The EP COMPASS framework in Singapore is the points-based system the Ministry of Manpower (MOM) uses to decide most new Employment Pass applications. A candidate needs at least 40 points across four foundational criteria, with two bonus criteria available to top up a weak score. If your application clears 40 points and meets the EP qualifying salary, it passes the COMPASS stage of assessment.
COMPASS stands for the Complementarity Assessment Framework. It applies to new EP applications submitted on or after 1 September 2023, and to EP renewals for passes expiring on or after 1 September 2024. This guide breaks down every criterion, the points bands, the 2026 salary thresholds, and the exemptions, all sourced from MOM.
Key Takeaways
- Pass mark: an EP application needs 40 points or more under COMPASS, on top of meeting the EP qualifying salary.
- Four foundational criteria: C1 Salary, C2 Qualifications, C3 Diversity and C4 Support for Local Employment each award 0, 10 or 20 points.
- Two bonus criteria: C5 Skills Bonus (Shortage Occupation List) gives 10 or 20 points; C6 Strategic Economic Priorities gives 10 points.
- 2026 salary: the EP qualifying salary is S$5,600 a month (S$6,200 in financial services), rising with age, per MOM figures effective from 1 January 2025.
- Exemptions: roles paying a fixed monthly salary of at least S$22,500, intra-corporate transferees, and short stints of one month or less skip COMPASS.
What the COMPASS Framework Measures
COMPASS gives MOM a structured, transparent way to weigh each EP candidate against the local workforce. Instead of a single salary cutoff, it scores both the individual (salary, qualifications) and the hiring firm (workforce diversity and local share). Two bonus criteria reward in-demand skills and firms in priority sectors.
Every candidate must still meet the EP qualifying salary first. COMPASS is the second gate: clear the salary floor, then earn 40 points. The four foundational criteria each give 0, 10 or 20 points, so 40 is achievable with two strong areas or four moderate ones.
Foundational Versus Bonus Criteria
The four foundational criteria (C1 to C4) carry the bulk of the score. The two bonus criteria (C5 and C6) only add points; they never deduct. A candidate who scores 20 on salary and 20 on qualifications already reaches 40 without touching the firm-level or bonus criteria.
The Four Foundational Criteria
These four apply to every non-exempt EP application. Two relate to the candidate (C1, C2) and two relate to the employing company (C3, C4).
| Criterion | What it measures | 20 points | 10 points | 0 points |
|---|---|---|---|---|
| C1 Salary | Fixed monthly salary vs local PMET salaries in the sector, by age | 90th percentile and above | 65th to below 90th percentile | Below 65th percentile |
| C2 Qualifications | Candidate's highest qualification | Degree from a top-tier institution | Other degree-equivalent qualification | No degree-equivalent qualification |
| C3 Diversity | Share of the candidate's nationality among the firm's PMETs | Below 5% | 5% to below 25% | 25% or more |
| C4 Support for Local Employment | Firm's local PMET share vs its subsector | 50th percentile and above | 20th to below 50th percentile | Below 20th percentile |
C1 Salary
C1 compares the candidate's fixed monthly salary against local PMET salaries in the same sector and age band. A salary at or above the 90th percentile scores 20; the 65th to below 90th band scores 10; below the 65th percentile scores 0. Because the benchmark rises with age, an older candidate needs a higher salary for the same points.
C2 Qualifications
C2 rewards verified qualifications. A degree from a top-tier institution on MOM's reference list scores 20, any other degree-equivalent qualification scores 10, and candidates without a degree-equivalent qualification score 0. Qualifications may need proof through a recognised verification service.
C3 Diversity and C4 Support for Local Employment
C3 and C4 are firm-level, so two identical candidates can score differently depending on the employer. C3 awards 20 points when the candidate's nationality makes up less than 5% of the firm's PMETs, 10 points for 5% to below 25%, and 0 for 25% or more. C4 looks at how the firm's share of local PMETs compares with its subsector: the 50th percentile or above scores 20, the 20th to below 50th band scores 10, and below the 20th percentile scores 0.
The Two Bonus Criteria
Bonus points help borderline applications cross 40 without changing the candidate or the firm's workforce mix overnight.
