Singapore has built one of the most open economies in the world, and it continues to draw skilled professionals from across the globe. For those looking to work there legally, the process starts with one application: the Employment Pass. The application process, however, carries specific requirements that must be met precisely, and the bar has risen steadily in recent years.
The Ministry of Manpower has tightened its requirements considerably over the past three years. Every applicant must pass a points-based assessment called COMPASS, which evaluates not only the individual’s salary and qualifications but also the company’s hiring practices when extending an offer. Employers face stricter advertising obligations before they can even file an application. And with changes to minimum qualifying salaries already confirmed for January 2027, the window to apply under current rules is narrowing.
Many applications fail not because the candidate is unqualified, but because the employer submitted the wrong salary, misstated the job scope, or skipped a step in the Fair Consideration Framework. These are errors that could have been avoided with a clear understanding of what the process actually requires.
This guide examines what the Employment Pass is, who qualifies for it, the compliance obligations employers must meet, how to submit the application correctly, and what to do if the application is rejected.
Understanding the Singapore Employment Pass
Singapore’s Ministry of Manpower issues the Employment Pass (EP) to foreign professionals, managers, executives, and specialists who have secured a job offer from a company in the country. For skilled foreign workers seeking legal employment in Singapore, it is the primary route.
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Validity
A new Employment Pass is valid for up to two years. When renewed, the pass is valid for up to 3 years.
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Requirements
Applicants must hold a recognised qualification: a university degree, a professional certification, or a documented specialised skill. A confirmed job offer from a Singapore-based employer is required before submitting an application.
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Salary Threshold
As of 2025, the minimum monthly salary to qualify for an Employment Pass is S$5,000. The threshold increases with age; older applicants must earn a higher salary to be eligible. Candidates applying for roles in the financial services sector are subject to a higher minimum than those in other industries.
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COMPASS Framework
Since September 2023, every EP applicant must pass the Complementarity Assessment Framework (COMPASS). The system, introduced by the Ministry of Manpower, awards points across two categories: individual factors, including salary level and educational qualifications, and company-level factors, including the diversity of the employer’s local workforce. Applicants must reach a minimum point total to qualify.
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Family Members
EP holders earning at least S$6,000 per month can apply to bring their spouse and children to Singapore on a Dependant’s Pass. Those earning at least S$12,000 per month can also sponsor their parents through a Long-Term Visit Pass.
What are the Different Types of Work Passes in Singapore?
The table below discusses the different types of work passes in Singapore:
| Work Pass | Who It Is For | Minimum Monthly Salary | Validity | Who Applies | Key Requirement |
|---|---|---|---|---|---|
| Employment Pass | Professionals, managers, executives, and specialists | S$5,600 (general); S$6,200 (financial sector) increases with age | Up to 2 years (new); up to 3 years (renewal) | Employer | Must pass the COMPASS framework and hold a recognised degree or professional qualification |
| S Pass | Mid-level skilled workers | S$3,300 (from Sep 2025), higher for financial sector and older candidates | Up to 2 years | Employer | Subject to company quota and monthly levy; relevant technical qualifications required |
| Work Permit | Semi-skilled workers in construction, manufacturing, marine, and services | No fixed minimum | Up to 2 years | Employer | Restricted by nationality, sector, and company quota; the levy applies |
| Personalised Employment Pass (PEP) | High-earning EP holders and overseas professionals | S$22,500 | 5 years (Non-Renewable) | Individual | Not tied to a single employer; holder can switch jobs without reapplying; must earn at least S$270,000 per year to maintain the pass |
| ONE Pass | Top global talent across business, arts, sports, science, and academia | S$30,000 — or outstanding achievements in relevant fields | 5 years | Individual or employer | Can work for multiple companies simultaneously; annual reporting to MOM required |
Who Can Apply For an Employment Pass in Singapore?
Foreign professionals seeking to work in Singapore must meet specific criteria before the Ministry of Manpower approves an Employment Pass. The conditions span salary levels, educational qualifications, relevant work experience, and a points-based assessment. The employer, too, carries obligations; the hiring company must be registered in Singapore and satisfy its own requirements before the application moves forward.
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Salary
The minimum monthly salary required to qualify for an Employment Pass is S$5,600 across most industries. That figure climbs with the applicant’s age and experience. A senior professional with decades of experience in the field is paid at a higher salary than someone earlier in their career. The government has announced that from January 2027, the minimum qualifying salary will rise again to S$6,000 for most sectors, and S$6,600 for financial services, giving employers and applicants time to plan.
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Sector-Specific Salary
For professionals pursuing roles in financial services, the minimum rises to S$6,200 per month. The government deliberately set a higher bar for this sector, reflecting the industry’s regulated nature and the expectation that foreign hires meet a more rigorous standard before joining Singapore’s financial workforce.
