A Guide to Employment Pass Salary: Requirements & Rates
- Employment Pass salary is the minimum fixed monthly salary required to meet the salary threshold for an Employment Pass in Singapore.
- Employment Pass salary starts at SGD 5,600 for candidates aged 23 or below in sectors other than financial services in 2026.
Hiring a foreign professional in Singapore requires employers to meet the Employment Pass (EP) qualifying salary.
With 204,300 Employment Pass holders as of June 2026, the EP remains an important route for companies hiring foreign professionals, managers, and executives in Singapore.
However, the minimum salary is not the same for every candidate, as it varies based on factors such as age and sector.
Beyond the current 2026 salary requirements, employers should also prepare for higher qualifying salary thresholds from 2027, while considering the role of COMPASS in the overall eligibility assessment.
This article explains the E pass salary requirements and key considerations for HR teams when planning compensation for foreign hires in Singapore.
What Is the Employment Pass Salary in Singapore?
The Employment Pass (EP) qualifying salary is the minimum fixed monthly salary a candidate must earn to meet the salary requirement under Stage 1 of Singapore’s EP eligibility framework.
The required amount is not a single threshold for all candidates. Instead, it increases with age and differs between the financial services sector and other sectors.
MOM sets the EP qualifying salary based on the top one-third of local PMET (professionals, managers, executives and technicians) salaries by age.
This means the threshold is designed to reflect the prevailing salary levels of experienced local professionals rather than simply representing a general minimum wage or average salary.
It is also important to distinguish the EP qualifying salary from the COMPASS C1 salary benchmark.
The EP qualifying salary determines whether a candidate meets the salary requirement at Stage 1, while the C1 salary benchmark is used to determine how many points the candidate receives for salary under Stage 2 of COMPASS.
In other words, meeting the EP qualifying salary does not automatically mean the candidate will receive the maximum salary-related points under COMPASS.
Read also: A Complete Guide of Progressive Wage Model (PWM) in Singapore
Employment Pass Salary vs S Pass Salary
Employment Pass and S Pass serve different categories of foreign workers, so their salary requirements and eligibility criteria are not the same.
| Employment Pass | S Pass | |
|---|---|---|
| Intended workforce | Foreign professionals, managers and executives | Foreign associate professionals and technicians |
| Starting qualifying salary | SGD 5,600, excluding financial services | SGD 3,300, excluding financial services |
| Age-based threshold | Yes | Yes |
| COMPASS | Required, unless exempt | Not applicable |
| Sector-specific threshold | Yes | Yes |
Employment Pass Salary Requirements in Singapore
For new EP applications in 2026, the qualifying salary varies based on the candidate’s age and sector.
The age-based thresholds reflect MOM’s benchmarking of EP salaries against the top one-third of local PMET salaries within each age group.
The table below shows the monthly salary requirements, with a separate threshold applying to candidates working in financial services.
| Candidate age | All Sectors Except Financial Services | Financial Services | ||
|---|---|---|---|---|
| Current | From 1 Jan 2027 | Current | From 1 Jan 2027 | |
| ≤23 | $5,600 | $6,000 | $6,200 | $6,600 |
| 24 | $5,832 | $6,250 | $6,455 | $6,877 |
| 25 | $6,064 | $6,500 | $6,709 | $7,155 |
| 26 | $6,295 | $6,750 | $6,964 | $7,432 |
| 27 | $6,527 | $7,000 | $7,218 | $7,709 |
| 28 | $6,759 | $7,250 | $7,473 | $7,986 |
| 29 | $6,991 | $7,500 | $7,727 | $8,264 |
| 30 | $7,223 | $7,750 | $7,982 | $8,541 |
| 31 | $7,455 | $8,000 | $8,236 | $8,818 |
| 32 | $7,686 | $8,250 | $8,491 | $9,095 |
| 33 | $7,918 | $8,500 | $8,745 | $9,373 |
| 34 | $8,150 | $8,750 | $9,000 | $9,650 |
| 35 | $8,382 | $9,000 | $9,255 | $9,927 |
| 36 | $8,614 | $9,250 | $9,509 | $10,205 |
| 37 | $8,845 | $9,500 | $9,764 | $10,482 |
| 38 | $9,077 | $9,750 | $10,018 | $10,759 |
| 39 | $9,309 | $10,000 | $10,273 | $11,036 |
| 40 | $9,541 | $10,250 | $10,527 | $11,314 |
| 41 | $9,773 | $10,500 | $10,782 | $11,591 |
| 42 | $10,005 | $10,750 | $11,036 | $11,868 |
| 43 | $10,236 | $11,000 | $11,291 | $12,145 |
| 44 | $10,468 | $11,250 | $11,545 | $12,423 |
| 45+ | $10,700 | $11,500 | $11,800 | $12,700 |
What Salary Counts Toward the Employment Pass Requirement?
For Employment Pass eligibility, MOM assesses the candidate’s fixed monthly salary, rather than simply looking at total annual compensation.
