Singapore EP rules tightened with COMPASS scoring system

Singapore’s Employment Pass process now hinges on a salary floor plus a points-based COMPASS review for new applications. Globevisa Group says the shift makes documentation, job design and company structure more important for foreign professionals and employers.

Why it matters: - Singapore’s Employment Pass remains a key route for foreign professionals and business executives who want to work, build companies, and potentially later apply for permanent residence. - The current system raises the bar for applicants by combining minimum salary rules with a points test that weighs qualifications, salary, company demographics and local hiring. - Companies and applicants now face more pressure to align job titles, pay, credentials and supporting records with the real operating structure.

What happened: - Globevisa Group outlined how Singapore’s Employment Pass (EP) and COMPASS framework work for foreign professionals and employers. - Singapore’s Ministry of Manpower introduced COMPASS for new EP applications on Sept. 1, 2023. - The EP is issued by the Ministry of Manpower for eligible foreign professionals and managers. - Singapore EP applications may be structured as self-employed EPs, private investment company models, or employer-sponsored EPs. - Globevisa Group said the EP framework is commonly used by applicants seeking to establish themselves in Singapore through work, business or residency planning.

The details: - The EP assessment includes a minimum salary requirement and a points-based COMPASS review. - Applicants generally need at least 40 points under COMPASS. - C1 Salary awards up to 20 points based on fixed monthly pay versus local PMET salary benchmarks in the same sector and age group. - C2 Qualifications awards up to 20 points for recognized credentials, with top-institution qualifications receiving the highest score. - C3 Diversity awards up to 20 points based on the share of PMET staff in the company who share the applicant’s nationality. - C4 Support for Local Employment awards up to 20 points based on the company’s share of local PMET employees compared with industry peers. - C5 Skills Bonus can add up to 20 points for occupations on Singapore’s Shortage Occupation List when nationality-share requirements are met. - C6 Strategic Economic Priorities can add 10 points for companies in eligible government-supported programs. - For companies with fewer than 25 PMET employees, C3 and C4 are each assigned 10 points by default. - Under the framework, a salary at or above the 90th percentile in the benchmark group earns 20 points on C1, while pay below the 65th percentile earns none. - Applicants with qualifications from top institutions recognized under MOM’s framework can receive 20 points under C2. - A share below 5% in the nationality concentration test earns 20 points under C3, while a share of 25% or more earns none. - A local PMET share at or above the 50th percentile earns 20 points under C4, while a share below the 20th percentile earns none. - The main applicant may apply for Dependant’s Passes for an eligible spouse and unmarried children under 21, subject to the applicable requirements. - The main applicant may later apply for Singapore permanent residence if relevant requirements are met.

Between the lines: - Globevisa’s guidance reflects a broader shift in Singapore toward more structured screening of foreign talent. - The framework makes the employer’s workforce profile part of the assessment, not just the applicant’s personal profile. - That means businesses with weak documentation, inconsistent hiring records or unclear operating setups may face more friction during review. - Older applicants or those with unconventional qualifications may need stronger evidence of experience, role fit and salary alignment to stay competitive.

What's next: - Singapore’s salary benchmarks, Shortage Occupation List and COMPASS criteria may continue to change as labor market conditions evolve. - Applicants planning to work and live in Singapore should review the latest Ministry of Manpower requirements before filing. - Supporting documents for company structure, office arrangements, business contracts and employment records should be prepared in advance. - Globevisa Group said it helps clients with company incorporation, application documentation and residency planning to keep the proposed EP structure consistent with the company’s actual circumstances.

The bottom line: - Singapore’s EP is no longer a simple work-pass application. Success now depends on salary, qualifications, company profile and documentation all lining up under COMPASS.