July Singapore Newsletter: Employment Pass Renewals
July 2026 Singapore Newsletter
Employment Pass Renewals: COMPASS Rules Now Apply
From 1 July 2026, updated COMPASS criteria will apply not only to new Employment Pass (EP) applications, but also to EP renewals. This marks an important shift for employers with foreign professionals based in Singapore, particularly international organisations managing EP holders as part of a wider regional or global workforce.
EP renewals are not automatic, and early planning is increasingly critical as the relatively new COMPASS requirements evolve. Under the COMPASS framework, EPs are assessed based on a points-based system covering salary, qualifications, workforce diversity and support for local employment.
What has changed under COMPASS for EP renewals?
The table below highlights the key areas employers should be reviewing now for EP holders with renewals due from July 2026 onwards:
| COMPASS Area | What Employers Should Check | Why It Matters |
|---|---|---|
| Salary benchmarks | Does the EP holder’s fixed monthly salary still meet updated sector-specific benchmarks? | Salary thresholds have increased in several sectors. Falling below the benchmark may reduce COMPASS points. |
| Qualifications | Are qualifications still recognised under MOM’s updated lists? | Updated qualification and institution lists affect COMPASS scoring at renewal. |
| Role alignment | Does the job title and role description still match the EP criteria and sector classification? | Misaligned roles can impact scoring or trigger additional scrutiny. |
| Shortage Occupation List (SOL) | Does the role qualify for SOL bonus points? | SOL roles can provide additional COMPASS points if criteria are met. |
| Timing | Is the renewal being reviewed early (3–6 months ahead)? | Late reviews limit options to adjust salary, role scope or structure. |
| Workforce profile | Does the organisation’s local vs foreign workforce mix support COMPASS scoring? | A weaker local workforce profile may reduce overall COMPASS score, even if the individual candidate meets other criteria. |
| Diversity | Does the candidate add diversity relative to the firm’s existing workforce? | Lower diversity scores can impact overall COMPASS outcome, particularly in smaller teams. |
Why this matters for international employers
Many organisations assume EP renewals will succeed under the same conditions as the original application. In reality, COMPASS benchmarks and scoring criteria evolve, and what passed previously may no longer meet the required threshold. Beyond compliance, these changes may require employers to reassess hiring strategies, workforce composition and succession planning to ensure business continuity.
Common challenges we see include:
- Salary packages that haven’t kept pace with updated benchmarks
- Global job titles that don’t align neatly with local role classifications
- Renewals left too close to expiry to allow corrective action
Mid-Year EP Renewal Check: Key Questions for HR
- Do upcoming EP renewals still meet current salary benchmarks?
- Are any roles at risk under updated COMPASS scoring?
- Is there sufficient time (3–6 months) to make adjustments if needed?
- Does your workforce profile support successful renewals?
- Are hiring managers aware of how COMPASS impacts renewal outcomes?
Black Mountain perspective
For international employers, EP renewals are often managed alongside multiple jurisdictions, making it easy to overlook local regulatory changes until late in the process. Increasingly, we see organisations needing to move from reactive EP management to a more proactive, workforce planning-led approach.
Black Mountain supports employers operating in Singapore by:
- Auditing upcoming EP renewals against current COMPASS criteria
- Advising on salary benchmarking and role alignment
- Supporting workforce and succession planning
- Managing EP applications and renewals end-to-end
How Black Mountain can help
If you have EP holders with renewals due from July 2026 onwards, now is the right time to review your position.
Our Singapore team supports clients by:
- Conducting EP and COMPASS risk assessments for upcoming renewals
- Advising on salary levels, role alignment and workforce composition
- Supporting workforce and succession planning to reduce dependency risks
- Providing practical training for HR teams and hiring managers on COMPASS requirements and realistic hiring expectations
- Reviewing and strengthening internal processes to ensure renewals are managed proactively, not reactively.
We help organisations move beyond compliance, ensuring their approach to Employment Pass management is aligned with both regulatory expectations and business needs.
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