A friend said,“It’s not hard togetan EPfor the first time, what’s hard is to renew it.“
This is the deepest experience of many foreign executives, entrepreneurs and professionals after coming to Singapore.
From2024onwards, Singapore’s Ministry of Manpower (MOM) willfully incorporate theCOMPASSframework into theEPrenewal assessment, and Singapore’s Work Pass will no longer be a“batch to the end“, but a comprehensive assessment:salary, academic qualifications, company operations, employment structure, and even the company’s contribution to the local economy will be entered into the scoring table.
At this turning point in the policy, how to continue has become a“hard question“about career and family planning.
I.Life cycle ofthe EP:
The real processfrom“approval“to“renewal“
EP(Employment Pass) is a work pass issued by Singapore to expatriate management and professionals, and is usually valid for1to2 yearsupon first approval.
However, many people overlook the factthatrenewal is not automatic.
According toMOM‘s public data, theEPrenewal denial rate has risen to about9%since 2023. The reasons for this are varied: salaries below industry standards, company financial downturns, educational certification discrepancies, and even job changes.
Sincethe COMPASSframework came into effect, the logic of the renewal process has become more like a“reapplication” –the system recalculates the applicant’s points, and anything below40points is a risk.
It’s an invisible knockout game for expatriate talent working in Singapore.
Photo / New rules for foreign employee passes, Source: MOM, Lianhe Zaobao
II. SingaporeCOMPASS:
The“invisible test“that determines whether or not you can renew your visa.
COMPASS(Complementarity Assessment Framework) isa scoring system introduced byMOMto assessthe overall competitiveness of EP applicants and employers.
As ofSeptember2024, allEPrenewals are incorporated intoCOMPASS.
Its logic is much like the college admission credit system:if you have enough points, you’ll pass; if you don’t have enough points, it’s hard to keep your background intact.
Scoring components (total score of40is the passing mark):
Figure/COMPASS, source: MOM
1. Pay level (C1):comparisonwith themedianlocalPMETof the same age.
If the applicant’s monthly salary is in the top20%,20pointsare awarded; if it is below the median, only10or0points are awarded.
From2025, theEPthreshold is raised toS$5,600/monthfor non-financial sectorsandS$6,200/monthfor financial sectors.
2. Academic background (C2):Thosefromthe list of MOM-recognized global colleges and universities will be awarded20points,10points fora general degreeand0points forno degree.
3. Diversity (C3):The more balanced the composition of different nationalities within a company, the higher the score.
4. Local employment support (C4):Whether the employer actively hires localPMETtalents and paysCPF.
5. Additional Bonus Points (C5,C6):Shortage occupations (e.g.,AIengineers, maritime, green tech) and strategic economic contributing industries are eligible for additional points.
Exemption rule: If the salaryis ≥S$22,500/month, you can be directly exempted from theCOMPASSassessment.
Figure/EP application requirements, source: MOM
III. Salary is not everything.
Compliance and company strength are the bottom line
EPrenewal may seem like a personal matter, but it is actually a“double evaluation“of the company and the individual.
1、Corporate financial and tax health is the foundation of the
MOMandIRASwill cross-check the company’s tax filing records andACRAfinancial statements.
If the company’s turnover has dropped significantly, bank flows are abnormal, andCPFhas not been paid for local employees–the renewal will almost certainly be rejected.
A business owner reflected,“Obviously the business is still doing well, but theEPwas rejected asaresult.“
The root of the problem lies in the fact that the company has not regularly updateditsBizfileinformation and has notfiled its annual financial reportwithACRA.
2. Local hiring is a key indicator
MOMadvocates“priority hiring of locals“, and renewal will be based on whether the employer has actually created jobs for locals.
Employing only1or2Singaporean employees and paying monthlyCPFcontributionscan significantly improveyour COMPASSscore.
This is also thecore idea ofSingapore’s“balancing openness with local interests“: foreign talents are welcome, but local employment must be boosted.
Source: United Morning Post, Schematic diagram
Fourth,the time line and practical process ofEPrenewal
1. Advance planning:It is recommended tostart the renewal preparation3to6 monthsbefore the expiration ofEP.
2. Document preparation:
Passport, oldEPcard, academic certificates, employment contract, payslips;
CompanyACRAregistration documents, three years financial reports, bank statements withCPFrecords.
