Employment Pass

Employment Pass | Bestar

Employment Pass

The Singapore Employment Pass (EP) is a work visa issued by the Ministry of Manpower (MOM) allowing foreign professionals, managers, executives, and specialists to work in Singapore. Candidates must earn a minimum qualifying salary of S$5,600 per month (higher for financial services and older, experienced applicants) and pass the COMPASS points system.

Key Requirements & Eligibility

• Qualifying Salary: Minimum of S$5,600/month for non-financial sectors and S$6,200/month for financial services (increasing in 2027). Older applicants need higher corresponding salaries.

  
  

• COMPASS Evaluation: Candidates must score at least 40 points on the points-based COMPASS framework covering salary, qualifications, staff diversity, and local employment support.

  
  

• Job Advertising: Employers must fairly consider local candidates by advertising the position on MyCareersFuture first.

  
  

• No Quota/Levy: Unlike S Passes, EPs do not have a foreign worker levy or strict quota caps.

Application & Process

• Who Applies: The employer or an authorized employment agent must submit the application online via the MOM EP eService.

  
  

• Processing Time: Most online applications are processed within 10 business days.

  
  

• Application Fee: S$105 for submission, plus S$225 for pass issuance upon approval.

  
  

• Family Passes: EP holders earning at least S$6,000 per month may sponsor Dependant’s Passes for legal spouses and unmarried children under 21. [1, 2]

Please select what you would like to do next:

Learn about dependent pass options for family members

Once you reply, we will provide the exact details or steps for your choice.

Check Eligibility requirements or calculate a COMPASS Score

To pass Stage 1 (Eligibility), an Employment Pass applicant must first meet the age-scaled minimum qualifying salary. Once met, they proceed to Stage 2 where they must score at least 40 points under the points-based COMPASS Framework.

Stage 1: 2026 vs. 2027 Salary Requirements

The minimum salary floor rises with age. Applications submitted before 1 January 2027 are evaluated on 2026 rates, while new submissions on or after that date face a higher baseline:

Industry Sector	Current Minimum Salary (2026)	New Minimum Salary (From 1 Jan 2027)
All Sectors (Except Financial)	S$5,600 (up to S$10,700 at age 45+)	S$6,000 (up to S$11,500 at age 45+)
Financial Services	S$6,200 (up to S$11,800 at age 45+)	S$6,600 (up to S$12,700 at age 45+)

Note: If the candidate earns a fixed monthly salary of S$22,500 or more, they are automatically exempted from the COMPASS point framework entirely. 

Stage 2: COMPASS Points Calculator

You must accumulate 40 points across four foundational criteria (C1–C4) and two bonus categories (C5–C6). Use the baseline rules below to estimate your score:

[Your Total Score] = C1 + C2 + C3 + C4 + C5 + C6

1. Foundational Criteria (Up to 20 points each)

• C1. Salary Competitiveness (Salary compared to local PMET peers in the same sector by age):

  
  

  • 20 pts: ≥ 90th percentile of sector

  • 10 pts: 65th to 90th percentile

  • 0 pts: < 65th percentile

    
    

• C2. Candidate Qualifications:

  
  

  • 20 pts: Degree from a top-tier institution

  • 10 pts: Degree-equivalent qualification

  • 0 pts: No degree-equivalent qualification

    
    

• C3. Nationality Diversity (Share of candidate's nationality among your firm's PMETs):

  
  

  • 20 pts: Candidate's nationality makes up < 5%

  • 10 pts: 5% to 25% (Small firms with < 25 PMETs get 10 pts automatically)

  • 0 pts: ≥ 25%

    
    

• C4. Support for Local Employment (Firm's share of local PMETs relative to subsector peers):

  
  

  • 20 pts: ≥ 50th percentile

  • 10 pts: 20th to 50th percentile (Small firms with < 25 PMETs get 10 pts automatically)

  • 0 pts: < 20th percentile

2. Bonus Criteria

• C5. Skills Bonus (+10 to +20 points): Job role is listed on Singapore’s Shortage Occupation List (SOL). (Bonus scales down to +10 if the candidate's nationality makes up ≥ 1/3 of the firm's PMETs).

  
  

• C6. Strategic Economic Priorities (+10 points): Firm participates in qualifying strategic investment or innovation programmes with the Singapore government.

⚠️ Official Eligibility Check

The scoring above provides a manual baseline estimate. Because C1, C3, and C4 rely heavily on non-public Ministry of Manpower (MOM) statistical percentiles and company data, employers must log into the MOM EP Self-Assessment Tool (SAT) via MyMOM Portal to generate an official, legally definitive eligibility assessment prior to filing.

