Singapore’s Employment Pass (EP) criteria sees significant changes in 2025, directly impacting businesses looking to hire foreign professionals. These updates reflect the nation’s ongoing focus on fostering a skilled and diverse workforce while ensuring opportunities for the local talent pool.
For employers and professionals alike, understanding the updated requirements is essential to avoid delays, ensure compliance, and secure successful applications. This blog serves as a practical guide to navigating the new updates to the EP framework, providing clear insights into the changes and actionable steps to adapt seamlessly.
Changes to Singapore Employment Pass Application Eligibility
As always, candidates must pass a 2-stage eligibility framework to qualify for the EP:
| Stage 1 | Stage 2 |
| Earn at least the minimum qualifying salary that is benchmarked to the top ⅓ of local PMET salaries by age | Pass the points-based Complementarity Assessment Framework (COMPASS) unless exempted.
Candidates who fail to meet Stage 1 requirements will not be eligible for an EP, regardless of the points they would have obtained COMPASS. |
Here are the key changes under these stages:
Revised EP Salary Thresholds
The minimum qualifying salary has been adjusted to reflect market trends and the rising costs of living:
New Applications
| Sector | Minimum qualifying salary for new applications from 1 Jan 2025, and for renewals of passes expiring from 1 Jan 2026 |
| All Except Financial Services | S$5,600 (increases progressively with age from age 23, up to S$10,700 at age 45 and above) |
| Financial Services | S$6,200 ((increases progressively with age from age 23, up to $11,800 at age 45 and above) |
Enhanced COMPASS Framework
COMPASS is a points-based system that offers businesses enhanced clarity and certainty for manpower planning. It supports employers in choosing high-quality foreign professionals while enhancing workforce diversity and forging a robust local core.
40 points are required to pass COMPASS.
Image: Ministry of Manpower
MOM has provided updates to the lists under criteria C2 and C5, under qualifications and the skills bonus:
C2. Qualifications
This criterion awards points to candidates based on their qualifications. If points from this criterion are not required, there is no need to submit a candidate’s qualifications and verification proof. If points are required, verification proof must be submitted together with the candidate’s qualifications in the EP application.
The lists of institutions awarded 20 points and 10 points respectively apply to new and renewal applications from 1 January 2025.
| Candidate’s Qualifications | Points |
|
Degree-equivalent qualifications from these institutions:
|
20 |
|
Other degree-equivalent qualifications:
|
10 |
|
No degree-equivalent qualifications:
|
0 |
C5. Skills Bonus (Shortage Occupation List)
The skills bonus recognises jobs that need highly specialised skills facing shortage in the local workforce. The SOL is determined by a stringent evaluation process that accounts for industry needs and local workforce development efforts.
| Skills Bonus | Points |
|
20 |
|
10 |
Candidates can get the skills bonus if they:
- Perform the job duties listed for the specific shortage occupation
- Meet checks on additional job requirements if they need the SOL bonus points to pass COMPASS, or are applying for a 5-year-long EP for a specific tech occupation on the SOL
Employers must also choose one of the eligible job titles in the EP application.
What Are Some Practical Steps to Adapt to the New Criteria?
Assess Current Workforce and Hiring Plans
Conduct a thorough review of your workforce needs and hiring strategies. Ensure that roles being filled by foreign candidates cannot otherwise be met by qualified local professionals. This proactive approach can improve your COMPASS score and enhance your application’s attractiveness.
Update Job Advertisements
Align your job advertisements with new requirements by posting them on authorised platforms like MyCareersFuture, ensuring they meet Fair Consideration Framework (FCF) guidelines. Highlight the skills and qualifications specific to the role transparently.
Strengthen Internal Processes
Establish clear systems for documenting hiring decisions. MOM will require evidence of fair hiring practices, including proof that Singaporean candidates were given due consideration during the recruitment process.
Engage Professional Services
Partnering with experienced consultants such as InCorp can make navigating the policy changes, updates, and application process much smoother. These experts can guide you on COMPASS scoring strategies, compliance requirements, and even salary benchmarking, ensuring your business remains competitive.
Navigate the New Employment Pass Application Criteria With Ease
Navigating the new EP framework requires vigilance and adaptability. MOM regularly fine-tunes its policies to ensure a thriving economy and equitable opportunities for all. To stay informed, it is crucial to monitor announcements and updates from MOM and consult specialists such as InCorp who understand EP regulations inside out.
Businesses can secure successful EP applications and continue to access the global talent needed to drive innovation and growth in 2025 and beyond with a third-party professional’s assistance. Contact our team to find out more about how we can help!
FAQs about Ministry of Manpower in Singapore
What is the minimum salary for EP?
- New EP applicants must earn at least S$5,600 a month.
How long does an employment pass application take?
- Online EP applications are processed or updated within 10 business days. For overseas companies without a Singapore-registered company, it usually takes around 8 weeks.
How much is the employment pass application fee?
- The fee is dependent on a few factors. Contact our team to find out more!
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