The Ministry of Manpower (MOM) in Singapore has published the newest salary reference table for the Complementary Assessment Framework (COMPASS), a points-based assessment system that might be used across all Job Pass (EP) applications. This initiative, which goals to draw highly qualified employees and equalize opportunities for local employees, might be introduced regularly from September 2024.
Job Pass (EP) is a piece permit issued by the Singapore government to foreign professionals. The most important requirements for obtaining EP normally include meeting a minimum salary threshold and having qualifications appropriate to the position you’re applying for.
Changes to the EP pay scale: recent rules and implementation
The recent salary table will apply to recent EP applications from January 1, 2025 and to EP extensions for ID cards expiring from July 1, 2025. Meanwhile, the salary table published in May 2023 stays valid for EP applications submitted until December 31, 2024 , in addition to for EP extensions expiring between September 1, 2024 and June 30, 2025.
Qualifying salary requirements under Job Pass (EP) vary by sector and age. For recent applications and extensions, the minimum salary requirement is $5,000 in all sectors except financial services, where the quantity increases regularly with age, reaching $10,500 for those aged 45 and over. In the financial services industry, the minimum wage starts at $5,500 and increases to $11,500 for people age 45 and older.
Beginning September 1, 2024, along with meeting these qualifying salary requirements, EP holders with expiring passes must also complete COMPASS to renew their pass. Additionally, from January 1, 2025, the qualifying salary for brand spanking new EP applications might be increased to a minimum of $5,600 and $6,200 within the financial services sector. This increase may also apply to EP extensions for passes expiring on January 1, 2026.
Passing criteria for COMPASS
To qualify, a candidate must rating a minimum of 40 on the COMPASS test. The exemptions apply to candidates with a set monthly salary of $22,500 or more, in keeping with the Fair Consideration (FCF) job posting exemption policy effective September 1, 2023.
To meet the C1 salary criteria, the candidate’s fixed monthly salary have to be at the very least the sixty fifth percentile of the median salary of local PMET professionals (professionals, managers, executives and technicians) within the relevant sector. The salary assessment process involves comparing the candidate’s salary with the prevailing market salary standards for local PMETs in a given industry.
It is vital to notice that these salary standards are different from the minimum salary required to acquire EP. The most important determinant stays the minimum PE requirement. Candidates who don’t meet the minimum threshold might be rejected, even when their salary is competitive available in the market.
