Introduction

If you employ foreign professionals in Singapore — or you are one — 2026 is a year that demands your attention. The Ministry of Manpower (MOM) rolled out significant updates to the Complementarity Assessment Framework (COMPASS) on 1 January 2026, affecting how Employment Pass (EP) applications are scored. Updated qualification lists, a revised Shortage Occupation List (SOL), and mandatory credential verification are already in force for new applications. For existing EP holders, the clock is ticking: renewals for passes expiring from 1 July 2026 onwards must meet these new criteria.

With over 202,100 EP holders in Singapore as of December 2024, these changes touch a substantial portion of the workforce. This guide breaks down every COMPASS criterion that has changed, what the updates mean in practice, and how employers and candidates can prepare before the renewal deadline hits.

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What Is COMPASS and Why Does It Matter?

The Complementarity Assessment Framework — COMPASS — has been mandatory for all EP applications since September 2023. It is a points-based system that evaluates both the individual candidate and the hiring employer to ensure foreign hires genuinely complement Singapore's local workforce.

Every EP application is scored across four foundational criteria and two bonus criteria. The applicant must achieve at least 40 points to pass. The foundational criteria are:

• C1 — Salary: How the candidate's fixed monthly salary compares with local PMET (Professionals, Managers, Executives and Technicians) salaries in the same sector
• C2 — Qualifications: Whether the candidate holds a degree from a recognised top-tier institution or an equivalent professional qualification
• C3 — Diversity: Whether the candidate's nationality is well-represented or under-represented among the firm's PMET workforce
• C4 — Support for Local Employment: How the firm's share of local PMETs compares with industry peers

The two bonus criteria — C5 (Skills Bonus via the Shortage Occupation List) and C6 (Strategic Economic Priorities) — can each contribute up to 20 additional points.

Scoring below 40 points results in automatic rejection, regardless of how strong the candidate's profile might appear on paper. This is why the 2026 updates to qualification lists, salary benchmarks, and the SOL demand careful attention from every employer sponsoring EP holders.

Key COMPASS Changes Effective 1 January 2026

MOM released the updated COMPASS criteria in November 2025, with all changes taking effect from 1 January 2026. Here is a breakdown of what has changed across each criterion.

C1 — Salary Benchmarks: Sector-Specific and Age-Adjusted

The COMPASS salary benchmarks have been refreshed with updated local PMET salary data. The C1 criterion awards 10 points if the candidate's fixed monthly salary meets or exceeds the 65th percentile of local PMET salaries in the employer's sector, and 20 points at the 90th percentile.

Key details employers should note:

• Salary benchmarks are sector-specific — a salary that earns 20 points in one sector may only earn 10 in another
• Benchmarks are age-adjusted, rising progressively from age 23 to 45+, reflecting expected salary growth with experience
• The minimum qualifying salary for EP applications remains at S$5,600 per month (S$6,200 for the financial services sector) in 2026
• Employers can use MOM's Self-Assessment Tool (SAT) to check the exact salary threshold for their sector and the candidate's age before applying

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C2 — Qualifications: Refreshed Institution and Professional Qualification Lists

The C2 criterion is where the most visible changes have occurred. MOM has updated two key lists:

Top-Tier Institutions List (20 points — Group A): Applicants with a bachelor's degree or higher from institutions on MOM's updated top-tier list receive 20 points. The 2026 update broadens scope across technical and marine engineering disciplines, with new entries highlighting emerging fields such as maritime, biomedical, and design. Business school listings have been streamlined through selective removals and clearer faculty delineation. Recognition of Singapore's creative and technical institutions has also expanded, reflecting their growing regional influence.

Group B Institutions (20 points for specific faculties only): Some institutions award 20 points only for degrees from specific listed faculties. Employers must ensure they select both the correct institution and the correct faculty/field in the EP application form. A mismatch can result in zero C2 points, even if the institution is on the list.

Degree-Equivalent Professional Qualifications (10 points): Certain professional qualifications — such as chartered accountancy, actuarial designations, and licensed medical credentials — are recognised as degree-equivalent and earn 10 points. The 2026 list adds approximately 15 new entries while also containing some removals and mergers across groups.

