Employment Pass Application in Singapore: Step-by-Step Guide for Employers (2026–2027)
Employment Pass Application in Singapore: Step-by-Step Guide for Employers (2026–2027)
Applying for a Singapore Employment Pass (EP) requires navigating a structured, two-stage evaluation process managed by the Ministry of Manpower (MOM). Applications must be filed directly by the employer or an appointed employment agency; candidates cannot apply independently.
This guide details eligibility requirements, minimum salary thresholds, the Complementarity Assessment Framework (COMPASS), step-by-step submission procedures, and critical strategy shifts for 2026–2027.
Key Overview: Employment Pass Criteria at a Glance
Parameter | 2026 Criteria | From 1 January 2027 (New Applications) |
Minimum Qualifying Salary (Non-Financial) | S$5,600/month (scales up to S$10,700 at age 45+) | S$6,000/month (scales up to S$11,500 at age 45+) |
Minimum Qualifying Salary (Financial Services) | S$6,200/month (scales up to S$11,800 at age 45+) | S$6,600/month (scales up to S$12,700 at age 45+) |
COMPASS Assessment | Mandatory (min. 40 points required) | Mandatory (min. 40 points required) |
Pass Renewals | Evaluated on current criteria | Passes expiring on/after 1 Jan 2028 must meet 2027 thresholds |
Application Fee | S$105 per application | S$105 per application |
Pass Issuance Fee | S$225 per pass (+ S$30 for Multiple Journey Visa if required) | S$225 per pass (+ S$30 for Multiple Journey Visa if required) |
Processing Time | ~10 business days (standard) / ~6 weeks (overseas local sponsor) | ~10 business days (standard) / ~6 weeks (overseas local sponsor) |
Who is Eligible to Apply?
MOM mandates that only a Singapore-registered entity or a licensed Employment Agency (EA) can submit an EP application.
Direct Employers: Companies submit via the myMOM Portal using Corppass.
Overseas Employers: Overseas companies without a registered Singapore entity cannot file directly; they must engage a Singapore-registered company to act as a Local Sponsor.
Company Founders: Foreign entrepreneurs must incorporate their Singapore company before applying for an EP under that company's entity.
Written Consent: Employers must obtain signed, written consent from the candidate prior to application submission.
Stage 1: Meeting Age-Scaled Salary Benchmarks
An applicant must earn a fixed monthly salary that meets or exceeds the age-adjusted qualifying baseline. Financial services roles are subject to higher thresholds due to sector pay structures.
EP Qualifying Salary Benchmarks by Age
Age | Current Floor (Non-Financial) | 2027 Floor (Non-Financial) | Current Floor (Financial Services) | 2027 Floor (Financial Services) |
23 & below | S$5,600 | S$6,000 | S$6,200 | S$6,600 |
25 | S$6,064 | S$6,500 | S$6,709 | S$7,155 |
30 | S$7,223 | S$7,750 | S$7,982 | S$8,541 |
35 | S$8,382 | S$9,000 | S$9,255 | S$9,927 |
40 | S$9,541 | S$10,250 | S$10,527 | S$11,314 |
45 & above | S$10,700 | S$11,500 | S$11,800 | S$12,700 |
Note: Clearing Stage 1 salary floors allows entry to Stage 2, but does not automatically guarantee pass approval.
Stage 2: COMPASS Points Framework
Applicants must score a minimum of 40 points under the Complementarity Assessment Framework (COMPASS) across four foundational criteria and two bonus criteria:
C1 Salary: Points awarded relative to sector benchmarks for local PMET pay.
C2 Qualifications: Points awarded based on accredited degree-level qualifications or top-tier institutions.
C3 Diversity: Points awarded based on candidate nationality proportion within the company's PMET staff.
C4 Support for Local Employment: Points awarded based on the company's local PMET representation relative to industry peers.
Bonus Criteria: Additional points for filling roles on the Shortage Occupation List (SOL) or supporting Strategic Economic Priorities.
COMPASS Exemption Criteria
Candidates are exempt from COMPASS evaluation if they meet any of the following:
Fixed monthly salary of at least S$22,500.
