Singapore’s Employment Pass (EP) system continues to adapt as its Ministry of Manpower (MOM) adjusts its foreign talent policies for 2025. With 205,400 EP holders recorded as of December 2023, international professionals remain vital contributors to Singapore’s economy.
The COMPASS framework established clear measurement standards for EP applications, but many businesses fail to recognise that MOM’s assessment goes far beyond this points-based evaluation.
The 2025 updates have raised EP qualifying salary thresholds to S$5,600 for most sectors and S$6,200 for financial services. These increases prove Singapore’s focus on attracting high-calibre foreign talent who add value to the local workforce. For businesses, securing EP approvals now demands thorough preparation across multiple assessment areas.
This article breaks down the full spectrum of factors affecting EP application success rates in 2025. We analyse how MOM evaluates applications beyond COMPASS – from salary requirements and candidate credentials to company employment practices and economic contributions – giving businesses practical insight into what truly drives EP approval decisions.
Related Read: Guide to the COMPASS Strategic Economic Priorities (SEP) Bonus
Understanding the COMPASS Framework
COMPASS evaluates EP applications through a two-stage system where candidates must first meet qualifying salary thresholds (covered in the next section) before advancing to the points assessment. Applications need 40 points minimum across six criteria:
C1: Salary
Points awarded based on salary compared to local professionals, managers, executives and technicians (PMETs) in the sector:
- 90th percentile and above: 20 points
- 65th to less than 90th percentile: 10 points
- Below 65th percentile: 0 points
C2: Qualifications
- Top 100 universities or prestigious Asian institutions: 20 points
- Other degree-equivalent or professional qualifications: 10 points
- No degree-equivalent qualifications: 0 points
C3: Diversity
- Candidate’s nationality less than 5% of company’s PMETs: 20 points
- 5% to less than 25%: 10 points
- 25% or more: 0 points
C4: Support for Local Employment
- Local PMET share at 50th percentile or above: 20 points
- 20th to less than 50th percentile: 10 points
- Below 20th percentile: 0 points
C5: Skills Bonus (Shortage Occupation List)
- Role on SOL with nationality less than one-third of company’s PMETs: 20 points
- Role on SOL with nationality one-third or more: 10 points
C6: Strategic Economic Priorities
- Participation in eligible programmes: 10 points
Exemptions apply for candidates earning at leastS $22,500 monthly, intra-corporate transferees, and roles lasting one month or less.
Related Read: What is the New COMPASS Framework?
2025 EP Qualifying Salary Updates
MOM has implemented significant increases to EP qualifying salary thresholds for 2025. These salary requirements form the mandatory first stage in the EP application process – applications that fail to meet these minimums cannot advance to COMPASS assessment regardless of other qualifications.
All Sectors Except Financial Services
| Age | EP Qualifying Salary for Renewals Expiring from 1 Jan 2025 to 31 Dec 2025 | EP Qualifying Salary for New Applications from 1 Jan 2025 and Renewals Expiring from 1 Jan 2026 |
|---|---|---|
| 23 or below | $5,000 | $5,600 |
| 24 | $5,250 | $5,832 |
| 25 | $5,500 | $6,064 |
| 26 | $5,750 | $6,295 |
| 27 | $6,000 | $6,527 |
| 28 | $6,250 | $6,759 |
| 29 | $6,500 | $6,991 |
| 30 | $6,750 | $7,223 |
| 31 | $7,000 | $7,455 |
| 32 | $7,250 | $7,686 |
| 33 | $7,500 | $7,918 |
| 34 | $7,750 | $8,150 |
| 35 | $8,000 | $8,382 |
| 36 | $8,250 | $8,614 |
| 37 | $8,500 | $8,845 |
| 38 | $8,750 | $9,077 |
| 39 | $9,000 | $9,309 |
| 40 | $9,250 | $9,541 |
| 41 | $9,500 | $9,773 |
| 42 | $9,750 | $10,005 |
| 43 | $10,000 | $10,236 |
| 44 | $10,250 | $10,468 |
| 45 or above | $10,500 | $10,700 |
Financial Services Sector
| Age | EP Qualifying Salary for Renewals Expiring from 1 Jan 2025 to 31 Dec 2025 | EP Qualifying Salary for New Applications from 1 Jan 2025 and Renewals Expiring from 1 Jan 2026 |
|---|---|---|
| 23 or below | $5,500 | $6,200 |
| 24 | $5,773 | $6,455 |
| 25 | $6,045 | $6,709 |
| 26 | $6,318 | $6,964 |
| 27 | $6,591 | $7,218 |
| 28 | $6,864 | $7,473 |
| 29 | $7,136 | $7,727 |
| 30 | $7,409 | $7,982 |
| 31 | $7,682 | $8,236 |
| 32 | $7,955 | $8,491 |
| 33 | $8,227 | $8,745 |
| 34 | $8,500 | $9,000 |
| 35 | $8,773 | $9,255 |
| 36 | $9,045 | $9,509 |
| 37 | $9,318 | $9,764 |
| 38 | $9,591 | $10,018 |
| 39 | $9,864 | $10,273 |
| 40 | $10,136 | $10,527 |
| 41 | $10,409 | $10,782 |
| 42 | $10,682 | $11,036 |
| 43 | $10,955 | $11,291 |
| 44 | $11,227 | $11,545 |
| 45 or above | $11,500 | $11,800 |
This age-based salary structure reflects MOM’s principle that experienced foreign professionals should command higher salaries in line with their work history. The higher thresholds for financial services acknowledge the sector’s typically higher wage structure.
