Outline
Singapore remains a top destination for foreign professionals, managers, executives, and specialists due to its strong economy, stable governance, and world-class infrastructure. However, securing or renewing an Employment Pass (EP) through the Ministry of Manpower (MOM) involves several hurdles. Below are some of the key challenges companies and applicants face, along with tips to overcome them.
1. The Tightened Fair Consideration Framework (FCF)
The Fair Consideration Framework (FCF) is a critical policy that mandates fairness in hiring practices. Under this framework:
- Employers must advertise job vacancies on the MyCareersFuture portal for at least 14 consecutive days before submitting EP or S Pass applications. Ministry of Manpower Singapore+1
- Job postings must clearly describe the job responsibilities, qualifications, salary, and must avoid discriminatory language (age, gender, nationality etc.). CNP Law+1
- Employers with fewer than 10 employees or roles with salaries above certain thresholds may be exempt from the full advertising requirement. Ministry of Manpower Singapore+1
Failing to comply can result in refusal of EP application or renewal, or even temporary bans for employers. Additionally, making false declarations in job ads or EP documents can lead to heavy fines or even criminal penalties. Ministry of Manpower Singapore+2CNP Law+2
2. Special Appeals Required for New or Unusual Job Roles
Many EP applications get scrutinised more heavily when the job role is uncommon, niche, or highly specialised. Challenges include:
- Demonstrating that the role cannot be easily filled by local professionals
- Providing proof of candidate’s past performance, projects, and relevance of qualifications
- Justifying why this particular candidate is the right fit, especially if the job description is not a standard or well-known occupation
Even with an excellent academic or industry reputation, applicants often need to provide more than just a degree—often detailed portfolios, performance records, or evidence of sectoral shortage in Singapore.
3. Issues with Company Background and Business Case
MOM assesses not just the candidate, but also the employer’s business health, relevance, and structure. Key considerations include:
- Whether the company’s industry is deemed relevant and beneficial to Singapore’s economy or global competitiveness
- Whether there is a strong local team (core Singaporean or Permanent Resident employees) to show commitment to employing locals
- Whether the company has stable financials and secured contracts to support the salary of the EP holder for at least 12 months
Weak business justification (lack of revenue, unclear projections) or irrelevant business activities may lead to EP refusals.
4. Candidate Not Matching the Job Profile
This is one of the most frequent reasons for EP rejection. MOM expects the candidate’s experience, qualifications, and salary to align with the job role. Problems can include:
- Under-qualification for the job role specified
- Experience that does not translate into the new role (e.g. switching industries without clear transferable skills)
- Salary offered being too low relative to expectations for that role, or below age-based benchmarks
5. Low Score in COMPASS
From September 2023, Singapore introduced the Complementarity Assessment Framework (COMPASS), which EP applicants must pass in addition to satisfying the salary threshold. Ministry of Manpower Singapore+1
- The COMPASS system scores applicants on multiple criteria: fixed salary, qualifications, firm-level attributes, contribution to local employment, diversity, and strategic economic priority skills. EY
- A minimum score (40/120) is required for approval. Failing COMPASS means the application will be rejected even if all other conditions are met.
6. Rising Minimum Salary Requirements
A significant challenge is keeping up with MOM’s periodic increases to the EP qualifying salary:
- As of now, for all sectors except financial services, the minimum qualifying salary is S$5,000/month, increasing progressively with age. Ministry of Manpower Singapore
- For the financial services sector, the threshold is higher (currently S$5,500/month) and also scales with age. Ministry of Manpower Singapore+1
- Effective 1 January 2025, the minimum qualifying salary will increase to S$5,600/month for general sectors, and S$6,200/month for financial services. Renewals for existing EPs will follow from 1 January 2026. HCAMag+2Economic Development Board+2
So past success with lower salaries may not hold for new applications or upcoming renewals.
7. Foreign Worker Quota and Firm-Level Diversity Considerations
While there is no fixed quota per nationality for EPs, companies are increasingly evaluated on their composition of workforce and local hiring practices as part of COMPASS.
- MOM looks at whether employers are hiring sufficiently from the local labour market, especially when filling EP-eligible roles.
- Quota pressure often comes in via constraints for S Pass or Work Permit roles, pushing some employers to be more selective for EP roles as well.
Reasons for EP Application / Renewal Rejection
Below is a table summarizing common rejecting grounds:
| Reason for Rejection | Explanation |
| Scope & qualifications mismatch | Candidate lacks relevant skills/experience/education for role. |
| Insufficient information | Missing or incomplete documentation, or lack of clarity in job role or employer financials. |
| Oversaturated job market | Role is considered fillable by locals; insufficient justification for needing foreign talent. |
| Imbalanced local-to-foreign workforce ratio | Employer hasn’t demonstrated hiring or upskilling locals. |
| Discrepancy in info | Mismatches between passport, CV, past employment vs what’s claimed. |
| Unreliable work record | Job-hopping, gaps, unstable career path without good explanation. |
| Salary below minimum threshold | Salary not meeting the EP benchmark for age/sector. Ministry of Manpower Singapore+1 |
| Company’s insufficient financial standing | Employer cannot show ability to support salary and business commitments. |
Latest Policy Updates to Watch Out For
- Salary thresholds rising from Jan 1, 2025: general sectors S$5,600+, financial services S$6,200+. Renewals follow in Jan 2026. Economic Development Board+2Ministry of Manpower Singapore+2
- COMPASS mandatory: applicants must achieve the minimum COMPASS score. Even strong salaries won’t compensate if COMPASS criteria are unmet. Ministry of Manpower Singapore+
- FCF job-advertising requirements remain strict. Ensure your job ad is live for 14 consecutive days, accurately describes the role, salary, and is aligned with the EP submission. Ministry of Manpower Singapore+1
Frequently Asked Questions
When an EP application is rejected, MOM will send a rejection letter with reasons. Employers or applicants can reapply after addressing those issues—for example by increasing salary, clarifying job scope, or providing stronger documentation.
It depends. If your qualifications, experience, job role, and employer are aligned with MOM’s current criteria (including salary thresholds, COMPASS, FCF), it’s feasible. But the bar has been raised in recent years, so preparation is key.
Success rates vary by industry and employer track record. Applications that fully satisfy the requirements—strong company financials, candidate experience, role justification, and salary compliance—tend to succeed more often. There’s no public overall success percentage, but many less prepared applications get rejected.
Typically 3 to 8 weeks, if everything is in order. If additional documents are requested, or if role is unusual, it may take longer.
Currently:
- All sectors except financial services: minimum S$5,000/month, increasing with age from age 23. Ministry of Manpower Singapore+1
Financial services sector: minimum S$5,500/month, also age‐progressive.
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