MOM COMPASS Calculator: Will Your Employment Pass Be Approved? (2026)

Last Updated: June 2026

Wondering whether your Employment Pass (EP) will clear the points test? An EP application is a two-stage check. First, the candidate must meet the EP qualifying salary. Second, the application must score at least 40 points on COMPASS, the Ministry of Manpower’s points framework. There is no official “mom compass calculator” app, but MOM does publish a free Self-Assessment Tool that gives an indicative outcome before you apply.

Key Takeaways

• An EP needs two things: the qualifying salary plus at least 40 COMPASS points (MOM).
• COMPASS scores four foundational criteria at 0, 10 or 20 points each, with two bonus criteria on top.
• Candidates earning at least S$22,500 a month are exempt from COMPASS entirely.
• The EP qualifying salary is S$5,600 (general) and S$6,200 (financial services) until end-2026.
• MOM’s free Self-Assessment Tool acts as the closest thing to a “mom compass calculator”.

What is the MOM COMPASS framework?

COMPASS stands for the Complementarity Assessment Framework, a points-based test that MOM uses to assess Employment Pass applications (MOM). It applies to new EP applications from 1 September 2023, and to renewal applications from 1 September 2024. The aim is to weigh each foreign hire against the local workforce.

Think of COMPASS as the second gate. Before any points are counted, the candidate has to clear the EP qualifying salary in Stage 1. Only then does the points test in Stage 2 begin. Both gates must be cleared for approval.

This is a shift from the old “salary plus qualifications” judgement call. COMPASS turns the decision into a transparent scorecard, so employers can estimate the outcome before submitting. That predictability is the whole point of running the numbers early.

Who is exempt from COMPASS?

Not every applicant is scored. A candidate with a fixed monthly salary of at least S$22,500 is exempt from COMPASS and only needs to clear Stage 1 (MOM). Roles lasting one month or less are also exempt, as are certain intra-corporate transferees moving within the same group.

For most hires, though, the points test applies. So it pays to understand how the six criteria add up to the 40-point pass mark.

How are COMPASS points calculated?

COMPASS scores six criteria. Four are foundational, each worth 0, 10 or 20 points, and two are bonus criteria that add points on top (MOM). A candidate passes at 40 points. Foundational points alone can clear the bar, and bonus points help borderline cases get there.

The four foundational criteria look at both the individual and the hiring firm. Here is what each one measures.

The four foundational criteria

• C1 Salary. Compares the candidate’s fixed monthly salary against local PMET peers in the same sector. Higher relative pay scores more points.
• C2 Qualifications. Looks at the candidate’s degree and the standing of the awarding institution.
• C3 Diversity. Assesses the nationality mix of the firm’s PMET workforce. A firm less concentrated in one nationality scores higher.
• C4 Support for local employment. Measures the firm’s share of local PMETs against its industry peers.

C1 and C2 are individual attributes the candidate carries. C3 and C4 are firm-level attributes, so two identical candidates can score differently at different employers. That is a point many applicants miss.

The two bonus criteria

• C5 Skills bonus. Worth up to 20 points if the job sits on the Shortage Occupation List.
• C6 Strategic Economic Priorities bonus. Worth up to 10 points for firms making notable economic contributions, such as investment or innovation commitments.

Bonus points are how a mid-salary hire at an average firm can still reach 40. We have seen startup hires rely on the C5 skills bonus to clear the gate when foundational scores fall short.

Worked examples: how the points add up to 40

Here is the part most “ep calculator” searches are really after. Below are two illustrative scenarios showing how points stack to the 40-point pass mark. Numbers are illustrative but consistent with the 0/10/20 scoring, so treat them as a model, not a guarantee.

Scenario 1: the mid-salary startup hire

Consider a data engineer joining a young tech firm, earning a competitive but not top-tier salary. The firm is small and skews toward one nationality, so the firm-level criteria are weak.

• C1 Salary: 10 points
• C2 Qualifications: 20 points
• C3 Diversity: 0 points
• C4 Support for local employment: 0 points
• C5 Skills bonus (role on the Shortage Occupation List): 20 points
• Total: 50 points, which clears the 40-point pass mark

Foundational points alone reach 30, short of 40. The C5 skills bonus carries this candidate over the line, because the role appears on the Shortage Occupation List. Without that bonus, the application would fail. This is exactly why checking the list matters for early-stage firms.

