Imagine this scenario. You have found the perfect candidate. Their skills match your needs exactly, references are excellent, and they are ready to start. You submit the Employment Pass application confidently.
Three weeks later, your application is rejected.
This scenario can cost Singapore businesses in recruitment fees, project delays, and lost opportunities. The reality is that the work pass process has now evolved from an administrative task to a sophisticated assessment evaluating your candidate and your organisation’s hiring practices.
Complementarity Assessment Framework (COMPASS) and the Fair Consideration Framework (FCF). If you miss a single requirement, misunderstand a scoring criterion, or overlook your company’s track record, and your application will likely fail.
This guide reveals the five most common mistakes employers make when applying for work passes and shows you exactly how to avoid them, using MOM’s own guidelines and real rejection cases. Your next application does not need to be a gamble.
Key Takeaways
- Misapplying for an Employment Pass (EP) or S Pass can lead to instant rejection. Use MOM’s Self-Assessment Tool (SAT) to determine the correct pass type and improve your application success rate.
- MOM’s minimum salary thresholds vary by age, experience, and sector. Offering below these benchmarks guarantees rejection. Always check the latest salary tables and align offers with the candidate’s qualifications and market value.
- Inconsistent information, missing documents, or unverified education credentials can derail your potential employee’s application. Implement a thorough review process to ensure accuracy and completeness before submission.
- Navigating Singapore’s evolving work pass system requires precision and expertise. Partnering with specialists like InCorp ensures compliance, reduces errors, and streamlines the hiring process.
Mistake 1: Choosing the Wrong Pass Category
Applying for an Employment Pass (EP) when your candidate suits an S Pass (or vice versa) almost guarantees instant rejection. This fundamental error stems from a misunderstanding of what each pass type is designed for.
The EP targets professionals, managers, and executives in specialised roles. Companies face no quotas or levies when hiring EP holders, making this the most attractive option. The S Pass, on the other hand, serves mid-skilled workers, such as technicians, who hold relevant diplomas.
Unlike EPs, S Pass holders count against your quota and trigger a monthly levy – S$650 from September 2025. Work Permits apply to semi-skilled workers in construction, manufacturing, marine, and services sectors, with the strictest quotas and regulations.
Related Read: S Pass vs Work Permit (WP): A Comparison
A failed EP application wastes your non-refundable application fee and recruitment timeline. Choosing S Pass when EP was possible means consuming quota and paying monthly levies you did not need to incur. Use MOM’s Self-Assessment Tool before making any job offer. MOM states that a SAT approval indicates an approximately 90% success rate when your application is complete.
Mistake 2: Salary Miscalculations and Outdated Benchmarks
Offering a salary below MOM’s minimum thresholds guarantees rejection, yet many employers still use outdated figures or ignore age-graduated requirements. These benchmarks change regularly and rise with the candidate’s age and experience level.
Since 1 January 2025, EP minimum qualifying salaries have been at S$5,600 monthly for most sectors and S$6,200 for financial services. These entry-level rates apply to young graduates. For a candidate in their mid-40s, the benchmark climbs to S$10,700 (general sectors) and S$11,800 (financial services).
The S Pass follows a similar age progression. Since 1 September 2025, minimum salaries for new applicants start at S$3,300 (general sectors) and S$3,800 (financial services), rising to S$4,800 and S$5,650 respectively for older, experienced candidates.
This age-linked structure prevents companies from hiring experienced foreign professionals at junior wages, protecting local professional, managerial, executive and technical workers (PMETs) from unfair competition. A 45-year-old with twenty years’ experience commands higher compensation than a fresh graduate, and MOM’s salary floors reflect this reality.
Check MOM’s latest salary tables before finalising any employment contract. Treat these figures as absolute minimums, not targets. Your offer must reflect the candidate’s actual experience and market value.
Mistake 3: Underestimating COMPASS Requirements
Meeting the minimum salary qualifies you for Stage 1 of the EP assessment, but Stage 2 is where most applications fail. Employers often treat COMPASS as a simple checklist when it is actually a points-based system requiring a minimum score of 40 points across six criteria.
