Receiving an Employment Pass (EP) rejection can be frustrating for both a foreign professional and the Singapore company intending to employ the candidate.
In many cases, however, an Employment Pass rejection is not simply a matter of the Ministry of Manpower (MOM) deciding that a candidate is unsuitable. Singapore’s EP system has specific eligibility, salary, COMPASS, documentation and job-advertising requirements that employers need to satisfy.
Some of the clearest reasons an EP application may fail include:
- Not meeting the applicable age-adjusted EP qualifying salary
- Failing to obtain sufficient COMPASS points
- Problems with the MyCareersFuture job advertisement
- Inconsistencies between declared qualifications and verification documents
- Outstanding issues identified by MOM, including certain IRAS tax matters
- Incorrect or inconsistent information in the application
- Failure to satisfy the applicable requirements for COMPASS bonus points
Importantly, employers should check the actual rejection advisory in EP eService rather than guessing why an application failed. MOM’s rejection advisory provides the reason for rejection and guidance on what the employer should do next.
This guide examines some of the most common reasons for Employment Pass rejection in Singapore and what employers should consider before applying or appealing.
1. The Candidate Does Not Meet the EP Qualifying Salary
One of the most fundamental reasons an Employment Pass application can fail is that the candidate does not meet the applicable qualifying salary.
As of 2026, the EP minimum qualifying salary starts at:
S$5,600 per month for most sectors
S$6,200 per month for financial services
However, these headline figures can cause confusion.
The EP qualifying salary increases progressively with the candidate’s age.
For applications outside financial services under the current requirements, the qualifying salary rises from S$5,600 for younger candidates to S$10,700 for candidates aged 45 and above.
For financial services, it increases from S$6,200 to S$11,800.
Therefore, a 40-year-old candidate earning S$6,000 per month should not assume that he qualifies simply because his salary exceeds the headline S$5,600 minimum.
The appropriate age-adjusted threshold needs to be checked.
This is the first stage of EP eligibility. MOM makes clear that a candidate who does not meet the EP qualifying salary will not be eligible for an EP regardless of how many COMPASS points the candidate might otherwise obtain.
EP salary requirements are changing in 2027
Employers should also remember that the minimum qualifying salary will increase for new applications from 1 January 2027.
The starting minimum will increase to:
S$6,000 for most sectors
S$6,600 for financial services
Age-adjusted thresholds will continue to apply, reaching S$11,500 for candidates aged 45 and above outside financial services and S$12,700 in financial services.
Employers should therefore always check the prevailing salary requirement applicable on the date of application.
2. The Application Does Not Obtain 40 COMPASS Points
Meeting the minimum salary is only the first stage.
Most Employment Pass applicants must also pass Singapore’s Complementarity Assessment Framework (COMPASS).
An application generally needs at least 40 points to pass COMPASS.
COMPASS considers four foundational criteria:
C1 – Salary
C2 – Qualifications
C3 – Diversity
C4 – Support for Local Employment
Additional bonus points may be available under specific circumstances.
This means that an applicant can earn enough to meet the basic EP qualifying salary but still fail the overall EP eligibility assessment because the application does not accumulate the necessary COMPASS points.
For example, an application might perform poorly under the company’s diversity or local-employment criteria.
The employer should therefore assess the complete COMPASS profile rather than focusing exclusively on salary.
3. The Salary Is Sufficient for an EP but Too Low to Score COMPASS Salary Points
There are effectively two salary tests that employers should understand.
The first is the EP qualifying salary.
This is the minimum salary the candidate needs to satisfy Stage 1.
The second is COMPASS C1 Salary.
Under C1, the candidate’s fixed monthly salary is compared with salaries of local PMETs of a similar age within the relevant sector.
Currently, a candidate receives:
20 points if the salary is at or above the 90th percentile benchmark.
10 points if the salary is from the 65th percentile to below the 90th percentile.
0 points if it is below the 65th percentile benchmark.
Therefore, it is possible for a candidate to satisfy the minimum EP salary requirement but receive zero C1 points.
That does not automatically result in rejection because the candidate may obtain sufficient points elsewhere.
However, if the application relies on salary points to reach the required 40 COMPASS points, this can make the difference between passing and failing.