Businesses should note that meeting these salary requirements simply qualifies an application for COMPASS assessment – it does not guarantee approval. These thresholds represent MOM’s benchmark for the minimum value a foreign professional should bring to Singapore’s economy before consideration for an Employment Pass.
Related Read: Employment Pass (EP) Application: The New Shortage Occupation List (SOL)
Fair Consideration Framework (FCF)
COMPASS and salary requirements constitute only part of MOM’s EP assessment process. The Fair Consideration Framework (FCF) plays a pivotal role in application outcomes, focusing on whether employers have given Singaporeans fair opportunities before seeking foreign talent.
The FCF mandates job advertisements on MyCareersFuture.sg for 14 consecutive days prior to EP submissions. These listings must contain precise job details, salary ranges, and qualification expectations that match the actual position.
This advertisement rule affects all firms with 10+ employees for roles paying below S$22,500 monthly. Several exemptions exist:
- Positions with S$22,500+ monthly salary
- Intra-corporate transferee placements
- Companies employing fewer than 10 staff
- Positions with durations under one month
MOM employs data analytics to spot potential FCF breaches, including biased hiring practices or advertisements crafted for pre-selected foreign candidates. Companies showing suspect recruitment patterns receive extra scrutiny and may land on the FCF Watchlist.
Employers on the watchlist that violate FCF rules may be prohibited from hiring or renewing foreign workers for up to two years and could face legal action if they submitted false declarations about fair consideration.
Company Profile and Track Record
MOM scrutinises the company submitting each EP application as meticulously as the candidate. This review extends beyond the diversity and local employment metrics captured in COMPASS criteria C3 and C4.
Firms with proven records of developing Singaporean talent gain EP approvals more readily. MOM examines:
Local-Foreign Staff Balance
Companies employing substantial numbers of Singaporeans in key positions show commitment to local talent. MOM checks current workforce composition plus changes over time.
Regulatory History
Organisations with employment rule breaches face tougher EP evaluations. Key areas include:
- Work pass rule violations
- Unfair hiring tactics
- Salary payment issues
- Safety standard lapses
- False information in prior applications
Market Position
Firms recognised as sector leaders or innovation pioneers receive more positive consideration compared to those in saturated markets with ample Singaporean talent.
Applications may fail despite achieving COMPASS scores if MOM spots issues with company credibility or past rule adherence.
Application Quality and Submission Details
EP applications face close scrutiny from MOM officials who assess not only the application content but also its quality and presentation. Applications with inconsistent information often trigger additional reviews or outright rejection.
Job descriptions must accurately reflect actual position requirements rather than appear tailored to a specific candidate. MOM looks for genuine attempts to fill positions with local talent before seeking foreign professionals.
Supporting documentation quality matters significantly. Applications should include comprehensive evidence of the candidate’s qualifications, employment history, and how these align with the proposed role and salary. Missing or incomplete documentation can delay processing or result in rejection.
Companies must convincingly show why the position cannot be filled by local talent. This requires clear explanations of specific technical requirements, specialist knowledge, or unique experience that the foreign candidate possesses.
Organisations applying for EPs should ensure all information submitted is accurate, consistent across all documents, and presents a compelling case for the foreign hire’s necessity rather than convenience.
Related Read: Singapore Employment Pass (EP): Latest 2025 Guide for Companies and Foreigners
Where to Next With InCorp
Singapore’s Employment Pass approval process extends far beyond COMPASS points. MOM’s thorough assessment covers qualifying salary thresholds, Fair Consideration Framework compliance, company profiles, and application quality. The 2025 updates raise the bar further with increased salary requirements, reflecting Singapore’s commitment to attracting only high-calibre foreign talent.
Companies must approach EP applications strategically, maintaining strong compliance records and genuine commitment to developing local talent alongside necessary foreign hires. With approval rates becoming more selective, minor oversights or inconsistencies can jeopardise critical roles in your organisation.
Contact InCorp today for expert guidance on your EP applications. Our specialists provide a comprehensive assessment of your company profile, advise on FCF compliance, and ensure your applications present the strongest possible case to MOM. Don’t risk costly delays or rejections – leverage our extensive experience navigating Singapore’s evolving foreign talent policies.
FAQs about Factors MOM Considers Beyond COMPASS for an EP Application
What factors does MOM consider beyond COMPASS when approving EP applications?
- Beyond COMPASS points, MOM evaluates qualifying salary thresholds, FCF compliance, company profile and track record, business sector needs, and application quality. A strong regulatory history, genuine commitment to local workforce development, and proper documentation are crucial for approval, even if COMPASS score requirements are met.
What are the new EP salary requirements for 2025 in Singapore?
- From January 2025, new EP applications require minimum monthly salaries of S$5,600 for most sectors and S$6,200 for financial services. These thresholds increase progressively with age, reaching S$10,700 (general sectors) and S$11,800 (financial services) for candidates aged 45 and above. For renewals expiring in 2025, slightly lower thresholds apply.
How does the Fair Consideration Framework affect EP approvals?
- The FCF requires companies to advertise jobs on MyCareersFuture.sg for 14 consecutive days before submitting EP applications. MOM analyses recruitment patterns to identify companies favouring foreign candidates. Non-compliance can result in placement on the FCF Watchlist and restrictions on hiring foreign workers for up to two years.
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