What is the Employment Pass (EP)?
Singapore’s EP allows foreign professionals, managers, and executives to live and work in Singapore for an approved employer. It is employer-sponsored, tied to a specific role, and renewable if criteria remain met.
2025 updates at a glance
- Salary baseline: S$5,600 general benchmark; S$6,200 for financial services roles.
- COMPASS continues to apply to new EPs and renewals: points-based evaluation across firm and candidate factors with optional bonus points.
- Verification & hygiene: stronger checks on qualifications, salary justification, and role realism.
Who typically qualifies
- Professional/managerial roles with specialist skills.
- Employers with substantive business activity and fair-hiring practices.
- Candidates whose pay, experience, and credentials match market benchmarks.
COMPASS — how scoring works
EP applications score across four core criteria plus two bonus categories.
Core criteria (need 40 points total across all criteria):
- Salary (C1): relative to local benchmarks for the role. Higher pay → more points.
- Qualifications (C2): recognized degree/professional certifications or equivalent senior experience.
- Firm Diversity (C3): representation of nationalities; balanced teams score better.
- Support for Local Employment (C4): firm’s proportion of local PMETs vs industry peers.
Bonus points (optional):
- Skills Bonus: shortage-skill occupations may receive additional points.
- Strategic Economic Priorities Bonus: firms in supported initiatives/clusters may receive points.
Practical note: a strong C1 (salary) can offset weaker C2, but don’t rely on a single pillar—present a balanced file.
Baseline eligibility checklist
- Fixed monthly salary: ≥ S$5,600 (or S$6,200 for financial services), with higher thresholds for experienced hires.
- Recognized qualifications or senior track record appropriate to the role.
- Genuine employer with active operations and local compliance in order (ACRA profile, CPF/IRAS standing).
- Role realism: job title, duties, and team size consistent with pay and industry norms.
Documents (typical)
From the employer
- Latest ACRA BizFile, business profile, and address.
- Org chart and role description with reporting lines.
- Salary justification (benchmarks, pay slips for comparable roles, offer letter).
- Fair hiring evidence (job ad where applicable).
From the candidate
- Passport and recent photo.
- Qualifications (certificates + official verification if requested).
- Experience evidence: CV, reference letters, employment letters.
- If applicable: professional licenses or memberships.
Filing flow (end-to-end)
- Role & salary alignment — set title, scope, and fixed salary against market data.
- COMPASS pre-read — estimate points across C1–C4; identify any bonus eligibility.
- Document build — employer pack + candidate pack; verify qualifications early.
- Online filing — submit EP application; respond promptly to clarifications.
- Outcome & issuance — on approval, complete issuance formalities and arrange card appointment.
Processing time & validity
- Most straightforward files: a few weeks; complex roles or verifications can take longer.
- Passes are typically granted for 1–2 years, renewable if criteria continue to be met.
Renewal hygiene (what to maintain)
- Consistent salary at or above prevailing benchmarks.
- Role progression that matches title/compensation.
- Employer’s local employment metrics and compliance posture.
Common refusal triggers
- Title/pay that don’t match responsibilities or industry norms.
- Thin local footprint or limited activity at the Singapore entity.
- Unverified or mismatched qualifications vs role.
- COMPASS score shortfall with no compensating bonus factors.
FAQs
Not strictly, but **recognized qualifications** help on C2. Senior, well-paid candidates with substantial track records can still succeed.
Yes—**new employer must file a fresh EP**. You cannot self-transfer the pass.
