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Navigating Singapore's COMPASS Salary Benchmarks for 2026 Employment Pass Applications
- Aug 20
- 3 min read
The Ministry of Manpower (MOM) in Singapore has unveiled the latest COMPASS salary benchmarks for the Complementarity Assessment Framework (COMPASS), a points-based system designed to evaluate Employment Pass (EP) applications for foreign professionals. This update, released in August 2025, reflects evolving local wage trends and aims to ensure that foreign talent complements the local workforce effectively. The new benchmarks will apply to new EP applications starting January 1, 2026, and to renewals for passes expiring from July 1, 2026 onward.
This follows the previous benchmarking table released in August 2024. The annual updates are derived from MOM's Comprehensive Labour Force Survey, ensuring alignment with current market salaries for Professionals, Managers, Executives, and Technicians (PMETs). For the most current information, always refer to the official MOM COMPASS page.
Understanding COMPASS and the C1 Salary Criterion
COMPASS is a mandatory framework for most EP applicants, requiring a minimum of 40 points across four foundational criteria: Salary (C1), Qualifications (C2), Diversity (C3), and Support for Local Employment (C4). The C1 Salary criterion is pivotal, as it benchmarks the applicant's fixed monthly salary against local PMET wages in their specific sector. Points are awarded as follows:
20 points: Salary at or above the 90th percentile.
10 points: Salary between the 65th and 90th percentiles.
0 points: Salary below the 65th percentile.
If no points are earned under C1, applicants must compensate through other criteria to reach the 40-point threshold. Importantly, COMPASS is Stage 2 of EP eligibility; Stage 1 requires meeting the minimum EP qualifying salary, which is independent of C1.
Key Details of the New 2026 COMPASS Salary Benchmarks
The COMPASS salary benchmarks are sector-specific and age-adjusted, with salaries rising progressively from age 23 to 45+. This structure accounts for experience levels and ensures fairness in evaluations. The new table shows moderate increases across thresholds compared to the 2025 benchmarks, reflecting wage inflation and economic growth in Singapore.
Here is a summary comparison for select sectors and age groups (all figures in SGD fixed monthly salary):
Accommodation Sector
Age | 2025: 65th % (10 pts) | 2025: 90th % (20 pts) | 2026: 65th % (10 pts) | 2026: 90th % (20 pts) | Change (65th %) |
23 | 4,273 | 5,656 | 4,444 | 5,902 | +171 |
30 | 4,884 | 7,550 | 5,063 | 7,843 | +179 |
45+ | 6,193 | 11,609 | 6,611 | 12,695 | +418 |
Administrative & Support Services Sector
Age | 2025: 65th % (10 pts) | 2025: 90th % (20 pts) | 2026: 65th % (10 pts) | 2026: 90th % (20 pts) | Change (65th %) |
23 | 5,510 | 8,819 | 5,823 | 9,764 | +313 |
30 | 6,504 | 11,626 | 6,839 | 12,015 | +335 |
40 | 7,924 | 15,636 | 8,532 | 15,767 | +608 |
These adjustments underscore Singapore's commitment to attracting high-caliber talent while protecting local employment. Employers must use the official COMPASS Self-Assessment Tool (SAT) on the Ministry of Manpower website to check an candidate's expected points accurately.
Implications for Employers and Applicants
Employers sponsoring foreign talent must review salaries against these new COMPASS salary benchmarks to maximize C1 points, as failure to meet thresholds could jeopardize EP approvals or renewals. This may necessitate salary adjustments, especially for mid-career professionals. With Singapore's economy focusing on high-value industries, sectors like Financial Services and Information & Communications typically face the highest benchmarks.
Applicants should note that while the C1 Salary criterion is crucial, strong qualifications or roles in shortage lists can offset lower salary points. However, not meeting the Stage 1 qualifying salary remains a hard barrier. For a comprehensive list of shortage occupations, you can review the Jobs Market Report on the Ministry of Manpower website.
Conclusion
The 2026 COMPASS salary benchmarks updates reinforce Singapore's balanced approach to immigration, prioritizing complementarity over competition with locals. Employers are advised to consult MOM's resources and plan ahead for upcoming applications. For the full benchmarking tables and sector classifications, visit the official MOM COMPASS page. This proactive adjustment helps maintain Singapore's status as a global talent hub amid economic uncertainties.
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