Impact: High
As part of regular updates to benchmark data for COMPASS (Complementarity Assessment Framework), the Ministry of Manpower (MOM) has now released the upcoming Employment Pass (EP) C1 Salary benchmarks, applicable to new EP applications from 1 January 2026 and renewals of EPs expiring from 1 July 2026.
Since the introduction of COMPASS, EP candidates need to pass a 2-stage eligibility framework:
Stage 1: EP qualifying salary; and
Stage 2: Minimum 40 points comprised of Foundational (1-4) and Bonus Criteria (5-6):
The recent August updates will apply to stage 2 of COMPASS under C1; these recent benchmark updates reflect the MOM’s Manpower Research and Statistics Department’s annual Comprehensive Labour Force Survey results.
Below is a selection of sector samples to illustrate these benchmark increases.
Sample Summary of % Salary Changes for C1 | ||||||
Selected Sector | Current Average – 10 points (65th Percentile) | Upcoming Average – 10 points (65th Percentile) | % Difference Average | Current Average – 20 points (90th Percentile) | Upcoming Average – 20 points (90th Percentile) | % Difference Average |
Banking & Other Financial Services Activities n.e.c. | 12,600 | 13,388 | 6.25% | 20,976 | 20,972 | -0.02% |
Fund Management Activities & Activities Auxiliary to Financial Services | 13,994 | 15,381 | 9.91% | 28,522* | 26,502* | -7.08% |
Health & Social Services | 7,060 | 7,391 | 4.69% | 13,120 | 12,522 | -4.56% |
Info-communication Technology | 9,520 | 10,133 | 6.43% | 15,943 | 16,348 | 2.54% |
Manufacturing | 7,573 | 8,036 | 6.11% | 11,943 | 12,614 | 5.61% |
Professional Services | 8,879 | 9,058 | 2.02% | 15,599 | 16,163 | 3.62% |
Wholesale Trade | 7,893 | 8,223 | 4.18% | 14,211 | 14,303 | 0.65% |
*Salary exempt from COMPASS
The C1 upcoming benchmark will apply to new EPs applications from 1 January 2026 and for existing EPs expiring from 1 July 2026.
Proactive planning is crucial to minimise disruptions to operations and ensure continued compliance with regulatory requirements.
Businesses should already be aware of the implications on the eligibility of the existing EP holders for renewal applications and will need to refresh their data analytics to factor in these recent updates for ongoing business continuity.
As the salary requirements are only one part of COMPASS, businesses should also aim to understand where they stand with their foreign employee population in light of the recent update, to forecast an optimal workforce in diversity of foreign and local talents.
Benchmark updates are expected to occur regularly as part of COMPASS and we advise businesses to be proactive in adapting their strategies, refreshing their analytics, and proactively communicate with employees to manage employee expectations and remain competitive in the evolving talent and regulatory landscape.
For a deeper discussion on the above, please reach out to your Vialto Partners point of contact, or alternatively:
Yang Li
Partner
Irin Ou
Director
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