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Qualifications
Applicants must hold a degree, diploma, or professional qualification that is both recognised and directly relevant to the job on offer. The Ministry of Manpower considers the institution that issued the qualification and the field of study, and assesses whether the qualification genuinely prepares the applicant for the role.
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Experience
Applicants must also demonstrate a clear, documented record of relevant work experience for the position they have been hired to fill. The Ministry expects the applicant’s professional history to reflect the actual demands of the job.
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COMPASS Framework
Every Employment Pass application filed since September 2023 must clear the Complementarity Assessment Framework: COMPASS. The framework scores applicants on two fronts: individual criteria, covering salary and educational background, and firm-level criteria, examining the employer’s existing workforce structure and diversity. An applicant who falls short of the required score does not qualify, regardless of salary level or academic credentials.
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Employer Obligations
The burden of the application does not fall solely on the foreign professional. Employers must demonstrate that their companies are operating and financially sound. In most cases, they are required to list the position on a local job portal under the Fair Consideration Framework before offering the role to a candidate from abroad. The requirement exists to ensure that Singaporean citizens and permanent residents have a genuine opportunity to be considered before the company looks outside the country.
What are the Compliance Requirements for an Employment Pass in Singapore?
The table below discusses the compliance requirements in 2026 for an employment pass in Singapore:
| Compliance Area | Key Requirements | Why it Matters for Employers | Practical Compliance Tip |
|---|---|---|---|
| Minimum Qualifying Salary | EP candidates must earn at least SGD 5,600 per month, or SGD 6,200 in the financial sector, with higher thresholds for older applicants. | Ensures foreign professionals are hired for high-value roles and protects local wage standards. | Benchmark salaries against the Ministry of Manpower (MOM) salary tables before submitting the application. |
| COMPASS Framework Compliance | Applicants must score at least 40 points under the Complementarity Assessment Framework (COMPASS), evaluating salary, qualifications, workforce diversity, and support for local employment. | Determines whether the foreign candidate complements Singapore’s workforce. | Prepare documentation for each COMPASS factor to avoid rejection or delays. |
| Fair Consideration Framework | Employers must advertise the job to local candidates first before applying for an Employment Pass. | Promotes fair hiring opportunities for Singaporean professionals. | Post the role on the official jobs portal and ensure salary ranges and job details are transparent. |
| Employer Sponsorship Requirement | Only a Singapore-registered employer or authorised employment agent can apply for the EP on behalf of the candidate. | Prevents misuse of the visa system and ensures employer accountability. | Confirm the employing entity is correctly registered before submitting the application. |
| Educational Qualification Verification | Candidates must hold recognised degrees or professional qualifications, which may require verification. | Helps the government confirm the professional credibility of foreign workers. | Use approved credential verification services if required by MOM. |
| Salary Payment Compliance | Employers must pay salaries at least once a month and within 7 days of the end of the salary period. | Ensures fair employment practices and financial transparency. | Maintain payroll systems and documented salary records for audits. |
| Itemised Payslip Requirement | Employers must provide itemised payslips for each salary payment to employees. | Supports compliance with labour laws and protects employee rights. | Issue digital or physical payslips that include salary components and deductions. |
| Accurate Job Advertisement | Job advertisements must include clear salary ranges and non-discriminatory language that align with the EP application details. | Prevents manipulation of hiring processes and ensures transparency. | Align job ad details exactly with the EP application submitted to MOM. |
How to Apply for an Employment Pass in Singapore?
Companies are required to advertise any open position on the MyCareersFuture portal for at least 28 days before they can submit an Employment Pass application for a foreign candidate. The requirement is designed to give Singaporean citizens and permanent residents a genuine opportunity to be considered for the role before the company looks abroad.
Employment Pass applications must be submitted by the employer or by an authorised corporate service provider holding a valid Employment Agency license. The application itself is completed online through the Ministry of Manpower’s EP Online portal.
Step 1: Create an Account on the EP Online Portal
The employer or their appointed agent must first set up an account on MOM’s EP Online portal. Access requires a SingPass login. If the company has engaged a corporate service provider to manage the process, that provider will create and administer the account on the employer’s behalf.
Step 2: Complete and Submit the Online Application Form
The application form requires detailed information about the candidate, including personal particulars, educational background, passport details, and the employer’s contact information. All fields must be completed accurately before submission, as errors or omissions can delay processing.
Step 3: Pay the Application Fee
A non-refundable application fee of S$105 is payable upon submission. Payment can be made by credit card or other accepted electronic methods. The fee is not returned if the application is unsuccessful.
