TRW & Co · Employment & Mobility
Employment Pass Applications in Singapore
An Employment Pass in Singapore lets a company hire a foreign professional, manager or executive, but only if the role clears MOM’s age-based qualifying salary and, unless exempt, the COMPASS points test. Most roles must be advertised first. With higher salary benchmarks announced for 2027, employers need to plan offers and renewals together.
Key pointOnly fixed monthly salary counts for the EP qualifying salary and COMPASS, and renewals are tested against the schedule in force when the pass expires, so a package that works today can fail at renewal in 2028.
At a glance
Two-stage assessment
Candidates must meet MOM’s qualifying salary (Stage 1) and then score at least 40 COMPASS points (Stage 2), unless an exemption applies.
Salary rises with age
Outside financial services the qualifying salary currently runs from S$5,600 at age 23 or below to S$10,700 at 45 or above.
Higher rates from 2027
New applications from 1 January 2027 and renewals of passes expiring from 1 January 2028 face MOM’s higher published salary schedule.
Advertise for 14 days
Most EP roles must be posted on MyCareersFuture for at least 14 consecutive days, and MOM says no offer should be made during that period.
Validity and renewal
MOM grants first-time EPs for up to two years and renewals for up to three years, with a five-year option for some tech professionals.
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What the Employment Pass in Singapore covers
The Employment Pass in Singapore is the main work pass for foreign professionals, managers and executives. It is issued by the Ministry of Manpower (MOM) to a named individual, for a named employer and a named role, and it is the default route for most cross-border senior hires, regional heads and specialists relocating to a Singapore entity.
The pass is employer-sponsored. The Singapore company applies, the Singapore company is accountable for what it declares, and the pass ends when the employment ends. That single feature drives most of the legal questions: who the employer of record is, whether the role is genuine, whether the salary is fixed and paid locally, and what happens when the person moves, is promoted or leaves.
An EP becomes a legal question earlier than most hiring managers expect. The salary figure in the offer letter, the job title on the advertisement and the start date in the contract all feed the application. If they are set before anyone has checked MOM's criteria, the company can find itself bound to an offer it cannot sponsor.
The legal and regulatory framework
The statutory base is the Employment of Foreign Manpower Act 1990 (EFMA). It prohibits employing a foreign employee without a valid work pass, makes false or misleading statements to MOM an offence, and allows MOM to attach conditions to every pass. The detailed conditions sit in the Employment of Foreign Manpower (Work Passes) Regulations 2012, which bind both the employer and the pass holder.
Three layers of policy sit on top of the Act:
- The two-stage EP framework. MOM's EP eligibility page sets a qualifying salary (Stage 1) and the Complementarity Assessment Framework, COMPASS (Stage 2).
- The Fair Consideration Framework (FCF). Most EP and S Pass roles must first be advertised on MyCareersFuture for at least 14 consecutive days, and the employer must consider all candidates fairly.
- Workplace fairness rules. MOM and the tripartite partners expect merit-based hiring. Singapore passed the Workplace Fairness Act in 2025; check its commencement status before relying on the older guideline-only position.
MOM retains discretion throughout. Meeting the published criteria makes an application eligible for assessment; it does not create an entitlement to a pass. That is why the quality and consistency of the file matter as much as the numbers.
Employer duties once the pass is issued
Approval is the start of the employer's obligations, not the end. Holding an Employment Pass in Singapore commits the sponsor to paying the declared fixed salary, keeping the holder in the approved role, notifying MOM of relevant changes, and cancelling the pass promptly when employment ends. The holder must also comply with the pass conditions, including working only for the sponsoring employer.
These duties survive restructuring. A group reorganisation that moves staff between entities, or a business sale that transfers employees, triggers fresh applications for every affected Employment Pass in Singapore. Build that into transaction timetables early.
Stage 1: the qualifying salary
The qualifying salary is a fixed monthly salary benchmark that rises with the candidate's age from 23, and is higher in financial services. Fixed salary means the contractual monthly base. Allowances, bonuses, commissions and equity do not count towards it, which is the single most common reason a well-paid candidate falls short on paper.
| Sector | Current: age 23 or below | Current: age 45 or above | From 1 Jan 2027: age 23 or below | From 1 Jan 2027: age 45 or above |
|---|---|---|---|---|
| All sectors except financial services | 5,600 | 10,700 | 6,000 | 11,500 |
| Financial services | 6,200 | 11,800 | 6,600 | 12,700 |
The higher 2027 rates apply to new applications submitted from 1 January 2027 and to renewals of passes expiring from 1 January 2028. Between the two ends of the scale, MOM publishes a full age-by-age schedule. A 30-year-old outside financial services, for example, currently needs S$7,223, rising to S$7,750 under the 2027 schedule. Always read the live table on MOM's page before fixing an offer.
