What is the EP?
The Employment Pass (EP) allows Singapore‑based employers to hire foreign professionals for PMET (Professionals, Managers, Executives and Technicians) roles. It is employer‑sponsored and tied to an actual position. Use this page as a practical overview, then confirm details on MOM’s site linked below.
Key points for employers:
- EPs are employer‑sponsored and tied to a real role.
- Minimum qualifying salary varies by sector and age.
- Most cases are assessed under COMPASS (points‑based).
Key numbers at a glance
- Qualifying salary (baseline): from about S$5,000/month (higher for Financial Services, and increases with candidate’s age/experience). Always check MOM’s latest table.
- COMPASS pass mark: 40 points overall (see breakdown below).
- FCF advertising: Post on MyCareersFuture for at least 14 days unless exempt.
- Fees: Application S$105; Issuance S$225; Multiple‑entry visa (if required) S$30.
- Processing (typical): many online cases within ~10 business days; complex cases take longer.
- Validity: up to 2 years for first‑time, up to 3 years on renewal (subject to MOM).
- Renewals: apply up to 6 months before expiry.
Salary thresholds (as of Oct 2024)
| Category | Qualifying salary |
|---|---|
| Baseline (most sectors) | S$5,000 / month for young graduates; increases with age/experience |
| Financial Services | S$5,500 / month for young graduates; increases with age/experience |
| Age‑progressed MQS | Scales upwards with age. Refer to MOM’s published table for age‑specific thresholds. |
Source: MOM EP eligibility · Check scenarios with the Self‑Assessment Tool (SAT).
Eligibility — quick view
- Role & seniority: Professional/managerial scope aligned to the org chart and team.
- Pay: Minimum Qualifying Salary (MQS) varies by sector and rises with experience. Always check MOM’s latest table.
- COMPASS points: Most EPs are assessed on COMPASS (40‑point pass mark) with possible bonus points.
- Fair Consideration Framework (FCF): Many roles require a MyCareersFuture ad unless exempt. See our FCF guide.
Always defer to MOM’s official pages for thresholds, advertising rules and fees. Helpful links are listed under Official links and on our MOM links page.
COMPASS — how points work
You pass with 40 points across four foundational criteria. Each criterion typically awards 0 / 10 / 20 points depending on how your case compares with benchmarks. Bonus points may apply.
- C1 Salary: Pays relative to market for role/age. Higher pay earns more points.
- C2 Qualifications: Degree‑level and above (institution and level matter). Alternatives may be considered based on experience.
- C3 Diversity: Points improve when hiring enhances team nationality diversity.
- C4 Support for Local Employment: Points improve with strong local PMET (Professionals, Managers, Executives and Technicians) share relative to sector peers.
- Bonuses: Shortage Occupation List (skills bonus) and Strategic Economic Priorities (firm‑level bonus) where applicable.
| Criterion | What it measures | Typical points | How to improve |
|---|---|---|---|
| C1 Salary | Pay vs market for role/age | 0 / 10 / 20 | Align salary band to role seniority and market |
| C2 Qualifications | Level and institution of education | 0 / 10 / 20 | Provide verifiable degree info; highlight relevant experience |
| C3 Diversity | Team nationality composition | 0 / 10 / 20 | Show case improves diversity vs current team |
| C4 Support for locals | Firm’s PMET share vs sector peers | 0 / 10 / 20 | Strengthen local hiring and progression plans |
Fair Consideration Framework (FCF) — when advertising applies
- Required: Most EP roles need a MyCareersFuture ad posted for at least 14 days.
- Common exemptions: High‑income roles, Intra‑Corporate Transferees, certain narrowly‑scoped cases. Always confirm on MOM’s site.
Before you start: define the role clearly
A crisp role definition supports both recruitment and the EP case. Nail these first:
- Job scope and core outcomes; reporting line and stakeholders
- Seniority/level and indicative salary band for that level
- How the role fits your org chart and business plan
- Which skills and qualifications are genuinely must‑have vs nice‑to‑have
Employer preparation checklist
- ACRA BizFile/company profile is current (business activity, address, key officers).
