What Employers Need to Prepare for Ahead of 2026 EP Changes as COMPASS Framework Tightens

Created On: June 25, 2026
India, Newsletter

Modified On: June 25, 2026

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Singapore’s MOM has updated the COMPASS framework for Employment Pass applications, with changes effective January 2026 for new applications and July 2026 for renewals. Key shifts include refreshed salary benchmarks under C1, revised qualification recognition lists under C2, and an updated Shortage Occupation List under C5 — with several technology roles removed and healthcare roles added. These changes mean the margin for error in EP applications is narrowing, particularly for candidates whose salaries or qualifications sit close to threshold levels. Employers should reassess current EP candidates against updated criteria, map upcoming renewal timelines, and review hiring pipelines for roles affected by SOL changes. Early preparation is essential to avoid disruption to both new hires and renewals post-July 2026.

COMPASS was already a familiar checkpoint for employers handling Employment Pass applications. But from 2026, it will stop being something organizations “work around” and will become a priority they actively plan around. The Ministry of Manpower (MOM) has been updating key parts of the framework since January 1 2026, with further impact showing up in EP renewals from t July 1 2026.

The adjustments are not structural changes to COMPASS itself, as the 40-point system remains in place. However, the way points are earned is changing. Salary benchmarks used under the C1 category are being refreshed, the list of recognized qualifications under C2 is being updated, and the Shortage Occupation List under C5 has been expanded in some areas while narrowing in others.

Who Is Affected

This update affects employers hiring foreign professionals and HR teams managing Employment Pass applications or renewals. In reality, they are the ones who will feel the adjustment first, especially once renewal cycles begin occurring after July 2026.

Foreign professionals themselves are indirectly affected, particularly those in roles where salaries are close to benchmark thresholds or where educational qualifications fall within a gray area under MOM’s updated recognition lists.

Companies with ongoing hiring pipelines will need to pay closer attention than usual. It is not that approvals will become harder across the board, but the margin for error will become thinner, particularly when multiple COMPASS criteria start shifting at the same time.

Key Implications

The most immediate shift is in how salary positioning translates into COMPASS points. Under C1, candidates earning above the 65th percentile of local PMET salaries receive 10 points, while those at or above the 90th percentile receive 20 points. With updated salary benchmarks coming into effect, compensation decisions now carry more weight in determining whether an application comfortably crosses the 40-point threshold.

The qualification criterion (C2) has also become less static. MOM has revised its list of top-tier institutions, which directly affects whether candidates earn 10 or 20 points. At the same time, degree-equivalent professional qualifications have also been updated. This means employers’ past assumptions about eligibility may no longer be valid without verification against the latest list.

A more noticeable shift appears in the Shortage Occupation List under C5. While healthcare roles have been added, several technology roles, including Cyber Risk Specialist, Cybersecurity Operations Specialist, and Product Manager (Digital), have been removed. This is important as roles linked to SOL can still secure up to 20 bonus points. In certain cases, the validity of the EP can be extended up to five years. For employers with highly technical hiring needs, this change alters the ease with which candidates can offset weaker scores in other COMPASS categories.

These updated criteria will also apply to EP renewals from 1st July, 2026. This affects the planning cycle. Decisions for renewal may now require a level of scrutiny similar to that of new applications under the revised framework.

What You Should Do Next

For most employers, the immediate priority is to ensure score visibility. EP candidates should be reassessed using the updated salary benchmarks and qualification lists before hiring decisions are finalized. A role that previously cleared COMPASS comfortably may now sit closer to the 40-point threshold depending on how C2 and C5 apply.

HR teams should also start mapping upcoming EP expiries due after July 2026. These renewals will fall under the revised framework, which means earlier assumptions around continuity may no longer apply.

It is also worth reviewing hiring pipelines for roles potentially affected by the updated Shortage Occupation List. In some cases, SOL eligibility may now play a reduced role in offsetting weaker foundational scores, particularly in technology functions where certain roles have been removed.

How IMC Can Help

The COMPASS updates are not just regulatory adjustments as they change how companies evaluate every EP application. Salary structure, role design, and renewal planning are more connected than ever before.

IMC works with businesses to interpret COMPASS scoring in practical terms and assess how these updates affect hiring and renewal strategies. Reach out to your IMC Global Mobility advisor to review your current EP workforce ahead of the renewal cycle on July 1 2026.

Author Bio:

CA Pushpanjali Raina specializes in international taxation, global mobility, ESOPs, social security, and direct tax advisory. She partners with clients on compliance, litigation, payroll, and cross-border matters — bringing clarity and precision to every engagement.

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