Fixed monthly salary generally consists of the employee’s basic monthly salary and fixed monthly allowances, while variable components such as bonuses and overtime payments are not treated as fixed monthly salary.
For example, if a candidate receives $7,000 in basic salary and $500 in fixed monthly allowances, the fixed monthly salary would be $7,500. If the candidate also receives an annual performance bonus, that bonus would not be added to the fixed monthly salary when assessing the salary threshold.
Read also: CPF Contribution Rates 2026: Complete Guide for Singapore Employers
Does Meeting the EP Salary Requirement Guarantee an Employment Pass?
No, meeting the E Pass qualifying salary does not guarantee that an application will be approved.
Singapore’s EP eligibility framework generally involves two stages, which include:
Stage 1: Meet the EP Qualifying Salary
The candidate must earn at least the applicable EP qualifying salary, which varies based on their age and sector. If the candidate does not meet this salary threshold, the application does not proceed to the second stage.
Stage 2: Pass COMPASS
Candidates who meet the EP qualifying salary generally need to pass the Complementarity Assessment Framework (COMPASS), a points-based framework used to assess whether they meet Singapore’s broader workforce needs.
COMPASS evaluates both the candidate and the employer across criteria such as the candidate’s salary and qualifications, as well as the employer’s workforce diversity and support for local employment.
Under the framework, candidates are assessed on four foundational criteria: C1 Salary, C2 Qualifications, C3 Diversity, and C4 Support for Local Employment. Eligible applications may also receive additional points through C5 Skills Bonus and C6 Strategic Economic Priorities Bonus. Candidates generally need to obtain at least 40 points to pass COMPASS, unless they qualify for an exemption.
Employment Pass Salary Example
The following examples illustrate how the requirement works for candidates in sectors other than financial services.
Example 1: Candidate Meets the Salary Threshold
Consider a 30-year-old candidate working in the technology sector with a fixed monthly salary of $7,500.
For a new EP application in 2026, the qualifying salary for a 30-year-old candidate in sectors other than financial services is $7,223.
The candidate therefore meets the Stage 1 salary requirement. However, this does not automatically mean the EP will be approved. If the candidate is subject to COMPASS, they must also meet the applicable COMPASS requirements.
Example 2: Candidate Falls Below the Salary Threshold
Now consider a 40-year-old candidate in the same sector with a fixed monthly salary of $9,500. For a 40-year-old candidate, the 2026 qualifying salary is $9,541.
The candidate falls $41 below the qualifying salary threshold, so they do not meet the Stage 1 salary requirement.
Read also: Understanding Singapore Payroll Compliance 2026: A Complete Guide
How HR Teams Should Plan Salary for EP Candidates
Planning compensation for an Employment Pass candidate involves more than checking whether the proposed salary meets the minimum threshold.
HR teams should consider the candidate’s profile, sector, application timeline, compensation structure, and applicable COMPASS requirements before finalizing the offer.
1. Start With the Candidate’s Profile
Before determining the salary budget, identify the factors that affect the applicable EP threshold:
- Candidate’s age
- Sector, particularly whether the role falls under financial services
- Application type and timeline, such as a new application or renewal
- Role and seniority, which can help HR determine an appropriate compensation range
This prevents HR teams from applying a single EP salary benchmark to every foreign hire. For example, a salary that meets the threshold for a younger candidate may not meet the requirement for an older candidate.
2. Check the Applicable EP Qualifying Salary
Once the candidate’s profile is clear, check the EP qualifying salary that applies to that specific candidate.
For new applications in 2026, the threshold varies by age and sector. Employers should also check whether the application falls under the current requirements or the revised thresholds taking effect from 1 January 2027.
3. Build the Compensation Package Around Fixed Monthly Salary
Next, review how the proposed salary is structured. Does the candidate’s fixed monthly salary meet the applicable EP qualifying salary?
For example:
| Compensation component | Monthly amount |
|---|---|
| Basic salary | $7,000 |
| Fixed monthly allowance | $500 |
| Fixed monthly salary | $7,500 |
| Annual performance bonus | Variable |
For EP salary planning, HR should not assume that a large annual bonus can make up for a fixed monthly salary that falls below the qualifying threshold.
This is particularly important when designing offers with a relatively low base salary and a larger variable component.
4. Don’t Set the Salary at the Threshold Without Checking COMPASS
Meeting the EP qualifying salary is only Stage 1. Candidates who are subject to COMPASS must also meet the applicable COMPASS requirements.
This means HR should ask a second question: Is the proposed salary likely to support the candidate’s COMPASS assessment?
COMPASS considers:
- C1: Salary
- C2: Qualifications
- C3: Diversity
- C4: Support for local employment
Eligible applications may also receive points under the Skills Bonus and Strategic Economic Priorities Bonus.
This is particularly relevant when the proposed salary is only slightly above the EP qualifying salary. The minimum EP threshold and the COMPASS C1 salary benchmark are not the same thing, so HR should avoid treating the minimum threshold as the ideal salary target.
