Introduction
Applying for an Employment Pass (EP) in Singapore has always required careful attention to detail; in 2026, employers must also ensure their EP application is COMPASS-ready. Is Your EP Application COMPASS-Ready? 5 Common Mistakes to Avoid in 2026 explores the typical pitfalls that delay or jeopardise approvals and explains how to prepare an application that aligns with MOM expectations.
The article outlines practical steps, key rules and common errors employers make when submitting EP applications under the current COMPASS considerations. Little Big Employment Agency can advise on documentation and procedural compliance, but this article focuses on general principles rather than personalised legal or tax advice.
Who this applies to
This guidance is intended for Singapore employers, HR teams, recruitment agencies, business owners and foreign professionals seeking an Employment Pass. It is relevant to companies of all sizes that hire or sponsor foreign professionals, including those using the ACRA BizFile+ portal, IRAS systems, and MOM’s submission channels.
It is also useful for employment agencies operating under the Employment Agencies Act and those advising on payroll, CPF Act obligations and SDL contributions.
Key rules and requirements in Singapore
MOM assesses EP applications under frameworks that evaluate the candidate’s qualifications, salary, job responsibilities, and the employer’s compliance record. COMPASS emphasises a holistic view of applications, so pay attention to both candidate and employer documentation.
- Employment Pass eligibility: demonstrated qualifications, relevant work experience and salary commensurate with the role.
- Employer records: ACRA filings, corporate structure, financial statements (where relevant) and payroll records submitted via IRAS myTax Portal.
- Local workforce considerations: evidence of fair hiring practices and local recruitment efforts may be requested.
- Statutory compliance: adherence to CPF Act for eligible employees, SDL where applicable, Employment Act obligations, Work Injury Compensation Act and Workplace Safety and Health Act compliance.
- Data and documentation: maintain records in line with PDPA and POHA; ensure verifiable supporting documents for credentials and employment history.
Applications may be impacted by issues under the Employment of Foreign Manpower Act or past contraventions recorded with MOM. A clear, well-documented application reduces the chance of queries or rejection.
Step-by-step process
Step 1: Verify eligibility — confirm the candidate meets the EP criteria for salary, role and qualifications.
Step 2: Collate employer documentation — ACRA business profile, financial statements (if requested), payroll screenshots from IRAS, CPF contribution records and organisational charts.
Step 3: Prepare candidate documents — passport, educational certificates (with certified translations where needed), employment references, professional licences and CV.
Step 4: Draft accurate job description — align duties, reporting lines and skills with the stated salary and job level.
Step 5: Submit through MOM — complete forms accurately, attach supporting documents and respond promptly to any MOM queries.
Step 6: Maintain compliance post-approval — payroll, CPF contributions, SDL and workplace safety obligations must be followed to protect future applications.
Common mistakes to avoid
Below are five common mistakes employers make when applying for Employment Passes under COMPASS considerations.
Mistake 1: Inconsistent or incomplete documentation
Discrepancies between the CV, job description and supporting certificates are a frequent cause of queries. Ensure dates, job titles and responsibilities match across all documents. Provide certified translations for non-English certificates and maintain originals for inspection if requested by MOM.
Mistake 2: Salary not aligned with role or industry norms
If the declared salary does not reflect the role’s responsibilities or prevailing industry standards, MOM may view the appointment sceptically. Use reliable market data and justify any deviations with supporting rationale (e.g., seniority, unique expertise).
Mistake 3: Weak employer compliance record or missing company evidence
Poor or incomplete company records—missing ACRA filings, inconsistent payroll records on IRAS or lapses in CPF payments—can lead to increased scrutiny. Keep financial and payroll records up to date and readily available.
Mistake 4: Failure to demonstrate local hiring and fair consideration
Under COMPASS, employers should be prepared to show that they considered local candidates and followed fair recruitment practices. Maintain evidence of job postings, interview records and reasons why a foreign hire was necessary.
Mistake 5: Overlooking statutory obligations and post-approval compliance
Some employers focus only on approval and forget statutory obligations, such as CPF Act contributions where applicable, SDL, or workplace safety duties. Non-compliance after approval can affect renewals and future applications.
Practical examples
Example 1: A start-up submitted an EP application for a head of product with mismatched dates between the CV and reference letters. MOM queried the discrepancies and delayed the outcome. The employer avoided this by obtaining corrected references and a consolidated employment timeline.
Example 2: A manufacturing firm hired a specialist on a salary below market median without adequate justification. MOM requested market data and a detailed job rationale. The firm provided industry salary surveys and a technical assessment, which resolved the query.
Example 3: An SME with irregular CPF submissions faced increased scrutiny on new EP applications. Regularising CPF payments and providing payroll reports through IRAS smoothed subsequent filings.
How an experienced consultant can help
An experienced immigration consultant can review documentation for consistency, advise on salary benchmarking, assist with compiling ACRA and IRAS evidence, and guide you through MOM’s COMPASS expectations. Little Big Employment Agency can provide application support, compliance advisory and help prepare responses to MOM queries, ensuring smoother processing.
Consultants also help align internal practices with statutory obligations under the CPF Act, Employment Act, Employment of Foreign Manpower Act, Work Injury Compensation Act and Workplace Safety and Health Act.
Frequently Asked Questions
Q: What is COMPASS and how does it affect my EP application?
COMPASS is MOM’s holistic assessment approach that looks beyond minimal eligibility; it assesses candidate suitability and employer compliance. This means a well-documented application showing consistent records, appropriate salary and fair hiring practices improves the chance of approval.
Q: Do I need to submit company financial statements for every EP application?
Not always. MOM may request financial information where it is relevant to assess the employer’s capacity to pay. Maintain accurate ACRA filings and have financial documents ready if requested.
Q: How important is demonstrating local hiring efforts?
Evidence of fair consideration of local candidates can be important, particularly for roles where local talent is available. Keep job postings, interview records and selection rationale to show the recruitment process.
Q: What happens if there are discrepancies in the candidate’s documents?
MOM will query discrepancies which can delay or jeopardise approval. Correct inconsistencies before submission and provide certified documents or explanatory supporting letters where necessary.
Key takeaways
- Ensure consistency across CVs, references and certificates before submitting — discrepancies lead to delays.
- Set salaries that reflect the role and industry norms; be prepared to justify exceptions with evidence.
- Maintain accurate ACRA, IRAS and payroll records and keep CPF and SDL obligations up to date.
- Document recruitment processes and local hiring efforts to demonstrate fair consideration.
- Engage a knowledgeable consultant to streamline applications and respond to MOM queries efficiently.
Requirements may change, so always check the latest guidance from MOM, or consult a professional adviser.
If you would like to find out more about how Little Big Employment Agency can assist with your employment and immigration requirements, please get in touch with the team at [email protected].
Yours sincerely,
The editorial team at Little Big Employment Agency
Disclaimer: This does not constitute legal advice. If you require legal advice, please contact a lawyer.