Since COMPASS came in, getting an Employment Pass isn't just about hitting the salary number — it's about scoring enough points across a structured framework. Plenty of candidates who look fine on paper still don't clear, because they don't understand how COMPASS adds up. Here's how it actually works. (For the bigger picture across all passes, see our EP, S Pass & Work Permit guide.)
EP basics: the salary gate
Before COMPASS even applies, an EP candidate must meet a minimum qualifying salary, which rises with age and is higher for the financial services sector. Clearing the salary bar is necessary but not sufficient — it gets you to the COMPASS stage, it doesn't get you the pass.
How COMPASS scoring works
COMPASS is a points-based framework. You earn points across several criteria, and you generally need to reach an overall pass mark. The criteria fall into two groups:
- Individual attributes — the candidate's salary relative to local PMET benchmarks for the sector, and their qualifications.
- Firm-related attributes — your company's diversity (how the candidate's nationality compares to your existing workforce) and your support for local employment (the share of locals among your PMET staff).
There are also bonus points available — for example, for skills on a shortage list, or for certain strategic economic priorities.
Why your workforce profile matters
Because diversity and local-support points hinge on your existing team, the same candidate can score differently at two different employers. If your PMET workforce is heavily concentrated in one nationality, or thin on locals, that drags on every EP application you make — not just one. Understanding where your firm sits before you apply tells you whether you're starting from a position of strength or working uphill.
Who's exempt
Not every EP application goes through COMPASS scoring — there are exemptions, such as for very high earners above a certain salary, short-term assignments, and roles being filled on an interim basis. Knowing whether your case is exempt changes how you approach it entirely.
How to actually improve your odds
Some COMPASS levers you can pull; others take time. Salary and qualifications are candidate-side and fairly fixed per hire. But firm-side factors — diversity and local support — shift as your team grows, which means your EP outcomes can improve as your hiring matures. The practical move is to assess a candidate against COMPASS before you apply, so you know whether they'll clear, where the gaps are, and whether bonus points or an exemption apply. Apply blind and you risk a rejection that was predictable.
Not sure your candidate will clear COMPASS?
We assess the case before you file — so you apply once, properly. Your business, our business.
See our Work Pass service →This article is general information, not legal or immigration advice, and rules can change. MOM, ICA and IRAS requirements are set by those authorities. For advice specific to your situation, talk to us.