Application submitted as an Overseas Intra-Corporate Transferee (ICT) under an applicable WTO/Free Trade Agreement.
Short-term role lasting 1 month or less.
Pre-Application Requirements: FCF Advertising & SAT
Employers must complete two mandatory pre-filing steps:
Fair Consideration Framework (FCF) Job Post: Post the vacancy on MyCareersFuture for at least 14 consecutive calendar days to allow fair consideration of local candidates (unless exempt under MOM criteria).
Self-Assessment Tool (SAT): Run the candidate profile through MOM's official online SAT to confirm salary floor compliance and generate an indicative COMPASS score.
Step-by-Step Employment Pass Application Walkthrough
[1. Written Consent] ➔ [2. FCF Job Ad (14 Days)] ➔ [3. SAT Assessment]
│
[6. Approval & IPA] ◄── [5. MOM Review (10 Days)] ◄── [4. eService Submission]
│
▼
[7. Pass Issuance & Fingerprint Registration] ➔ [8. Card Delivery]
Obtain Candidate Consent & Completed Candidate Form: Collect a signed authorization form alongside passport details, verified educational transcripts, and employment history.
Fulfill FCF Job Advertising: Maintain audit-ready recruitment screening logs and interview evaluations.
Run SAT Assessment: Save the preliminary green-light indication.
Log in to myMOM eService: Complete the digital application using Corppass, upload verified non-English document translations, and update the company’s 3-year historical turnover data.
Pay Application Fee: Remit the S$105 non-refundable processing fee via credit card or direct debit.
Track Processing: Await the outcome (typically 10 business days for standard submissions; up to 6 weeks for sponsored overseas entities).
Download In-Principle Approval (IPA): Upon approval, issue the single-entry IPA letter to the candidate (valid for 6 months).
Request Pass Issuance & Card Delivery: Upon candidate arrival in Singapore, pay the S$225 issuance fee, complete biometrics/photo registration if flagged, and receive the physical EP card within 5 working days.
EP Renewals & Key Transitions for 2027–2028
Renewal Tenure: Passes are renewable for up to 3 years.
COMPASS Rules for Renewals: All renewals are evaluated under COMPASS.
2028 Threshold Impact: Passes expiring on or after 1 January 2028 must satisfy the higher 2027 salary tiers upon renewal.
5-Year EP Option: Experienced tech professionals filling roles on the Shortage Occupation List may qualify for extended 5-year passes.
Rejections and Appeals Strategy
Common rejection drivers include unaccredited qualifications, inadequate COMPASS points, failure to adhere to FCF fair hiring rules, or discrepancies in application paperwork.
Filing Appeals: Submit appeals via the EP eService within the specified MOM timeframe.
Requirements: Re-submitting identical documentation will result in another rejection. Appeals require new supporting facts—such as an adjusted salary offer, verified institutional credentialing, or clear proof of local talent shortages.
Frequently Asked Questions
What are the main costs associated with an Employment Pass?
MOM charges a S$105 submission fee and a S$225 pass issuance fee, plus S$30 for a Multiple Journey Visa if required. Third-party agency service fees vary based on scope.
How long does MOM take to process an EP application?
Online applications submitted by Singapore-registered entities generally process within 10 business days. Overseas entities requiring a local sponsor take approximately 6 weeks.
Can dependents join an Employment Pass holder?
EP holders earning a minimum fixed salary of S$6,000 per month can sponsor eligible family members (spouse and unmarried children under 21) on a Dependant's Pass (DP).
Professional Advisory & Immigration Support
Optimizing EP applications requires alignment with changing MOM regulations and COMPASS requirements. For assistance with FCF documentation, credential verification, and submission strategy:
Bestar Singapore Group
CA (Singapore) · ASEAN CPA · Accredited Tax Practitioner · CEI-Certified MOM Key Appointment Holder
How Bestar HR Consulting Can Help Your Business Scale and Stay Compliant
Employment Pass Application in Singapore: Step-by-Step Guide for Employers (2026–2027)
Navigating human resource management, payroll administration, and employment compliance in today’s fast-changing business environment demands precision, speed, and deep regulatory expertise. Bestar HR Consulting provides comprehensive HR solutions tailored to help small and medium-sized enterprises (SMEs), multinational corporations (MNCs), and startups streamline operations, maintain compliance, and optimize workforce management.
