Introduction

Singapore continues to refine its Employment Pass (EP) framework to ensure it attracts high-quality foreign talent while supporting local workforce development. For 2025, the Ministry of Manpower (MOM) has introduced significant changes to the EP eligibility criteria, including increased salary thresholds and updates to the Complementarity Assessment Framework (COMPASS) introduced in 2023. Whether you're an employer looking to hire foreign professionals or a candidate exploring work opportunities in Singapore, understanding these changes is crucial for successful EP applications.

Updated Minimum Salary Requirements

One of the most significant changes for 2025 is the increase in the minimum qualifying salary for Employment Pass applications. From January 1, 2025, the minimum monthly salary for new EP applications will rise from S$5,000 to S$5,600 for candidates in general sectors, and from S$5,500 to S$6,200 for candidates in the financial services sector.

These increases reflect MOM's ongoing efforts to ensure that foreign professionals complement rather than substitute local talent. The qualifying salary thresholds increase progressively with age to maintain a level playing field for locals across all age groups.

Implementation Timeline

The new salary thresholds will take effect in phases:

• For new EP applications: From January 1, 2025
• For renewal applications: From January 1, 2026

This phased implementation gives employers and EP holders time to adjust to the new requirements. Employers should plan ahead, especially when budgeting for salary adjustments for upcoming renewals.

The COMPASS Framework Explained

Since September 2023, all EP applications must pass a two-stage eligibility assessment. In addition to meeting the minimum qualifying salary (Stage 1), candidates must also pass the points-based Complementarity Assessment Framework or COMPASS (Stage 2). Mom This framework evaluates applications based on individual and firm-related attributes.

COMPASS is designed to be a transparent system that helps businesses access foreign talent while ensuring that these professionals complement the local workforce. The framework evaluates applications based on six criteria, with candidates needing to score at least 40 points to qualify for an EP. Mom

Each criterion can award 0, 10, or 20 points based on whether the candidate or employer:

• Does not meet expectations (0 points)
• Meets expectations (10 points)
• Exceeds expectations (20 points)

COMPASS Criteria Details

C1. Salary

To earn points under the C1 Salary criteria, the candidate's fixed monthly salary needs to meet or exceed the 65th percentile of local PMET salaries in the employer's sector. Mom This is different from the EP qualifying salary, which serves as the minimum threshold for Stage 1.

For the C1 criteria, MOM benchmarks the candidate's salary against local Professionals, Managers, Executives, and Technicians (PMETs) in the same age range and industry sector. The updated salary benchmarks for 2025 can be found on MOM's website.

C2. Qualifications

This criterion evaluates the candidate's educational qualifications. Higher points are awarded for qualifications from top-tier institutions, including the world's top 100 universities, Singaporean universities, and highly recognized vocational institutions. Mom

All post-secondary diplomas and higher qualifications declared in EP applications must be verified by an MOM-approved third-party background screening agency. This verification typically takes 1-2 weeks, so employers should plan accordingly.

C3. Diversity

This criterion assesses the nationality diversity of the employer's PMET workforce. Companies with a more diverse workforce earn higher points, encouraging employers to maintain a good mix of nationalities rather than relying heavily on one single foreign source. Mom

C4. Support for Local Employment

This criterion evaluates the company's track record of hiring and developing local employees. Companies that demonstrate a strong commitment to nurturing Singaporean talent score better in this criterion.

C5. Skills Bonus (Shortage Occupation List)

EP candidates filling roles on the Shortage Occupation List (SOL) can qualify for bonus points under this criterion. Mom The updated SOL for 2025 includes around 30 occupations across seven industries, focusing on roles that are in high demand but face insufficient local workforce supply.

The updated SOL, which applies to new and renewal EP applications from January 1, 2025, includes several new occupations such as semiconductor engineers, instrumentation engineers, and production engineers.

C6. Strategic Economic Priorities Bonus

To be considered for the C6 Strategic Economic Priorities bonus, an organization needs to participate in at least one of the eligible government programs. Mom This bonus supports firms that contribute to Singapore's strategic economic priorities through investments, innovation, internationalization, or company and workforce transformation activities. Mom

COMPASS Exemptions

Some EP candidates are exempt from the COMPASS framework:

• Those earning a fixed monthly salary of at least S$22,500
• Overseas intra-corporate transferees under applicable trade agreements
• Those filling roles on a short-term basis (one month or less)

Updated Shortage Occupation List (SOL) for 2025

Singapore's Ministry of Manpower has updated the Shortage Occupation List (SOL) that will be effective from January 1, 2025, for both new and renewal EP applications. The SOL identifies roles that are both strategically important to Singapore's economic development and experiencing significant skills shortages.

The Ministry of Manpower's latest shortage occupation list for 2025 consists of 30 occupations across seven industries in Singapore. These occupations include roles in information and communications technology, financial services, healthcare, manufacturing, and other key sectors.

Candidates working in occupations on the SOL may qualify for bonus points under the C5 Skills Bonus criterion, making it easier for employers to hire foreign talent for these roles. However, additional verification of qualifications and relevant work experience may be required, especially if the bonus points are needed to pass COMPASS.

Preparing for Successful EP Applications in 2025

Based on the updated requirements, here are key strategies for employers and candidates to navigate the EP application process successfully:

For Employers

1. Plan ahead for renewals: With the new salary thresholds applying to renewals from January 2026, budget for necessary salary adjustments well in advance.
2. Use available tools: MOM provides several resources to help with EP applications, including the Self-Assessment Tool (SAT) which can provide an indicative outcome for EP applications under COMPASS. Mom
3. Check your firm-related attributes: Use the Workforce Insights Tool to understand how your company scores on the C3 Diversity and C4 Support for Local Employment criteria, and make improvements if needed.
4. Consider strategic programs: Explore eligible government programs that can qualify your organization for the C6 Strategic Economic Priorities bonus.
5. Verify qualifications early: All post-secondary diplomas and higher qualifications must be verified by an MOM-approved background screening agency. Start this process early, as it typically takes 1-2 weeks.

For Candidates

1. Benchmark your salary: Ensure your salary meets not only the minimum qualifying threshold but also compares favorably against local PMETs in your sector and age range.
2. Prepare qualification documentation: Have your educational certificates ready for verification, particularly if you're relying on the C2 Qualifications criterion for points.
3. Check if your role is on the SOL: If your job is on the Shortage Occupation List, you may qualify for bonus points, making it easier to meet the COMPASS requirements.
4. Understand age-related salary expectations: Be aware that qualifying salary thresholds increase with age, reaching up to S$10,700 for general sectors and S$11,800 for financial services for candidates in their mid-40s.

Conclusion

Singapore's 2025 Employment Pass changes reflect the country's balanced approach to talent attraction – welcoming skilled foreign professionals while ensuring they complement rather than replace local talent. The increased salary thresholds and continued implementation of the COMPASS framework raise the bar for EP applications, focusing on quality rather than quantity.

For employers, these changes underscore the importance of workforce planning and competitive salary offerings. For candidates, they highlight the need to demonstrate how their skills and experience add value to Singapore's economy and labor market.

By understanding these requirements and using the tools provided by MOM, both employers and candidates can navigate the EP application process successfully and contribute to Singapore's dynamic and diverse workforce.

‍