2025 Singapore Employment Pass (EP) Criteria: Salary Bands, Skills Lists & Bonus-Based Eligibility
Introduction
For foreign professionals looking to work in Singapore, the Employment Pass (EP) remains the primary work pass for skilled, managerial, and executive roles. In 2025, the EP application process emphasizes both minimum salary requirements and a points-based evaluation system called COMPASS. Understanding these requirements is critical for both employers and candidates. Additionally, service providers like WLP can assist with accounting, compliance, and work pass applications to streamline the process.
Two-Stage EP Application Framework
The 2025 EP application process is structured in two main stages. The first stage requires the candidate to meet the minimum fixed monthly salary benchmark based on age and sector. Once the salary criterion is met, the application enters the second stage, where it is evaluated under the Complementarity Assessment Framework (COMPASS). A minimum of 40 points is required to qualify. Certain high-salary applications or intra-corporate transfers are exempt from the COMPASS evaluation.
2025 Qualifying Salary Bands
For general sectors, candidates aged 23 must earn a minimum of S$5,500 per month. This increases to S$7,100 for candidates aged 30, S$10,000 for those aged 40, and S$10,500 for applicants aged 45 and above. Financial services roles have higher thresholds: S$6,000 at age 23, S$8,100 at age 30, S$11,800 at age 40, and S$12,500 for candidates aged 45 and older. These salary bands reflect Singapore’s expectation that more experienced candidates command higher compensation.
COMPASS: Points-Based Evaluation
After meeting the salary requirement, the candidate’s application is assessed under COMPASS, which considers both individual and firm attributes. Points are awarded based on salary level, qualifications, firm diversity, local employment support, and bonus criteria related to strategic roles or skill shortages.
Candidates can earn up to 20 points if their salary is at or above the 90th percentile of local PMETs (professionals, managers, executives, and technicians) for their age and sector. Salaries between the 65th and 90th percentile receive 10 points, while salaries below the 65th percentile earn no points.
Qualifications contribute additional points: candidates with degrees from top-tier institutions receive 20 points, while other degree-equivalent qualifications earn 10 points. Those without formal degrees do not receive points under this criterion.
Firm-related attributes also impact scoring. Points are allocated for workforce diversity, with firms where the candidate’s nationality represents less than 5% of the PMET workforce earning 20 points, 10 points if it is between 5% and 25%, and 0 points if above 25%. Firms with fewer than 25 PMETs automatically receive 10 points in this category. Similarly, firms earn points for local employment support based on the proportion of local PMETs, with 20 points for above the 50th percentile, 10 points between the 20th and 50th percentile, and 0 points below the 20th percentile; small firms again default to 10 points.
Bonus points are available for candidates in shortage occupations or strategic priority roles. Positions on the Shortage Occupation List (SOL) can add up to 20 points, reduced to 10 points if the candidate’s nationality share at the firm is one-third or higher. Strategic Economic Priority (SEP) initiatives can add 10 points for roles aligned with Singapore’s economic priorities.
Examples of COMPASS Scoring
A highly paid data scientist in a large tech firm with a top-tier degree could score 20 points for salary, 20 points for qualifications, 10 points for diversity, and 20 points for local employment support, totaling 70 points — a straightforward approval. A cybersecurity specialist without a degree but whose role is on the SOL could receive 0 points for salary and qualifications, 10 points for default diversity, 10 points for default local employment, and 20 points for the SOL bonus, reaching exactly 40 points to pass. Another example is a marketing manager with moderate salary and qualifications, but whose firm excels in local employment and diversity, with an SEP bonus; such a candidate could score 70 points, also ensuring approval.
Practical Implications
Meeting the minimum salary alone does not guarantee EP approval. Candidates should highlight strong qualifications and seek roles that fall under the SOL or strategic initiatives. Employers benefit from demonstrating good local PMET share, workforce diversity, and participation in strategic programs. Small firms with fewer than 25 PMETs still have default scoring that can help them qualify, but stronger individual attributes or bonus criteria are critical. The official Self-Assessment Tool (SAT) from MOM can help estimate eligibility before applying.
How WLP Can Assist
Applying for an EP requires accurate documentation, accounting, and workforce data management. WLP offers comprehensive services to support businesses through this process:
- Accounting & Financial Reporting: Bookkeeping, statutory compliance, and management accounts help maintain accurate records for EP applications.
- Work Pass Services: WLP provides EP, S Pass, and Work Permit application, renewal, cancellation, and appeal support.
- Pre-Application Strategy: Salary benchmarking, bonus criteria checks, and self-assessment to optimize chances of approval.
By partnering with WLP, companies can simplify documentation, ensure compliance, and improve their likelihood of successful EP applications.
Conclusion
The 2025 EP framework emphasizes both salary and points-based evaluation. Achieving the minimum salary is necessary but not sufficient; candidates must pass COMPASS with at least 40 points. Bonus points from shortage occupations or strategic priorities can significantly enhance approval chances. Careful preparation, including attention to qualifications, salary, firm metrics, and strategic alignment, is key. Engaging experienced partners like WLP can help streamline accounting, reporting, and work pass management for a smoother application process.