Step 4: Upload Supporting Documents
Digital copies of all required supporting documents must be uploaded through the portal. The Ministry of Manpower reviews each document for legibility and authenticity. If any document cannot be read or verified, MOM will request that it be resubmitted, which can extend the overall processing timeline.
Step 5: Wait for MOM’s Decision
Most applications are processed within 3 weeks of submission. Cases requiring additional documents or clarification may take longer. Applicants and employers can monitor the status of the application at any time through the EP Online portal.
What are the Common Reasons Applications Get Rejected and How to Overcome Them?
The table below discusses the common reasons applications get rejected and ways to overcome them:
| Rejection Reason | What the Authority Looks For | Why Applications Get Rejected | How to Overcome the Issue |
|---|---|---|---|
| Salary Below the Qualifying Threshold | The applicant must meet the minimum qualifying salary set by the Ministry of Manpower for the Employment Pass. In 2026, this generally starts at around SGD 5,600 per month, with higher rates for financial sector roles and senior candidates. | Applications are rejected when the offered salary does not match the candidate’s experience, age, or industry benchmarks. | Offer a salary aligned with market standards and MOM salary benchmarks. Employers should review salary expectations for similar roles in Singapore before applying. |
| Low COMPASS Score | Applications must achieve at least 40 points under the Complementarity Assessment Framework (COMPASS), which evaluates salary, qualifications, workforce diversity, and support for local hiring. | If the candidate scores poorly across several factors, such as salary level or company workforce diversity, the application may fail the COMPASS evaluation. | Strengthen the profile by offering competitive salaries, hiring from strong universities, or improving the company’s local workforce ratio before submitting the application. |
| Weak Educational Qualification | Authorities expect degrees or professional qualifications from recognised institutions relevant to the role. | Applications may be rejected when educational credentials are unverifiable, unrelated to the job, or from institutions lacking credibility. | Ensure degrees are legitimate and relevant to the position. Employers may conduct credential verification before applying. |
| Job Description | The job description must clearly reflect a professional or managerial role suitable for an Employment Pass holder. | Applications may be rejected if the job duties resemble those of administrative or junior roles that do not justify hiring a foreign professional. | Draft a clear and accurate job description that demonstrates strategic or specialist responsibilities aligned with EP standards. |
| Failure to Follow the Fair Consideration Framework | Employers must advertise the job to local candidates before applying for an Employment Pass, unless an exemption applies. | If the job advertisement was missing, too short, or inconsistent with the EP application details, the application may be rejected. | Post the job through the official government jobs portal and maintain transparency in salary range, job scope, and required qualifications. |
| Company’s Weak Hiring Track Record | Authorities review the company’s history of hiring local employees and compliance with labour regulations. | Firms with a high proportion of foreign workers or a history of compliance issues may face greater scrutiny. | Improve local hiring practices and maintain strong compliance records before applying for additional foreign professionals. |
Conclusion
Obtaining an Employment Pass in Singapore follows a defined process, and each stage has its own requirements: the salary threshold, the COMPASS assessment, and the employer’s obligations under the Fair Consideration Framework. Applicants and employers who understand what is required before they file are in a considerably stronger position than those who do not. The difference between an approval and a rejection often comes down to preparation.
3E Accounting assists employers and foreign professionals through every stage of Singapore’s Employment Pass application process. That includes assessing eligibility, preparing the required documents, submitting the application to the Ministry of Manpower, and following up until a decision is reached. For companies looking to hire foreign talent, or for professionals planning to relocate to Singapore, 3E Accounting provides clear, practical guidance from start to finish.
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Frequently Asked Questions
No. A confirmed job offer from a Singapore-registered employer is required before an Employment Pass application can be submitted. The employer must file the application with the Ministry of Manpower on the candidate’s behalf.
No. An Employment Pass is tied to the sponsoring employer. If the holder wishes to change jobs, the new employer must submit a fresh Employment Pass application before the individual begins work.
No. Employment Pass holders are not subject to foreign worker quotas or levies. These restrictions primarily apply to the S Pass and Work Permit categories.
Yes. Employment Pass holders may apply for permanent residency through the Professionals, Technical Personnel and Skilled Workers (PTS) scheme after working in Singapore for a specified period.
Unlike Work Permit holders, Employment Pass holders are not legally required to have medical insurance. However, many employers provide private health insurance as part of the employment benefits package.
Abigail Yu
Author
Abigail Yu oversees executive leadership at 3E Accounting Group, leading operations, IT solutions, public relations, and digital marketing to drive business success. She holds an honors degree in Communication and New Media from the National University of Singapore and is highly skilled in crisis management, financial communication, and corporate communications.
