A Singapore Employment Pass application normally has two eligibility stages: the candidate must first meet the age- and sector-adjusted qualifying salary, then pass COMPASS with at least 40 points unless an exemption applies. The employer must complete the applicable Fair Consideration Framework job-advertising process and reconcile the advertised role with the application; it should also check eligibility with the Self-Assessment Tool and assemble the candidate, company, qualification and sector-specific evidence. The employer or its appointed employment agent applies; approval should remain a start-date condition rather than an assumed outcome.

Confirm that the Employment Pass is the right work-pass route

MOM describes the Employment Pass as the route for foreign professionals, managers and executives with a job offer in Singapore who meet the eligibility criteria. The employer or an appointed employment agent applies on the candidate's behalf. An overseas company without a Singapore-registered office needs a local sponsor, so the proposed employing and sponsoring entities must be settled before the application pack is built.

Start with the real role, work location, reporting line, employing entity and intended start date. Do not select a pass from salary alone or treat the candidate's current pass, nationality or job title as proof of eligibility. Compare the role with the current EP, S Pass and any other potentially relevant MOM route, then record why the chosen route matches the actual work.

  • Singapore employing entity or local sponsor and authorised applicant.
  • Actual occupation, duties, seniority, work location and reporting line.
  • Candidate's current status and the pass route being assessed.
  • Start date expressly conditional on the required approval and issuance steps.

Test the two-stage eligibility framework against the correct date

Stage 1 is the EP qualifying salary, which increases with the candidate's age and is higher for financial-services roles. For new applications before 1 January 2027, MOM currently states a minimum of S$5,600 a month for sectors other than financial services and S$6,200 for financial services, with higher age-adjusted amounts. For new applications from 1 January 2027, those starting points become S$6,000 and S$6,600 respectively. Renewals move to the new thresholds for passes expiring from 1 January 2028. Use the current MOM age table for the application's actual timing rather than copying only the headline minimum.

Stage 2 is COMPASS unless an exemption applies. An application needs at least 40 points. The foundational criteria assess the candidate's salary and qualifications and the organisation's workforce diversity and support for local employment; bonus criteria may apply in specified circumstances. Failing Stage 1 cannot be cured with COMPASS points. Run the current Self-Assessment Tool with the same facts intended for the application and keep the dated result as preparation evidence, not as a guarantee of approval.

  • Application or renewal date and the matching salary table.
  • Candidate age, sector, fixed monthly salary and salary components.
  • COMPASS score inputs and the source for every claimed point.
  • Any claimed COMPASS exemption and the official condition supporting it.

Reconcile COMPASS candidate and company evidence

COMPASS is not only a candidate résumé review. Salary is benchmarked against local PMET salaries by sector and age. Qualification points depend on the type and recognition of the credential and, where those points are needed, acceptable verification proof. Diversity and support-for-local-employment scores depend on the organisation's current workforce profile. The team preparing the application should therefore reconcile HR, payroll, corporate and candidate records before relying on a projected score.

Record which criteria are essential to reaching 40 points and which evidence supports them. If the application depends on a shortage-occupation or strategic-economic-priority bonus, read the current additional conditions and any occupation restriction rather than assuming the bonus follows from a broad technology or growth label. A candidate without degree-equivalent qualifications can still qualify through other points, so do not submit an unsupported credential simply to complete a conventional checklist.

  • Sector classification and age-specific salary benchmark.
  • Qualification category and MOM-accepted verification proof, if needed for points.
  • Current nationality mix and local PMET share used for company criteria.
  • Bonus-criterion conditions, supporting evidence and any role restriction.
  • One reconciled COMPASS worksheet with a named internal owner.

Complete fair-consideration advertising before the application

Unless an exemption applies, the employer must advertise the job on MyCareersFuture for at least 14 consecutive days and consider candidates fairly before applying. The employer in the advertisement must match the employer in the EP application, the advertised job must match the occupation being applied for, and the salary range must be visible, specific, include the candidate's offered salary and have a maximum no more than twice the minimum.

MOM currently lists practical advertising exemptions including a company with fewer than 10 employees, a vacancy with fixed monthly salary of at least S$22,500, a role of no more than one month, and specified local-transferee circumstances. An exemption from posting is not an exemption from fair hiring. Keep the exemption analysis or advertisement ID, dates, applicants considered, role comparison and decision record so the later application is consistent with the hiring process.

  • MyCareersFuture advertisement ID and full 14-day open period, when required.
  • Exact match among employer, occupation, duties and offered salary.
  • Applicant review and selection evidence based on job-related criteria.
  • Official exemption condition and supporting facts, if no advertisement is used.

Assemble one application-ready evidence pack

MOM's core document list includes the candidate's passport particulars page, the company's latest ACRA business profile or instant information, and qualification verification proof when applicable. Different occupations, sectors or company circumstances can require additional material, and MOM may request further evidence, including proof that the declared salary will be paid. Non-English documents must be submitted with the original and an English translation in one file.

Use one reconciliation sheet to connect every form answer to its source record. Names should match the passport or be supported by an explanation and evidence. The legal employer, ACRA profile, advertisement, occupation, duties, salary, qualifications and COMPASS inputs should describe one coherent arrangement. Record translation and verification providers and avoid treating notarisation alone as acceptable qualification verification when MOM requires an approved source.

  • Passport particulars and name-difference evidence, if relevant.
  • Latest ACRA business profile for the applying company.
  • MOM-accepted qualification verification proof only where applicable.
  • Sector- or occupation-specific supporting documents.
  • Original and English translation combined for each non-English document.
  • Cross-check of every application field against the authoritative record.

Keep the hiring timeline conditional through issuance

For an online EP application by a Singapore employer or employment agent, MOM states that it is processed or given an update within 10 business days; an overseas company without a Singapore-registered company should expect within six weeks for most cases. These are service timelines, not approval promises. Additional information requests and unresolved inconsistencies can extend the process, so do not make an unconditional start-date, relocation or customer-delivery commitment from the target timeline alone.

After an in-principle approval, the employer still needs to complete the applicable arrival, pass-issuance, registration and card steps. The notification letter issued after the pass is issued states whether registration is required and enables the candidate to start work while waiting for the card. Keep the approval, issuance and onboarding evidence with the employment contract, payroll, tax, benefits, privacy, security and access records. If an application is rejected, use the rejection advisory and appeal only when the identified issue can be addressed; do not resubmit the same unsupported facts.

  • Application submission receipt and response owner.
  • Information-request, approval or rejection record.
  • Arrival, issuance, registration and card-delivery dependencies.
  • Employment, payroll, tax, benefits, privacy and access onboarding owners.
  • Post-issuance change, renewal and cancellation responsibilities.

Sources and discussion

Related resources

Prepare the next step

Use JurisLane's international hiring readiness assessment to organise the employing entity, role, work-authorisation, employment, payroll and onboarding facts. JurisLane can help prepare the evidence and review questions; it does not issue an Employment Pass or guarantee approval.

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Editorial note: This guide supports issue preparation and qualified review. Applicable requirements depend on the facts, entities, markets and current law.