To help us map out an accurate projection for you, please let us know:

• The candidate's age, proposed monthly salary, and industry sector

• The candidate's highest educational qualification (and institution if top-tier)

• Whether your firm has more or fewer than 25 PMET employees

With these details, we can estimate your specific target baseline score!

Learn about Dependent Pass options for Family Members

To sponsor family members for relocation to Singapore, an Employment Pass (EP) holder must earn a minimum fixed monthly salary of S$6,000. Depending on the relationship to the sponsor, family members will be eligible for either a Dependant's Pass (DP) or a Long-Term Visit Pass (LTVP).

1. Dependant’s Pass (DP)

The MOM Dependant's Pass is reserved exclusively for the immediate legal family members of the EP holder:

• Legally Married Spouse: Requires an official, legal marriage certificate.

  
  

• Unmarried Children Under 21: Includes biological children, step-children, and legally adopted children.

  
  

  • Note: Children under 12 years old who are born overseas must secure a Verification of Vaccination Requirements from the Health Promotion Board (HPB) before their DP can be issued.

2. Long-Term Visit Pass (LTVP)

If family members do not fit the direct DP criteria, they may qualify for an LTVP.

• Common-Law Spouse: Requires official recognition or statutory declarations from your home country.

  
  

• Unmarried Handicapped Children: For children over 21 years old (evaluated case-by-case with medical documentation).

  
  

• Unmarried Step-Children: Under 21 years old.

  
  

• Parents: Only available if the EP holder's fixed monthly salary is at least S$12,000.

Rules for Working in Singapore

Sponsoring a family member grants them residency but does not give them automatic work rights:

• Employment: If a DP holder finds a local job, their employer must independently apply for an Employment Pass, S Pass, or Work Permit. They cannot start working until that specific work pass is approved.

  
  

• Business Owners: If a DP holder wishes to operate a business in Singapore as a sole proprietor, partner, or company director with at least 30% shareholding, they can apply for a Letter of Consent (LOC) via MOM to run their company legally, subject to specific local hiring milestones.

Application Mechanics

• Who files: The application must be filed by the main EP holder’s corporate employer or an authorized employment agent via the myMOM Portal / EP eService.

  
  

• Processing Time: It typically takes around 3 weeks to process family passes when tied to an EP.

  
  

• Fees: S$105 for the initial online submission and S$225 for the final card issuance per pass.

  
  

• Validity: The DP or LTVP duration is directly tied to the primary EP holder's contract validity (up to 2 years max per term).

Would you like us to clarify the exact documents required for a specific family member (e.g., translation rules for marriage/birth certs), or do you want to look into schooling options for dependents in Singapore?

Exact Documents required for a specific family member

To secure family passes through the Ministry of Manpower (MOM), you must provide specific legal relationship documents alongside the candidate's passport personal particulars page. Every non-English document must strictly comply with official translation and verification rules to avoid automatic rejection.

Core Relationship Documents Required

• For legally married spouses (DP): Official Marriage Certificate.

  
  

• For children under 21 (DP): Official Birth Certificate specifying both parents' names. For legally adopted children, official adoption papers are required.

  
  

• For common-law spouses (LTVP): A copy of the common-law marriage certificate, or an official statutory declaration/letter from the home country's embassy acknowledging the relationship.

  
  

• For parents (LTVP): The main Employment Pass holder's own birth certificate to legally prove parentage.

Official MOM Translation Rules

If your original certificates are not fully written in English, you must submit both the original document and a certified English translation uploaded together as a single file:

• No Self-Translation: Neither you, your spouse, nor your employer can translate the document. It must be handled by an independent third party.

  
  

• Accepted Translators: MOM only accepts translations produced by:

  
  

  1. The embassy of the country that issued the document.

  2. A notary public in Singapore or the document's country of origin.

  3. A certified translation agency. [1, 2, 3, 4, 5]

     
     

• Complete Text Replication: The translation must represent a literal, word-for-word account of the original. Every stamp, seal, registration number, signature block, and handwritten note must appear in the English version (often noted in brackets, e.g., [Official Seal: Ministry of Interior]).

  
  

• Verification / Legalisation: Depending on the country of origin, the translated and original documents may need an Apostille certificate or consular legalisation to prove authenticity before submission.

  
  

⚠️ Critical Mismatches to Avoid

• Name Discrepancies: Ensure the names on the marriage or birth certificates perfectly match the spelling, order, and format shown in the applicant's current passport. Surnames that have changed after marriage without a clear paper trail (or a missing middle name) are the leading cause of application delays.