5. Consider the Employer’s Workforce Profile
COMPASS is not based entirely on the candidate. Some criteria depend on the employer’s workforce composition, particularly diversity and support for local employment. Therefore, HR should consider the company’s current workforce profile when assessing an EP candidate.
For example, two candidates with similar age, qualifications, and salary could potentially have different COMPASS outcomes if they are joining employers with different workforce profiles.
This makes EP salary planning partly an employer-level workforce planning exercise, rather than simply a candidate-level salary check.
6. Factor EP Requirements Into the Hiring Budget
For HR Directors and HRBPs, the EP salary threshold should be considered when setting the hiring budget, rather than checked only after a candidate has been selected.
Start by benchmarking the salary for the role and candidate’s experience, then check the applicable EP qualifying salary. From there, HR can determine whether the proposed fixed monthly salary meets the requirement and assess how the compensation package may affect COMPASS.
This helps HR balance three considerations:
- The salary required to meet EP eligibility requirements
- The appropriate compensation for the role and candidate
- The employer’s overall hiring budget
The EP qualifying salary should therefore be treated as a minimum eligibility requirement, rather than automatically becoming the target salary for the role. This allows HR teams to build compensation packages that meet regulatory requirements while remaining aligned with the company’s salary structure and budget.
7. Review Salary Requirements Before EP Renewal
EP salary planning should not stop after the employee joins the company. When an EP approaches renewal, HR should reassess the employee’s age at the time of renewal, the applicable salary threshold, their current fixed monthly salary, any changes to their compensation, applicable COMPASS requirements, and the renewal timeline.
This matters because EP salary requirements can change over time, while an employee’s age may also move them into a higher salary threshold.
Reviewing these factors ahead of the renewal date gives HR time to identify any potential gaps and make appropriate compensation adjustments before submitting the renewal application.
Connect Compensation With Talent Development
Employment Pass salary requirements can also be part of a broader compensation and talent management strategy. As employees take on greater responsibilities, develop new capabilities, or progress into higher-level roles, their compensation may need to be reviewed against both internal salary structures and applicable Employment Pass requirements.
For HR teams, this means salary management should not be viewed separately from employee development and career progression. Understanding an employee’s role, performance, skills, and career trajectory can provide useful context when reviewing compensation changes and planning future salary adjustments.
Mekari Talenta supports HR teams with Talent Development features that help manage employee performance, development, and learning. These insights can help HR teams understand how employees are progressing within their roles and inform broader compensation decisions.
When compensation changes are approved, HR teams can manage the resulting salary updates through Talenta’s payroll management features, helping ensure employee compensation is accurately reflected in payroll.
Connect employee growth with smarter compensation decisions. Book a demo to explore how Mekari Talenta can support your talent development and payroll processes.
Reference
- Ministry of Manpower. (2026). Employment Pass: Eligibility.
Frequently Asked Questions (FAQs)
Can an employer offer an Employment Pass candidate a salary below the qualifying salary?
Can an employer offer an Employment Pass candidate a salary below the qualifying salary?
No. A candidate must meet the applicable EP qualifying salary to pass the salary requirement for a new application. The threshold varies according to age and sector, so employers should check the specific requirement for each candidate. Meeting other EP criteria does not replace the minimum salary requirement.
Does an Employment Pass holder need a salary increase every year?
Does an Employment Pass holder need a salary increase every year?
Not necessarily. The EP qualifying salary is assessed based on the requirements applicable to the relevant application or renewal, rather than requiring an automatic annual salary increase. However, because salary thresholds can change and are age-based, HR teams should review the applicable requirement before renewal. Employers should also ensure that the employee’s salary records accurately reflect the agreed compensation.
Can an Employment Pass holder receive bonuses in addition to the qualifying salary?
Can an Employment Pass holder receive bonuses in addition to the qualifying salary?
Yes. Employers can structure compensation with variable components such as performance bonuses in addition to the fixed monthly salary. However, variable compensation should not be assumed to replace the fixed monthly salary required for EP eligibility. HR should distinguish fixed and variable components when reviewing the employee’s salary against the applicable threshold.
Is there a maximum salary for an Employment Pass?
Is there a maximum salary for an Employment Pass?
MOM’s EP eligibility framework sets a qualifying salary threshold rather than a maximum salary. Employers can offer compensation above the applicable threshold based on the role, candidate’s experience, market conditions, and the company’s compensation structure. A higher salary may also affect the candidate’s COMPASS C1 assessment.
Can a company apply for an Employment Pass before deciding the candidate's final salary?
Can a company apply for an Employment Pass before deciding the candidate's final salary?
The proposed compensation is an important part of assessing EP eligibility, so employers should establish the salary package before submitting the application. The fixed monthly salary must meet the applicable qualifying salary, while other candidate and employer information is used for the broader eligibility assessment. Employers can use MOM’s Self-Assessment Tool to check whether the candidate is likely to meet the requirements before applying.