Applicants without qualifications from listed institutions or without recognised professional qualifications receive 0 points for C2 — but this does not automatically disqualify them. They can still pass COMPASS if they score strongly on other criteria.

C3 — Diversity: Nationality Mix Assessment

The C3 criterion assesses whether the candidate's nationality is over-represented among the firm's PMET workforce. The scoring works as follows:

• If the candidate's nationality comprises less than 5% of the firm's PMETs → 20 points
• If between 5% and 25% → 10 points
• If 25% or more → 0 points

Firms with fewer than 25 PMETs automatically receive 10 points for C3, so smaller companies are not penalised for limited diversity. An important technical note: Permanent Residents (PRs) are counted based on their nationality (not residency status) under C3.

C4 — Support for Local Employment: Local PMET Ratio

C4 evaluates how the firm's ratio of local PMETs compares with the sector average. The scoring:

• Firm's local PMET share is above the sector median → 20 points
• At or near the sector median → 10 points
• Below the sector median → 0 points

Firms with fewer than 25 PMETs receive a default 10 points. Unlike C3, PRs are counted as locals under C4. As of September 2025, MOM considers all employees earning at least S$3,300 per month as PMETs for the purposes of C3 and C4 calculations.

Employers can use MOM's Workforce Insights Tool to benchmark their C3 and C4 standing before submitting an application.

The Revised Shortage Occupation List (C5 — Skills Bonus)

The Shortage Occupation List is one of the most strategically important elements of COMPASS. Candidates filling roles on the SOL earn up to 20 bonus points under the C5 Skills Bonus criterion — and for certain technology roles, SOL listing can support a five-year EP validity instead of the standard two or three years.

What Changed in the 2026 SOL

MOM reviews the SOL annually, with a comprehensive review every three years. The 2026 update reflects current labour market shortages and includes notable additions and removals.

New additions — Healthcare sector expansion:

• Clinical psychologists
• Diagnostic radiographers
• Occupational therapists
• Physiotherapists
• Registered nurses
• Podiatrists
• Medical social workers

The healthcare sector's expanded presence on the SOL reflects sustained demand that domestic training pipelines cannot yet meet.

Continuing sectors on the SOL:

• Agritech: Alternative protein food application scientists, novel food biotechnologists
• Financial services: Investment advisers, relationship managers (ultra-high-net-worth clients)
• Green economy: Carbon project managers, carbon traders, carbon verification specialists
• Cybersecurity: Four specialised roles including cyber forensics, penetration testing, and cyber engineering

Removed from the 2026 SOL:

• Cyber Risk Specialist
• Cybersecurity Operations Specialist
• Product Manager (Digital)

These removals suggest that either local talent supply has improved in those areas or the roles have been consolidated into adjacent categories.

SOL Requirements Employers Must Meet

Earning the SOL bonus is not automatic just because the role title sounds similar. MOM has strict matching requirements:

• The candidate's actual job duties must match those listed under the relevant shortage occupation
• The job title selected during the EP application must match the job advertisement on MyCareersFuture (unless the role is exempt from advertising)
• All occupation-specific requirements — such as licences, certifications, or minimum years of experience — must be met
• The employer must provide documentation that demonstrates the role genuinely involves the duties described in the SOL guidebook

Mismatches between advertised roles and actual duties are a leading cause of SOL bonus rejection. Employers should review MOM's SOL Employer Guide (released November 2025) thoroughly before applying.

Mandatory Credential Verification Under COMPASS

Since September 2023, educational qualification verification has been mandatory for all EP applications. This requirement has not changed in 2026, but with refreshed qualification lists, the verification process deserves renewed attention.

How Verification Works

All post-secondary diploma qualifications and higher that are declared in an EP application must be verified by a MOM-approved background screening company. The process involves:

1. Authenticity check — confirming the qualification document is genuine and was issued by the stated institution
2. Accreditation check — confirming the institution is legitimately accredited in its home country
3. The screening company issues a verification proof with a MOM reference number
4. This proof is submitted with the EP application

Approved Screening Companies

MOM selected 12 background screening companies to provide these services in June 2023. Employers must use a provider from this approved list — verification proof from unlisted companies will not be accepted.

Timeline and Cost

Each verification check typically costs between S$30 and S$60 and takes one to two weeks to process, depending on the country where the qualification was obtained. Qualifications from countries with less accessible records may take longer.