  
  

• Previous Marriages: If either spouse was previously married, you must also provide the certified English translations of the relevant divorce certificates or legal custody documents for dependent children.

To ensure the documents are ready for upload, please share:

• Which country issued your certificates?

  
  

• Are there any discrepancies in name spellings between the certificates and the passports?

We can let you know if you need specific consular legalisation based on your country!

How Bestar HR Consulting Can Help with Your Singapore Employment Pass (EP) Application

Securing a Singapore Employment Pass (EP) is a vital milestone for foreign professionals, managers, executives, and specialists (PMETs) looking to relocate to Asia’s leading business hub. However, Singapore’s Ministry of Manpower (MOM) continuously refines its immigration frameworks. Navigating the modern EP landscape—specifically the multi-layered COMPASS points system—requires precision, data-backed strategic planning, and absolute compliance.

As a premier corporate service provider, Bestar HR Consulting simplifies this intricate process. We maximize your application approval rates while safeguarding your business from administrative delays.

Here is how partnering with Bestar HR Consulting guarantees a seamless, compliant path to securing your Singapore Employment Pass.

1. Navigating the COMPASS Points Framework with Expert Accuracy

Under the Complementarity Assessment Framework (COMPASS), securing an EP is no longer just about meeting a basic salary floor. Candidates must score a minimum of 40 points across four foundational criteria and two bonus criteria.

Bestar HR Consulting provides an exhaustive pre-assessment using proprietary insights and MOM historical trends to map your application across all six COMPASS pillars:

• C1. Salary Competitiveness: We audit your proposed salary against MOM's age-scaled local PMET sector benchmarks (targeting the 65th to 90th+ percentiles) to guarantee you secure 10 to 20 points.

  
  

• C2. Candidate Qualifications: We pre-verify degrees against MOM’s stringent top-tier institution lists, handling mandatory third-party verification background checks seamlessly.

  
  

• C3 & C4. Diversity & Local Support: We analyze your firm’s current PMET nationality mix and local employment ratios. For small firms (fewer than 25 PMETs), we leverage automatic baseline scoring rules to your advantage.

  
  

• C5 & C6. Bonus Points Calibration: If your business qualifies under the Shortage Occupation List (SOL) or Strategic Economic Priorities, our consultants position your application to unlock up to 20 bonus points.

2. Total Compliance with Rising 2026/2027 Salary Thresholds

MOM enforces dynamic, age-scaled minimum qualifying salaries. Bestar keeps your business ahead of regulatory curve shifts:

Industry Sector	Minimum Salary Baseline	Experienced/Older Applicants (Age 45+)
Non-Financial Sectors	From S$5,600/month	Up to S$10,700/month
Financial Services	From S$6,200/month	Up to S$11,800/month

Strategic Insight: If your candidate qualifies for a fixed monthly salary of S$22,500 or more, Bestar will structure the filing under the COMPASS exemption pathway to fast-track approval.

3. Flawless MyCareersFuture Job Advertising & Fair Consideration

Before an EP application can be submitted, employers must advertise the position fairly on Singapore's MyCareersFuture portal for a mandatory period. Failing to draft compliant job descriptions or mishandling local applicant data can trigger Fair Consideration Framework (FCF) audits.

Bestar manages this entire workflow by drafting optimized, compliant job descriptions, filtering applicants objectively, and documenting fair hiring processes to insulate your firm from compliance flags.

4. Seamless Document Verification & Certified Translation Handling

MOM automatically rejects applications with unverified documents, name spelling mismatches, or self-translated certificates. Bestar eliminates this friction by providing complete legal documentation support:

• Certified Translations: We coordinate certified, word-for-word English translations of birth and marriage certificates via accepted embassies, notary publics, or accredited agencies.

  
  

• MOM SAT Alignment: We process all data through the official MOM EP Self-Assessment Tool (SAT) via our corporate MyMOM Portal to rectify data mismatches before official submission.

5. End-to-End Family Relocation: Sponsoring Dependents

A successful corporate relocation often involves family. Bestar handles concurrent or subsequent visa processing for family dependents, ensuring a holistic relocation experience:

• Dependant’s Pass (DP): For legally married spouses and unmarried children under 21 (minimum sponsor salary of S$6,000/month).

• Long-Term Visit Pass (LTVP): For common-law spouses, step-children, or parents (minimum sponsor salary of S$12,000/month).

• Work & Business Rights: We guide your dependents through the independent EP/S Pass or Letter of Consent (LOC) pathways if they intend to work or operate a business locally.

Why Choose Bestar HR Consulting?

