Singapore's Ministry of Manpower has released updated COMPASS C1 salary benchmarks that will apply to Employment Pass applications from 2027. The new benchmarks give employers important salary data to consider when recruiting foreign professionals and make it essential to distinguish between the minimum Employment Pass qualifying salary and the separate salary assessment under COMPASS.
What Is the COMPASS C1 Salary Criterion?
The Complementarity Assessment Framework, or COMPASS, is Singapore’s points-based assessment framework for Employment Pass applications.
Unless an exemption applies, an Employment Pass applicant must satisfy a two-stage eligibility framework:
- Stage 1: Meet the applicable Employment Pass qualifying salary.
- Stage 2: Pass COMPASS by achieving at least 40 points.
C1 Salary is one of the foundational criteria under COMPASS. It assesses the candidate’s fixed monthly salary against the salaries of local Professionals, Managers, Executives and Technicians, or PMETs, in the employer’s sector.
This means C1 is not simply a single minimum salary applicable to every Employment Pass candidate. The benchmark varies according to factors including the candidate’s age and the employer’s sector.
How Are COMPASS C1 Salary Points Awarded?
Under the C1 Salary criterion, Employment Pass candidates can receive 0, 10 or 20 COMPASS points depending on how their fixed monthly salary compares with the relevant sector benchmark.
The required fixed monthly salary increases progressively with age from age 23 to age 45.
The benchmarks are derived from MOM’s annual Comprehensive Labour Force Survey and are updated annually to reflect labour market conditions.
When Do the New COMPASS C1 Salary Benchmarks Apply?
MOM has confirmed that the new C1 benchmarks released in August 2026 will apply to:
- New Employment Pass applications: from 1 January 2027
- Employment Pass renewals: for passes expiring from 1 July 2027
Employers should therefore identify which benchmark year applies before assessing a candidate’s expected COMPASS score.
For renewals in particular, the effective date is based on when the Employment Pass expires. Businesses managing larger international workforces should consider reviewing upcoming expiry dates as part of their 2027 immigration planning.
COMPASS C1 Salary Benchmark vs Employment Pass Qualifying Salary
The COMPASS C1 Salary benchmark is not the same as the minimum Employment Pass qualifying salary.
This distinction is particularly important for applications from 2027.
The Employment Pass qualifying salary is the first-stage minimum salary requirement an applicant must satisfy before COMPASS is considered.
From 1 January 2027, the minimum qualifying salary for new Employment Pass applications will increase to:
- S$6,000 per month for sectors other than financial services, increasing progressively with age to S$11,500 for candidates aged 45 and above
- S$6,600 per month for the financial services sector, increasing progressively with age to S$12,700 for candidates aged 45 and above
These new minimum qualifying salaries will apply to Employment Pass renewals for passes expiring from 1 January 2028.
By contrast, the new COMPASS C1 benchmarks apply to renewals for passes expiring from 1 July 2027.
An Employment Pass applicant must first meet the applicable minimum qualifying salary. Meeting a C1 benchmark or obtaining sufficient COMPASS points does not override the minimum Employment Pass salary requirement.
Why Do the C1 Benchmarks Matter to Employers?
The new benchmarks have practical implications for employers recruiting or retaining foreign professionals in Singapore.
An employee’s proposed salary can materially affect the overall COMPASS score. A candidate whose salary reaches the 90th percentile benchmark can obtain 20 C1 points, while a salary between the 65th and 90th percentiles attracts 10 points.
A candidate below the 65th percentile receives no C1 points.
Receiving zero points for C1 does not automatically mean that an Employment Pass application will fail. COMPASS assesses multiple criteria, and an applicant may obtain sufficient points through other foundational or bonus criteria.
However, salary planning can become particularly important where the candidate or employer has a weaker score under another COMPASS criterion.
What Other Criteria Does COMPASS Consider?
COMPASS assesses both individual and employer-related factors.
The foundational criteria include:
- C1 – Salary: salary relative to local PMET salaries in the relevant sector
- C2 – Qualifications: the candidate’s qualifications
- C3 – Diversity: the candidate’s nationality relative to the employer’s PMET workforce
- C4 – Support for Local Employment: the employer’s local PMET share compared with other organisations in its sector
Additional points may be available through:
- C5 – Skills Bonus: for qualifying roles on Singapore’s Shortage Occupation List
- C6 – Strategic Economic Priorities Bonus: for qualifying businesses participating in eligible programmes
Most applicants subject to COMPASS must achieve at least 40 points.
Are Any Employment Pass Applicants Exempt from COMPASS?
Yes. MOM provides COMPASS exemptions in specified circumstances.
An applicant may be exempt from COMPASS where they:
- earn a fixed monthly salary of at least S$22,500
- are applying as an eligible overseas intra-corporate transferee
- are filling a role for one month or less
An exemption from COMPASS should not be confused with exemption from Singapore’s wider Employment Pass requirements.
What Should Employers Do Before 2027?
Businesses employing or planning to recruit foreign professionals in Singapore should review their Employment Pass strategy ahead of the new benchmarks taking effect.
In particular, employers should consider:
- identifying new Employment Pass applications expected to be submitted from 1 January 2027
- reviewing Employment Passes due to expire from 1 July 2027
- assessing proposed salaries against the relevant C1 sector and age benchmark
- separately checking the applicable minimum Employment Pass qualifying salary
- reviewing the employer’s likely C3 Diversity and C4 Support for Local Employment scores
- considering whether the candidate may qualify for C5 or C6 bonus points
Employers should avoid assessing Employment Pass eligibility solely by reference to the headline minimum salary. The interaction between the qualifying salary and COMPASS can make a broader assessment necessary before an application is filed.
How Hudson McKenzie Can Assist
Hudson McKenzie advises businesses and professionals on Singapore immigration, Employment Pass applications and international workforce mobility.
Our immigration team can assist employers with:
- assessing Employment Pass eligibility
- reviewing applicable salary requirements
- assessing COMPASS scores before an application
- reviewing C1 Salary benchmark implications
- advising on C2, C3 and C4 COMPASS criteria
- identifying potential C5 and C6 bonus points
- preparing new Employment Pass applications
- reviewing upcoming Employment Pass renewals
- advising on intra-corporate transfer cases and applicable COMPASS exemptions
- supporting businesses with wider Singapore immigration and global mobility planning
For organisations recruiting internationally, early assessment can help identify potential Employment Pass issues before an offer is finalised or an application is submitted.
If your organisation is recruiting foreign professionals in Singapore or has Employment Pass renewals approaching in 2027, contact Hudson McKenzie for advice on the new COMPASS C1 salary benchmarks and Singapore Employment Pass requirements.
Disclaimer: This article is for general information only and does not constitute legal advice. Singapore immigration rules, salary thresholds, COMPASS benchmarks and application requirements are subject to change. Employers and applicants should obtain advice based on the circumstances of the individual case and the requirements in force at the time of application.
Get the latest insights on global immigration delivered straight to your inbox