The good news: verification is a one-off exercise. Once a candidate's qualifications are verified, the MOM system retains the record, and subsequent employers will not need to verify again.

The Critical Timeline: New Applications vs. Renewals

Understanding the implementation timeline is essential to avoid nasty surprises.

New EP Applications (From 1 January 2026)

All new EP applications submitted on or after 1 January 2026 are assessed under the updated COMPASS criteria. This includes:

• Updated C2 qualification lists (new top-tier institutions list and professional qualifications list)
• Revised Shortage Occupation List
• Refreshed C1 salary benchmarks with updated sector-specific data

EP Renewals (From 1 July 2026)

Existing EP holders whose passes expire on or after 1 July 2026 must meet the updated COMPASS criteria at renewal. This is the deadline that catches many employers off guard.

If an EP holder's institution has been removed from the qualification list or reclassified from Group A to Group B for their faculty, they could lose C2 points at renewal — even though they passed COMPASS previously. Similarly, if an EP holder's role was removed from the SOL (such as Product Manager — Digital), they will lose the C5 bonus at renewal.

What This Means in Practice

Consider this scenario: an EP holder currently earning 10 C2 points (from a Group B institution for a specific faculty) renews in August 2026. If MOM's updated list has reclassified their institution or removed their faculty from Group B, they could drop from 10 to 0 on C2. If their overall COMPASS score was already borderline — say, exactly 40 — losing those 10 points means a failed renewal.

Employers should audit their current EP holders now to identify anyone at risk of scoring lower under the updated criteria. The earlier you identify potential issues, the more options you have to address them.

The COMPASS Scoring Framework at a Glance

For quick reference, here is the full COMPASS scoring structure with the 2026 updates reflected.

C6 — Strategic Economic Priorities Bonus: An Overlooked Opportunity

While much of the attention around COMPASS focuses on salary, qualifications, and the SOL, the C6 Strategic Economic Priorities (SEP) bonus is an often-overlooked pathway to extra points. Here is how it works.

The C6 bonus awards 10 points if the employer participates in an approved government investment or innovation programme. Eligible programmes include:

• Development and Expansion Incentive (DEI) administered by the Economic Development Board (EDB)
• Research and Innovation Scheme for Companies (RISC) under Enterprise Singapore
• NTUC Company Training Committees (CTCs) — companies that work with the Labour Movement on local workforce development can qualify

For the NTUC pathway, no separate application is required. Companies that meet NTUC and MOM's criteria are automatically notified. This makes it a relatively low-effort way to gain 10 additional points — which can make the difference between passing and failing COMPASS for borderline applications.

How These Changes Affect Different Industries

The COMPASS 2026 updates do not affect all industries equally. Here is how specific sectors should be thinking about the changes.

Healthcare

Healthcare is arguably the biggest winner from the 2026 SOL update. With seven new healthcare roles added — from clinical psychologists and registered nurses to podiatrists and medical social workers — healthcare employers now have a significantly easier path to the C5 bonus. Given Singapore's ageing population and ongoing healthcare workforce shortages, this expansion was widely expected.

Employer action: Review your current and planned EP applications against the updated healthcare SOL. If you have roles that now qualify, ensure job descriptions are precisely aligned with MOM's duty descriptions.

Technology and Cybersecurity

The picture for tech is mixed. While four cybersecurity roles remain on the SOL — focusing on forensics, penetration testing, and engineering — three roles have been removed: Cyber Risk Specialist, Cybersecurity Operations Specialist, and Product Manager (Digital). Tech employers who previously relied on the SOL bonus for these roles will need to compensate with stronger scores on other criteria.

Employer action: If you have EP holders in removed SOL roles approaching renewal after July 2026, assess whether their COMPASS score can still reach 40 without the C5 bonus. Consider salary adjustments or the C6 SEP pathway as alternatives.

Financial Services

Financial services continues to have a higher salary bar at S$6,200 minimum qualifying salary (rising to S$6,600 from January 2027). Investment advisers and UHNW relationship managers remain on the SOL, but the sector's higher salary benchmarks mean the C1 criterion demands premium compensation.

Employer action: Use MOM's sector-specific salary benchmarks to confirm your candidates meet the 65th or 90th percentile threshold. Financial services benchmarks tend to be significantly higher than the overall economy.