The renewal date matters. A hire made in late 2026 at the current rate may face the higher schedule at renewal if the pass expires in 2028 or later. Our guide to work pass renewal strategy explains how to budget for that step.
Stage 2: COMPASS points
COMPASS scores the application on four foundational criteria and two bonus criteria. An application needs 40 points to pass, and a candidate who fails Stage 1 is ineligible however many points they would score.
| Criterion | What is measured | Points available |
|---|---|---|
| C1 Salary | Fixed salary against local PMET salaries in the sector, by age | 20 at 90th percentile and above; 10 at 65th to below 90th |
| C2 Qualifications | Top-tier institution, other degree-equivalent, or none | 20 / 10 / 0 |
| C3 Diversity | Share of the candidate's nationality among the firm's PMETs | 20 under 5%; 10 at 5% to under 25%; 0 at 25% or more |
| C4 Support for local employment | Firm's local PMET share against sector peers | 20 at 50th percentile and above; 10 at 20th to under 50th; 0 below 20th |
| C5 Skills bonus | Role on the Shortage Occupation List | 20 (10 if nationality is one-third or more of PMETs) |
| C6 Strategic Economic Priorities bonus | Firm supported by a government agency programme | 10, at agency discretion |
Firms with fewer than 25 PMETs receive 10 points by default on C3 and C4. That helps start-ups and new regional offices, but it also means the candidate's own salary and qualifications must carry the rest. Applications are exempt from COMPASS where the fixed monthly salary is at least S$22,500, the candidate is an overseas intra-corporate transferee, or the role lasts one month or less. The COMPASS assessment guide works through scoring scenarios in more detail.
Run a COMPASS self-assessment before the offer is signed, not after. If the score is marginal, the levers are real but limited: the fixed salary component, the role's alignment with the Shortage Occupation List, and the firm's nationality mix. Inflating a title or salary on paper is not a lever; it is a false declaration risk under EFMA.
Choosing the right route for the hire
The Employment Pass in Singapore is not the only option for a senior hire, and choosing the wrong route costs months. The comparison below covers the passes decision-makers most often weigh against it.
| Route | Tied to one employer? | Headline test | Best fit |
|---|---|---|---|
| Employment Pass | Yes | Qualifying salary plus COMPASS (unless exempt) | Most professional, managerial and specialist hires |
| S Pass | Yes | Lower qualifying salary, plus quota and levy | Mid-skilled technical roles |
| Personalised Employment Pass | No | High fixed salary threshold (S$22,500 a month) | Senior individuals wanting flexibility between employers |
| ONE Pass | No | Salary of at least S$30,000 a month or outstanding achievements | Top-tier executives and talent |
| EntrePass | Own company | Venture-backed or innovative business; founder shareholding | Founders building a Singapore company |
Two practical points follow. First, the intra-corporate transferee category avoids COMPASS and advertising, but it carries consequences for family passes under trade agreements, so test it against the family plan before choosing it. Second, an employee transferring between related Singapore entities is exempt from advertising, but still needs a new pass if the employer changes. See our pages on S Pass and Work Permits, the Personalised Employment Pass and EntrePass and founder mobility.
The application process step by step
A clean application for an Employment Pass in Singapore follows a fixed sequence. Most rejections and delays come from doing these steps out of order.
- Fix the employer and role. Confirm which Singapore entity will employ and pay the candidate, its ACRA status and its PMET headcount. Write a role description that matches the real job.
- Check Stage 1 and COMPASS. Use MOM's live salary schedule for the candidate's age and sector, then self-assess COMPASS points or confirm an exemption.
- Advertise or confirm the exemption. Post on MyCareersFuture for at least 14 consecutive days unless an FCF exemption applies, such as fewer than 10 employees or a fixed salary of S$22,500 or more. Do not make the offer during the advertising period.
- Issue a conditional offer. Make the contract conditional on MOM approval, with a fixed salary that matches the application exactly.
- File through MOM's online system. The employer or an authorised employment agent submits the application with qualification evidence and company details.
- Respond to queries promptly. MOM may request further documents or verification. Answers must be consistent with the original filing.
- Issue the pass and onboard. On approval in-principle, the candidate completes issuance formalities, and the employer sets up payroll, records and any family pass applications.
First-time EPs are granted for up to two years and renewals for up to three years, according to MOM's EP key facts. Some experienced technology professionals in shortage areas may qualify for a five-year pass.
Documents and evidence to assemble
MOM assesses what it is shown, so the file must tell one consistent story. Before filing, gather:
- Candidate identity: passport biodata page with enough validity to cover the requested pass period.
- Qualifications: degree certificates and transcripts. Where MOM requires verification for certain qualifications, start early, as third-party checks take time.
- Employment terms: the signed conditional offer or contract, showing fixed monthly salary separately from allowances and variable pay.