- Job description aligned to the actual work and seniority.
- MyCareersFuture advertising done if required (keep screenshots and ad ID).
- Company letterhead and signatory details ready for any declarations.
Candidate documents (typical)
- Passport biodata page (clear, uncut scan).
- CV with full employment history and responsibilities.
- Education certificates and transcripts (official translations if applicable).
- Professional registrations/licences if the occupation requires them.
Background screening (when required)
- Education verification: Degree and transcript confirmed with the issuing institution (typical turnaround ~3–10 business days, varies by country/institution).
- Employment verification: Reference checks or employer letters; scope depends on role/seniority.
- Identity/civil checks: Where legally permitted and relevant to the role.
- Who arranges/pays: Usually the employer; fees depend on scope and country.
- Privacy: Candidate consent required; personal data handled securely.
We coordinate screening with our established partner Avvanz to keep timelines predictable and avoid issuance delays.
Submission & after approval (what to expect)
- 1) Feasibility & prep: Confirm MQS and advertising needs, gather employer and candidate documents, align JD and pay with the role.
- 2) Online submission: File via EP Online. MOM may request clarifications or additional documents; respond promptly and consistently.
- 3) Outcome and issuance: If approved, you’ll get an In‑Principle Approval (IPA) letter with instructions. Issuance includes photo/biometrics appointment and card registration steps.
How AIS helps (so you can focus on the business):
- Feasibility first: We check MQS, COMPASS points and FCF ad requirements up front.
- Documentation: Clear checklists and review to reduce back‑and‑forth and rework.
- Submission & follow‑ups: We file via EP Online and handle MOM clarifications.
- Issuance: Guidance on IPA, appointment scheduling and card registration.
Typical timeline & sequencing
- Role & ad (if required): Define scope and post a 14‑day MyCareersFuture ad under FCF before applying.
- Docs collation: Gather employer/candidate documents and align JD, pay and seniority.
- Submission & processing: Many straightforward online cases complete in weeks; complex profiles can take longer depending on clarifications.
- After approval: Follow IPA instructions; complete any required medicals, book issuance, and register the card within MOM timelines.
- Renewals: Start early (months before expiry) to avoid status gaps; reassess MQS and COMPASS as they may have changed.
EP application flow (at a glance)
1
Feasibility
MQS, COMPASS, FCF ad needs checked first
2
Docs
Employer & candidate documents collated; start education verification early if needed
3
Submit
Online filing via EP Online; clarifications handled
4
Outcome
IPA received if approved; next steps shared
5
Issuance
Appointment and card registration completed
Common pitfalls to avoid
- Salary bands that don’t reflect the role’s seniority or market reality.
- Over‑claiming responsibilities that the team structure cannot support.
- Missing ad requirements where the role is not exempt under FCF.
- Inconsistent information between the JD, CV and form entries.
Practical tip: If salary is close to the EP threshold for the candidate’s age/sector, consider modelling both EP vs S Pass scenarios early (including headcount plans and, for S Pass, quota/levy constraints).
References
- MOM — Employment Pass overview
- MOM — EP eligibility and qualifying salary
- MOM — COMPASS framework
- MOM — Fair Consideration Framework job ads
- MOM — EP fees
FAQ
Baseline Minimum Qualifying Salary (MQS) starts around S$5,000/month (higher for Financial Services) and increases with age/experience. Always confirm the latest table on MOM and use the SAT for scenarios.
Many EP roles require a 14‑day MyCareersFuture job ad under FCF. Some roles are exempt (e.g., high‑income, certain transfers). Check your case on MOM’s site.
A total of 40 points across the four criteria (C1–C4). Bonus points may apply for shortage occupations or strategic economic priorities.
Disclaimer: This guide provides general information for employers. For the latest rules, thresholds and processes, always refer to official MOM pages linked above.