Indian Professionals and the Singapore Employment Pass
Indian nationals have consistently been one of the largest groups of Employment Pass (EP) holders in Singapore. Technology, financial services, consulting, and pharmaceuticals have all seen significant Indian professional talent over the past two decades — drawn by Singapore’s position as a Southeast Asian hub, its connectivity to India, and its comparatively stable legal and regulatory environment.
The landscape for EP applications has changed considerably since 2023. The introduction of the COMPASS framework introduced a structural firm-level criterion — nationality diversity — that directly affects applications from nationalities that are already heavily represented at a given employer. This article explains how COMPASS works, what the nationality diversity criterion means in practice, and how Indian professionals can approach the EP application and the eventual PR pathway.
The Employment Pass: Basic Eligibility
The Employment Pass is Singapore’s work authorisation for professionals, managers, and executives. It is issued by the Ministry of Manpower (MOM) and applied for by the employer through the EP Online portal.
As of 2026, the minimum qualifying salary is:
- SGD 5,600 per month for most sectors
- SGD 6,200 per month for financial services
These thresholds are age-related — MOM expects older candidates to earn more than younger ones at the same occupation level. A 40-year-old applicant is expected to earn more than a fresh graduate, and the salary comparison benchmark reflects this. The thresholds also rise in January 2027: SGD 6,000 (general sectors) and SGD 6,600 (financial services). Planning for this increase should be part of any current hiring or job negotiation.
There is no nationality restriction on the EP. Indian nationals apply under the same framework as any other foreign professional. However, the COMPASS points system introduces a firm-level factor that can affect approval rates at certain employers.
COMPASS: How the Points System Works
Since September 2023, EP applications must pass the Complementarity Assessment Framework (COMPASS) unless the candidate’s fixed monthly salary exceeds SGD 22,500. Candidates must score at least 40 points.
COMPASS has four criteria — two at the individual level and two at the firm level:
- C1 — Salary vs local peers: The applicant’s salary is compared to the median salary of Singaporeans and PRs in the same occupation and age group. Earning at or above the 90th percentile scores 20 points; above the 65th percentile scores 10 points; below the 40th percentile scores 0 points.
- C2 — Qualifications: A degree from a top-tier institution scores 10 bonus points. MOM maintains an internal list of qualifying institutions; Indian Institutes of Technology (IITs), BITS Pilani, and other top Indian universities are recognised. A degree from a non-listed institution scores 0 bonus points on this criterion (but does not penalise).
- C3 — Nationality diversity: This firm-level criterion measures the proportion of EP and S Pass holders from the applicant’s nationality at the employer. If the applicant’s nationality makes up more than 25% of the employer’s EP/S Pass workforce, the employer scores 0 on this criterion. If under 25%, the employer scores 10 points. If under 5%, the employer scores 20 points.
- C4 — Local PMET share: This firm-level criterion measures whether the employer’s local (Singaporean and PR) PMET workforce is proportionally healthy. Employers at or above the median for their industry score 10 points; employers above the 75th percentile score 20 points.
The maximum score is 60 points. Candidates need 40 to pass. A candidate who scores 20 on C1 and 10 on C2 at the individual level has 30 points and needs at least 10 from the firm-level criteria (C3 + C4) to pass.
The Nationality Diversity Criterion and Indian Applicants
The nationality diversity criterion (C3) has the most direct impact on Indian EP applicants. At many major Singapore technology companies, consulting firms, and financial services employers, Indian nationals already make up a significant share of the EP/S Pass workforce. If that share exceeds 25%, the employer scores 0 on C3 — meaning the employer contributes no points from nationality diversity.
This does not mean the application will be rejected. It means the candidate must compensate with stronger individual-level scores. If C3 = 0 and C4 = 10 (firm-level total: 10 points), the candidate needs 30 points from C1 and C2 alone. A candidate who earns above the 90th percentile of local peers (C1 = 20 points) and holds an IIT degree (C2 = 10 points) totals 40 points — exactly the threshold. The application can still pass.
