Raffles Consulting Services
COMPASS exemptions cover high fixed salaries, qualifying overseas intra-corporate transferees and roles lasting one month or less, with evidence still required.
COMPASS exemptions apply to an Employment Pass candidate who earns at least S$22,500 in fixed monthly salary, qualifies as an overseas intra-corporate transferee, or fills a role for one month or less. Exemption from COMPASS does not remove the Employment Pass salary stage, job requirements, document checks or MOM’s final assessment.
Employers should choose the exemption from the candidate’s actual facts and keep evidence for the specific route. Do not label a transfer or short assignment for convenience after the job has already been designed as a longer local role.
Keep the two-stage test separate
The current MOM Employment Pass eligibility page uses a two-stage framework. The candidate must first meet the qualifying salary, which is benchmarked by age. Unless exempt, the candidate must then obtain the required COMPASS points.
For this reason, a COMPASS exemption addresses the second stage only. The employer should run the official Self-Assessment Tool with the intended salary, occupation, candidate details and employer data before filing.
Keep a dated SAT result in the application file where available. Treat it as an indication, not an approval. MOM can still reject an application that fails verification or other checks or involves adverse records.
The Fair Consideration Framework job-advertising analysis is also separate. A candidate may be exempt from COMPASS without automatically being exempt from every recruitment requirement.
High fixed monthly salary
In practice, a candidate with fixed monthly salary of at least S$22,500 is exempt from COMPASS under MOM’s current rule. Confirm what the employment contract guarantees each month. Do not add discretionary bonus, share awards, uncertain allowances or reimbursements to reach the threshold.
Reconcile the amount across the offer, contract, board or remuneration approval, EP application and payroll setup. Record the currency and Singapore-dollar amount where the package includes foreign-currency elements.
Check the salary stage separately because the general EP qualifying salary rises with age. A candidate at the exemption threshold will often clear that stage, but the file should still state the applicable figure rather than assume it.
At the same time, For renewal, review the current threshold and actual salary. The MOM renewal page repeats the S$22,500 COMPASS exemption and makes clear that renewals are not guaranteed.
Overseas intra-corporate transferee
The employer should establish that the candidate meets the specific overseas intra-corporate transferee route used in the application. A common group name or prior work for an affiliate does not by itself prove the status.
Prepare the overseas and Singapore entity relationship, ownership evidence, organisation charts, employment history, position, duties and transfer purpose. State which entity employed the person, for how long and in what qualifying capacity.
As a result, align the Singapore job with the transfer rationale. Explain reporting lines, specialist knowledge or senior responsibilities from contemporaneous business records. Avoid a generic letter that does not match the contract or application.
Consider the practical consequences for family passes and future employment changes. A candidate admitted on an intra-corporate route may face different treatment under the applicable international agreement and MOM rules. Obtain advice where the legal classification is material.
Role lasting one month or less
The one-month exemption is based on a genuinely short role. Keep the assignment letter, start and end dates, Singapore work schedule, deliverables and travel plan. The records should explain why the work cannot reasonably be described as an open-ended or repeatedly renewed local position.
For example, Count the planned period carefully and leave time for application processing and issuance. Do not allow the person to perform work before the relevant permission is in place.
If the assignment extends, review the pass position before the original period ends. A business delay does not automatically preserve the exemption. Record the new facts and run a fresh eligibility check.
Compare this route with other work-pass or work-activity options that may apply to the actual task. The shortest label is not necessarily the correct immigration route.
Use an exemption evidence matrix
| Exemption | Core evidence | Main inconsistency to check |
|---|---|---|
| Salary at least S$22,500 | Signed contract, fixed-pay breakdown and approvals | Variable pay counted as fixed salary |
| Overseas intra-corporate transferee | Group relationship, overseas employment and Singapore role | Transfer label without qualifying history |
| Role of one month or less | Dated assignment, deliverables and travel plan | Longer or recurring local work |
| Salary stage | Age-based threshold and SAT result | COMPASS exemption treated as full EP eligibility |
| Recruitment requirement | FCF analysis and advertisement record where required | One exemption assumed to cover another |
In addition, Have the hiring manager confirm the work, human resources confirm the contract, mobility confirm the exemption and the authorised filer confirm the application. Each should review the same final facts.
The official MOM COMPASS guide explains the relationship among qualifying salary, COMPASS, the Workforce Insights tool and SAT. Use the live website for the current thresholds if a downloadable guide carries an older update date.
Recheck changes before submission
A salary change, delayed start, longer assignment, different employing entity or changed job can alter the exemption analysis. Set a final review shortly before submission and another before issuance.
For this reason, do not reuse a prior candidate’s rationale. Keep candidate-specific evidence and remove documents that do not support the selected route. The application should state one clear basis rather than several inconsistent alternatives.
After approval, preserve the contract, application, supporting documents, IPA and payroll or assignment records. For a short role, record departure or completion. For a transfer, keep evidence of any later change in duties or employer.
Connect the exemption to the wider move
The moving to Singapore with children guide is the pillar cornerstone. The Employment Pass renewal guide covers the wider renewal process, and the Immigration and Relocation hub connects related guidance.
In practice, a defensible COMPASS exemption is a documented fact pattern, not a shortcut. When the salary, transfer history or assignment period is clear, the employer can explain why COMPASS does not apply while still meeting every other Employment Pass requirement.