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Prepare a 2026 Employment Pass renewal with the correct salary, COMPASS evidence, employer data and six-month filing window.
An Employment Pass can generally be renewed up to six months before it expires. The employee must remain with the same employer and in the same role, meet the prevailing qualifying salary and pass COMPASS unless an exemption applies. Renewing early does not shorten the remaining validity of the current pass.
The employer should start its review before the six-month window opens. Salary, job scope, organisation data, qualifications and COMPASS attributes may need evidence or correction. If the pass expires before renewal is submitted, the employer must make a new application rather than a renewal.
Confirm the renewal window and responsible party
MOM’s current Employment Pass renewal guidance says the employer or appointed employment agent submits the renewal. Eligible renewals can be filed up to six months before expiry. MOM may also send a renewal reminder, but the legal and operational calendar should not depend on receiving an email.
Put the expiry date, earliest filing date, intended travel, passport validity and any family-pass expiries on one schedule. The employee should tell human resources about planned travel and passport renewal. The employer should allow time to resolve requests for additional information.
If the employee is moving to another employer, taking a materially different role or being transferred to a different Singapore entity, check whether a new pass application is needed. A renewal assumes continuity with the same employer and role.
Apply the salary threshold for the right date and sector
The MOM eligibility page sets a minimum qualifying salary that rises progressively with age. Under the current schedule, the minimum starts at S$5,600 a month outside financial services and S$6,200 in financial services, with higher figures for older candidates.
MOM has announced higher thresholds for new applications from 1 January 2027 and for renewals of passes expiring from 1 January 2028. Those start at S$6,000 outside financial services and S$6,600 in financial services, again rising with age. An employer reviewing a pass in 2026 should use the table that applies to the pass expiry and renewal date, not simply the newest headline number.
The qualifying salary is fixed monthly salary under MOM’s definition. Bonuses, commissions and variable allowances do not automatically repair a shortfall. Reconcile the declared salary to the employment contract and payroll before filing.
Re-run COMPASS rather than relying on the first approval
Unless exempt, an EP candidate needs at least 40 points under the Complementarity Assessment Framework. The renewal assessment uses current employer and candidate information. A company may have changed its local workforce profile, nationality mix, sector classification or qualifying programme status since the original pass was approved.
Check the foundational criteria for salary and qualifications, the firm’s diversity and support for local employment, and any bonus criteria being claimed. Qualifications already verified for the existing pass generally do not need to be verified again, but new or changed qualifications may require evidence under MOM’s instructions.
Some candidates are exempt from COMPASS, including those meeting the published high-salary threshold, specified intra-corporate transferees and short-term roles under the stated conditions. Record the exact exemption and evidence rather than leaving the points worksheet blank.
A six-month readiness schedule
| Timing | Employer action | Employee action |
|---|---|---|
| Nine months before expiry | Confirm role, entity, salary plan and likely COMPASS result | Flag passport renewal and travel plans |
| Seven months before | Update organisation data and collect evidence | Confirm personal and qualification details |
| Six months before | Open renewal window and submit when the file is complete | Remain available for clarifications |
| After approval | Complete issuance and fee steps by the stated date | Follow card or notification instructions |
| If facts change | Reassess whether renewal remains the correct route | Tell employer before travel or role change |
Update the employer’s organisation information
MOM advises employers to update turnover information for the past three years before submitting an EP renewal. Review the organisation profile, related entities, sector information and workforce data used in the application. A change submitted elsewhere in government records may not automatically answer every MOM field.
Keep a dated extract or approval record showing who checked the figures and their source. Turnover should reconcile to the appropriate financial records. Local workforce and salary information should reconcile to payroll and CPF data used in the COMPASS assessment.
Prepare a compact evidence file
The official documents-required page should be checked for the current application and any sector-specific documents. The core file usually includes passport details, the employment and salary record, role description, qualifications where relevant, company information and evidence for any COMPASS bonus or exemption.
Do not upload extra documents without purpose. Instead, make a claim-and-evidence list: every material statement in the application, the record supporting it, and the person who can answer a follow-up. If the role has evolved, explain it accurately rather than copying the old description.
A renewal example
Consider an EP that expires on 30 April 2027. Its renewal window can open around the end of October 2026. The employer checks the salary table applicable to that renewal, recalculates COMPASS using current workforce information and updates three years of turnover data. The employee renews a passport due to expire soon and provides the new details before submission.
The company files in November, leaving time for questions and planned year-end travel. Approval can grant up to three years, subject to MOM’s decision and the pass particulars. The employer then completes issuance and pays the prevailing fees stated by MOM.
Families can compare related status in our Dependant’s Pass and Long-Term Visit Pass guide. Employers planning a broader transfer can use the Singapore company first-90-days plan. The Singapore Immigration and Relocation hub covers the wider move.
A smooth renewal is mostly a timing exercise backed by accurate facts. Start before the filing window, use the salary schedule for the correct period, recalculate COMPASS and reconcile employer data. That gives MOM a consistent application and gives the employee room to plan work and travel without an avoidable expiry risk.