Singapore revises salary benchmarks for 2027 Employment Pass applications

The changes come as the Ministry of Manpower (MOM) announced its latest updates to salary benchmarks under Singapore’s points-based immigration framework, the Complementarity Assessment Framework (COMPASS)

Under the COMPASS scheme, which came into force on 1 September 2023, foreign professionals, managers and executives must apply for an EP to gain the right to work in Singapore.

EP applications are assessed under four foundational criteria: C1 – salary; C2 – qualifications; C3 – diversity; and C4 – support for local employment. There are also two bonus criteria: C5 – skills bonus and C6 – strategic economic priorities bonus. Applicants are required to obtain at least 40 points to pass.

One of the foundational criteria, the C1 salary criterion, compares an applicant's fixed monthly salary against the salaries of local professionals, managers, executives and technicians (PMETs) in the relevant sector. The applicable salary benchmark varies by sector and age group. The benchmarks are updated annually to reflect local salary level thresholds.

In general, applicants may earn 10 points under the C1 criterion if their salary meets or exceeds the 65th percentile of local PMET salaries in their sector. In some cases, applicants may earn as much as 20 points if their salary meets or exceeds the 90th percentile of local PMET salaries in their sector.

As with previous years, the required fixed monthly salary for candidates increases progressively with age from 23 to 45. The revised benchmarks for 2027 will require many EP employees to earn higher salaries to earn points under the COMPASS scheme, but the increase varies by sector.

The MOM said the salary benchmarks will apply to new EP applications submitted from 1 January 2027 and to any renewal applications submitted for EPs that expire on or after 1 July 2027.

The current C1 salary benchmarks will continue to apply to all new EP applications that are submitted either on or before 31 December 2026, and any renewal applications for EPs that expire between 1 July 2026 and 30 June 2027.

Mayumi Soh, an employment law expert with Pinsent Masons in Singapore, said it would be important for employers to refer to the latest salary benchmarks when assessing and hiring candidates and considering sponsoring EP applications ahead of the new thresholds coming into effect in 2027.

Employers should also review their businesses’ compensation structures and assess the potential impact of the revised benchmarks on any planned or potential EP applications and renewals, she said.