Singapore Updates COMPASS C1 Salary Benchmarks for Employment Pass Applications

• Singapore has updated the COMPASS C1 salary benchmarks for Employment Pass applications, introducing new August 2026 salary thresholds that determine how many salary-related COMPASS points candidates can earn based on their age and industry sector.  

Updates COMPASS C1 Salary Benchmarks for Employment Pass Applications 

Singapore’s Ministry of Manpower (MOM) has released updated C1 salary benchmarks under the Complementarity Assessment Framework (COMPASS), with the new salary thresholds taking effect in August 2026. The benchmarks determine how many COMPASS points an Employment Pass (EP) candidate can earn under the salary criterion based on their age and the sector in which their employer operates. 

What Employers Need to Know 

Under COMPASS, EP candidates can earn: 

• 10 points if their salary meets or exceeds the 65th percentile of local PMET wages for their age and sector. 
• 20 points if their salary meets or exceeds the 90th percentile benchmark.  

The updated benchmarks reflect sector-specific wage data across Singapore’s economy and may impact hiring plans, compensation strategies, and future EP applications.  

Examples of Updated Salary Benchmarks 

For a 30-year-old candidate, the monthly salary required to earn COMPASS salary points includes:  

Information & Communications Technology 

• 10 points: SGD 9,226 
• 20 points: SGD 14,204  

Professional Services 

• 10 points: SGD 8,283 
• 20 points: SGD 14,316  

Banking & Other Financial Services 

• 10 points: SGD 11,499 
• 20 points: SGD 17,473  

Manufacturing 

• 10 points: SGD 7,362 
• 20 points: SGD 10,916  

Why This Matters 

Regina Tung, Senior Immigration Advisory Manager, APAC, notes that the salary criterion is one of four foundational COMPASS factors used to assess Employment Pass eligibility. Because salary benchmarks increase with age and vary across industries, employers may wish to review current and planned compensation packages to better understand how candidates could score under the framework. 

According to Tung, organizations recruiting foreign talent in higher-paying sectors, such as financial services, professional services, and technology, may experience the greatest impact from the updated benchmarks. Reviewing compensation levels before submitting an EP application can help employers anticipate potential COMPASS scoring outcomes and avoid unexpected issues during the assessment process. 

Key Considerations for Employers 

Tung further highlights that while the revised benchmark tables may affect COMPASS scores, the C1 salary criterion is only one component of the overall COMPASS assessment. Employers should keep the following points in mind: 

• Meeting a C1 salary benchmark does not automatically qualify a candidate for an Employment Pass. 
• Candidates must still satisfy the applicable EP qualifying salary requirements. 
• Candidates earning at least SGD 22,500 in fixed monthly salary remain exempt from COMPASS. 

Potential Employer Actions 

Regina Tung notes that organizations with hiring plans or EP renewals scheduled for 2027 may wish to review compensation structures and COMPASS scoring outcomes early to identify any potential impacts and reduce the need for last-minute adjustments.  

Employers planning workforce movements into 2027 may also consider: 

1. Confirming their MOM sector classification. 
2. Reviewing age-specific C1 salary thresholds for affected candidates. 
3. Determining whether proposed salaries will attract 10 or 20 C1 points. 
4. Recalculating total COMPASS scores for upcoming hires and renewals. 
5. Pay particular attention to cases where salaries are close to a scoring threshold, as relatively small salary adjustments could influence the overall COMPASS outcome.  

Further Considerations  

Organizations with hiring plans or EP renewals scheduled for 2027 should conduct an early review of compensation structures and COMPASS scoring outcomes to minimize application risks and avoid last-minute adjustments. 

For tailored advice regarding the impact of the revised COMPASS C1 benchmarks on your workforce, please contact your immigration advisor. 

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