Employment Pass verification helps Singapore employers confirm that the qualifications and information declared in an application are genuine, accurate and supported by acceptable evidence. In 2026, employers should check the candidate’s eligibility, determine whether qualifications will be used for COMPASS points, obtain verification proof where required and make sure the report includes an MOM verification reference number before submitting the application.
Why Employment Pass verification matters
Hiring an overseas professional can give a Singapore business access to valuable experience and specialist skills. It also creates an obligation to ensure that the information submitted to the Ministry of Manpower (MOM) is complete and accurate.
The Employment Pass, or EP, is intended for foreign professionals, managers, executives and technicians. An application is assessed through a two-stage framework. The candidate must first meet the prevailing qualifying salary, which increases with age and is higher in financial services. Unless an exemption applies, the application must then achieve enough points under the Complementarity Assessment Framework, commonly known as COMPASS.
Qualifications can contribute points under COMPASS. When an employer declares a qualification to earn those points, verification may be required to demonstrate that the credential is authentic and was awarded by an accredited institution. Verification therefore supports more than a general hiring decision. It can form part of the evidence used in the work pass application itself.
What employers should verify before applying
A robust pre-application review should start with the candidate’s identity and passport details. Names should be recorded consistently across the passport, educational certificate, transcript, CV and employment records. Differences caused by marriage, transliteration or naming conventions should be explained and supported by appropriate documents.
Employers should then review the candidate’s proposed fixed monthly salary and use MOM’s Self-Assessment Tool to check likely eligibility. The job title, duties, seniority and salary should tell a consistent story. An inflated title or unexplained mismatch between the role and the candidate’s experience may create avoidable questions.
Where qualifications are being declared, check the exact institution, qualification level, field of study and date of award. Do not rely solely on a scan supplied by the candidate. A professional verification provider can contact the institution or an authorised source and confirm whether the award is genuine.
Employment history should also be reviewed, particularly when previous experience is central to the candidate’s suitability. Verification can confirm employers, job titles and dates, while references may provide additional context where appropriate.
Understanding MOM qualification verification
MOM requires acceptable verification proof for qualifications declared in relevant EP applications. The proof should come from a background screening company recognised for this purpose and should confirm both that the qualification is authentic and that the institution is accredited by the relevant authorities.
The report must include an MOM verification reference number. This number is entered into the EP application and allows the verification proof to be linked to the case. Reports issued before the reference-number requirement may need to be reissued or updated before they can be used.
Employers generally need to verify a qualification only once, provided acceptable proof has already been submitted. However, a new employer should not assume that a previous company’s evidence can always be reused without checking its date, format and reference number.
Documents to collect
Document requirements vary by institution and country, but employers should normally prepare the candidate’s passport biodata page, final qualification certificate and academic transcript. Some institutions may request a consent form, student number, certified copy, translation or name-change evidence.
Collecting clear, complete documents at the beginning can prevent delays. Blurred certificates, cropped pages, inconsistent names and missing transcripts can result in further information requests. Candidates should also be told that universities and former employers may take time to respond, especially during holidays or examination periods.
A practical verification workflow
Begin by deciding which facts are necessary for the role and for the EP application. Obtain the candidate’s informed consent, provide a secure method for uploading documents and submit the verification request before the planned work pass filing date.
When the report is returned, compare it carefully with the application. Check names, institution, qualification, dates and reference number rather than treating the report as a simple pass or fail. Resolve any discrepancy before submitting the EP application.
Keep the verification report and decision record in a controlled HR or mobility file. Access should be limited to authorised people, and personal data should be handled in accordance with Singapore’s Personal Data Protection Act and the organisation’s retention policy.
How RMI can help
RMI provides managed background screening and MOM qualification verification from Singapore. A dedicated local case manager can guide employers and candidates through document collection, institution requirements and the final report, helping organisations submit well-supported applications without turning the process into an administrative burden.
Employment Pass verification works best when it begins early. By validating information before the application is filed, employers can reduce preventable delays, protect the integrity of their hiring process and make better-informed decisions about international talent.