Is the Employment Pass in Singapore Getting Harder to Get? Trends & Insights

Singapore has long been an attractive destination for global talent. Its reputation as a safe, well governed, and business friendly hub has drawn thousands of highly skilled foreign professionals who help fuel the economy and bring in valuable expertise.

However, in recent years, employers and foreign professionals alike have found that securing an Employment Pass (EP) is not as straightforward as it once was. Rejections seem to be more common, approval times have lengthened for some, and the eligibility criteria are becoming increasingly stringent.

This article examines whether the Employment Pass is genuinely getting harder to obtain in Singapore, the reasons behind this shift, and what employers and foreign talent need to know to navigate the evolving landscape successfully.

Singapore’s Approach to Foreign Talent

Singapore’s open economy relies heavily on a strong pool of skilled professionals. The Employment Pass, introduced decades ago, was designed to help employers bring in overseas talent who can fill gaps that the local workforce may not yet be able to fill.

At the same time, the Singapore Government has always emphasised that foreign manpower must complement, not displace, local workers. This balance has become more prominent in recent years, with policies evolving to ensure that Singaporeans are given fair opportunities and that companies do not over rely on foreign labour at the expense of nurturing local capabilities.

Rising Eligibility Standards

One clear sign that the EP is becoming harder to get is the steady increase in minimum qualifying salaries. In 2020, the minimum salary for new EP applications was $3,900 per month. By 2023, this had risen to $5,000 for most sectors and $5,500 for financial services.

Moreover, the Ministry of Manpower (MOM) expects older and more experienced candidates to earn significantly more than the minimum. A candidate in their 40s, for example, must command a salary high enough to match their level of experience and qualifications.

The message is clear: Singapore wants highly skilled, genuinely needed professionals, not just any foreign hire.

The Introduction of COMPASS

In September 2023, MOM introduced the Complementarity Assessment Framework (COMPASS) for new EP applications. This framework uses a transparent points based system that assesses applicants based on four key attributes:

1. Salary, benchmarked against local PMET (Professionals, Managers, Executives, and Technicians) wages

2. Qualifications, such as recognised degrees from reputable institutions

3. Diversity, meaning whether the candidate’s nationality brings diversity to the employer’s existing workforce

4. Support for Local Employment, which looks at how many locals the employer hires compared to others in the same industry

While this provides clearer guidance than before, it also means companies must plan ahead to ensure they can meet all the criteria. Failing to earn enough points on COMPASS means the EP application will likely be rejected.

Stricter Scrutiny of Employers

It is not only the candidate who is being assessed more closely. MOM also examines the hiring company’s track record.

Firms that repeatedly hire foreign professionals but do little to develop local staff may find it more challenging to get EPs approved. The Fair Consideration Framework (FCF), for instance, requires employers to advertise most jobs to locals on MyCareersFuture.sg for at least 14 days before applying for an EP.

Failure to comply with FCF can lead to being placed on the watchlist, which makes securing passes even tougher. Companies are now expected to demonstrate commitment to fair hiring practices and local workforce development.

Why the Changes?

The tightening of EP policies is not random. It reflects Singapore’s larger economic strategy and social considerations.

The COVID 19 pandemic made governments worldwide rethink talent policies and job protection. In Singapore, this accelerated the emphasis on safeguarding local jobs and reducing over dependence on foreign manpower for roles that locals can fill.

There is also increasing public sentiment that Singaporeans must be given fair chances, especially for PMET roles. This push for a strong “Singapore core” in the workforce is likely to remain a long term priority.

Impact on Businesses

These trends have forced businesses to rethink how they hire. Sectors that traditionally relied heavily on foreign professionals, such as financial services, tech, and engineering, have felt the changes most keenly.

Start ups and small firms may also face greater challenges if they cannot offer competitive salaries or if they lack the track record to justify why they need to bring in foreign talent.

While larger multinational corporations usually have robust HR processes to handle new requirements, smaller firms sometimes struggle with unfamiliar paperwork and changing rules, leading to costly mistakes or rejections.

How to Navigate the New Landscape

Despite stricter policies, the Employment Pass is far from impossible to get. Singapore still welcomes global talent, but the bar has been raised to ensure quality and fair opportunities for locals.

Here are some practical steps employers can take to boost their chances of success:

1.     Pay Competitive Salaries: Do not simply aim for the minimum. Offer salaries that match the candidate’s seniority and the market rate for the role.

2.     Use the Self Assessment Tool (SAT): MOM’s online SAT is an excellent first check. It gives you an early indication of whether your candidate is likely to qualify under the new rules.

3.     Be Thorough with Job Ads: Advertise roles properly on MyCareersFuture.sg, include clear job scopes, fair salaries, and genuinely consider local applicants.

4.     Craft Detailed Job Descriptions: When submitting an EP application, ensure the role is clearly defined. Explain why the candidate’s skills are unique and essential.

5.     Keep Your Workforce Balanced: Build a strong local core alongside foreign talent. Show MOM that you invest in training and promoting Singaporeans where possible.

6.     Stay Informed : Policies change frequently. Keep up with MOM announcements, salary revisions, and frameworks like COMPASS.

7.     Get Professional Help: If you are unsure, consider engaging a trusted corporate services provider or employment agency. They can help ensure your applications meet all requirements and avoid costly errors.

What Lies Ahead?

Looking forward, it is unlikely that EP rules will loosen anytime soon. Singapore’s commitment to nurturing local talent and protecting local jobs means the trend towards more selective foreign hiring will continue.

At the same time, the Government understands that to remain competitive, Singapore must stay open to high quality global talent, especially in fast growing sectors like green tech, AI, and advanced manufacturing. Companies that can demonstrate a genuine need for specialist expertise, offer attractive packages, and support local workforce development should still be able to secure EPs without undue difficulty.

So, is getting an Employment Pass in Singapore harder than it used to be? The answer is yes, but not impossible. The days of simply meeting the bare minimum salary are gone. Today’s system demands careful planning, fair employment practices, and a commitment to complementing the local workforce.

For businesses willing to adapt, the rewards are clear: access to the best international talent while contributing meaningfully to Singapore’s economic resilience. By understanding the new landscape and avoiding common mistakes, employers can continue to bring in the skilled professionals they need, while staying fully aligned with Singapore’s long term workforce goals.

Ready to take the next step? Email us at: members@expatassociation.com, and let’s shape your success story in Singapore together.