Employment Pass salary planning for 2027 applications

Employment Pass salary 2027 planning starts with the candidate’s age, the employer’s sector and the application date. For new applications from 1 January 2027, the minimum begins at S$6,000 outside financial services and S$6,600 in financial services, then rises progressively with age. Renewals move to the new minimum for passes expiring from 1 January 2028.

Meeting that minimum is only the first stage. Unless exempt, the candidate must also pass COMPASS, including the C1 salary benchmark that applies to the sector and application or renewal period.

Choose the correct transition date

The current MOM Employment Pass eligibility page distinguishes new applications from renewals. New applications submitted from 1 January 2027 use the higher minimum. Renewals use it when the existing pass expires from 1 January 2028.

For this reason, record the intended submission date and pass expiry date. Do not apply the renewal rule based on the date the employer begins internal preparation. If a candidate changes employer, the new employer generally makes a new application rather than a renewal.

Build a transition register for all affected employees. Include date of birth, occupation, sector, current fixed monthly salary, pass expiry, earliest renewal date and the salary rules that will apply.

Apply the age and sector minimum

The S$6,000 and S$6,600 amounts apply at age 23 or below. The required fixed monthly salary rises with age up to S$11,500 outside financial services and S$12,700 in financial services at age 45 and above under the 2027 table.

In practice, use the age the candidate will have when MOM assesses the application under the current method. Check the live table rather than interpolating between headline figures. A salary that clears the minimum for a 28-year-old may not clear it for a 38-year-old.

Confirm whether the employer is treated as financial services. Use MOM’s sector classification resources and the organisation’s actual classification, not the candidate’s job title. An accountant working for a technology company is not automatically in the financial-services salary table.

Separate the qualifying salary from COMPASS C1

The qualifying salary is a pass or fail requirement at Stage 1. C1 is a separate COMPASS criterion comparing the candidate’s fixed monthly salary with local professional, manager, executive and technician salaries by sector and age. Passing Stage 1 does not guarantee C1 points.

At the same time, MOM’s COMPASS C1 salary benchmark page says the August 2026 benchmarks apply to new applications from 1 January 2027 and renewals expiring from 1 July 2027. That renewal date differs from the 1 January 2028 transition for the higher Stage 1 minimum.

Put both dates and both tests in the case file. The candidate may remain above the current minimum but receive different C1 points because a newer benchmark applies.

Use fixed monthly salary correctly

Prepare a compensation schedule that separates fixed monthly salary from variable pay, bonuses, allowances, benefits and equity. Only amounts that meet MOM’s current definition should be used for the qualifying salary and C1 calculations.

As a result, Make the employment contract, application form and payroll setup agree. If a fixed allowance is relied on, document its regularity and terms. Do not annualise a discretionary bonus or expected investment return into a monthly figure.

For a salary change before renewal, allow time for corporate approval, contract amendment and payroll implementation. Keep evidence of the actual salary paid. An application statement that is not reflected in payroll can create a compliance problem.

Run the complete COMPASS check

Most EP candidates need 40 points under COMPASS after passing Stage 1. C1 is only one criterion. Qualifications, nationality diversity, local professional diversity and any bonus criteria can affect the result.

For example, use MOM’s enhanced Self-Assessment Tool close to the intended submission date. Record the inputs and result, then rerun it after any material change in salary, candidate details, workforce composition or sector classification.

Candidates earning at least S$22,500 in fixed monthly salary are exempt from COMPASS under the current rules, but they still need to satisfy the applicable qualifying salary and other pass requirements. Other exemptions should be documented against the live criteria.

Plan cases that are near the threshold

Do not set pay at the exact minimum without considering age progression, the next renewal, payroll rounding and business affordability. A candidate can move into a higher age point before a future application. C1 benchmarks are updated annually.

In addition, compare the proposed salary with internal peers and the job’s responsibilities. An increase made only to cross a pass threshold can create pay-equity, budgeting and retention consequences. The employer must be able to sustain the fixed amount.

The MOM foreign workforce factsheet records the announced 2027 changes. Recheck the live eligibility page and Self-Assessment Tool before filing because salary tables and benchmarks can be updated.

Keep renewal and workforce decisions connected

Prepare at least six months before a material renewal. Confirm the employee remains in a managerial, executive or specialised role, review COMPASS, verify salary evidence and address workforce data issues while there is time.

For this reason, the Singapore relocation guide is the pillar cornerstone. The Employment Pass renewal guide covers the wider file, while the COMPASS exemptions guide covers exemption evidence. The Singapore Immigration and Relocation hub connects related guidance.

A reliable plan keeps four items separate: the Stage 1 minimum, the C1 benchmark, the COMPASS total and the transition date. When they are shown on one case sheet, management can decide salary and timing without relying on a headline amount.