Singapore Unveils New COMPASS Salary Benchmarks for 2027 – EP Thresholds to Rise
Updated: Aug 12
SINGAPORE, August 12, 2026 — The Ministry of Manpower (MOM) has released updated salary benchmarking tables for the Complementarity Assessment Framework (COMPASS), which will set higher salary standards for Employment Pass (EP) applications from January 2027, alongside a corresponding adjustment for EP renewals.
The new benchmarks are scheduled to take effect for initial EP applications from 1 January 2027, and for EP renewals of passes expiring from 1 July 2027. This release provides employers with a critical planning window to assess their workforce and compensation strategies well ahead of the deadline.
Published: August 12, 2026 | By VisasUpdate.com Editorial Team
Higher Qualifying Salaries: A Two-Tiered Increase
The core of the update is a significant increase to the EP qualifying salary floors, which are the minimum monthly salaries required for an application to be considered at all before any COMPASS points are awarded.
Sector | 2026 Floor | 2027 Floor |
Most Sectors | S$5,600 | S$6,000 |
Financial Services | S$6,200 | S$6,600 |
These increases represent a final step in a multi-year adjustment plan that was first announced in Budget 2026.
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The Age-Scaling Factor
A critical detail often overlooked is the age-progressive salary requirement. The qualifying salary is not a flat rate; it increases with the applicant's age. For older, more experienced professionals, the required salary is substantially higher.
Applicant Age | General Sectors (2027) | Financial Services (2027) |
≤ 23 | S$6,000 | Not specified |
45+ | Up to S$11,500 | Up to S$12,700 |
Failing to meet these age-adjusted thresholds will result in an immediate rejection, regardless of the applicant's qualifications or COMPASS points.
Impact on COMPASS Points: The C1 Salary Criterion
Beyond the qualifying salary, the new benchmarks also affect the COMPASS points-based system. To earn points under the C1 (Salary) criterion, an applicant's fixed monthly salary must meet or exceed the 65th percentile of local PMET salaries in their specific sector.
10 points are awarded at or above the 65th percentile.
20 points (the maximum) are awarded at or above the 90th percentile.
An applicant can meet the S$6,000 qualifying floor but still score zero points on C1 if their salary falls below the 65th percentile for their sector. Without these points, they must compensate by scoring well in other COMPASS categories (C2, C3, C4) to reach the mandatory 40-point minimum.
MOM updates these benchmarks annually to reflect the latest labour market conditions. The August 2025 benchmarks apply to 2026 applications, while the newly released August 2026 benchmarks will govern 2027 applications.
Transition and Application Timelines
The new rules will be applied based on the application and renewal dates:
Application Type | Applicable Benchmarks |
New EP Applications | From 1 January 2027 onwards: Use the 2027 benchmarks. |
EP Renewals | For passes expiring from 1 July 2027 onwards: Use the 2027 benchmarks. |
New EP Applications (Current) | Until 31 December 2026: Use the 2026 benchmarks. |
EP Renewals (Current) | For passes expiring until 30 June 2027: Use the 2026 benchmarks. |
What Employers and Applicants Must Do Now
With the 2027 changes confirmed, proactive planning is essential.
Audit Your EP Workforce: Review all current and future EP roles. Identify which passes will expire from July 2027 onwards.
Recalibrate Salaries: Ensure that compensation packages for new hires and renewals meet the new age-adjusted salary floors and COMPASS percentile benchmarks.
Re-evaluate COMPASS Scores: Use the updated benchmarks to test the likely COMPASS score for roles. A salary that secured 20 points in 2026 may only yield 10 points in 2027.
Consider Alternatives: For roles where salary uplift is not viable, explore other COMPASS levers like the Shortage Occupation List (SOL), diversity points, or consider other pass types like the S Pass.
Plan for the Long Term: Build a 120–180 day runway before application or renewal to avoid last-minute salary gaps.
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