- Advertising record: the MyCareersFuture posting, dates, applicant numbers and a short note on how local candidates were assessed.
- Company information: ACRA profile, business activities, headcount and nationality mix of PMETs for COMPASS.
- Prior history: details of any previous Singapore passes held, and any prior refusals.
A strong candidate rarely fails on merit. Applications fail when the offer, the advertisement and the filing describe three different jobs.
Risks and common mistakes
Counting allowances towards the qualifying salary
Packages for expatriate hires often include housing, education or relocation allowances. These do not count towards the fixed monthly salary that MOM uses for Stage 1 or C1. A package worth far more than the threshold can still fail if the base is below it. Restructure before the offer: if the business wants to support the application, it must move value into fixed salary and pay it as declared. Paying less than the declared salary after approval, or clawing it back through side arrangements, breaches the pass conditions and can expose the employer to prosecution and debarment.
Making the offer during the advertising window
MOM states that employers should not make a job offer during the mandatory advertising period of at least 14 consecutive days. Signing the preferred candidate on day three signals that the advertisement was a formality. Under the FCF, employers who breach the guidelines may be debarred from hiring foreign employees, with a minimum debarment of 12 months and up to 24 months in egregious cases, covering renewals as well. Keep a contemporaneous record of applications received and how each was assessed.
Ignoring the renewal salary schedule
Renewal is assessed against the criteria in force when the pass expires, not when the employee was hired. For passes expiring from 1 January 2028, the higher 2027 schedule applies. An employee hired at the current threshold with no planned increase may not qualify at renewal. Build the expected renewal benchmark into the compensation plan and track pass expiry dates centrally, particularly across groups with several Singapore entities.
Letting the role drift after approval
An EP is granted for the role described. If the employee is seconded to a related company, takes a materially different job or starts working for a client on site under its direction, the pass may no longer cover the work. Changes of employer require a new pass. For substantive role changes, check whether MOM needs to be updated. Treat promotions and restructures as mobility events and run them past the person responsible for work pass compliance.
Treating the director role as automatic work rights
Being appointed a director of a Singapore company does not by itself authorise a foreigner to work in Singapore. A foreign director who will be based in Singapore and active in the business generally needs a work pass. Short business visits may fall within MOM's work pass exemption for specified activities, but these are narrow and notifiable in some cases. See our guide to short-term work activities before planning frequent visits.
The cross-border angle
Many applications for an Employment Pass in Singapore start in another country. A regional group moving a finance head from Dhaka, a London manager taking an Asia role, or a Dubai-based executive opening a Singapore office all face the same structural questions.
- Bangladesh. Qualifications from Bangladeshi universities are assessed like any other; check how the institution is treated under C2. Plan home-country tax residence, provident fund and any foreign exchange approvals if part of the salary will continue to be paid from Bangladesh, and remember that only Singapore-paid fixed salary is relevant to the EP.
- United Kingdom. Secondments from UK groups often keep a UK contract alongside a Singapore one. MOM looks at the Singapore employer and the Singapore salary, so the split must be documented carefully and must not leave the Singapore element below the threshold.
- UAE and China. Executives moving between Gulf, Chinese and Singapore entities should check whether the intra-corporate transferee route is available, what the relevant trade agreement says about family members, and how home-country social security will be handled.
- Wider ASEAN. Regional roles based in Singapore but travelling to Malaysia, Indonesia or Vietnam need separate work authorisation in those countries. A Singapore EP does not travel with the employee.
Where foreign law governs part of the arrangement, we coordinate with counsel in the relevant jurisdiction so that the Singapore filing and the home-country position match.
How TRW & Co helps
We advise employers and senior hires on the Employment Pass in Singapore as part of a wider people and corporate strategy. Our role is advisory and coordinating: we design the route, prepare the employer's position and documents, and work with the client's HR team or appointed employment agent on filing.
Route and eligibility review
We test the hire against Stage 1, COMPASS and the FCF before the offer is made. Where the EP is marginal, we compare the S Pass, PEP, ONE Pass and EntrePass routes and explain the trade-offs.
Offer and contract alignment
We draft or review the conditional offer and employment contract so that fixed salary, title and duties match the application. That alignment is what protects the employer if MOM later asks questions.
Group mobility programmes
For regional groups, we map pass expiry dates, renewal salary benchmarks and nationality concentration across entities, and set a compliance calendar. Our employer compliance guide outlines the core duties.
Refusals, queries and investigations
Where MOM raises concerns, refuses an application or opens an inquiry, we help the employer assemble the facts and respond. Where Singapore court or tribunal representation is required, we work alongside Singapore-qualified counsel.
EP matters often sit next to dependant and family mobility planning, so we deal with the family passes in the same workplan. See the full list of our practices for related areas.