4. Problems With the Candidate’s Qualifications
Qualification-related issues are another important area to check.
COMPASS C2 awards points for recognised degree-equivalent qualifications.
But employers need to distinguish between two potential issues:
not obtaining qualification points and having inaccurate or inconsistent qualification information.
Not having a degree does not automatically result in an EP rejection. A candidate can receive zero C2 points and still pass COMPASS by accumulating at least 40 points from other criteria.
Problems arise when an application requires qualification points but the qualification does not satisfy the relevant requirements, or when the information declared does not match the supporting verification proof.
MOM expressly states that an application will be rejected if information declared in the application does not match the verification proof document or if there are data-entry errors affecting this information.
5. Qualification Verification Problems
Where qualification verification is required, the employer needs to provide acceptable verification proof.
MOM requires employers to ensure that candidates’ qualifications are authentic and were awarded by accredited institutions.
A common mistake is assuming that an ordinary copy of the educational certificate is sufficient as verification proof.
MOM states that certain documents are not accepted as verification proof, including ordinary education certificates, documents certified by a notary public and school letters. Verification needs to come through accepted sources.
If the institution cannot be found in the Self-Assessment Tool, employers should first check matters such as spelling, translation and whether the institution has changed its name.
Where appropriate, verification may be obtained from a background screening company accepted by MOM.
Incorrect handling of qualification verification can therefore create avoidable problems for an otherwise viable application.
6. Information in the Application Does Not Match the Verification Proof
Even where the qualification itself is legitimate, discrepancies can result in rejection.
MOM specifically identifies inconsistencies between the information declared in a work-pass application and the verification proof as a rejection reason.
This can include simple data-entry mistakes.
Employers should therefore carefully check details such as:
- Name of educational institution
- Qualification obtained
- Relevant dates
- Candidate’s personal information
- Information shown in the verification report
Small errors should not be treated casually.
If an application is rejected because of an unintentional discrepancy, MOM indicates that an appeal may be submitted after the error has been corrected. However, if errors remain, the application may be rejected again.
7. The Employer Has Not Met the Fair Consideration Framework Requirements
Singapore’s Employment Pass framework also requires employers to consider candidates fairly.
Unless exempted from the requirement, employers generally need to advertise the position on MyCareersFuture before submitting an EP application.
The advertisement must remain open for at least 14 consecutive days.
The employer must fairly consider applicants during this period.
An employer should therefore not view the MyCareersFuture advertisement as a purely administrative formality.
MOM explicitly states that EP applications linked to advertisements that are discriminatory or do not accurately represent the job will be rejected.
8. The MyCareersFuture Job Advertisement Does Not Match the EP Application
Even when a company has advertised the position for the required period, problems can arise if the advertisement and EP application do not match.
MOM requires the job advertised to match the occupation stated in the EP application.
The employer submitting the EP application must also be the same employer that placed the advertisement.
For example, an employer should not advertise one role and subsequently attempt to use that advertisement to support an EP application for a materially different position.
The job advertisement should accurately reflect the vacancy for which the foreign candidate is being considered.
9. Problems With the Salary Range in the Job Advertisement
The advertised salary also matters.
According to MOM, the salary offered in the advertisement must be clear, specific and consistent.
The salary range must be visible, and the maximum advertised salary cannot exceed two times the minimum advertised salary.
Most importantly, the salary range in the advertisement must include the salary that will actually be offered to the EP candidate.
Consider an advertisement offering a salary range of S$6,000 to S$8,000.
If the employer subsequently submits an EP application declaring a fixed monthly salary materially outside that advertised range, this can create an FCF compliance issue.
Employers should therefore plan the proposed compensation before publishing the MyCareersFuture advertisement.
10. The Employer’s Workforce Profile Results in Insufficient COMPASS Points
COMPASS assesses the employer as well as the candidate.
This is particularly important under:
C3 – Diversity
and
C4 – Support for Local Employment
C3 considers the candidate’s nationality as a share of the company’s PMET workforce.
C4 assesses the employer’s local PMET share relative to other organisations in the same sector.
Consequently, two companies applying for an EP for otherwise similar candidates may obtain different COMPASS scores.
An employer with weaker scores under C3 or C4 may need stronger points from the candidate-related criteria or applicable bonus criteria to reach the 40-point passing requirement.
