Employment Pass (EP) — full application walkthrough — Complete 2026 guide
Little Big Employment Agency (EA Licence 19C9790) works with a panel of corporate and employment law firms; this article is general information, not legal advice.
The Singapore employment pass is the principal work-pass category for foreign professionals, managers and executives sponsored by a Singapore employer. From September 2023 every EP application has been assessed under the Complementarity Assessment Framework (COMPASS), which combines a S$5,600 monthly qualifying salary minimum (S$6,200 for financial services) with a four-attribute points test. This 2026 walkthrough covers eligibility, costs, the step-by-step application, and the COMPASS points calculations.
What an Employment Pass is and who issues it
The Singapore employment pass is a work pass issued by the Ministry of Manpower (MOM) under the Employment of Foreign Manpower Act 1990. Section 5 of the Act prohibits employment of a foreigner in Singapore without a valid work pass; Section 7 sets out the criminal offences for employer non-compliance. The EP is granted for an initial term of up to two years (renewable for three years thereafter), and entitles the holder to live and work in Singapore solely for the sponsoring employer named on the pass. EP holders are also eligible to bring dependants (spouse, children under 21) on Dependant’s Passes.
MOM administers EP applications through the EP Online portal. From the policy perspective, the EP is positioned as the route for foreign professionals filling roles that cannot be readily filled locally, balanced against the government’s manpower priorities under the Industry Transformation Maps and the Fair Consideration Framework.
Who is eligible
EP eligibility from 2026 turns on three gates: (a) salary, (b) qualifications and experience, and (c) COMPASS points. Salary: the qualifying monthly salary is S$5,600 for general sectors and S$6,200 for the financial services sector. Salary minimums increase with age — by age 45 the minimum is approximately double the entry level. Qualifications: an EP candidate is expected to hold a degree from a recognised institution or comparable professional qualifications and to have relevant work experience commensurate with the role. COMPASS: from 1 September 2023, every new EP application (and every renewal from 1 September 2024) must score 40 or more points under the COMPASS framework.
Employers must also meet the Fair Consideration Framework requirements: jobs must be advertised on MyCareersFuture for at least 14 calendar days before an EP application is filed, unless an exemption applies (small firms with fewer than 10 employees; certain salary thresholds; intra-company transferees; specific shortage roles).
COMPASS — the four attributes and two bonuses
The Complementarity Assessment Framework awards points across four foundational attributes and two bonus categories. C1 Salary: points based on the candidate’s salary relative to the sector benchmark for top one-third local PMETs by age — up to 20 points. C2 Qualifications: top-tier institution (40 points), recognised institution (20 points), other (10 points), no recognised qualification (0 points). C3 Diversity: nationality concentration in the firm — 20 points if the candidate’s nationality is below 5% of PMETs in the firm, 10 points if 5% to 25%, 0 if above 25%. C4 Support for Local Employment: local PMET share against the industry average — up to 20 points.
The two bonus categories: C5 Skills Bonus — additional 20 points if the candidate fills a role on the Shortage Occupation List (which MOM updates approximately annually; check mom.gov.sg before relying on it). C6 Strategic Economic Priorities Bonus — 10 additional points where the employer has been recognised by EDB or another government agency as supporting strategic economic priorities such as innovation, internationalisation or specific industry transformation.
A pass score is 40 points across C1 to C4 (foundational), with the bonus categories topping up where applicable. The framework is updated periodically; check the current scoring at mom.gov.sg.
Cost and timeline (numerical specifics)
Application fee: S$105 per application (paid to MOM at submission). Issuance fee: S$225 on approval. Multiple Journey Visa fee for visa-required nationalities: S$30. Total government fees per EP: typically S$360. Renewal fees are the same.
Professional handling fees in 2026: S$1,200 to S$3,500 for a straightforward EP application handled by an employment agency such as Little Big Employment Agency (EA Licence 19C9790). Complex applications (appeals, family-office sponsorships, COMPASS-borderline cases) range from S$3,500 to S$8,000.