Checklist for decision-makers
- Is the sponsoring Singapore entity clear, active on ACRA and the true employer?
- Does the fixed monthly salary meet MOM's current schedule for the candidate's age and sector, and the schedule that will apply at renewal?
- Have we scored COMPASS honestly, or confirmed a written basis for exemption?
- Was the role advertised on MyCareersFuture for 14 consecutive days, with no offer made during that period, unless an FCF exemption applies?
- Do the advertisement, offer letter and application describe the same job, title and salary?
- Are qualification documents ready, and has any required verification started?
- Have we planned family passes, home-country tax and social security, and the employee's first renewal?
- Who owns pass expiry tracking and notifications to MOM if the role changes?
To discuss a specific Employment Pass in Singapore, from a single senior hire to a regional relocation programme, contact TRW & Co at info@trw.co. Our broader guide to EP sponsorship and criteria is a useful briefing note for HR teams.
Frequently asked questions
01What is the minimum salary for an Employment Pass in Singapore?
MOM sets a fixed monthly qualifying salary that rises with age. Outside financial services it currently starts at S$5,600 for candidates aged 23 or below and reaches S$10,700 at 45 or above; financial services runs from S$6,200 to S$11,800. From 1 January 2027 the schedule rises for new applications, to S$6,000 and S$11,500 outside financial services. Only fixed salary counts, not allowances or bonus. Meeting the salary is necessary but not sufficient, because most applications must also pass COMPASS. Check MOM’s live table before making an offer.
02How many COMPASS points does an EP application need?
An application needs 40 points. The four foundational criteria are salary, qualifications, diversity of the firm’s PMET workforce and the firm’s support for local employment, each worth up to 20 points. Bonus points are available for roles on the Shortage Occupation List and for firms in agency-supported strategic programmes. Firms with fewer than 25 PMETs receive 10 points by default on the diversity and local employment criteria. Candidates earning a fixed monthly salary of at least S$22,500, overseas intra-corporate transferees and roles of one month or less are exempt from COMPASS.
03Do we have to advertise the job before applying?
Usually yes. Under the Fair Consideration Framework, most EP roles must be advertised on MyCareersFuture for at least 14 consecutive days before the application, and MOM says the employer should not make an offer during that period. Exemptions include companies with fewer than 10 employees, roles with a fixed monthly salary of S$22,500 or more, roles of one month or less, overseas intra-corporate transferees and transfers of existing employees between related Singapore entities. Exempt employers must still hire fairly. Breaches can lead to debarment from hiring foreign employees for 12 to 24 months.
04How long is an Employment Pass valid?
According to MOM, a first-time Employment Pass is granted for up to two years and a renewal for up to three years. Some experienced technology professionals with skills in shortage may be eligible for a five-year pass. The actual period depends on the application, the employment term and the holder’s passport validity. Renewal is not automatic: MOM assesses it against the criteria in force when the current pass expires, including the qualifying salary schedule. Start renewal planning several months before expiry and track every pass centrally.
05Can an EP holder change jobs in Singapore?
The EP is tied to the sponsoring employer. If the holder moves to a new employer, including a related company in the same group, the new employer must obtain a new pass before the person starts work. The old pass must be cancelled by the previous employer. The new application is assessed afresh against current criteria, so a move can expose a salary or COMPASS gap that was not an issue before. Those who want more flexibility between employers may look at the Personalised Employment Pass or ONE Pass, which have much higher salary thresholds.
06What happens if MOM refuses the application?
MOM may refuse an application that does not meet the criteria or where it has concerns about the employer or the documents. The employer can usually consider an appeal through MOM’s processes, but an appeal is only worthwhile if something material can change or be clarified, such as a corrected salary structure or missing evidence. Repeating the same file rarely helps. Review the reasons, check consistency between the advertisement, offer and filing, and consider whether another pass type fits better. Avoid starting the candidate on any work while a decision is pending.
07Can a foreign director work in Singapore without an EP?
Not as a general rule. A directorship does not by itself authorise work in Singapore. A foreign director who will be based in Singapore and take an active role normally needs a work pass, often an EP, sponsored by the company. Some short business activities fall within MOM’s work pass exemptions, but these are narrow, some require notification to MOM, and they are not a substitute for a pass for regular work. Plan the director’s presence in Singapore together with the company’s ACRA requirements for a locally resident director.
Sources and official materials
- Employment Pass eligibility (MOM) — Qualifying salary schedules and COMPASS criteria
- Employment Pass key facts (MOM) — Validity, renewal and family pass overview
- Consider all candidates fairly (MOM) — Advertising duration and FCF exemptions for EP roles
- Fair Consideration Framework (MOM) — FCF obligations, debarment and penalties
- Employment of Foreign Manpower Act 1990 — Statutory basis for work passes and offences
- MyCareersFuture — National jobs portal used for FCF advertising
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.