Do not assume renewal outcomes will mirror original approvals, especially where firm workforce composition or salary benchmarks have changed.
Legal-review note. COMPASS outcomes depend on current, case-specific facts: firm workforce data, salary benchmarks, nationality distribution, position design and documentation. Treat published descriptions as an assessment framework. Avoid making, or relying on, point-by-point promises that cannot be substantiated by the records you will submit to MOM.
Process, documents and evidence
Because COMPASS sits after the EP qualifying-salary stage, process planning must confirm both: (i) salary eligibility for the role; and (ii) whether a COMPASS exemption applies. If no exemption applies, the application must present a consistent, evidenced case across candidate and firm indicators to reach at least 40 points.
Process overview:
- Role definition. Align the job title, duties and seniority with the proposed EP salary. The description should accurately reflect business need and the candidate’s profile. Avoid artificially inflating titles or duty scope to fit a target salary or to imply eligibility under a shortage occupation.
- Salary confirmation. Validate the offered fixed monthly salary against the EP qualifying-salary framework. If the salary is at or above S$22,500, assess whether the application is exempt from COMPASS. If not exempt, proceed to evidence preparation for COMPASS.
- Firm data checks. Review the employer’s current headcount and workforce profile. Firm-related COMPASS indicators reference live facts such as diversity and local-employment support. If the employer’s headcount or nationality distribution will change before filing, factor that into timing and communications with stakeholders.
- Evidence compilation. Assemble the documents and data to substantiate the candidate’s qualifications and the employer’s support for local employment. Present a coherent narrative that is consistent across forms, letters and underlying records.
- Submission and follow-up. File the EP application via MOM’s prescribed channels with complete records. Track any MOM queries carefully and respond with precise, consistent information.
Evidence to prepare, proportionate to the application:
- Candidate salary and role. Signed offer letter or employment contract setting out the fixed monthly salary. Internal approvals that support remuneration decisions. A job description aligned to business plans and reporting lines.
- Candidate qualifications. Academic and professional credentials that are directly relevant to the role, in the format MOM accepts. Where applicable, verification reports or authoritative evidence that the institution and qualification meet MOM’s criteria.
- Firm workforce profile. Internal HR records that evidence headcount, roles, and nationality distribution at the time of filing. Any board-approved plans or initiatives demonstrating sustained support for local employment, where relevant to the framework.
- Shortage occupation or strategic priorities. If relying on potential bonus points, compile the role mapping and any supporting evidence MOM expects to see for the Shortage Occupation List or Strategic Economic Priorities.
Renewals and timing points:
- Check MOM’s renewal page before acting. Renewal treatment, document expectations and lead times are matters of MOM policy and may evolve. Do not assume that prior approvals or previous workforce composition will carry forward unchanged.
- Coordinate with mobility timelines. If a relocation or start date is tied to the EP decision, build in buffer time for MOM information requests and potential re-filing if circumstances change.
- Record-keeping discipline. Keep a contemporaneous record of what was submitted to MOM. If headcount or role parameters change during processing, consider whether the submission remains accurate and whether updates are required.
Throughout, ensure that every representation made to MOM is supportable by documentary evidence. Inconsistent or overstated claims can undermine credibility and delay approval.
Operational and commercial implications
COMPASS reshapes how multinational employers and investors plan Singapore headcount and mobility. Because the framework evaluates both candidate and firm indicators, it encourages balanced workforce strategies that integrate compensation, role design, diversity and local talent development. Several practical implications follow.
Compensation and workforce design. Salary sits at the heart of the EP regime and also features in the COMPASS framework. Employers may revisit compensation bands for key roles to ensure they meet qualifying salary and support COMPASS scoring. That does not mean inflating salaries indiscriminately: offers must track the genuine value of the role and internal equity. Consider the trade-offs between higher salary for a senior external hire and developing local bench strength to support future applications under the firm indicators.
Recruitment sequencing. Where firm-related indicators are marginal, the sequence of hires can affect scoring. For example, onboarding a set of local hires before submitting an EP application may change the firm’s profile at the time of filing. Because indicators rely on live data, coordinate EP filings with workforce movements and month-end headcount reporting.
