Singapore's Ministry of Manpower (MOM) has announced significant amendments to the Employment Pass (EP) framework, effective progressively from 1 January 2026. These changes refine the Complementarity Assessment Framework (COMPASS) and adjust qualifying salary thresholds to better align with evolving labour market conditions. For HR professionals and business leaders managing foreign talent pipelines, understanding these updates is essential for workforce planning and compliance.
Overview of 2026 Policy Amendments
The 2026 EP amendments, outlined in MOM's January 2026 press release, represent the second phase of COMPASS refinements following the framework's initial implementation in September 2023. The policy rationale centres on three objectives:
- Strengthening workforce complementarity by recognising broader indicators of candidate quality
- Maintaining Singapore's competitiveness for high-value talent in key growth sectors
- Ensuring EP holders meet evolving market salary benchmarks
These adjustments reflect MOM's ongoing commitment to a skills-based immigration approach that supports Singapore's economic transformation while safeguarding local workforce interests.
Revised Qualifying Salary Thresholds
Effective 1 January 2026, EP qualifying salaries have been adjusted to account for sector-specific demands and candidate age profiles. The updated minimum monthly salary requirements are as follows:
| Sector/Category | Non-Financial Services | Financial Services |
|---|---|---|
| Standard (All Ages) | S$5,600 | S$6,200 |
| Aged 45+ (Non-FS) | S$10,700 | — |
| Aged 45+ (Financial) | — | S$11,800 |
| Tech/Clean Energy (Sponsored) | S$10,500 | S$11,500 |
Note that the TECH@SG and ONE Pass pathways maintain their existing salary criteria, though MOM has indicated these may be reviewed in subsequent amendments.
COMPASS Criteria Weighting Adjustments
The 2026 revisions introduce subtle but important changes to the COMPASS scoring matrix. Candidates must still achieve a minimum of 40 points across six criteria, with the following modifications:
C3. Workforce Diversity (Revised Weighting)
The share of candidate nationality within the employer's PMET (Professional, Manager, Executive, and Technician) workforce now carries differentiated scoring. Companies with higher diversity ratios receive preferential scoring, with the threshold for maximum points tightened from 25% to 20% single-nationality concentration.
C4. Support for Local Employment (Enhanced)
The comparison ratio against sector peers now incorporates a broader definition of local talent development, including structured training participation. Firms in the top quartile for local PMET development receive 20 points; those in the second quartile receive 10 points.
C5. Skills Bonus (New Additions)
The shortage occupation list has expanded to include emerging roles in artificial intelligence, green finance, and advanced manufacturing. Candidates in these strategic skills categories receive an additional +20 bonus points, up from the previous +10 allocation.
Transition Arrangements and Implementation Timeline
MOM has established a phased implementation approach to minimise disruption:
| Effective Date | Applicability |
|---|---|
| 1 January 2026 | New EP applications (standard route) |
| 1 May 2026 | Renewal applications for EPs expiring on/after 1 September 2026 |
| 1 September 2026 | Full implementation; all EPs subject to revised framework |
Existing EP holders with passes expiring before 1 September 2026 may renew under the 2025 framework, provided renewal applications are submitted by 30 April 2026.
Actionable HR Implications
HR teams should prioritise the following actions:
- Audit current workforce composition — Assess nationality concentration ratios and identify potential COMPASS scoring impacts
- Review compensation benchmarks — Ensure upcoming EP renewals meet revised salary thresholds, particularly for senior candidates aged 45+
- Document local talent development initiatives — Strengthen C4 scoring through structured training programmes and career progression pathways
- Plan renewal timelines strategically — Consider submitting renewal applications before 30 April 2026 for eligible passes
For organisations navigating these transitions alongside broader corporate relocation strategies, Lansoln's business migration advisory provides integrated support spanning EP applications, corporate structuring, and ongoing compliance management.
Looking Ahead
The 2026 EP framework refinements signal MOM's continued emphasis on quality over quantity in foreign talent admission. Companies that proactively align their HR strategies with COMPASS objectives—particularly in workforce diversity and local talent development—will be best positioned to secure and retain essential EP personnel.
If your organisation is reviewing EP-dependent roles for 2026 and 2027, we recommend conducting a COMPASS readiness assessment 8–12 weeks ahead of planned application dates. Contact Lansoln to discuss how these regulatory changes may affect your specific workforce configuration.
References:
Ministry of Manpower, Singapore. (2026, January). Updates to Employment Pass Framework and COMPASS Criteria. Press Release.
Ministry of Manpower. (2026). Employment Pass: Eligibility and Requirements. Retrieved from mom.gov.sg