Whether you need strategic HR advisory, seamless payroll outsourcing, or specialized talent acquisition, partnering with Bestar HR Consulting allows your organization to focus on growth while experts handle your operational HR needs.
Core HR Solutions Offered by Bestar HR Consulting
Core Service | Key Features & Coverage | Primary Business Benefit |
HR Advisory & Compliance | Employment contract drafting, HR policy creation, labor law compliance audits | Eliminates regulatory risks and prevents costly employment disputes |
Payroll Outsourcing | Salary calculation, tax filings, statutory contributions (e.g., CPF, MPF), direct bank deposits | Guarantees accurate, on-time payroll execution with total confidentiality |
Work Pass & Immigration | Visa applications (EP, S Pass, Work Permit), document processing, pass renewals | Accelerates international onboarding and ensures 100% visa approval alignment |
Talent Acquisition & Executive Search | Candidate sourcing, background screening, competency-based interviewing | Secures high-performing talent aligned with business goals and organizational culture |
Performance & Talent Management | Key Performance Indicator (KPI) design, appraisal frameworks, employee engagement strategies | Enhances workforce productivity, retention, and employee satisfaction |
Strategic Benefits of Partnering with Bestar HR Consulting
[Operational Efficiency] ──┐
├──► [Reduced Overhead & Risk] ──► [Accelerated Business Growth]
[Regulatory Precision] ──┘
1. Full Regulatory Compliance and Risk Mitigation
Local labor laws, tax codes, and statutory employment frameworks evolve constantly. Bestar’s team of HR specialists ensures that your employee contracts, benefits packages, workplace policies, and termination protocols remain aligned with current legislative requirements. This proactive compliance framework shields your organization from regulatory penalties and legal liabilities.
2. Operational Cost Reduction
Building and maintaining an internal HR and payroll department requires significant capital outlay for personnel, software licenses, and ongoing training. Outsourcing HR functions to Bestar transforms fixed overhead into predictable operational costs while delivering enterprise-grade HR management tools and infrastructure.
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As your business expands into new markets or scales up headcount, your HR requirements change dynamically. Bestar offers scalable HR delivery models—from handling single-function processes like monthly payroll to managing end-to-end employee lifecycle operations across regional offices.
4. Expert Work Pass and Immigration Management
Expanding international businesses often face complex immigration barriers when hiring foreign talent. Bestar HR Consulting handles the entire pass process—evaluating candidate eligibility, preparing documentation, submitting applications, and managing renewals—ensuring efficient onboarding for international personnel.
Step-by-Step Engagement Process with Bestar
Initial Consultation & HR Audit: Bestar assesses your current HR practices, employment agreements, and operational bottlenecks to identify compliance gaps and optimization opportunities.
Tailored Proposal & Strategy Design: A customized service package is developed around your specific business objectives, headcount size, and industry requirements.
Seamless Onboarding & Migration: Bestar’s implementation team transitions your employee data, payroll software inputs, and HR records into structured digital systems with zero disruption to daily business operations.
Ongoing Execution & Continuous Support: You receive dedicated account management, routine payroll execution, compliant contract management, and on-demand HR advisory support.
Frequently Asked Questions
What industries does Bestar HR Consulting specialize in?
Bestar serves a broad spectrum of industries, including information technology, financial services, logistics, retail, manufacturing, professional services, and healthcare.
How does Bestar protect confidential company and payroll data?
Bestar uses enterprise-grade encrypted data platforms and strict access control protocols compliant with data protection standards (such as PDPA/GDPR) to ensure absolute data privacy and security.
Can Bestar assist overseas companies with remote hires or local representation?
Yes. Bestar assists international businesses with Employer of Record (EoR) solutions, local sponsorship, visa applications, and remote workforce management, enabling foreign entities to hire locally without immediate incorporation.
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Visit Bestar's Website | Call Us: +65 6299 4730 / +65 8836 4489 | Email: admin@bestar-asia.com
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