Role configuration. Mapping duties carefully to MOM’s frameworks is essential. A role that straddles two functions may fit cleanly into one shortage occupation description but not another. Employers should document the business rationale for the chosen configuration and avoid tailoring titles solely for potential bonus points without substantive alignment.
Diversity and local-employment support. Firm indicators include workforce diversity and support for local employment. These are not mere box-ticking. Evidence of sustained initiatives can support the firm’s profile across applications. HR should align internal programmes and communications with what can be shown in a filing if MOM queries the firm’s efforts.
Portfolio and investor considerations. For investors or groups deploying talent across multiple portfolio companies, COMPASS can influence whether a role sits in Singapore or another hub. Consider the availability of local talent, salary benchmarks and the feasibility of meeting or exceeding the 40-point requirement, relative to commercial objectives. Avoid assuming that a candidate qualified in a different business unit will automatically succeed in a new entity with a different workforce profile.
Contingency planning. Build scenario plans for marginal cases. Identify an alternate candidate profile, a revised start date, or a different entity for sponsorship if the projected points depend on indicators outside your control. Because bonus categories are specific and evidence-based, do not plan a move that only clears the threshold by counting on a bonus unless you hold the required evidence and have verified eligibility against MOM’s current guidance.
Internal governance. Treat EP filings as regulated submissions. Implement a gatekeeping checklist and appoint a reviewer to validate representations before submission. Internal misalignment—for example, HR describing duties one way, the hiring manager another—can create avoidable risk. Where board or regional approval is needed for compensation, ensure the approval records match the numbers filed with MOM.
COMPASS points assessment in Singapore: working through a borderline case
COMPASS is easy to describe and harder to manage. MOM says an assessed application must reach at least 40 points, drawing on candidate attributes such as salary and qualifications and firm attributes such as workforce diversity and support for local employment. Bonus points may be available for roles on the Shortage Occupation List or for employers supporting Strategic Economic Priorities.
The difficulty is that several inputs move. Salary benchmarks are published by MOM, the firm’s nationality mix changes with every hire and exit, and the evidence must exist on the day of filing. The scenario below shows how a careful employer handles a case that sits near the line.
Illustrative scenario: a data engineering hire at a regional logistics business
Illustrative only; the facts are invented to show the decision points.
A regional logistics business wants to hire a senior data engineer from overseas. The candidate clears the EP qualifying salary for their age, so the first gate is met.
The team’s first question is whether an exemption applies. The fixed monthly salary is well below S$22,500, the hire is not an overseas intra-corporate transferee and the role is permanent, so none of the published exemptions applies. COMPASS will be assessed.
The second step is an honest self-assessment against MOM’s published criteria. The candidate side looks reasonable. The firm side is weaker: the Singapore entity recently hired several professionals of the same nationality, which may affect the diversity attribute. The team records which attributes are solid and which depend on facts that could change.
The third step is to look at legitimate levers. The team checks whether the occupation appears on the Shortage Occupation List and whether the business participates in any programme linked to Strategic Economic Priorities. It also checks that the declared salary reflects the real job scope rather than being pushed up artificially.
The fourth step is contingency. Because the margin is thin, the business prepares a fallback, such as a revised start date or an alternative candidate, and re-runs the assessment on the day of filing.
| Action | Owner | When | Evidence |
|---|---|---|---|
| Check EP qualifying salary | HR and reward | Before offer | Live MOM page for age and sector |
| Check COMPASS exemptions | HR | Before scoring | Salary, transferee status, assignment length |
| Score candidate attributes | HR with hiring manager | Before offer | Payslip basis, verified qualifications |
| Score firm attributes | HR analytics | Planning and filing day | Current headcount and nationality mix |
| Check bonus criteria | HR with counsel | Before filing | Occupation mapping, programme documents |
For employers who file regularly, our Employment Pass applications team can build a repeatable COMPASS review into the hiring workflow, so that borderline cases are flagged before offers go out.
Three questions HR leaders ask about COMPASS
Can an online calculator tell us whether we will pass?
A calculator is a planning aid, not a decision. MOM assesses the application on the facts and evidence submitted at the time, and it can query inconsistencies between the offer letter, the job description and the employer’s records. Use estimates to identify weak attributes early, then verify each one against MOM’s published criteria. Where the projected score depends on a single attribute holding steady, such as the firm’s nationality mix, treat the case as borderline and prepare a fallback rather than promising the candidate an outcome.