3. Online submission:Employerssubmit applicationsthrough theMOMonline system.
4. Audit cycle:generallyrangingfrom 2to8weeks, complex cases take longer.
5. Upon approval:Receive newEPcard and update tax information.
If the information does not match or the company information is missing,MOMwill ask for replacement. If there is no response after two notifications, the system will automatically close the case.
Photo/MOM, Source: United Daily News
V. Practical guide to improving the renewal pass rate
1. Proactive“uplift” ofthe salary line
Salary is not only income, it is also a scoring chip.
M OM is based on the industry median, and any time you fall below the median, you may be downgraded.
Planning your salary structure a year in advance is key, such as converting variable bonuses to a fixed salary component.
2. Employ at least1local staff
Even if it is a part-time clerk or assistant, as long as they are legally employed and payingCPF, it adds credibility to the renewal.
This reflects the company’s local social responsibility and is in line with MOM’s policy direction.
3. Keeping company operations“real and traceable“
This includes bank flows, customer contracts, tax declarations,ACRAfilings, and the absence of any of these.
MOMcan now cross-departmentally compareIRAS,ACRAandCPFdata, and counterfeiting is virtually nowhere to be found.
4. Prepare six months in advance and do not fight“ad hoc battles“
EPrenewals usually takebetween twoandeightweeks, but delays can lead to visa interruptions once you’re asked for additional documents.
Planning ahead means allowing for a buffer period, as well as the ability to adjust documents in a timely manner.
5. Value of specialized consultants
If you are a self-employedEP(e.g. company share holder and director), it is recommended to engage an accountant or business advisor to conduct a financial review and restructuring.
Proper equity allocation, employment ratio and tax structure can significantly improve the pass rate.
Figure/EP Renewal Requirements, Source: MOM
VI.Notes onEPRenewal
1.Commonly rejected cases and lessons learned
Salary didn’t meet the standard:the company only offered a low salary to save tax, and as a result, the renewal was rejected.
Position change:from“Business Manager“to“Consultant“,MOMrecognized as a non-core position.
The company has no substantial operations:low bank flows and loss of financial reports.
Failure of academic accreditation:the submitted degree is not on the recognized list.
COMPASSbelow40:too evenly distributed, lack of strong bonus points.
These cases have one thing in common: the applicant or employer underestimated the importance of the visa renewal as a“formality“and ended up losing out on the details.
2. Academic accreditation and authentic curriculum vitae: an increasingly stringent line of scrutiny
The oldmentality of“I’ve been approved the first time anyway, so I won’t be checked again for renewal“no longer works.
M OM has increased the verification of qualifications and curriculum vitaesince2024, and any qualifications that have not been certified may be required to be resubmitted.
Chinese qualifications are subject to the English certification report of the College Credit Information System (CHSI).
Foreign qualifications can becompletedthrough global qualification verification (e.g.WES,UK NARIC).
If the qualification is froma “non-mainstream university“oran “online program“,the MOMwill simply reduce the points or refuse the visa.
In addition, misrepresenting your position, salary or shareholding is a high-risk signal and will be permanently recorded if it is detected.
Source: United Morning Post, Schematic diagram
VII.Post-2025 trends:
EPis not just a permit, it’s a“screening mechanism“.
MOM‘s goal is clear: to makethe EPa true“high-skilled work permit,“not a tax shelter or immigration tool.
In the future, visa renewals will be assessed more comprehensively, with more transparent cross-sectoral information and policies that emphasizecontribution and balance.
This means that it is no longer enough to rely on your qualifications and salary to stay in Singapore for the long term; you have to prove that you have created value and respected the rules here.
According to the Union-Tribune in aNovember2025commentary,“The door to Singapore’s openness will not close, but the bar is being raised.“
For companies and individuals, this is both a pressure and an opportunity:
Those who stay are oftenthose whotruly understand“long-termism“.
Source: United Morning Post, Schematic diagram
Conclusion:EPrenewal, a reaffirmation of the future
In Singapore,EPrenewal is not just a piece of paper, it is a comprehensive assessment:
It examines whether you are still someone the country needs and whether you are aligned with its economic direction.
For a successful renewal, the matter must be treated as a project–laid out in advance, operated consistently, and steadily met.
Remember:EPis not a passport, it’s more like a contract.
And your ability to stay in Singapore depends not just on luck, but on preparation.
*References from: SingaporeMOM,ICA,ACRA,IRAS, Lianhe Zaobao, etc., synthesized news reports collated, reproduced with attribution, infringement and deletion of contact.
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