If you are deciding between a Singapore Employment Pass (EP) and an S Pass, the choice usually comes down to five things: your job level, your fixed monthly salary, whether your employer faces quota and levy obligations, whether the EP candidate can pass the COMPASS points-based assessment, and whether you plan to bring family members or apply for Permanent Residency later.
In simple terms, the EP is for higher-paid professionals in managerial, executive and specialist roles. The S Pass is for skilled mid-level workers in technical and associate professional positions. Employers generally prefer the EP where possible because it carries no quota or levy, but the right route depends on the role, salary, and candidate profile.
EP vs S Pass at a Glance (2026)
| Factor | Employment Pass (EP) | S Pass |
|---|---|---|
| Best suited for | Professional, managerial, executive and specialist roles | Skilled mid-level technical and associate professional roles |
| Minimum salary (2026) | S$5,600/month (S$6,200 for financial services); rises with age | S$3,300/month (S$3,800 for financial services); rises with age |
| COMPASS required? | Yes — must score at least 40 points (exempt if salary ≥ S$22,500) | No — COMPASS does not apply to S Pass |
| Employer quota | No quota | Subject to Dependency Ratio Ceiling (10–15% of workforce depending on sector) |
| Employer levy | No levy | S$650/month per S Pass holder (flat rate) |
| Dependant’s Pass | Eligible if fixed monthly salary ≥ S$6,000 | Eligible if fixed monthly salary ≥ S$6,000 |
| PR pathway | Eligible under PTS scheme; generally viewed more favourably by ICA | Eligible under PTS scheme; approval typically more competitive |
Salary thresholds increase with the candidate’s age. Use our EP Salary Benchmarks tool to check the qualifying salary for your industry and age group.
What Is the Employment Pass?
The Employment Pass is designed for foreign professionals, managers, executives and specialists taking up higher-level roles in Singapore. It is typically the preferred route when the role is clearly professional and the salary level supports it.
From an employer’s perspective, the EP is attractive because it is not subject to quota or levy. That makes workforce planning more straightforward compared with the S Pass route.
The COMPASS Framework
Since September 2023, all EP applicants must clear a two-stage eligibility framework. Stage 1 is the qualifying salary: a minimum fixed monthly salary of S$5,600 for most sectors (S$6,200 for financial services), rising progressively with the candidate’s age. Older candidates in their 40s may need to earn S$10,700 or more.
Stage 2 is COMPASS (Complementarity Assessment Framework), a points-based system that requires at least 40 points across four foundational criteria and two bonus criteria:
- C1 – Salary: how the candidate’s pay compares to local PMET salaries in the same sector. Earning at or above the 65th percentile scores 10 points; the 90th percentile scores 20.
- C2 – Qualifications: a degree from a top-tier institution (QS top 100 or Singapore autonomous university) scores 20 points. Recognised degree-equivalent qualifications score 10.
- C3 – Diversity: points are awarded if the candidate’s nationality makes up a small share of the employer’s PMET headcount.
- C4 – Support for local employment: firms with a higher share of local PMETs relative to their sub-sector score more points.
- C5 – Skills bonus (Shortage Occupation List): up to 20 bonus points for roles on MOM’s SOL. Selected infocomm technology roles on the SOL may qualify for a five-year EP if the candidate earns at least S$10,500/month.
- C6 – Strategic economic priorities: up to 10 bonus points when the employer participates in approved government initiatives (e.g. with EDB or Enterprise Singapore).
Candidates earning S$22,500 or more per month are exempt from COMPASS. Intra-corporate transferees under WTO commitments and short-term assignments of one month or less are also exempt.
Not sure where you stand? Check your EP salary benchmark by industry and age group before you apply.
What Is the S Pass?
The S Pass is aimed at skilled mid-level workers in technical, operational and associate professional roles. It is the appropriate route where the role is legitimate and skilled, but the salary or seniority level does not comfortably fit an EP profile.
The minimum qualifying salary for 2026 is S$3,300 per month for most sectors and S$3,800 for financial services. Like the EP, the required salary increases with the candidate’s age. COMPASS does not apply to S Pass applications.
Quota and Levy: The Key Employer Trade-Off
This is often the clearest operational difference between the two passes. Every S Pass holder counts against the employer’s Dependency Ratio Ceiling (DRC): 10% of the total workforce in the services sector, or up to 15% in other sectors such as manufacturing and construction.
On top of quota limits, employers pay a monthly foreign worker levy of S$650 per S Pass holder (harmonised to a flat rate since September 2025). That levy cannot be deducted from the worker’s salary.
For employers, these costs add up. Two candidates who both look viable on paper may produce very different outcomes depending on remaining quota capacity and total employment cost.
From July 2026, the Local Qualifying Salary (LQS) rises from S$1,600 to S$1,800. Local employees earning below the new threshold will no longer count toward the employer’s local headcount for DRC calculations, which could reduce available S Pass quota for some firms.
Which Pass Gives a Better Path to Permanent Residency?
Both EP and S Pass holders are eligible to apply for Singapore Permanent Residency under the Professionals, Technical Personnel and Skilled Workers (PTS) scheme. In practice, however, the EP is generally considered the stronger foundation for a PR application.
ICA does not publish detailed scoring criteria, but EP holders tend to be viewed more favourably due to the higher salary floor, the professional-level role, and the economic contribution associated with the pass. S Pass holders can and do receive PR, but the path is typically more competitive and may require a longer track record of employment and integration in Singapore.
If long-term residency in Singapore is part of your plan, the type of pass you hold at the time of your PR application is one of several factors worth considering early — alongside salary trajectory, family ties, and community involvement.
Which Pass Is Right for You?
There is no universal “better” pass. The right choice depends on the role, the salary, the employer’s constraints, and the candidate’s long-term objectives. Here are some common scenarios:
If the role is professional-level and the fixed monthly salary is S$5,600 or above, start with the EP route. This avoids quota and levy for the employer and generally positions the candidate more favourably for family pass eligibility and future PR applications.
If the role is mid-level technical or operational and the salary falls between S$3,300 and S$5,599, the S Pass is usually the realistic route — provided the employer has quota available and is prepared for the ongoing levy cost.
If the candidate’s salary is borderline between S Pass and EP thresholds, it is worth reviewing the COMPASS criteria carefully. A strong profile on qualifications, diversity, or the Shortage Occupation List can help a candidate clear the 40-point threshold even when the salary score is modest.
Where family relocation is part of the plan, note that both EP and S Pass holders need a fixed monthly salary of at least S$6,000 to sponsor a spouse and children on a Dependant’s Pass. Consider salary trajectory early, not after the pass is issued.
What’s Changing Beyond 2026?
MOM has already announced the next round of salary increases. From January 2027 (new applications), the EP minimum rises to S$6,000 for most sectors (S$6,600 for financial services) and the S Pass minimum rises to S$3,600 (S$4,000 for financial services). Renewal applications will follow from January 2028.
Employers and candidates should plan compensation and application timing with these scheduled increases in mind.
Need Help Deciding?
The 2026 eligibility criteria are more layered than they have ever been. Between COMPASS scoring, age-adjusted salary benchmarks, and quota planning, getting the right pass for the right candidate requires careful analysis upfront.
Start by checking your salary position with our EP Salary Benchmarks tool. If you would like a full eligibility assessment for your situation, book a consultation with E&H — we can advise on the strongest route and help you prepare an application that reflects the current criteria.