Should we raise the salary to gain points?
Only if the higher salary genuinely reflects the role. Salary is one of the candidate attributes, so a higher fixed salary can help. But increasing pay purely to clear a score creates a long-term cost, and the new figure must then be paid consistently through payroll and maintained at renewal. An inflated salary that does not match the job scope, seniority or internal bands can also attract scrutiny. Test whether the role has been described accurately before treating pay as the lever.
How do other hires affect a pending application?
Firm-related attributes look at the employer’s workforce, so hires and exits between planning and filing can move the result. A cluster of hires from one nationality, or the loss of local staff, may weaken the firm side. Coordinate the hiring pipeline so that HR knows which EP applications are in progress and can sequence them sensibly. Re-run the self-assessment immediately before each filing rather than relying on a figure from the start of the recruitment process.
Handled this way, the COMPASS points assessment in Singapore becomes a managed risk rather than a surprise. Check exemptions first, score honestly, use only legitimate levers and keep a fallback when the margin is thin.
Common mistakes
Several recurring errors increase rejection risk or cause rework:
- Treating COMPASS as a guaranteed calculator. Employers sometimes assume that informal estimates equal an approval. MOM assesses the application on current facts and evidence, not on planning spreadsheets. Borderline projections may not hold if facts shift before filing.
- Ignoring exemptions. At the other extreme, some teams expend time building COMPASS cases where an exemption applies—for example, where the fixed monthly salary reaches S$22,500. Always check exemption status first.
- Overstating qualifications or role scope. Inflated titles, mischaracterised duties or unverified credentials can undermine credibility. MOM can query inconsistencies across the application, offer letter, and internal records.
- Neglecting firm indicators. A candidate can be strong on paper while the firm side is weak. Without proactive management of workforce diversity and support for local employment, otherwise solid applications may not reach 40 points.
- Relying on future headcount changes. Plans to hire more local staff “soon” do not change the firm’s profile at the time of filing. Submit when the facts support the case, not before.
- Assuming renewals will be automatic. Renewal criteria and evidence expectations can differ over time. Workforce composition and benchmarks change. Treat renewals as fresh assessments and check MOM’s renewal guidance early.
- Anchoring on bonus points without evidence. Bonus categories require precise alignment and documentation. Do not commit to start dates that depend on bonus points unless you have verified eligibility and assembled the supporting records.
Action plan and decision points
The following steps structure decision-making from role design to filing, focusing on facts, documents and escalation triggers.
| Step | Decision or action | Evidence or record | When to escalate |
|---|---|---|---|
| 1 | Confirm EP qualifying salary for the role and candidate | Offer letter draft; internal compensation approval; salary benchmark checks | If salary does not meet the applicable EP threshold or requires exception approval |
| 2 | Assess whether a COMPASS exemption applies | Contract terms showing fixed monthly salary; status as overseas intra-corporate transferee; assignment duration | If exemption status is unclear or depends on disputed facts |
| 3 | Map the role to COMPASS indicators and any relevant bonus category | Role description; organisation chart; rationale memo; shortage occupation mapping (if relevant) | If projected points are marginal or rely on bonus eligibility that is uncertain |
| 4 | Compile candidate qualifications and verifications | Degree/professional certificates; verification reports; experience summary aligned to duties | If credentials are not readily verifiable or do not clearly relate to the role |
| 5 | Validate firm workforce data at the intended filing date | Headcount and nationality distribution report; local-employment initiatives documentation | If upcoming hires/exits will materially change indicators before filing |
| 6 | Align internal narratives and sign-offs | Consistent job description across HR, hiring manager and mobility; board or regional approvals | If stakeholders cannot agree on duties, level or reporting lines |
| 7 | File the EP application and track queries | Submitted application pack; query log; response drafts aligned to evidence | If MOM raises issues that challenge core eligibility or expose inconsistencies |
| 8 | Plan for renewal considerations early | Diary of approval and expiry dates; watchlist of factors that could affect future eligibility | If policy updates or organisational changes may affect renewal prospects |
Decision-maker checklist
Use this list to stress-test readiness before committing to offers, relocations or start dates:
- We have verified the role meets the EP qualifying-salary threshold for the intended start date.