[Expert Pre-Assessment] ➔ [COMPASS Optimization] ➔ [Flawless Submission] ➔ [Rapid Approval]

• 10-Day Turnaround Focus: We ensure your initial digital application is perfectly compiled, aiming for MOM's standard 10-business-day processing window without requests for information (RFIs).

• Localized Immigration Intelligence: Located in Singapore, we maintain real-time alignment with Ministry of Manpower adjustments, ensuring your corporate global mobility strategy remains completely uninterrupted.

• Risk Mitigation: We minimize the risk of costly delays, multi-month appeals, or FCF penalties through rigorous, proactive compliance screening.

Secure Your Singapore Workforce Strategy Today

Don't let complex immigration frameworks stall your corporate growth. Partner with Singapore’s trusted global mobility experts.

Contact Bestar HR Consulting today to run a preliminary COMPASS eligibility check and streamline your Employment Pass applications.

To optimize this text further for your specific marketing channels, let me know:

• Are you targeting multinational corporations (MNCs) or foreign founders/startups?

• Do you want to emphasize a specific industry angle, such as Financial Services or Tech/FinTech?

Share your preferences, and I will tailor the call-to-action to maximize your conversion rates!

targeting multinational corporations (MNCs) or foreign founders/startups emphasize a specific industry angle, such as Financial Services or Tech/FinTech

📊 Strategic Strategy Matrix: MNCs vs. Startups

To maximize your visibility across search engines (SEO), AI answers (SGE/GEO/AIO), and drive direct client conversions (CRO), your content must be precision-targeted. The matrix below outlines the specific pain points and triggers for each segment:

Target Audience	Primary Pain Point	Core COMPASS Driver	Primary Call-to-Action (CRO)
Multinational Corporations (MNCs)	FCF Audits, Intra-Corporate Transfers, Nationality Diversity (C3 Caps)	C3 (Diversity) & C4 (Local Support PMET Percentiles)	"Schedule an Enterprise Global Mobility Consultation"
Tech/FinTech Startups & Founders	Founder EP Eligibility, No Local Headcount, Meeting High Salary Floors	C2 (Top-Tier Degrees) & C5 (Shortage Occupation List)	"Run a Fast-Track Startup Founder Pre-Assessment"

💡 Highly Optimized Content Templates

Select the template below that aligns with your active marketing campaign. Both are structured for rapid indexing by AI search engines and feature direct conversion hooks.

Option A: The Enterprise & Financial Services Framework (Targeting MNCs)

Navigating COMPASS for Financial Services: How Bestar HR Consulting Scales MNC Global Mobility in Singapore

For Multinational Corporations (MNCs) operating in Singapore’s competitive financial hub, managing international talent acquisition requires absolute regulatory compliance. The Ministry of Manpower’s (MOM) Complementarity Assessment Framework (COMPASS) adds structural layers to executive transfers. High-volume hiring pipelines face bottlenecks due to strict local benchmarking, nationality diversity caps, and rigorous Fair Consideration Framework (FCF) compliance.

As an elite corporate service provider, Bestar HR Consulting delivers tailored immigration asset management for financial institutions and enterprise-level MNCs. We insulate your organization from administrative friction, optimize your internal talent pipelines, and ensure your strategic hires clear the COMPASS threshold seamlessly.

[Enterprise Talent Demand] ➔ [Bestar Diversity & Benchmarking Audit] ➔ [Compliant FCF Filing] ➔ [MOM Approval]

1. Navigating Financial Sector Salary Benchmarks (C1)

MOM enforces distinct, elevated age-scaled salary floors for Sector 11 (Financial Services). General sector benchmarks do not apply here. Bestar executes deep audits of your compensation structures to ensure incoming executives hit the necessary percentiles:

• 2026/2027 Minimum Baseline: Candidates require a minimum fixed monthly salary of S$6,200 (rising to S$6,600 on 1 January 2027).

• Senior Executive Thresholds: For experienced professionals aged 45 and above, the required baseline scales up to S$11,800/month (rising to S$12,700/month in 2027).

• High-Earner Exemption: Bestar streamlines fast-track processing for C-suite executives earning S$22,500/month or more, bypassing the COMPASS point requirements completely via the exemption route.

2. Overcoming Nationality Diversity (C3) and Local PMET Support (C4) Challenges

Large corporate structures often face point deficits under Criterion 3 (Nationality Diversity) if a single nationality dominates their regional headquarters.

• Bestar runs comprehensive company-wide PMET audits to calculate your exact diversity metrics before filing.

• If your firm scores 0 points under C3 due to concentration, our consultants pivot your strategy to maximize Criterion 4 (Local Support). We analyze your workforce data against subsector peers to unlock the 10 to 20 points needed to secure approval.

