From 1 July 2026, all Employment Pass renewals are assessed against the January 2026 COMPASS benchmarks — the updated salary percentile tables, revised Shortage Occupation List (SOL), and refreshed list of recognised top-tier educational institutions. An employee whose EP was granted in 2023 or 2024 at a salary that cleared the 65th percentile benchmark at that time may now fall below the revised 2026 benchmark, potentially losing critical COMPASS points and risking renewal rejection.
With weeks until this deadline, HR teams sponsoring foreign professionals on EPs should run a portfolio audit immediately. This article explains what changed in the January 2026 COMPASS benchmarks, how to identify at-risk pass holders, and what options are available if an employee’s current salary no longer meets the updated standard.
Why 1 July 2026 Is the Critical Date for EP COMPASS Renewal
COMPASS has applied to all new EP applications since September 2023. It was extended to renewals from September 2024, but with a transitional arrangement: renewals were scored against the benchmark in force at the time of the initial grant, provided the application was filed within the renewal window.
From 1 July 2026, that transitional grace ends. All EP renewals for passes expiring on or after 1 July 2026 are scored using the January 2026 benchmarks, regardless of when the original pass was granted. An EP holder who scored comfortably under 2023 or 2024 benchmarks may score differently — potentially below 40 points — under the revised 2026 criteria.
For a full overview of how COMPASS scoring works, including all five criteria, see our Singapore Employment Pass Guide 2026.
What Changed in the January 2026 COMPASS Benchmarks
C1: Salary Benchmark (up to 20 points)
COMPASS C1 awards points based on how the applicant’s fixed monthly salary compares to the 65th and 90th percentile of local PMET (professional, managerial, executive and technical) salaries in the same sector and occupational category.
The January 2026 benchmark refresh raised salary percentile thresholds across most sectors. Across all sectors, the average increase to the 65th percentile benchmark was approximately 5.11%. The highest increase was recorded in the Fund Management sector (approximately 9.91%); the Media sector saw a marginal movement in the opposite direction (approximately –0.47%).
Per the Ministry of Manpower, the updated salary benchmark tables by sector and SSOC occupation group are published annually and take effect on 1 January for new applications and 1 July for renewals.
What this means in practice: An EP holder earning SGD 7,000 per month in finance who scored 20 C1 points in 2024 because that salary was at the 90th percentile benchmark may find that the same SGD 7,000 now sits only at the 80th percentile under 2026 benchmarks, dropping their C1 score from 20 to 10 points. A 10-point reduction must be compensated elsewhere in the COMPASS scorecard to maintain the 40-point renewal threshold.
C5: Shortage Occupation List (SOL) Bonus — Major Changes in 2026
The Shortage Occupation List (SOL) is refreshed annually. The 2026 update made the most significant structural changes in the SOL’s history, adding an entire healthcare cluster while removing several technology roles.
Added to the SOL (healthcare roles qualifying for 20 C5 bonus points):
- Clinical Psychologists
- Physiotherapists
- Registered Nurses
- Diagnostic Radiographers
- Podiatrists
- Occupational Therapists
- Medical Social Workers
Removed from the SOL (these roles no longer qualify for SOL bonus points):
- Cyber Risk Specialist
- Cybersecurity Operations Specialist
- Product Manager (Digital)
Healthcare sector employers may find that some EP holders previously outside the SOL now qualify for 20 C5 bonus points — a potentially decisive improvement for renewal applications. Conversely, technology employers whose staff held SOL bonus points as Cyber Risk Specialists or Digital Product Managers will find those roles now score 0 C5 points.
C2: Qualifications — Top-Tier Institution List Updated
The list of recognised top-tier institutions used to award C2 bonus points for candidates from highly ranked global universities is also reviewed annually. Employers whose staff hold degrees from institutions recently added to or removed from the list should verify C2 scores under the 2026 version of the list before filing renewal applications.
How to Run Your EP Renewal Portfolio Audit
Follow these steps before passes begin expiring under the July 2026 deadline:
Step 1: Pull Your EP Renewal List
Identify all EP holders in your organisation whose passes expire between 1 July 2026 and 31 December 2026. These are the first cohort assessed under the January 2026 benchmarks. Do not overlook passes expiring in January–March 2027 — begin planning for these now, as renewal applications should be filed at least three months before expiry.
Step 2: Re-score Each EP Holder Using the MOM Self-Assessment Tool
Use MOM’s Employment Pass Self-Assessment Tool (SAT) with the 2026 benchmarks to score each EP holder across all five COMPASS criteria (C1–C5). Pay particular attention to C1 (salary) and C5 (SOL), as these are the two dimensions most affected by the 2026 refresh.
Step 3: Flag At-Risk Individuals
Flag anyone likely to score below 40 points under the new benchmarks. A score of 40–44 is technically sufficient but operationally risky — a minor data discrepancy in the application could trigger a borderline rejection. Consider a practical target of at least 45 points for renewal applications, and 50+ for individuals whose continued employment is critical to operations.
Step 4: Assess Options for At-Risk EP Holders
For each at-risk individual, evaluate the following options in order of practicality:
- Salary increment: Adjusting the salary to restore C1 points is the most straightforward solution where it is commercially justified. Even a modest increase to clear the next salary percentile threshold can restore 10 C1 points.
- Role reclassification: If the individual’s responsibilities have expanded since their last application, a reclassification to a higher SSOC occupation code may yield more C1 points by benchmarking against a higher-paid peer group.
- SOL review: Check whether the individual’s actual role now falls within a newly SOL-listed healthcare occupation, even if it was not initially classified that way.
- Alternative pass type: For senior professionals, consider whether the Personalised Employment Pass (PEP) or the ONE Pass may be more appropriate. These pass types have different qualifying criteria and are not scored under COMPASS.
Special Note for Healthcare Employers: Act Now to Claim SOL Bonus Points
If your organisation sponsors EP holders in any of the seven newly listed SOL healthcare roles — clinical psychologists, physiotherapists, registered nurses, diagnostic radiographers, podiatrists, occupational therapists, and medical social workers — the 2026 SOL change is a significant positive development.
These individuals may now qualify for 20 C5 bonus points where previously they scored 0. Healthcare employers should run each individual through the MOM SAT under the 2026 SOL classification immediately. Where the SOL classification produces a materially better COMPASS score, consider whether a proactive early renewal application is warranted to lock in the improved scoring before any benchmark changes in January 2027.
If you would like professional assistance running a COMPASS portfolio audit for your organisation, Little Big Employment Agency is a MOM-licensed employment agency with specialist expertise in EP and S Pass applications and renewals. For companies considering incorporation or restructuring in connection with pass sponsorship, Raffles Corporate Services provides integrated corporate and immigration support.
— The Editorial Team, Little Big Employment Agency