Significant updates to Singapore’s Complementarity Assessment Framework (COMPASS) took effect for new Employment Pass (EP) applications starting 1 January 2026.
The Ministry of Manpower (MOM) verification process for EP renewal background screening in Singapore has become stricter in recent years. Changes include a higher salary benchmark based on age and industry, a revised top-tier institution list, modified Shortage Occupation List (SOL), and mandatory educational verification.
So, what does this mean for your compliance calendar when it comes to re-verifying EP holders in Singapore? And how HR teams ensure business continuity in the face of these new changes?
When Did EP Renewal Verification Become Mandatory?
Verification became mandatory for all EP renewals on September 1, 2024. MOM-compliant renewal verifications ensure the authenticity of qualifications and are scored under the points-based COMPASS framework.
COMPASS is split into the following criteria:
- Foundational Criteria
- Individual Attributes
- C1: Salary
- C2: Qualifications
- Firm-related Attributes
- C3: Diversity
- C4: Support for Local Employment
- Individual Attributes
- Bonus Criteria
- C5: Skills Bonus
- C6: Strategic Economic Priories Bonus
New EP Application vs. Renewal: Key Differences
Verification Triggers: Same Rules, Different Context
For both new hires and renewals, verification is only mandatory if the employer declares the EP holder’s qualification to earn points under C2 (Qualifications).
A minimum of 40 points is required to pass COMPASS. If C2 is not required to pass the 40-point threshold, verification of qualifications is not strictly required by MOM.
Conducting an education check during EP renewal remains a best practice for due diligence.
Document Requirements for Renewals
If an EP holder’s qualifications have already been verified before—whether during a new application or renewal—and accepted by MOM, the company does not need to submit another verification for future renewals. This applies to change of employers as well.
However, in the case of EP holders who were hired before September 2023, they may need to submit their first-ever verification during their upcoming renewal cycle. It is crucial for employers to be aware of such EP cases.
Timing: When to Initiate Renewal Verification
Renewals can be submitted up to 6 months before the pass expires. It is recommended that verifications been initiated at least 1-2 months before the 6-month window opens to account for the lead time often required by screening providers.
Take note that various factors—including institutional response time, documentation accuracy, and verification channels—will affect processing times, so be sure to plan your verification timeline accordingly.
Common EP Renewal Scenarios
Candidate Already Verified at First Hire
If the employee joined after September 2023 and has already provided proof of verification, the renewal is streamlined. HR need only confirm that the employee’s sector-specific salary and role details meet the latest benchmarks.
Employee Who Changed Role or Received Promotion
Significant changes in job scope may trigger a reassessment of C5 (Skills Bonus) if the role is on the Shortage Occupation List (SOL).
January 2026 COMPASS Updates: Impact on Existing EP Holders
The two main areas of impact for EP renewals are salary benchmarks and qualifications lists.
For EP passes expiring on or after 1 July 2026, new salary benchmarks C1 (Salary) under COMPASS. Points are awarded based on the EP candidate’s fixed monthly salary compared to local PMET salaries in the same sector.
MOM also refreshed their list of recognised “top-tier” institutions in January 2026. An employee’s university might have moved tiers, potentially changing the points they contribute.
What Happens If Renewal Verification Is Skipped or Missed?
Failing to provide required verification for declared qualifications typically results in an immediate EP rejection.
If a work pass expires before renewal is approved due to verification delays, the employee must stop work immediately, potentially leading to overstaying fines. This may also result in the need for a fresh EP application rather than a renewal.
Building a Renewal Compliance Calendar for Your HR Team
Staying compliant with MOM’s EP verification requirements is critical to business continuity. HR teams should maintain a centralised dashboard to track EP expiry dates, and flag any EP passes at least 8 months before their expiry.
It is also important to conduct an internal audit of employees’ existing files to see if qualifications were previously verified under the post-2023 rules. Be sure to check out RMI’s MOM verification guide to understand the requirements for achieving compliance background checks.
For added assurance, always run a check through the MOM Self-Assessment Tool (SAT) before formal submission to account for the latest 2026 benchmark updates.
Conclusion: How RMI Handles EP Renewal Verification
A more complex EP landscape requires more than just a checklist; it requires a partner who understands the nuances of COMPASS.
As an MOM-approved partner, RMI simplifies the mandatory verification process, ensuring your renewals meet the latest 2026 standards without the administrative burden. Partner with us to ensure your EP renewal process is complete, accurate, and audit-ready