Scenario 2: the high earner who is exempt

Now consider a senior finance executive with a fixed monthly salary of S$23,000. Because that exceeds the S$22,500 threshold, COMPASS does not apply at all (MOM). The application only needs to clear Stage 1, the qualifying salary.

No scorecard, no 40-point hurdle. The trade-off is the salary commitment, which is well above the standard floors. For genuinely senior roles, this exemption is the cleanest path, and it removes any dependence on firm-level diversity or local-share metrics.

What is the minimum Employment Pass salary in 2026?

The EP qualifying salary is S$5,600 a month for the general sector and S$6,200 for financial services, and these floors apply until the end of 2026 (MOM). The figure rises with the candidate’s age, so an older, more experienced hire needs more. From 1 January 2027, the floors rise to S$6,000 and S$6,600.

Clearing this salary is Stage 1. It is necessary but not sufficient, because the COMPASS points test still follows for non-exempt candidates. For a fuller breakdown of the 2026 benchmarks, see our guide on the new COMPASS salary benchmarks.

How does this differ from the S Pass?

The S Pass is a different pass and is not scored by COMPASS at all. Its minimum qualifying salary is currently S$3,300 (general) and S$3,800 (financial services), rising to S$3,600 and S$4,000 from 1 January 2027 (MOM). Instead of a points test, the S Pass uses sub-Dependency-Ratio quotas and monthly levies.

So if a candidate falls short of EP requirements, the S Pass is a separate route with its own rules, not a lower COMPASS threshold. Choosing the right pass upfront saves a rejected application later. If you are weighing other founder routes, compare an EntrePass against an EP.

How do I check my COMPASS score before applying?

MOM provides a free Self-Assessment Tool (SAT) that returns an indicative COMPASS outcome before you submit a formal application (MOM). This is the official tool people mean when they search for a “mom calculator” or “ep calculator”. It is the closest thing to a real “mom compass calculator”, and it costs nothing to run.

Run the SAT first, every time. It flags weak criteria before money and time go into a submission. In our experience, the most common surprise is a low C3 or C4 score, the firm-level criteria an applicant cannot control alone. Spotting that early changes the hiring plan.

For a clean run, prepare the candidate’s salary, qualifications, and your firm’s workforce nationality mix and local PMET share. Getting payroll records tidy in advance makes the inputs accurate.

Frequently asked questions

What score do you need to pass COMPASS?

You need at least 40 points to pass COMPASS. Points come from four foundational criteria scored at 0, 10 or 20 each, plus two bonus criteria. Foundational points alone can reach 40, and bonus points can lift a borderline application over the line.

How are COMPASS points calculated?

COMPASS scores six criteria. The four foundational ones are salary, qualifications, firm diversity, and support for local employment, each worth 0, 10 or 20 points. Two bonus criteria add up to 20 points for shortage-occupation roles and up to 10 points for strategic economic contributions.

What salary is exempt from COMPASS?

A candidate with a fixed monthly salary of at least S$22,500 is exempt from COMPASS and only needs to clear the Stage 1 qualifying salary. Roles lasting one month or less, and certain intra-corporate transferees, are also exempt from the points test.

How do I check my COMPASS score before applying?

Use MOM’s free Self-Assessment Tool, which returns an indicative COMPASS outcome before you submit. It is the official tool behind searches for a mom compass calculator. Prepare the candidate’s salary and qualifications plus your firm’s nationality mix and local PMET share for an accurate result.

What is the minimum Employment Pass salary in 2026?

The EP qualifying salary is S$5,600 a month for the general sector and S$6,200 for financial services until the end of 2026. The figure rises with the candidate’s age. From 1 January 2027, the floors rise to S$6,000 and S$6,600.

Does COMPASS apply to the S Pass and to EP renewals?

COMPASS does not apply to the S Pass, which uses quotas and levies instead. COMPASS does apply to EP renewals: it has covered new EP applications since 1 September 2023 and renewal applications since 1 September 2024.

Get your EP application right the first time

Running the points before you apply is the difference between a clean approval and a wasted submission. A weak C3 or C4 score, a salary just under a benchmark, or a missed exemption can all be spotted in advance. If you are also planning a Dependant’s Pass, a path to permanent residency, or setting up in Singapore as a foreigner, the work-pass strategy matters even more. Employers should also watch wider hiring rules, like the July 2026 Local Qualifying Salary changes and the line between an employee and a contractor. To map your COMPASS score and pass strategy, talk to our team at Excellence Singapore.