Two salary benchmark events have reshaped Singapore’s work pass landscape in 2026. In January, MOM reset the COMPASS framework’s 65th-percentile salary benchmarks across every sector — with an average increase of 5.1% — raising the bar for Employment Pass applications and renewals. On 1 July 2026, Singapore’s S Pass qualifying salary rose to SGD 3,600 per month for most sectors and SGD 4,000 per month for financial services, as confirmed by the Ministry of Manpower’s S Pass eligibility page. At the same time, the Singapore salary benchmarks 2026 from major recruitment firms — Hays Asia, Robert Half and Michael Page — show that salary expectations among Singapore professionals have risen sharply, with 43% of Singapore professionals securing salary increases of more than 10% by switching employers over the past year. For any employer holding an Employment Pass holder whose pass is up for renewal in the second half of 2026, the convergence of these three data points is directly relevant to COMPASS compliance.
This article explains how the January 2026 COMPASS salary benchmark update and the July 2026 S Pass changes interact with the 2026 recruitment firm salary data, and what employers should do now to de-risk their EP renewals and S Pass compliance.
How COMPASS Uses Singapore Salary Benchmarks: The C1 Criterion
The COMPASS framework — which applies to all Employment Pass applications and renewals in Singapore — awards points across five criteria. The C1 criterion, which relates to salary, is the highest-weighted and most frequently contested component. To earn points under C1, the candidate’s fixed monthly salary must be benchmarked against the 65th percentile of local PMET (Professionals, Managers, Executives and Technicians) salaries in the employer’s sector.
The points allocation under C1 is as follows:
- 20 points: Salary at or above the 90th percentile of local PMET salaries in the sector.
- 10 points: Salary at or above the 65th percentile but below the 90th percentile.
- 0 points: Salary below the 65th percentile.
A COMPASS score of 40 points is required for a pass. An EP candidate who scores zero on C1 — because their salary falls below the 65th percentile for their sector — must compensate across the other four criteria. Given that C1 can contribute up to 20 points, a zero C1 score creates significant pressure on C2 (qualifications), C3 (nationality diversity), C4 (local employment support) and C5 (shortage occupation bonus).
For a comprehensive explanation of the COMPASS framework and how all five criteria interact, see our Complete Singapore Employment Pass Guide 2026.
The January 2026 COMPASS Salary Benchmark Reset: What Changed
MOM resets the COMPASS salary benchmarks annually, based on updated administrative data on local PMET salaries by sector. The January 2026 reset — which applies to all new EP applications from 1 January 2026 and all renewals from 1 July 2026 — showed an average increase of approximately 5.1% across all sectors, per analysis by immigration specialists including Fragomen and Vialto Partners.
Key sector-level movements from the January 2026 reset include:
- Fund Management: Highest increase across sectors, approximately 9.9% — reflecting the continued tightening of talent in Singapore’s asset management industry.
- Information and Communications Technology: Above-average increase, consistent with sustained demand for tech talent.
- Professional Services: Moderate increase, broadly in line with the 5.1% average.
- Media and Publishing: Marginal decrease of approximately 0.5% — the only sector where the 65th-percentile benchmark moved marginally downward.
Employers who established EP salaries based on the pre-2026 benchmarks — and have not reviewed COMPASS scoring since — may find that a pass that comfortably cleared the C1 threshold in 2023 or 2024 now scores zero on C1 under the January 2026 reset. This is particularly relevant for the July 2026 COMPASS renewal audit window. For a detailed breakdown of what the July 2026 renewal audit means for your EP holders, see our EP COMPASS Renewal Audit July 2026 guide.
The July 2026 S Pass Salary Changes: New Thresholds
From 1 July 2026, the S Pass qualifying salary thresholds increased, as announced at Singapore’s Committee of Supply debates in March 2026. Per the Ministry of Manpower, the new minimum qualifying salaries are:
- Most sectors: SGD 3,600 per month (raised from SGD 3,300).
- Financial Services sector: SGD 4,000 per month (raised from SGD 3,800).
These are base minimums for candidates below 30 years of age. The S Pass qualifying salary increases progressively with age — a candidate in their mid-40s must earn approximately SGD 5,100 per month (most sectors) or SGD 5,650 per month (financial services) to qualify. Age-banded salary requirements are published on the MOM S Pass eligibility page.
