There are two stages to clear.
An Employment Pass decision is not based on one number alone. MOM's current framework starts with the EP qualifying salary and then applies COMPASS unless the case falls within an exemption.
Qualifying salary
The candidate must meet the current minimum salary for the relevant sector and age before the application can proceed.
COMPASS
Unless exempt, the application needs to earn at least 40 points across the applicable individual and firm-related criteria.
A strong COMPASS score does not make up for failing the EP qualifying salary. Check the live MOM criteria for the case.
Check salary by age and sector.
The qualifying salary is benchmarked to the top one-third of local PMET salaries and increases progressively with age. Financial Services has a separate salary scale. The current MOM table should be the source of truth for the proposed application or renewal.
Confirm whether the employer is assessed under Financial Services or another sector.
Use the candidate's relevant age band; the threshold increases progressively rather than staying flat.
Make sure the fixed monthly salary in the offer and application is consistent and credible for the role.
Check whether a future salary change applies to new applications or renewals for the relevant period.
Model the points before collecting everything.
COMPASS looks at the candidate and the employer. Depending on the case, the application may rely on salary, qualifications, diversity, support for local employment or bonus criteria such as the SOL or SEP route.
Individual attributes
C1 salary and C2 qualifications compare the candidate with the current criteria and sector benchmarks.
Firm-related attributes
C3 diversity and C4 support for local employment look at the employer's workforce profile.
Bonus routes
C5 and C6 may add points where the role, employer and programme meet the current requirements.
Do not assume points
Test the route that the application actually needs. A bonus that sounds relevant may not apply to the declared role.
MOM updates salary benchmarks and other lists. Use the current Self-Assessment Tool and official eligibility pages before relying on a calculation.
The role and employer must make sense together.
Eligibility is easier to assess when the job description, salary, company activity and candidate experience tell the same story. A title alone does not establish that the role fits the EP route.
- Role. Describe the actual responsibilities, seniority, reporting line and required expertise.
- Salary. Connect the fixed monthly salary to the role, sector, age and the current eligibility framework.
- Employer. Keep the organisation's business activity, sector classification and workforce information current.
- Candidate. Show the experience, qualifications and professional evidence relevant to the proposed role.
Prepare only what the route needs.
Start with the points model and the rejection risks it reveals. If the case does not rely on qualification points, unnecessary qualification documents may not help. Where verification is needed, the declared information and proof should agree.
Use the current MOM document requirements and keep personal information relevant to the assessment and application.
FAQ
Does meeting the salary threshold guarantee an EP?
No. Unless exempt, the application must also pass COMPASS and meet the other applicable application and fair-consideration requirements.
Can a candidate pass COMPASS but fail EP eligibility?
Yes. A candidate who does not meet Stage 1, the EP qualifying salary, is not eligible regardless of the COMPASS points calculated.
Does every EP application need qualification documents?
Not necessarily. If the application does not need qualification points, MOM may not require the qualifications and verification proof. Check the current case requirements.
Where can I test the route?
Use MOM's current Self-Assessment Tool as an initial check, then review the full eligibility and document requirements before submitting.
Use the current eligibility page.
This guide is general information for employers. Salary thresholds, benchmarks, COMPASS criteria, exemptions and document requirements can change.