The four core criteria are:
- C1 (Salary): Awards 0-20 points based on how the candidate’s pay compares to local PMETs in their sector and age group
- 90th percentile = 20 points
- 65th-90th percentile = 10 points
- Below 65th percentile = 0 points
- C2 (Qualifications): Scores educational background
- Top-tier institution degree = 20 points
- Standard degree = 10 points
- Non-degree qualification = 0 points
- C3 (Diversity): Measures your firm’s nationality mix
- Candidate’s nationality <5% of PMETs = 20 points
- Candidate’s nationality 5%-<25% = 10 points
- Candidate’s nationality ≥25% of PMETs = 0 points
- C4 (Local Employment): Compares your local PMET ratio to industry peers
- Top half of sector = 20 points
- 20th to less than 50th percentile = 10 points
- Bottom quintile = 0 points
Small firms with fewer than 25 PMETs receive 10 default points for C3 and C4
Two bonus criteria can boost scores: C5 adds 20 points if the role appears on the Shortage Occupation List, whilst C6 awards 10 points for participation in eligible strategic economic programmes.
A company’s past hiring decisions can affect present application success. Poor diversity scores and low local-to-foreign ratios make it nearly impossible to hire foreign talent unless candidates score perfectly on salary and qualifications.
Monitor your firm’s scores regularly using the Workforce Insights tool on myMOM Portal and run SAT simulations before making hiring decisions.
Mistake 4: Fair Consideration Framework Violations
Treating the 14-day advertising requirement as a bureaucratic formality rather than a genuine recruitment effort triggers severe penalties. Pre-selecting a foreign candidate and posting a “phantom” advertisement to tick boxes violates the Fair Consideration Framework (FCF) and can result in 12 to 24-month debarment from hiring any foreign workers.
The FCF requirements are straightforward: advertise the role on MyCareersFuture for 14 continuous days before applying for an EP or S Pass. Make no job offers to anyone during this period. The advertisement must match your application details – job title, salary range, and company name must be consistent. The maximum advertised salary cannot exceed twice the minimum.
TAFEP case studies reveal companies penalised for signing employment contracts before the 14-day period concluded, proving pre-selection. False declarations about fair consideration carry fines up to S$20,000 or two years’ imprisonment.
Advertise first, evaluate all qualified applicants fairly, document your selection process, then make your offer. Draft job descriptions focusing on objective, role-specific requirements without discriminatory language.
Mistake 5: Documentation Errors and Missing Education Verification
Typographical errors, inconsistent information across documents, and missing fields cause unnecessary rejections. A mismatch between the candidate’s name on their passport and educational certificates, or salary discrepancies between the application form and employment contract, raises immediate red flags.
Common errors include incorrect passport numbers, missing supporting documents (resume, transcripts, ACRA business profile), and inconsistent job titles between the FCF advertisement, contract, and application form.
Implement a multi-level review process. Compare application forms line-by-line against all supporting documents before submission. Initiate education verification immediately after the candidate accepts your offer, building this into your standard onboarding workflow.
Where to Next With InCorp
Singapore’s work pass system has evolved into a sophisticated assessment that demands expertise, precision, and constant regulatory awareness. One oversight, whether it is a COMPASS scoring miscalculation, FCF advertising misstep, or missing education verification, can derail your entire recruitment effort and cost you the talent your business needs.
InCorp’s immigration specialists remove this complexity from your HR team. We monitor your COMPASS scores, track changing salary benchmarks, manage FCF requirements, coordinate education verification, and review every application for consistency before submission. Our experience means we understand exactly what MOM assessors scrutinise and how to get it right the first time.
When regulations change, you do not need to study new guidelines or worry about compliance gaps. We update our processes immediately and keep your applications compliant whilst you focus on growing your business.
Contact InCorp today to discuss how our immigration services can streamline your foreign hiring process and protect you from costly application errors.
FAQs about Work Pass Applications in Singapore
What is the minimum salary for an Employment Pass in Singapore in 2025?
- From 1 January 2025, the minimum EP salary is S$5,600 monthly for most sectors and S$6,200 for financial services. These entry-level rates apply to young graduates and increase significantly with age – candidates in their mid-40s require S$10,700 (general sectors) or S$11,800 (financial services) to qualify.
What happens if I violate the Fair Consideration Framework?
- FCF violations result in 12 to 24-month debarment from hiring any foreign workers, affecting both new applications and renewals of existing passes. Pre-selecting candidates before the mandatory 14-day advertising period or making false declarations about fair consideration can trigger fines up to S$20,000 or two years' imprisonment.
How can I check if my candidate qualifies for a work pass before making a job offer?
- Use MOM's Self-Assessment Tool before extending any job offer. The SAT evaluates pass eligibility and COMPASS scores, with approximately 90% success rate when it indicates approval. This prevents wasted recruitment effort on candidates who will qualify and helps you choose the correct pass category from the start.
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