HR Guide: Singapore EP and S Pass Salary Floors 2025

Why this matters

Singapore raised salary floors for foreign hires in 2025. This guide covers Singapore EP and S Pass salary floors 2025 so HR can budget offers and renewals with confidence. If you recruit or renew Employment Pass (EP) and S Pass holders, these changes affect offer budgets, renewal timing, and COMPASS scoring. This guide explains the new numbers in simple terms and gives you ready to use steps.

Quick summary - Singapore EP and S Pass salary floors 2025

• Employment Pass (EP)

  • New applications from 1 Jan 2025: minimum fixed monthly salary S$5,600 in most sectors, S$6,200 in financial services. Salary rises with age up to a higher cap for mid-40s candidates.

  • Renewals: new EP floors apply to renewals of passes expiring from 1 Jan 2026.

  • EP candidates must also pass COMPASS. A higher offered salary helps with the COMPASS salary points.

• S Pass

  • New applications from 1 Sep 2025: minimum fixed monthly salary S$3,300 in most sectors, S$3,800 in financial services. Salary rises with age.

  • Renewals: new S Pass floors apply to renewals of passes expiring from 1 Sep 2026.

  • Levy: Tier 1 levy becomes S$650 from 1 Sep 2025.

Singapore EP and S Pass salary floors 2025: the numbers at a glance

Employment Pass (EP)

• New apps from 1 Jan 2025

  • All sectors except Financial Services: S$5,600 at age 23 or below. Increases with age to S$10,700 at age 45 or above.

  • Financial Services: S$6,200 at age 23 or below. Increases with age to S$11,800 at age 45 or above.

S Pass

• New apps from 1 Sep 2025

  • All sectors except Financial Services: S$3,300 at age 23 or below. Increases with age to S$4,800 at age 45 or above.

  • Financial Services: S$3,800 at age 23 or below. Increases with age to S$5,650 at age 45 or above.

Tip: Salary floors are the lowest acceptable fixed monthly salary. COMPASS uses separate sector benchmarks to award points above the minimum.

What this means for hiring in 2025 (Singapore EP and S Pass salary floors 2025)

• Offer math: Budget to the candidate’s age band and sector. Candidates in their 30s and 40s often need meaningfully higher salaries than the headline floor.

• Role fit: Titles and job scopes should match the submitted occupation. Misalignment can cause questions on seniority vs salary.

• COMPASS: Pay that is closer to sector 65th percentile earns more points. If a profile is light on qualifications or diversity points, salary can carry more weight.

• FS exception: Financial services has higher floors across EP and S Pass. Confirm sector classification early.

Renewal timing for Singapore EP and S Pass salary floors 2025

• EP renewals: If a pass expires in 2025, the older floor may apply. If it expires in 2026 or later, the new floor applies. Build reminders so HR and managers do not assume the old number at renewal.

• S Pass renewals: Passes expiring from 1 Sep 2026 must meet the new floor. Consider mid-term salary reviews for long tenured S Pass holders.

Budget planner examples

Scenario	Pass type	Sector	Candidate age	Minimum fixed salary to qualify
Senior developer	EP	Tech (non FS)	32	S$7,686+
Finance analyst	EP	Financial Services	27	S$7,218+
Lab technician	S Pass	Manufacturing	30	S$3,300+
Ops specialist	S Pass	Financial Services	45	S$5,650+

Use the official Self Assessment Tool to confirm the exact age band amounts before you issue an offer.

HR to-do list

Now

• Update your offer letter templates and recruiter cheat sheets with the 2025 floors by sector and age.

• Add a field in the requisition form for sector classification. Align this early with Finance and HRIS.

• Train recruiters and hiring managers on COMPASS basics and how salary interacts with points.

Next 30 days

• Run a renewal audit for EP and S Pass holders. Flag those expiring near the change dates.

• Ask payroll to map current salaries against 2025 floors. Identify any gap risk.

• Align with Finance on total cost: salary plus S Pass levy where relevant. Use the new Tier 1 levy.

Quarterly

• Review your pass mix and dependency ratios. Confirm that salary floors are not pushing roles into the wrong pass type.

• Recheck sector classification for teams that span multiple business lines.

Recruiter and hiring manager notes - using Singapore EP and S Pass salary floors 2025 in offers

• Quote salary as fixed monthly and exclude variable allowances unless they are guaranteed and countable under MOM rules.

• Do not use the headline floor for experienced hires. Price to age band and COMPASS target.

• For cross-border transfers, benchmark against Singapore market data, not home country pay.

FAQs

Is there any change to EP salary floors after 1 Jan 2025? No additional change was announced for 2025 after the Jan start. The next impact is on EP renewals in 2026.

Do the new floors apply to pending applications filed in 2024? MOM assesses based on the application date and the prevailing rules. If you plan to refile in 2025, budget to the new floors.

How do I know my company is classified as Financial Services? Check your ACRA and MOM sector classification. When in doubt, confirm with your corporate services or MOM.

Do trainees and fixed-term hires need to meet the same floors? If they require an EP or S Pass, the same floors apply.

What we can do for you

• Pre-offer checks on pass type, salary band, and COMPASS scoring.

• Renewal audits with action lists by employee and due date.

• Templates for recruiter training and manager approval flows.

If you need assistance with immigration in Singapore, reach out to us at support@waylit.com

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Current as of publication. Always confirm exact amounts and age bands in the official Self Assessment Tool before issuing offers.