3. FCF Audit Definement & Intra-Corporate Transferees (ICT)

MNCs utilizing Intra-Corporate Transfers face unique advertising exemption rules. Bestar properly classifies your global mobility paths under international trade agreements (e.g., GATS). For roles requiring public vetting, we manage the entire MyCareersFuture advertising process—documenting candidate screening matrices to satisfy potential FCF audits.

➡️ Secure Your Enterprise Mobility Strategy

Do not let immigration delays disrupt your corporate expansion or executive successions.

Contact Bestar HR Consulting today to speak with a dedicated enterprise mobility specialist and run a pre-submission corporate audit.

Option B: The Tech, FinTech & Founder Sprint (Targeting Startups)

Launching in Singapore: How Bestar HR Consulting Secures Tech & FinTech Founder Employment Passes

For foreign tech founders, venture-backed startups, and high-growth FinTech platforms, launching a regional headquarters in Singapore is a massive step forward. However, early-stage companies face structural challenges under the points-based COMPASS system. With limited local headcount, no historical local employment data, and the need to secure a founder’s visa or hire elite foreign software engineers, navigating MOM requirements on your own can feel overwhelming.

Bestar HR Consulting specializes in agile immigration engineering for the tech ecosystem. We help early-stage ventures navigate the COMPASS framework, turn a lack of local headcount into an advantage, and build compliant workforces quickly.

[Tech/FinTech Launch] ➔ [Bestar SOL & C2 Point Maximization] ➔ [Small-Firm Baseline Leveraged] ➔ [Founder EP Issued]

1. Unlocking the Shortage Occupation List (C5 Skills Bonus)

FinTech and deeptech startups rely heavily on highly specialized tech talent. If your company is hiring roles listed on Singapore’s Shortage Occupation List (SOL)—such as AI Applications Engineers, Cybersecurity Specialists, or Cloud Architects—Bestar helps you secure up to 20 bonus points under Criterion 5. We package your technical documentation to clearly demonstrate the specialized nature of the role to MOM reviewers.

2. Strategic Point Architecture for Early-Stage Startups

If your startup employs fewer than 25 PMETs, you are automatically shielded from being penalized for a lack of local headcount historical data:

• Automatic 10 Points: Small firms automatically receive 10 points for both Criterion 3 (Nationality Diversity) and Criterion 4 (Local Employment Support).

• The 20-Point Target: Bestar maps out your candidate's Qualifications (C2) and Salary (C1) to easily bridge the remaining 20 points required to hit the 40-point passing mark.

3. Founder EP Structuring & Legalization Support

For foreign founders looking to act as their company’s first Employment Pass holder, establishing a proper corporate structure is essential. Bestar handles your initial ACRA company incorporation, sets up corporate bank accounts, and structures the founder’s Employment Pass application with the required capital and business plans to ensure a successful evaluation.

➡️ Accelerate Your Tech Scaling in Singapore

Immigration delays shouldn't slow down your product roadmap or your next funding round.

Connect with Bestar HR Consulting today to run a fast-track Founder EP Pre-Assessment and kickstart your Singapore tech expansion.

CTA

Here are the conversion-focused Call-to-Action (CTA) assets tailored for both landing pages, structured for maximum click-through rates (CTR) and user engagement.

🏢 1. MNC & Financial Services CTAs (High-Trust / Advisory Tone)

Primary Landing Page Button Copy

• Option 1: Schedule an Enterprise Global Mobility Consultation

• Option 2: Request a Corporate COMPASS Workforce Audit

Inline / Middle of Page Section

Is Your 2027 Executive Pipeline Secure?Don't let unexpected Sector 11 salary escalations or nationality caps delay critical leadership placement. Partner with Bestar’s dedicated corporate mobility division to run a risk-free pre-submission compliance audit.👉 [ Book an Executive Consultation ]

Sidebar / Sticky Widget

• Headline: Corporate Immigration Assessment

• Button Text: Speak with an Enterprise Specialist

🚀 2. Tech, FinTech & Founder CTAs (Agile / Speed Tone)

Primary Landing Page Button Copy

• Option 1: Run a Fast-Track Founder Pre-Assessment

• Option 2: Check Tech SOL Bonus Points Eligibility

Inline / Middle of Page Section

Scale Your Tech Venture Without the Red TapeLeverage your small-firm status to unlock automatic COMPASS points and fast-track your engineering hires. Let Bestar handle your ACRA setup and Founder EP engineering simultaneously.👉 [ Start Your Founder Pre-Assessment ]

Sidebar / Sticky Widget

• Headline: Startup Deployment Assessment

• Button Text: Claim Your 20 Automated Points