- C5 Skills Bonus (Shortage Occupation List): if the job is on MOM's Shortage Occupation List (SOL), the application earns 20 points where the candidate's nationality is less than one-third of the firm's PMETs, or 10 points otherwise.
- C6 Strategic Economic Priorities: firms taking part in eligible programmes that support national priorities earn 10 points, valid for up to three years.
A candidate scoring 10 on salary and 10 on qualifications sits at 20. Adding a 20-point Skills Bonus under C5 lifts the total to 40, enough to pass even before counting any firm-level diversity or local-support points.
2026 EP Qualifying Salary and COMPASS Exemptions
COMPASS does not replace the salary floor. As of 2026, MOM figures effective from 1 January 2025 set the EP qualifying salary at S$5,600 a month for most sectors and S$6,200 for financial services, each rising with age. From 1 January 2027 these floors rise again to S$6,000 and S$6,600 respectively.
| Salary benchmark | From 1 Jan 2025 | From 1 Jan 2027 |
|---|---|---|
| EP qualifying salary (most sectors), youngest applicants | S$5,600 / month | S$6,000 / month |
| EP qualifying salary (most sectors), age 45 and above | Up to S$10,700 / month | Up to S$11,500 / month |
| EP qualifying salary (financial services), youngest applicants | S$6,200 / month | S$6,600 / month |
| EP qualifying salary (financial services), age 45 and above | Up to S$11,800 / month | Up to S$12,700 / month |
Who Skips COMPASS
Some applications bypass the points test entirely. According to MOM, candidates with a fixed monthly salary of at least S$22,500, intra-corporate transferees, and roles lasting one month or less are exempt from COMPASS, though they must still meet other EP conditions.
How to Improve a Weak COMPASS Score
If a candidate falls short of 40 points, there are practical levers before reapplying. Catalyst Immigration reviews each profile against the live MOM benchmarks and the firm's workforce data.
- Raise the offered salary into a higher C1 percentile band for the candidate's age and sector.
- Verify a degree-equivalent or top-tier qualification to lift C2 from 0 to 10 or 20.
- Check whether the role sits on the Shortage Occupation List for a C5 Skills Bonus.
- Review the firm's nationality mix and local PMET share, which drive C3 and C4.
Small changes often move a borderline case over the line. A 10-point salary uplift plus a verified qualification can turn a 30-point profile into a clear 40-point pass.
Frequently Asked Questions About the EP COMPASS Framework in Singapore
What is the pass mark for the EP COMPASS framework?
An Employment Pass application needs at least 40 points under COMPASS, on top of meeting the EP qualifying salary. The four foundational criteria each award 0, 10 or 20 points, and two bonus criteria can add more.
When did COMPASS take effect in Singapore?
COMPASS applies to new EP applications submitted on or after 1 September 2023, and to EP renewals for passes expiring on or after 1 September 2024.
What is the EP qualifying salary in 2026?
Per MOM figures effective from 1 January 2025, the EP qualifying salary is S$5,600 a month for most sectors and S$6,200 for financial services, each rising with age. From 1 January 2027 these rise to S$6,000 and S$6,600.
Who is exempt from COMPASS?
Candidates earning a fixed monthly salary of at least S$22,500, intra-corporate transferees, and roles lasting one month or less are exempt from COMPASS, though other EP conditions still apply.
Can bonus criteria alone help me pass COMPASS?
Yes. The C5 Skills Bonus can add 10 or 20 points and C6 Strategic Economic Priorities adds 10 points. Combined with foundational points, these often lift a borderline profile to the 40-point pass mark.
Official Sources and References
- MOM - Employment Pass eligibility and COMPASS
- MOM - Apply for an Employment Pass
- MOM - Shortage Occupation List
- MOM - Work passes and permits overview
Explore Catalyst Immigration’s other services:
- Employment Pass and Work Visa
- EP vs S Pass in Singapore
- Singapore Work Pass Application Guide 2026
- Permanent Residency Application
Talk to Catalyst Immigration
Catalyst Immigration helps professionals and employers map a profile against the live COMPASS criteria before applying, so you submit with a realistic score rather than a guess. We review salary banding, qualifications, the Shortage Occupation List and your firm's workforce data, then guide the full Employment Pass submission.