Green Economy

The green economy sector retains its SOL presence with carbon project managers, carbon traders, and carbon verification specialists. As Singapore continues to invest in its Green Plan 2030, demand for these roles is expected to grow. Employers in this space benefit from both C5 bonus points and alignment with government strategic priorities.

A Step-by-Step Guide for Employers Preparing for Renewal Season

With the 1 July 2026 renewal deadline approaching, here is a practical action plan for employers.

Step 1: Audit Your Current EP Portfolio (Do This Now)

Run a complete inventory of all EP holders in your organisation. For each, record:

• Current COMPASS score (if known from the original application)
• Qualification institution and faculty
• Whether their institution or qualification is still listed under the 2026 C2 criteria
• Whether their role was on the SOL and whether it remains
• Pass expiry date

Step 2: Identify At-Risk Renewals

Flag any EP holder whose pass expires on or after 1 July 2026 and who may be affected by:

• Institution or faculty removed from C2 lists
• Role removed from the SOL (particularly Product Manager — Digital, Cyber Risk Specialist, Cybersecurity Operations Specialist)
• Salary that may no longer meet updated sector benchmarks

Step 3: Run the Self-Assessment Tool

Use MOM's COMPASS Self-Assessment Tool (SAT) to simulate the updated score for each at-risk EP holder. This tool reflects the latest salary benchmarks and criteria weights.

Step 4: Address Gaps Before Renewal

For EP holders who may fall below 40 points under the new criteria, consider:

• Salary adjustment to reach a higher C1 percentile bracket
• Reviewing the employer's C3/C4 standing using MOM's Workforce Insights Tool — improving local hiring can boost both C3 and C4
• Exploring the C6 SEP bonus through NTUC CTC participation or EDB/ESG programmes
• Verifying credentials early to avoid processing delays

Step 5: Submit Renewals with Complete Documentation

Ensure all renewals include:

• Valid credential verification proof (with MOM reference number)
• Accurate institution and faculty selection in the EP form
• Job descriptions aligned with SOL requirements (if claiming C5 bonus)
• Updated salary information reflecting the latest offer

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Frequently Asked Questions

My EP holder's institution was on the previous list but has been removed. Will they fail COMPASS at renewal?

Not necessarily. Losing C2 points does not automatically mean failure. If the EP holder scores well on C1 (salary), C3 (diversity), and C4 (local employment), they can still reach 40 points. Run the SAT to check.

When exactly do renewals need to meet the new criteria?

EP renewals for passes expiring from 1 July 2026 onwards must meet the updated COMPASS criteria. If the pass expires before July 2026, the current criteria still apply at renewal.

Is credential verification required every time an EP is renewed?

No. Verification is a one-off exercise. Once verified, the record is retained in MOM's system and subsequent renewals or new employers will not need to re-verify.

Can I use the C6 SEP bonus if I don't participate in EDB or ESG programmes?

Yes — the NTUC Company Training Committee (CTC) pathway is an alternative route to the C6 bonus. Companies working with NTUC on local workforce development can qualify without being in an EDB/ESG programme.

What happens if my EP application fails COMPASS?

A score below 40 points results in automatic rejection. You can revise the application — for example, by adjusting the salary offer, updating the role description, or improving your firm's C3/C4 standing — and resubmit.

How often is the SOL updated?

MOM reviews the SOL annually, with a comprehensive review conducted every three years. The next annual update is expected in late 2026, taking effect from 1 January 2027.

Conclusion

The COMPASS 2026 updates represent a meaningful recalibration of Singapore's EP framework. Updated qualification lists, a revised Shortage Occupation List with expanded healthcare coverage, refreshed salary benchmarks, and the upcoming 2027 salary increase all point to a system that continues to raise the bar for foreign employment.

For employers, the most urgent action is preparing for the 1 July 2026 renewal deadline. Audit your EP portfolio now, identify at-risk holders, and use MOM's self-assessment tools to simulate updated scores. The employers who prepare early will avoid last-minute scrambles and improve their chances of successful renewals.

For foreign professionals, understanding where you stand under the updated criteria gives you the clarity to negotiate better, upskill strategically, and make informed career decisions in Singapore's evolving labour market.