Employment Pass in 2026: New COMPASS Salary Benchmarks—What Employers Must Do Now

What changed—and why this matters now

Singapore’s Ministry of Manpower (MOM) has updated the sectoral salary benchmarks used in COMPASS for Employment Pass (EP) assessment. The update applies to new EP applications from 1 January 2026 and EP renewals expiring from 1 July 2026. If you hire foreign professionals, you’ll need to re-check roles, pay offers, and headcount plans against the new norms.

Quick refresher: COMPASS in one minute

Beyond the EP qualifying salary, applicants must pass COMPASS, a points-based framework that considers salary vs sector benchmarks, qualifications, diversity, and skills. Updated benchmarks effectively raise the bar for points on the salary component in several sectors, impacting pass probability at the same pay.

Who is affected

All employers planning new EP hires from 1 Jan 2026.
Companies with EP renewals whose passes expire on/after 1 Jul 2026.
Sectors with tight talent markets may see higher benchmark shifts—revisit compensation ranges early.

What to do between now and 2026

Audit your EP population
- List each EP holder’s role, sector classification, fixed monthly salary, and pass expiry date.
- Flag renewals falling on/after 1 Jul 2026.
Recalibrate offers & renewals
- Check COMPASS salary benchmarks for your sector and seniority; adjust offers/renewals to maintain sufficient points.
- Consider total rewards.
Strengthen non-salary levers
- Use Shortage Occupation List roles where relevant, improve diversity and qualification points, and leverage Skills Bonus if applicable.
Plan for internal moves
- Where salary uplift isn’t viable, explore job redesign, local succession, or S Pass options with quota/levy analysis.
Tighten documentation
- Keep proof of role classification, job descriptions, and salary components clearly separated as fixed vs variable for EP filings.

Common pitfalls we’re already seeing

Assuming 2025 offers will still pass in 2026 at the same salary. Benchmarks move—re-test offers in MOM’s guidance before signing.
Misclassifying the sector for COMPASS comparison, leading to a lower salary score than expected.
Leaving renewals late and discovering a salary gap too close to expiry. Build a 120–180 day runway.

How Excellence Singapore can help (end-to-end)

COMPASS impact review of your EP population with a red/amber/green risk map by expiry date.
Offer shaping & role mapping to secure enough points across salary, skills, and diversity.
Document prep & submissions for EP applications, renewals, and appeals.
Complementary support: payroll, HR policy set-up and S Pass quota planning.

Conclusion: Secure your hiring plans before the 2026 switch

The new COMPASS salary benchmarks change the EP calculus for many roles. Act now to protect renewals and future hires—and avoid last-minute scrambles in 2026.