Employment Pass Framework Changes 2026: What Employers Need to Know

The Ministry of Manpower has updated the Complementarity Assessment Framework (COMPASS) with revised benchmarks for 2026. The minimum qualifying salary for Employment Pass holders has increased to SGD 5,600 for the general sector and SGD 6,200 for the financial services sector. More significantly, the COMPASS scoring criteria now includes a new 'Skills Alignment' dimension worth up to 20 points, which evaluates whether the candidate's expertise addresses specific gaps identified in Singapore's Skills Demand List. Companies that can demonstrate their EP candidates fill genuine skills shortages will find the application process significantly smoother.

MOM has introduced industry-specific salary benchmarks that replace the previous one-size-fits-all approach. Technology sector EP applicants now face a benchmark of SGD 7,200 for mid-career professionals (ages 35-44), while the manufacturing sector benchmark sits at SGD 6,800 for the same cohort. These benchmarks are calibrated using CPFB salary data from the top one-third of local PMETs in each sector. Employers whose salary offers fall below these benchmarks will need to score strongly in other COMPASS dimensions — particularly skills alignment and diversity — to achieve the minimum 40-point threshold for approval.

The enhanced COMPASS framework places greater emphasis on workforce diversity. Companies where more than 25% of PMETs come from a single nationality (excluding Singaporeans) will face a scoring penalty. The Fair Consideration Framework has also been strengthened: all EP applications must now be accompanied by evidence of the job being advertised on MyCareersFuture for at least 28 days (up from 14), with documentation of interviews conducted with local candidates. Companies on the FCF watchlist will be required to submit a workforce nationality breakdown and a concrete plan for improving local hiring outcomes.

To maximize approval chances under the new framework, employers should take several proactive steps. First, benchmark your salary offers against the updated industry figures — offers above the 65th percentile of local PMET salaries score maximum points. Second, clearly document how the candidate's skills match the Skills Demand List categories. Third, review your overall workforce composition and address any nationality concentration issues before filing. NovaLink has successfully guided over 200 EP applications through the COMPASS framework since its introduction, maintaining an approval rate above 92% — we can help you navigate these changes with confidence.