Singapore’s Ministry of Manpower (MOM) has announced the next round of Employment Pass (EP) and S Pass qualifying salary changes. While these revised salary thresholds will only take effect from 1 January 2027 for new applications and from 1 January 2028 for renewals of passes expiring from that date, employers should start reviewing their hiring plans early.
For employers in Singapore, this is more than just a routine work pass update. The revised EP and S Pass salary criteria may affect hiring budgets, workforce planning, and the viability of some foreign hires, especially for roles currently offered near the existing salary thresholds. As an employment agency in Singapore, Kingsforce Management Services helps employers stay updated on such changes and plan more smoothly.
What are the new EP salary requirements in Singapore?
MOM has announced that the EP minimum qualifying salary will increase from S$5,600 to S$6,000 for most sectors. For the financial services sector, the EP minimum qualifying salary will increase from S$6,200 to S$6,600. MOM also states that the EP qualifying salary continues to increase progressively with age, up to S$11,500 for non-financial-services candidates and S$12,700 for financial-services candidates at age 45 and above under the new framework.
What are the new S Pass salary requirements in Singapore?
For the S Pass, the minimum qualifying salary will increase from S$3,300 to S$3,600 for most sectors. In the financial services sector, the S Pass minimum qualifying salary will increase from S$3,800 to S$4,000. MOM further states that the salary requirement will continue to increase progressively with age, up to S$5,100 for non-financial-services candidates and S$5,650 for financial-services candidates in the updated framework.
When will the new EP and S Pass salary changes apply?
According to MOM, these revised salary criteria will apply to:
- new EP and S Pass applications from 1 January 2027
- renewals for passes expiring from 1 January 2028
This lead time gives employers an opportunity to review manpower plans and prepare for future salary adjustments in advance.
Why this matters for employers in Singapore
For businesses that hire foreign professionals or skilled staff, these changes may affect both immediate and long-term hiring decisions. Employers with upcoming work pass applications, renewals, or project-based manpower needs should assess whether future salary offers will remain eligible under the revised framework. This is especially relevant for roles that sit just above the current EP or S Pass salary threshold.
For EP applications, employers should also remember that salary alone does not guarantee approval. MOM requires EP candidates to meet broader eligibility conditions, including the COMPASS framework.
What employers should do now
Although the new EP and S Pass salary changes in Singapore will only start in 2027, early preparation is advisable. Employers may wish to:
- Review current foreign employees whose passes may be renewed from 2028 onward
- Check whether future salary offers remain aligned with the revised MOM criteria
- Evaluate whether certain roles are better suited for EP, S Pass, or local hiring
- Account for the higher salary thresholds in workforce and budgeting plans
For companies with ongoing recruitment needs, advance planning can reduce disruption and improve hiring decisions.
How Kingsforce Management Services can help
As a Singapore employment agency, Kingsforce Management Services supports employers with recruitment and manpower planning across a range of hiring needs. With work pass criteria evolving, staying updated is important for businesses that rely on foreign talent for operational or professional roles.
If your company is preparing for manpower needs in 2027 and beyond, reviewing your hiring strategy early can help you stay ready for upcoming EP and S Pass changes in Singapore.
Final takeaway
The newly announced EP and S Pass salary changes in Singapore may not be immediate, but they are significant enough for employers to start planning now. Businesses that review their salary structures and hiring approach early will be in a better position when the new MOM requirements take effect.
