What is the EP?
The Employment Pass lets a Singapore-based employer hire a foreign professional, manager, executive or technician for a specific role. It is tied to the employer and the position, so the application needs to make sense as a business and hiring decision, not only as a document submission.
There are two gates to plan for. First, the candidate must meet the EP qualifying salary. Second, the application must pass the Complementarity Assessment Framework, or COMPASS, unless an exemption applies.
MOM's tool is a planning check, not a guarantee of approval. A case that is close to a threshold deserves a more careful review of the role, salary, employer profile and evidence.
The figures to have in the room.
These figures are useful for planning, but they are not permanent rules. The dates and official links matter.
Start with fit, then test the route.
A strong EP case begins with a role that is clear, credible and appropriately paid. Start by documenting:
- The outcomes the person will own and who they will report to.
- The seniority, skills and qualifications genuinely needed for the role.
- The salary band for that level, supported by the employer's hiring plan.
- How the role fits the organisation's structure and business activity.
Then use MOM's Self-Assessment Tool to test the route. Do not treat a salary that barely clears the minimum as the end of the assessment; age progression, sector benchmarks, employer data and the rest of COMPASS still matter.
If the case relies on C2 qualification points, review the separate guide to EP qualifications and verification proof before collecting documents.
How the points work.
COMPASS looks at both candidate and employer attributes. Most applications need at least 40 points across the four foundational criteria. Before modelling a case, check the employer's COMPASS workforce profile and any bonus route, including the Shortage Occupation List (SOL).
Salary
How the fixed monthly salary compares with local PMET salary benchmarks for the sector.
Qualifications
Whether the candidate's qualifications meet the relevant degree-equivalent or recognised professional standard.
Diversity
How the candidate's nationality compares with the employer's existing PMET workforce.
Local employment
How the employer's local PMET share compares with other firms in the sector.
C1 is separate from the EP qualifying salary. Meeting the qualifying salary does not automatically provide COMPASS points or guarantee approval.
FCF advertising: make the role visible.
Many EP applications require the employer to advertise the job on MyCareersFuture and consider candidates fairly before applying. The advertisement should accurately describe the role, requirements, salary and hiring organisation.
Keep evidence
Save the advertisement, dates, job details, applicants considered and the reason for the hiring decision.
Check changes
If important details change, the advertising period may need to be addressed again. Confirm the current MOM requirements before submitting.
The standard advertising period is at least 14 consecutive days where the requirement applies. Urgency does not automatically remove the requirement.
Prepare the evidence before the route gets busy.
The application is easier to review when the employer information, job description, candidate profile and supporting documents are consistent.
Keep the company profile, business activity, turnover information and contact details current.
Make the job description specific about responsibilities, reporting line, seniority and salary.
Prepare the passport, CV, education details and professional registrations relevant to the role.
Where qualification verification is needed, make sure the proof supports the information entered in the application.
Employer preparation
Keep the company profile, business activity, signatory details and any required advertising evidence ready before submission.
Candidate documents
Prepare a clear CV, passport details, education records and any professional registration relevant to the role.
Where background screening or qualification verification is needed, obtain the candidate's consent and use checks that are relevant to the role. The scope, timing and provider should be clear before documents are requested.
Only request documents that are relevant to the assessment and application. Protect candidate and employer information throughout the process.
Typical timeline and sequencing.
Define
Align the role, salary, business need and hiring plan.
Advertise
Complete any FCF advertising and fair-consideration steps.
Prepare
Gather employer and candidate information, then test the route.
Submit
File online and respond consistently if MOM requests more information.
Issue
After approval, follow the IPA and issuance instructions within the stated timelines.
MOM states that online EP applications are processed or given an update within 10 business days for most cases. Requests for additional information can extend the timeline.
Common pitfalls to avoid.
- Starting with the candidate instead of the role. A profile should answer a real business need with a credible scope.
- Using an old salary figure. Qualifying salaries and benchmarks change, and they may progress with age.
- Leaving FCF evidence until the end. Advertising details and hiring records should be part of the file from the start.
- Letting the documents disagree. The job description, CV, salary, organisation structure and application answers should align.
- Treating an indicative timeframe as a promise. A standard processing target is not an approval commitment.
FAQ
What salary qualifies for an EP?
The qualifying salary depends on sector and age. For current reference, MOM lists $5,600 for most sectors and $6,200 for Financial Services before age progression for the relevant 2026 applications. Check the latest MOM table before applying.
Does meeting the salary threshold guarantee an EP?
No. Unless exempt, the application must also pass COMPASS and the employer must meet applicable fair-consideration and application requirements.
How long does an EP application take?
MOM states that online EP applications are processed or given an update within 10 business days for most cases. Additional documents or clarifications can take longer.
Do all EP roles need a MyCareersFuture advertisement?
Many do, but exemptions and conditions apply. Confirm the current FCF requirements for the specific role before filing.
References.
This article is general information for employers. MOM requirements, fees, benchmarks and processing practices can change.