This is why an EP application should not be assessed solely from the candidate’s CV.
The company’s workforce profile can materially affect the COMPASS result.
11. The Employer Assumes a Degree Automatically Guarantees Qualification Points
Having a bachelor’s or postgraduate degree does not automatically mean that an applicant will receive the desired C2 score.
The qualification needs to meet MOM’s requirements for degree-equivalent qualifications, and where verification is required, the necessary proof must be supplied.
If an institution cannot be located in MOM’s system, the employer may need to investigate the institution’s current name or provide acceptable verification evidence.
Employers relying on C2 points to reach the COMPASS passing score should therefore establish the candidate’s qualification position before submitting the application.
12. Incorrect Assumptions About COMPASS Bonus Points
COMPASS also contains bonus criteria, including the Skills Bonus for eligible occupations on Singapore’s Shortage Occupation List.
However, employers should not assume that selecting an occupation associated with the Shortage Occupation List automatically guarantees bonus points.
The candidate must satisfy the applicable requirements for the occupation.
If the application’s ability to reach 40 points depends on bonus points, employers should carefully check that all relevant conditions are genuinely met.
A preliminary assessment using MOM’s Self-Assessment Tool is particularly useful in such situations.
13. Outstanding IRAS Tax Matters
MOM’s own appeal guidance identifies IRAS tax matters among the outstanding issues that may need to be resolved before an unsuccessful application can proceed successfully.
This does not mean every tax issue automatically results in an EP rejection.
However, where the rejection advisory identifies an outstanding tax matter, the employer or candidate should address that issue before appealing.
The key principle is to respond to the specific reason given by MOM rather than submitting a generic appeal.
14. Incorrect or Incomplete Information
Accuracy matters throughout an Employment Pass application.
MOM can also request additional documents during its assessment, including evidence concerning the salary declared in the application.
Employers should therefore ensure that the information supplied regarding the candidate, employment arrangement, salary, qualifications and company is accurate and can be supported where necessary.
Trying to make an application appear stronger by entering information that cannot be substantiated is particularly risky.
The information should reflect the genuine employment arrangement.
15. The Employer Applied Even Though the SAT Showed the Candidate Did Not Qualify
MOM provides a Self-Assessment Tool (SAT) specifically to help employers determine whether a candidate appears to meet the requirements before submitting an application.
MOM’s guidance is straightforward: employers should not apply if the SAT shows that the candidate does not qualify.
The SAT therefore should not be treated as an optional last-minute check.
Ideally, an employer should use it before finalising the EP application.
If the SAT indicates that the candidate does not qualify, the employer should identify why.
Possible issues might include the qualifying salary or insufficient COMPASS points.
Submitting essentially the same profile anyway is unlikely to solve the underlying eligibility problem.
Does MOM Tell You Why an Employment Pass Was Rejected?
Yes.
The employer or authorised third party that submitted the application can check the rejection advisory in EP eService.
The advisory provides the reason for rejection and guidance on the next steps.
This should always be the starting point after receiving an EP rejection.
Employers should avoid relying solely on assumptions such as:
“The salary wasn’t high enough.”
“The company is too small.”
“MOM doesn’t like the candidate’s nationality.”
“The candidate doesn’t have the right university degree.”
There may be a much more specific issue identified in the rejection advisory.
Can You Appeal an Employment Pass Rejection?
Yes.
An unsuccessful Employment Pass application can generally be appealed within three months of the rejection.
However, MOM specifically advises employers to appeal only when they can address the reasons for rejection.
This is important.
An appeal is not simply an opportunity to ask MOM to reconsider exactly the same information.
MOM states that there will be no change in the outcome unless there is new information in the appeal or the underlying issue has been addressed.
For example, an appeal may become appropriate where:
- The candidate can now satisfy the qualifying salary and COMPASS requirements
- Qualification inconsistencies have been corrected
- Job-advertising requirements have now been satisfied
- Relevant IRAS tax issues have been resolved
The appeal should address the actual problem identified in the rejection advisory.
Who Can Appeal an EP Rejection?
The foreign candidate cannot simply submit the appeal personally.
MOM states that only the employer or authorised third party who submitted the original application can make enquiries or submit an appeal concerning the rejected application.
The appeal can be submitted through EP eService.