Processing timelines: MOM publishes an indicative three-week turnaround for online applications. In 2026 the actual turnaround is typically two to four weeks for clean applications, four to eight weeks where additional documents are requested, and eight to twelve weeks for cases referred to a senior officer. Plan for six to ten weeks end-to-end including the 14-day MyCareersFuture advertising requirement.
Step-by-step application process
First, the employer verifies it qualifies as a Singapore-registered entity in good standing with ACRA and IRAS, with active business operations. Shell companies and recently incorporated entities (less than three months) face heightened scrutiny. Second, the role is advertised on MyCareersFuture for 14 calendar days unless an exemption applies. Third, COMPASS points are scored; the candidate is realistic only if a 40-point pass is achievable. Fourth, the application is lodged through EP Online with the candidate’s passport, qualifications, CV, the employment contract, the employer’s business profile, and (where applicable) the MyCareersFuture posting reference number.
Fifth, MOM reviews. Status updates are visible in EP Online. MOM may request additional information — typically qualifications verification, organisation chart, salary benchmarking, or shortage-occupation evidence. Sixth, on approval MOM issues an In-Principle Approval (IPA) letter valid for six months. The candidate enters Singapore, completes a medical exam if required, registers their fingerprints and photograph at MOM Services Centre, and the EP card is issued — typically within five working days of biometric registration.
Common mistakes and gotchas
The most common mistake in 2026 is mis-scoring COMPASS. Diversity (C3) trips up firms with high single-nationality concentration. Salary (C1) trips up applications pitched at or just above the qualifying minimum — those typically score zero points on C1. Salary benchmarks vary by sector and age; benchmark the offered salary against MOM’s published top-one-third PMET wage table before promising the candidate.
The second common mistake is the MyCareersFuture posting. The advertisement must be live for 14 calendar days, must accurately reflect the role, and must be open to local applicants. Re-titling the posting to suit a pre-selected foreign candidate is a Fair Consideration Framework breach and exposes the employer to penalties under Section 22 of the Employment of Foreign Manpower Act 1990.
The third common mistake is under-documenting qualifications. MOM verifies degrees through approved verification services (typically taking two to four weeks) for institutions not in the recognised list. Build this into the timeline.
For neighbouring topics see our family office (13O/13U/13D) coverage on the family-office sponsorship angle, and Singapore incorporation for foreigners for setting up the corporate sponsor.
FAQs
Can I apply for an EP without a Singapore employer? No. The EP is employer-sponsored. The alternative for founders with no existing Singapore employer is the EntrePass administered by MOM.
How is the qualifying salary calculated? Fixed monthly salary excluding bonuses, allowances and commissions. Variable compensation is excluded unless contractual and guaranteed. The qualifying salary increases with age — see the MOM published table for current age-banded minimums.
What is the EP renewal process? Renewal is filed in EP Online up to six months before expiry. From 1 September 2024 every renewal is scored against COMPASS. Renewal salaries must meet the prevailing qualifying minimum at the renewal date, not the original issue date.
Can my spouse work on a Dependant’s Pass? A DP holder cannot work unless they obtain their own work pass. The previous Letter of Consent route for DP-holder employment ended in 2021; DP holders must obtain their own EP, S Pass or Work Permit.
Can I move to a new employer on the same EP? No. The EP is tied to the sponsoring employer. A new employer must file a fresh EP application. The candidate may continue working until the new EP is approved if the new application is filed before the old EP is cancelled.
Related guides
See mom.gov.sg for the official EP and COMPASS pages, ica.gov.sg for dependant immigration matters, and edb.gov.sg for strategic economic priorities recognition. Within the Raffles group see family office (13O/13U/13D) and Singapore incorporation for foreigners.
Need help with this? Call, SMS or WhatsApp +65 8501 7133, or email [email protected]. Little Big Employment Agency (EA Licence 19C9790) works with a panel of corporate and employment law firms; this article is general information, not legal advice.