Securing a job in a new country is exciting, but the paperwork that follows can be daunting. If you are eyeing a professional role in Singapore, the Employment Pass (EP) is likely the visa you’ll need. It’s the primary work pass for foreign professionals, managers, and executives.
However, the Ministry of Manpower (MOM) has rigorous standards. A simple oversight or a missing document can lead to delays or even a rejection. With the recent introduction of the COMPASS (Complementarity Assessment Framework) scoring system, the criteria have become even more structured and transparent, yet complex to navigate for the uninitiated.
Whether you are an HR manager handling applications for incoming talent or an individual applicant trying to understand the process, preparation is your best defense against rejection. Before you hit “submit,” you need to ensure every box is checked, every document is verified, and every criterion is met.
Here are 12 critical things you must check before filing your Employment Pass application.
1. Qualifying Salary Requirements
The most fundamental check is the salary. The MOM sets a minimum qualifying salary, which is reviewed regularly to ensure it keeps pace with local wage standards. As of recent updates, the minimum qualifying salary is higher for older, more experienced candidates and those in the financial services sector.
Simply meeting the baseline number (currently $5,000 for general sectors and $5,500 for financial services, increasing with age) is not a guarantee of approval. You must check if the offered salary is commensurate with the applicant’s experience and age. For example, a candidate in their 40s will need a significantly higher salary than a fresh graduate to qualify.
Use the Self-Assessment Tool (SAT) provided by MOM to gauge if the salary meets the requirement for the specific candidate profile.
2. COMPASS Framework Scores
The biggest change to the employment pass application process is the Complementarity Assessment Framework, or COMPASS. All new EP applications need to pass this points-based system. You need to score at least 40 points across four foundational criteria and two bonus criteria.
Before applying, you must calculate your potential score:
- C1 (Salary): How does the candidate’s salary compare to local PMET salaries in the same sector?
- C2 (Qualifications): Does the candidate have a degree from a top-tier institution?
- C3 (Diversity): Does the candidate improve the nationality diversity of the hiring firm?
- C4 (Support for Local Employment): How does the firm compare to industry peers in hiring local professionals?
Failing to score 40 points means the application will likely be rejected unless you qualify for specific exemptions.
3. Educational Qualifications and Accreditation
Gone are the days when a simple PDF of a degree certificate was enough. Under the new framework, verification is key. You must check that the candidate’s educational institution is accredited and recognized by MOM.
For qualifications from China, verification from the Center for Student Services and Development (CSSD) is often required. For other global institutions, you may need background screening checks from approved background screening companies. Ensure that the name on the degree matches the passport exactly and that the institution is listed on the application form correctly. If the candidate relies on C2 (Qualifications) points for COMPASS, this step is non-negotiable.
4. Job Advertisement Requirements
Did you advertise the job on MyCareersFuture? For many companies, the Fair Consideration Framework (FCF) requires you to advertise the vacancy on the national jobs bank for at least 14 days before submitting an EP application. This is to ensure fair opportunities for local job seekers.
Check the following:
- Was the ad live for the full 14 days?
- Does the EP application match the job details (salary range, job title) listed in the ad?
- Can you justify why local applicants were not suitable for the role?
Failure to adhere to the FCF is a common reason for rejection and can even lead to the company being debarred from hiring foreign workers.
5. Candidate’s Vaccination Status
Post-pandemic travel and work regulations have largely normalized, but health requirements remain stringent. MOM requires all work pass holders to be fully vaccinated against COVID-19 with WHO-recognized vaccines before their pass can be issued.
Check that the candidate has their vaccination certificate ready. If they were vaccinated overseas, they must have their vaccination records updated in the National Immunisation Registry (NIR) upon arrival in Singapore. This is often a prerequisite for the final issuance of the pass, even if the in-principle approval has been granted.
6. Passport Validity
It sounds obvious, but it catches people out surprisingly often. Check the expiry date of the candidate’s passport. MOM generally requires the passport to be valid for at least six months.