- We have tested whether a COMPASS exemption applies and documented the conclusion.
- If not exempt, we have mapped the role and candidate to COMPASS indicators and identified any potential bonus points based on MOM’s current guidance.
- Our candidate credentials are verifiable and directly relevant to the duties, and the job description reflects the business need.
- We hold up-to-date firm workforce data, and our planned filing date aligns with a favourable profile, not a speculative one.
- Internal narratives are consistent across HR, hiring manager, mobility and leadership approvals.
- We have contingency plans if the application is borderline—for example, timing adjustments, role configuration changes or alternative sponsorship.
- We have checked MOM’s renewal guidance and diarised review points that could affect renewals (e.g., changes to salary benchmarks or workforce composition).
- We have retained all evidence submitted to MOM and can respond to queries promptly and consistently.
Questions on compass points assessment in Singapore often sit alongside these areas of our work:
- Employment Pass applications in Singapore
- S Pass and work permits in Singapore
- Dependant and family mobility in Singapore
See all Singapore practice areas or contact the Singapore office.
Sources and official materials
Official sources consulted for this insight are MOM’s EP eligibility and renewal pages and the Employment of Foreign Manpower Act. Check the current MOM guidance and the Act before acting on this note. Sources checked 17 October 2026.
Frequently asked questions
01How are points assessed under COMPASS?
MOM’s framework requires 40 points, looking at candidate and firm indicators. Candidate salary and qualifications are part of the assessment. Firm indicators consider workforce diversity and support for local employment. Bonus points may apply for roles on the Shortage Occupation List or where the employer supports Strategic Economic Priorities. Employers should evaluate these factors based on current facts and MOM’s published guidance. Avoid relying on informal calculators as promises; the decisive facts are those in the application file at the time MOM assesses it.
02Who is exempt from COMPASS?
MOM publishes specific exemptions. Notably, EP applications with a fixed monthly salary of at least S$22,500 are exempt, as are overseas intra-corporate transferees and roles with a duration of one month or less. If an exemption applies, the application does not undergo COMPASS scoring, but the candidate must still meet all other EP conditions and documentary checks.
03How should we handle renewals?
Renewals warrant early planning. MOM maintains a dedicated EP renewal page setting out applicable procedures and requirements. Employers should verify current renewal rules, timelines and documentation before acting, recognising that policies and benchmarks can evolve and that workforce composition may change between original approval and renewal. Treat renewals as fresh assessments, not entitlements.
04What happens if the application falls short of 40 points?
A shortfall usually means rejection. Before appealing, identify which attributes were weak and whether the facts can genuinely change. A revised salary that reflects the role, better evidence of qualifications or a change in the firm’s workforce profile may help in a later application. If the firm-side attributes are structurally weak, consider whether the role, the hiring entity or the timing should change, or whether a different pass is more suitable.
05Does COMPASS apply to renewals as well as new applications?
Yes. Unless an exemption applies, COMPASS applies at renewal as well as on the first application. The employee’s salary, the firm’s workforce profile and MOM’s benchmarks may all have changed since approval. Start renewal checks early, re-score honestly against the current criteria, and do not assume that a pass approved once will be renewed on the same basis.
06How should a group with several Singapore entities think about COMPASS?
Firm-related attributes are assessed by reference to the sponsoring employer, so the choice of employing entity matters. Do not move a hire into a different entity simply to improve a score; the employing entity must be the real employer, with the contract, payroll and reporting line to match. Groups should review each entity’s workforce profile separately and plan hiring so that applications are not clustered in one entity without reason.
07What should we bring to a first meeting on a COMPASS case?
Bring the job description, proposed fixed and variable pay, the candidate’s CV and qualification documents, and a current headcount summary for the sponsoring entity showing the local and foreign workforce mix. Note any planned hires or exits before filing, and whether the occupation may be on the Shortage Occupation List. That allows counsel to identify weak attributes and exemption options at the first conversation.
General information only, current as at 20 October 2026. It is not legal advice and does not create a lawyer–client relationship. Singapore law and regulatory practice change; check current official sources and take advice on the facts of your matter.