This is another reason candidates should work closely with their prospective employer or appointed employment agent following a rejection.
How Long Does an EP Appeal Take?
Employment Pass appeals take considerably longer than standard initial applications.
MOM states that 85% of EP appeals are processed within six weeks.
The employer can monitor the appeal through EP eService.
If MOM requires additional documents, it will contact the relevant party.
Employers should therefore factor this additional processing period into recruitment and relocation planning.
Should You Appeal or Submit a New EP Application?
There is no universal answer.
The correct approach depends on the rejection reason and whether the circumstances have changed.
If the problem identified by MOM can be addressed within the appeal process, an appeal may be appropriate.
If the three-month appeal period has already passed, MOM states that a new application will need to be submitted.
The important point is not to repeatedly submit substantially identical applications without addressing the underlying issue.
How Can Employers Reduce the Risk of EP Rejection?
There is no way to guarantee that an Employment Pass application will be approved.
However, employers can reduce avoidable problems by conducting a thorough eligibility assessment before applying.
A sensible pre-application process includes:
Check the age-adjusted qualifying salary.
Do not rely solely on the headline S$5,600 minimum.
Calculate the COMPASS position.
Determine whether the candidate can obtain at least 40 points.
Use MOM’s Self-Assessment Tool.
Do not proceed if the SAT indicates that the candidate does not qualify.
Review qualifications carefully.
Make sure the qualification information is accurate and obtain accepted verification proof where required.
Check the MyCareersFuture advertisement.
Ensure the job, employer and salary details correspond with the intended EP application.
Comply with the advertising period.
Where the FCF requirement applies, the vacancy must generally be advertised for at least 14 consecutive days.
Check company-related COMPASS criteria.
Remember that C3 and C4 can affect the outcome.
Review the application for inconsistencies.
Names, qualifications, salaries and job details should be accurate and consistent with the supporting evidence.
Frequently Asked Questions About EP Rejection
Why was my Employment Pass rejected?
There is no single reason applicable to every rejected EP.
The employer should check the rejection advisory in EP eService, which provides the reason and guidance on what to do next.
Can an EP be rejected even if the salary is high?
Yes.
Salary is only one component of the eligibility framework.
Unless exempted, the candidate also needs to pass COMPASS, and the employer needs to satisfy other applicable requirements.
Can an EP be rejected because of qualifications?
Qualification issues can affect the application, particularly where the application depends on C2 points or the declared qualification information does not correspond with the verification evidence.
MOM explicitly states that inconsistencies between declared information and verification proof can result in rejection.
Can an EP be rejected because of MyCareersFuture?
Yes.
MOM states that it will reject EP applications linked to advertisements that are discriminatory or do not accurately represent the job. The advertisement and EP application also need to satisfy requirements concerning the occupation, employer and salary.
Can I appeal an EP rejection?
Yes. An appeal can generally be submitted within three months, but MOM recommends appealing only when the reason for rejection can be addressed.
How long does an EP appeal take?
MOM states that 85% of appeals are processed within six weeks.
Can the employee appeal personally?
Generally, no. Only the employer or authorised third party who submitted the application can make the appeal or related enquiry.
Should I simply reapply after an EP rejection?
Not necessarily.
First determine why the original application was rejected. Submitting another application without correcting the underlying problem may lead to another unsuccessful outcome.
Conclusion
There are many possible reasons why an Employment Pass application may be rejected in Singapore, but employers should avoid trying to guess the reason.
Some of the most important issues to check include the candidate’s age-adjusted qualifying salary, COMPASS score, qualifications and verification evidence, the company’s workforce profile, Fair Consideration Framework compliance, MyCareersFuture advertisement and the accuracy of information submitted to MOM.
Most importantly, if an EP application has already been rejected, the employer should check the rejection advisory in EP eService. MOM uses this advisory to explain the rejection reason and provide guidance on the appropriate next steps.
An appeal can generally be made within three months, but it should not simply repeat the original application. MOM advises employers to appeal only where they can address the issues identified in the rejection advisory or provide relevant new information.
Before submitting a new EP application, employers should also use MOM’s Self-Assessment Tool and confirm that the candidate satisfies both stages of the eligibility framework.
Check the official MOM Employment Pass eligibility requirements