However, the duration of the Employment Pass issued is often tied to the passport validity. If the passport expires in 12 months, the pass might only be issued for 12 months, even if the employment contract is for two years. To maximize the duration of the pass (usually up to 2 years for first-time candidates), ensure the passport has substantial validity remaining.
7. Company’s Track Record
The application isn’t just about the candidate; it is also about the company. MOM reviews the hiring firm’s track record as part of the approval process.
Check if your company has any adverse records with MOM. This includes previous infringements of the Employment Act, failure to pay CPF contributions for local staff, or discriminatory hiring practices. A poor company track record can drag down the application, regardless of how qualified the candidate is. Additionally, reviewing the C3 and C4 criteria of COMPASS will give you insight into how the company’s diversity and local hiring practices are viewed by the authorities.
8. Accurate Job Description and ANZSCO Code
When filling out the application, you must select a job occupation from a standard list. This is often based on the Singapore Standard Occupational Classification (SSOC).
Check that the selected occupation code accurately reflects the duties listed in the job description. A mismatch here—for example, classifying a specialized software engineer as a general administrative manager—can raise red flags. The job description should be detailed, highlighting the specialized skills required that justify hiring a foreign professional.
9. Dependency Ceiling and Quota
While Employment Passes are not subject to a specific foreign worker quota (unlike S Passes or Work Permits), the overall composition of your workforce matters. MOM monitors firms that have a disproportionately high number of foreign staff compared to their industry peers.
Check your firm’s current workforce demographics. If you are heavily reliant on a single nationality or have very few local PMETs (Professionals, Managers, Executives, and Technicians), you might face closer scrutiny. This ties back to the C3 (Diversity) and C4 (Support for Local Employment) criteria in COMPASS.
10. Relevant Work Experience
Quality over quantity applies here, but accuracy is paramount. The employment history section of the application needs to be consistent and verifiable.
Check the candidate’s CV against their LinkedIn profile and the details provided in the application. Unexplained gaps in employment or discrepancies in dates can cause delays. For senior roles, MOM places significant weight on relevant experience. Ensure the application clearly highlights how the candidate’s past roles have prepared them for the specific responsibilities of the new job.
11. Verification Proof for Bonus Points
If your COMPASS score relies on the Skill Bonus (C5) or the Strategic Economic Priorities Bonus (C6), you need rock-solid proof.
- C5 (Skills Bonus): This is for shortage occupations. Check if the job falls strictly under the Shortage Occupation List (SOL). If you claim this bonus, the candidate will be tied to that specific role.
- C6 (Strategic Economic Priorities): This applies if the firm is participating in eligible programs run by economic agencies (like EDB or ESG). Check if your firm has the specific endorsement required to claim these points.
Claiming points you cannot substantiate will lead to an immediate rejection.
12. Correct Entity Details
Finally, check the administrative details of the hiring entity. Is the Unique Entity Number (UEN) correct? Is the company’s CPF account active and up to date?
MOM uses CPF data to determine the company’s “local workforce” count, which directly impacts your C4 score on COMPASS. If you have recently hired local staff but the CPF contributions haven’t been posted yet, MOM’s system might not reflect your actual workforce size. Ensure all administrative data regarding the company is current before logging in to EP Online.
Preparation Is the Key to Approval
Navigating the Employment Pass application process requires a blend of strategic planning and administrative precision. The introduction of COMPASS has moved the goalposts, prioritizing holistic firm-level attributes alongside individual candidate merit.
By methodically checking these 12 areas, you significantly reduce the risk of errors and increase the likelihood of a smooth approval. Remember, a well-prepared application allows the candidate to focus on what matters most: settling into their new role and contributing to the business.
If you are unsure about calculating your COMPASS score or validating foreign qualifications, consider engaging professional services to handle the intricacies. The cost of a professional review is often far lower than the cost of a rejected application and a delayed start date.