The practical implication is that salary positioning is critical for Indian professionals applying to employers with high Indian representation. A salary at or above the 90th percentile of local comparators in the same occupation virtually guarantees the individual-level score needed to offset a zero C3. Conversely, a salary that scores only 10 points on C1 — and 10 points on C2 — totalling 20 individual-level points — cannot pass if C3 and C4 together contribute only 10 points.
For Indian professionals already in Singapore renewing an EP, the same COMPASS calculation applies at renewal. Salary progression over time is therefore important not only for career reasons but for immigration compliance.
The COMPASS Exemption at SGD 22,500
Candidates whose fixed monthly salary exceeds SGD 22,500 are automatically exempt from COMPASS. Their EP applications are assessed on overall merit, without the nationality diversity or local PMET share constraints. For senior professionals — managing directors, partners, senior vice presidents in financial services — this threshold is often achievable, and the nationality diversity criterion becomes irrelevant.
For professionals in the SGD 6,000–22,500 range (the majority of EP applicants), COMPASS applies in full and nationality diversity is a live consideration.
Qualifications from Indian Institutions
MOM’s approach to qualifications under COMPASS is institution-based, not country-based. Indian candidates with degrees from IITs, IIMs, or other top-ranked Indian institutions may qualify for the C2 bonus points, subject to MOM’s internal assessment. MOM does not publish the full list of qualifying institutions publicly, but IITs have generally been treated as recognised institutions in line with their global rankings. A Bachelor’s degree from a lower-ranked Indian college may not qualify for C2 bonus points — in which case the candidate scores 0 on that criterion.
Candidates in this situation need to compensate entirely through salary positioning (a strong C1 score) and should negotiate salaries that reach the 90th percentile local comparator level where possible.
Dependant’s Passes for Families
An EP holder earning SGD 5,600 or above can sponsor Dependant’s Passes (DPs) for a legally married spouse and unmarried children under 21. Since May 2023, a DP holder may apply for a Letter of Consent (LOC) from MOM to work in Singapore without needing a separate work pass.
Parents and in-laws of EP holders are not eligible for DPs. They may apply for Long-Term Visit Passes (LTVPs) if the EP holder earns a higher salary, but LTVP approval is discretionary and not guaranteed.
The Singapore PR Pathway for Indian Professionals
Singapore Permanent Residence is the natural next step for Indian EP holders who plan to stay long-term. Applications are made through ICA (the Immigration and Checkpoints Authority) and are assessed holistically — there is no published points threshold or clear pass/fail criteria.
In practice, ICA considers salary level, employer, qualifications, length of continuous residency, family ties to Singapore, and community involvement. Indian professionals have historically had one of the highest PR application rates in Singapore, and approval is certainly achievable — but is not automatic, and timelines can be long (twelve to eighteen months for a decision is common).
One factor that is increasingly discussed by applicants is the diversity of applicant nationality pools. Singapore’s PR allocation implicitly considers the overall composition of the permanent resident population. This does not translate into a nationality quota for PR, but candidates with unique skills, strong salary trajectories, and demonstrated community ties tend to fare better.
After two years of EP holding, PR application is generally feasible. Applications made too early — within the first year — are less commonly approved, though there is no formal bar.
If Your EP Application Is Rejected
EP applications can be appealed within three months of the rejection notice. An appeal should address the specific COMPASS score deficit — typically by demonstrating a higher salary (if a new offer is available), providing additional evidence of qualifications, or requesting that MOM reconsider the nationality diversity classification for the employer.
Employers with more than 25 EP/S Pass holders who are concerned about their nationality diversity score can also work proactively to diversify their EP workforce over time, which will improve the firm-level COMPASS scores for future applicants of all nationalities.
How LBEA Can Help
LBEA is a MOM-licensed employment agency (Licence No. 19C9790) with experience in EP applications across all major sectors. We assist Indian professionals and their employers with COMPASS eligibility assessments, salary benchmarking, application filing, and appeals. We also advise families on Dependant’s Pass arrangements and the PR application process. Contact us for a consultation.