Employers with S Pass holders whose salary was set at the previous SGD 3,300 floor — and who were due for renewal in mid-2026 — must increase salary to the new SGD 3,600 threshold before renewal. Failure to do so means the renewal application will be rejected on salary grounds. Our Complete Singapore S Pass Guide 2026 covers the full renewal process and quota implications.
What 2026 Recruitment Survey Data Reveals About Singapore Salary Expectations
The 2026 Hays Asia Salary Guide, Robert Half 2026 Singapore Salary Guide and Michael Page 2026 Salary Guide all point to a consistent theme: Singapore’s PMET talent market remains tight, and salary expectations have risen faster than the MOM benchmark adjustments in several sectors.
Key findings from the 2026 recruitment firm data that are directly relevant to COMPASS and S Pass compliance:
Salary Switching Premiums Have Risen
Approximately 43% of Singapore professionals secured salary increases of more than 10% by switching employers in the past year, according to Hays Asia data. This means that the 65th-percentile PMET salary in many sectors — which is calculated using administrative data from all local PMET earners, including long-tenure incumbents — may lag significantly behind the market rate for a newly hired candidate. An employer offering a salary “at the 65th percentile” may nonetheless be offering below-market for an active job-seeker, which affects both recruitment and retention.
Technology and Finance Sectors Face the Greatest Benchmark Pressure
Tech and financial services professionals have seen the highest salary movement in 2026 — consistent with MOM’s above-average COMPASS benchmark increases in these sectors. Employers in ICT and fund management who have not reviewed their EP holders’ COMPASS scores since 2024 face a heightened risk of scoring zero on C1 under the January 2026 reset.
Local PMET Salary Growth Is Running Ahead of Inflation
With 33% of Singapore professionals reporting dissatisfaction with current salaries, and job-switching premiums running at 10% or more, local PMET salary growth is structurally driven by individual moves rather than base increments. This creates an accelerating benchmark: each annual MOM reset captures the previous year’s moves, making the benchmark a trailing indicator of the actual market rate.
How Employers Can Use Singapore Salary Benchmark Data to De-Risk COMPASS
The practical implication of the 2026 salary environment for EP management is straightforward: employers who wait for a renewal application to discover a COMPASS C1 scoring problem will face either a rejected renewal or a disruptive last-minute salary increase. A proactive review — conducted now, six to twelve months before renewal — gives employers time to plan a salary adjustment within the normal performance review cycle.
Recommended steps for employers managing EP holders due for renewal in the second half of 2026:
- Run each EP holder’s salary through the January 2026 COMPASS benchmarks to identify any whose salary has fallen below the 65th-percentile threshold for their sector.
- Calculate the total COMPASS score for each at-risk pass, to understand whether a C1 deficit can be offset by strong performance on C2, C3, C4 or C5.
- Assess the cost of a salary increase versus the alternative — if the pass cannot reach 40 points without a salary adjustment, what is the cost of a market-rate salary increase versus the cost of recruiting a replacement?
- Review the Diversity Bonus (C3) — companies where the EP holder’s nationality already makes up a high proportion of the workforce are at risk of scoring zero on C3. A salary increase to clear C1 may be the most reliable path to 40 points.
- Assess the Skills Bonus (C5) — if the EP holder’s role falls within MOM’s Shortage Occupation List, the 10-point C5 bonus can help offset a weaker C1 score.
For employers managing a mixed workforce of EP and S Pass holders — and considering how the July 2026 S Pass salary changes interact with the true cost of hiring a foreigner in Singapore — the 2026 salary benchmark reset is an appropriate prompt to review the total compensation structure across all pass types.
Employers operating in or planning to expand to the Johor-Singapore Special Economic Zone should also note that the JS-SEZ cross-border hiring considerations may affect how salary is structured and benchmarked for EP holders with split-location roles.
Conclusion
The 2026 Singapore salary benchmarks — both MOM’s COMPASS reset and the recruitment firm salary data — tell a consistent story: salary expectations among Singapore professionals have risen materially, and the COMPASS framework has followed. Employers who manage EP and S Pass compliance proactively, using current benchmark data rather than waiting for the renewal queue, will be in a significantly stronger position in the second half of 2026 and into 2027.
If you need support assessing your EP holders’ COMPASS scores against the January 2026 benchmarks, or managing S Pass salary compliance following the July 2026 threshold increase, Singapore Employment Agency (MOM Licence No. 19C9790) provides end-to-end work pass management services for Singapore employers. For broader workforce cost analysis and HR strategy, our related firm Raffles Corporate Services supports businesses across Singapore.
— The Editorial Team, Little Big Employment Agency