What and How the Latest MOM Employment Pass Changes Affect Your EP Renewal

Singapore has entered a new era of Employment Pass (EP) regulation, and the changes are more significant than most employers realise. From 1 September 2024, the Ministry of Manpower (MOM) made the COMPASS Framework mandatory for all EP renewals, not just new applications. This shift marks one of the most important updates to Singapore’s foreign workforce policy in over a decade — and every employer hiring foreign professionals must understand how these new rules work, why they were introduced, and how they directly impact EP renewal chances.

If your company employs EP holders whose passes expire on or after 1 September 2024, you can no longer rely on the old renewal criteria. Instead, every EP renewal must score 40 points under COMPASS, satisfy the new qualifying salary requirement, and meet stricter employer-based benchmarks that MOM now uses to determine whether your business contributes positively to Singapore’s workforce ecosystem.

This guide explains exactly what the new rules are, how they affect your EP renewal, and what employers must start doing now to avoid rejection under the new framework.

What Are the Latest MOM Changes That Affect EP Renewals?

MOM’s latest regulatory changes revolve around one key policy: COMPASS (Complementarity Assessment Framework) is now mandatory for all EP renewals from 1 September 2024. Previously, COMPASS applied only to new EP applications. But with this expansion, MOM is ensuring that renewal candidates are held to the same standards as new applicants.

Key Change: COMPASS is now required for EPs expiring from 1 Sept 2024

This includes:

• Renewals for existing EP holders
• Workers who have been in Singapore for years
• EP holders who previously cleared renewals easily under old rules

Renewal eligibility now follows a 2-part test:

1. Qualifying Salary (which increases with age and sector)
2. COMPASS score (minimum 40 points from 6 criteria)

Even if your EP holder meets the salary rule, failing COMPASS = EP rejection.

This marks a fundamental shift: renewal is no longer guaranteed — companies must now demonstrate that both the individual and the employer contribute strategically to Singapore’s workforce needs.

What Is COMPASS and Why Is It Now Mandatory for EP Renewals?

COMPASS is a points-based evaluation framework launched by MOM to create a more transparent, merit-based Employment Pass system. Traditionally, renewals were easier to obtain because MOM assessed only salary, job role, and company track record. With COMPASS, the evaluation is deeper, multi-dimensional, and more data-driven.

From 1 September 2024 onward, renewal applicants must score at least 40 points across:

• Individual attributes (salary competitiveness, qualifications)
• Employer attributes (local PMET share, workforce diversity)
• Bonus criteria (shortage occupation list, strategic economic areas)

This means renewal success is no longer based solely on the candidate — the company’s workforce profile now directly affects renewal eligibility.

Why MOM Is Doing This

Singapore aims to:

• Protect and strengthen local PMET opportunities
• Attract foreign talent with strong complementarity value
• Encourage companies to maintain healthy local-foreign workforce balance
• Reward employers investing in skills, diversity, and innovation
• Move away from salary-only approval models

These new standards explain why EP renewals have become more stringent — and why employers must prepare early.

How Do These Changes Affect Your EP Renewal in 2024–2025?

COMPASS introduces several layers of complexity into EP renewals. Companies that previously renewed EPs smoothly may now face bottlenecks if they are unaware of how COMPASS scores are calculated.

Here is how the latest changes directly impact your renewal likelihood:

1️⃣ Your EP Holder Must Meet the Higher Qualifying Salary

From 2024 onwards, MOM has raised the minimum salary required for EP renewals. The benchmark varies by:

• 年龄
• 行业
• Job function

例如：

• Younger PMET roles start near S$5,600 (as of 2025 updates)
• Older professionals must meet higher benchmarks (S$10,700+ for mid-career hires)
• Financial sector EPs face higher thresholds

Failing the salary requirement = automatic EP renewal rejection, even before COMPASS scoring.

2️⃣ COMPASS Points Are Now Mandatory for Renewal

Every renewal must meet:

✔ Minimum 40 points

from the following criteria:

• Salary benchmark
• Candidate qualifications
• Diversity of the company’s workforce
• Local PMET representation
• Skills shortage bonus
• Strategic business bonus

If your EP holder scores below 40, the renewal will be rejected — even if the person has been employed for years.

3️⃣ Your Company’s Workforce Profile Now Impacts EP Renewal Success

COMPASS evaluates the employer using two key indicators:

C3 – Diversity Points

If your company’s PMET team is dominated by one nationality, COMPASS penalises your score.

C4 – Local PMET Share

Companies with a very low local PMET ratio compared to industry peers lose points.

This means:

• Tech companies hiring many from a single country
• Startups with mostly foreign PMETs
• Firms with limited local hiring

…may see EP renewals get flagged under COMPASS.

4️⃣ Poor Company Compliance History Can Affect COMPASS Scores

COMPASS incorporates MOM and IRAS compliance indicators.

EP renewals may be at risk if your company has:

• CPF non-compliance
• Underpayment cases
• Fair hiring violations
• Poor record-keeping
• Misclassification of job roles

Under the new framework, compliance is not optional — it directly affects your EP approval chances.

5️⃣ Skills-Based Roles Gain an Advantage Under COMPASS

Certain roles benefit from bonus points if:

• They are on the Shortage Occupation List (SOL)
• The employer works in a Strategic Economic Priority sector (SEP)

This means candidates in tech, AI, green energy, cybersecurity, and financial compliance roles may find renewals easier than traditional roles.

What Must Employers Do to Prepare for EP Renewal Under COMPASS?

Most companies underestimate the preparation required. The safest timeline is to begin preparations 6 months before the EP expires.

Employers should:

• Perform a COMPASS pre-assessment for every EP holder
• Review the company’s local PMET ratio
• 尽早解决员工多样性问题
• 调整持EP者的薪资以符合最新的薪资基准
• 加强招聘流程以多元化国籍结构
• 记录公平的招聘实践
• 保持优秀的合规记录

COMPASS高度依赖数据——积极准备的公司将具有显著更高的EP续约成功率。

📘 Real Renewal Scenarios Under the New COMPASS Rules

场景 A：薪水过低

EP持有者的收入为S$5,500。根据他的年龄/行业，新薪资基准为S$6,500。即使COMPASS积分良好 → 续约被拒。

场景 B：单一国籍主导

公司有80%的外国PMET来自一个国家。多样性评分崩溃 → 即使薪水高，EP续约也可能失败。

场景 C：本地PMET比例低的小企业

初创公司有90%的EP，仅有1名新加坡PMET。本地比例过低 → COMPASS降低评分 → 未达到40分的门槛。

场景 D：短缺职业的高技能工人

AI工程师薪水竞争力强 + SOL奖金 → 轻松通过COMPASS。

这些例子显示COMPASS如何改变续约环境，使公司必须深入理解这一系统。

Why Companies Choose Paul Hype Page for EP Renewal Strategy

Paul Hype Page帮助企业应对MOM的新EP框架，提供：

• COMPASS评分模拟
• 薪资基准分析
• EP风险评估审计
• 员工多样性咨询
• 本地PMET招聘策略
• 公平招聘合规审查
• EP申请和续约提交支持

凭借强大的业绩记录和深厚的监管专业知识，PHP确保您的外国专业人士保持合规、合格，并在续约成功中处于战略优势。