Last updated: March 2026

Understanding the Employment Pass salary requirements is one of the most important aspects of preparing a successful Employment Pass application in Singapore.

The Ministry of Manpower (MOM) sets minimum qualifying salary thresholds for Employment Pass applicants. These thresholds vary depending on the applicant’s age, industry sector, and overall profile.

Meeting the minimum salary requirement is only the first step. MOM also considers factors such as the role’s seniority, the employer’s profile, workforce composition, and COMPASS scoring when assessing whether an Employment Pass should be approved.

This guide explains the current Employment Pass qualifying salary requirements, how the salary threshold increases with age, and how salary is evaluated in practice when submitting an Employment Pass application.

For a broader overview of the full application process, documentation requirements, and approval factors, you may also refer to our guide on how to apply for an Employment Pass in Singapore.

Key takeaway: Meeting the minimum Employment Pass salary does not automatically guarantee approval. The Ministry of Manpower also evaluates the applicant’s experience, the employer’s profile, and COMPASS-related factors when assessing whether an Employment Pass should be granted.

The sections below explain how Employment Pass salary requirements work in practice and how employers can evaluate whether a proposed salary meets MOM’s expectations.

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Employment Pass Minimum Salary

The Employment Pass qualifying salary depends on the applicant’s age and industry sector. The Ministry of Manpower sets a minimum salary threshold which increases progressively with age.

From 1 January 2027, the qualifying salary thresholds will increase for both new applications and renewal cases.

The table below summarises the current minimum Employment Pass qualifying salary thresholds set by MOM.

Sector	Current Minimum Salary	From 1 Jan 2027
All sectors except financial services	$5,600	$6,000
Financial services	$6,200	$6,600

These figures represent the base qualifying salary for younger applicants. For older applicants, the required salary increases progressively.

Employment Pass Salary by Age

The Employment Pass qualifying salary increases progressively as the applicant’s age rises. This reflects the expectation that more experienced professionals should earn a higher salary relative to younger candidates.

For applicants outside the financial services sector:

Age	Current EP Qualifying Salary
23 or below	$5,600
30	$7,223
35	$8,382
40	$9,541
45+	$10,700

Note: These figures apply to applicants outside the financial services sector. Salary thresholds are higher for financial sector roles.

The qualifying salary increases progressively with age, reflecting the expectation that more experienced professionals should command higher salaries.

From 1 January 2027, the salary thresholds will increase further, with the qualifying salary for applicants aged 45 and above rising to approximately $11,500.

Salary for Financial Services Sector

Applicants working in the financial services sector are subject to higher salary thresholds.

This reflects industry salary benchmarks and the expectation that financial sector professionals command higher compensation levels.

For younger applicants in the financial sector, the minimum qualifying salary currently starts from $6,200 per month, increasing progressively with age.

By age 45 and above, the qualifying salary may reach approximately $11,800, rising further to $12,700 from 2027.

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How MOM Determines Employment Pass Salary

In practice, the exact qualifying salary is usually determined through the MOM Self Assessment Tool.

Employers and applicants sometimes conduct a structured eligibility review before submission to determine whether the proposed salary and role positioning meet MOM’s expectations. You may read an example in our case study on an Employment Pass eligibility check approved in Singapore.

The salary threshold can vary depending on several factors including:

• the applicant’s age and professional experience

• academic qualifications declared in the application

• the industry sector of the employer

• the workforce profile of the sponsoring company

Generally, older applicants are expected to command higher salaries reflecting seniority and experience.

Where formal academic qualifications are not declared, the salary required may also be higher.

Using the MOM Self Assessment Tool (SAT)

Before submitting an Employment Pass application, employers can use the MOM Self Assessment Tool (SAT) to estimate whether a candidate may meet the Employment Pass requirements.

The SAT considers several factors including:

• the proposed salary

• the applicant’s qualifications

• the job role

• the employer’s industry sector

While the SAT can provide a useful preliminary indication, it does not guarantee approval.

Many employers therefore review the full application profile carefully before submission to ensure that the salary level, job scope, and employer profile align with MOM’s expectations.

Salary Eligibility vs Actual Approval

Meeting the minimum Employment Pass qualifying salary does not automatically mean that an application will be approved.

In practice, the Ministry of Manpower evaluates the salary in the context of the overall application. This includes:

• whether the salary is consistent with the applicant’s experience

• whether the employer can realistically sustain the salary

• whether the job scope matches the level of compensation

• whether the overall profile satisfies the COMPASS framework

In some situations, an application that technically meets the minimum salary requirement may still be refused if the salary appears misaligned with the role or the employer’s commercial profile.

For a deeper explanation of how such issues arise, you may also wish to review our guide on Employment Pass rejection in Singapore.

For founders or businesses applying under newly incorporated companies, salary expectations may also be evaluated alongside the company’s operational readiness. You may also find our guide on Employment Pass for new companies in Singapore helpful.

Can an Employment Pass Application Be Submitted Below the Minimum Salary and Appealed Later?

In practice, this strategy rarely succeeds.

The minimum Employment Pass qualifying salary is a strict eligibility requirement set by the Ministry of Manpower. If the declared salary falls below the required threshold, the application will usually be refused and an appeal is unlikely to change the outcome.

For this reason, employers generally ensure that the proposed salary meets the qualifying threshold before submitting an Employment Pass application.

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COMPASS Exemption for High Salary Applicants

Employment Pass applications with a fixed monthly salary of S$22,500 or above are generally exempt from the COMPASS framework.

This means the application may not be assessed under the standard COMPASS points system.

However, MOM may still evaluate the employer profile, role credibility, and overall commercial rationale before approving the application.

For a full explanation of the scoring framework, you may also refer to our guide on the COMPASS framework for Employment Pass approval in Singapore.

Does Meeting the Minimum Salary Guarantee Approval

Meeting the minimum Employment Pass qualifying salary does not guarantee approval.

In practice, MOM evaluates whether the declared salary aligns with the role, the applicant’s experience, and the employer’s business profile.

For example, a salary that appears artificially inflated relative to the company’s financial capacity or the role’s responsibilities may raise concerns.

For a deeper explanation of these issues, you may also wish to read our guide on Employment Pass rejection in Singapore.

Employment Pass Salary FAQs

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Consultation and Next Steps

If you are unsure whether your proposed salary meets the Employment Pass requirements, it may be helpful to conduct an eligibility review before submission.

Salary positioning, role alignment, and employer profile are often evaluated together when MOM assesses an Employment Pass application.

In more complex situations, employers may benefit from guidance from an immigration lawyer in Singapore familiar with the Employment Pass framework.

You may also explore our Singapore Work Pass services.

Alternatively, you may book a 20 minute consultation to review your Employment Pass eligibility and application strategy.