Employment Pass: COMPASS Exemptions

Exemption Categories

Candidates are exempt from COMPASS if their fixed monthly salary is at least S$22,500, they apply as an eligible overseas intra-corporate transferee, or the role lasts no more than one month.

Check the Scope

A COMPASS exemption is not an exemption from all Employment Pass requirements. Assess salary eligibility, the application route and any job advertising requirements separately. A company transfer should not automatically be described as an eligible overseas intra-corporate transfer.

How to Assess an Exemption Before Applying

Use a separate checklist for each Employment Pass requirement. An employer can qualify for a recruitment-advertising exemption while the candidate still needs COMPASS points. For example, MOM lists companies with fewer than 10 employees among the advertising exemptions; small company size is not one of the three COMPASS exemptions above.

1. Identify the exact exemption. Record whether the case relies on salary, an eligible overseas transfer or a role lasting no more than one month. As a practical preparation step, check the proposed pay breakdown, assignment dates or transfer history against the relevant condition before choosing the route.
2. Examine an overseas transfer carefully. Under WTO GATS, the candidate must have worked for the company overseas for at least one year and meet the manager, executive or specialist definition. An applicable free-trade agreement may use a different definition. A related-company appointment alone does not establish eligibility.
3. Check the remaining requirements. Review the qualifying salary separately, then establish whether the vacancy must be advertised. MOM's Self-Assessment Tool provides an indicative assessment rather than an approval.

Before choosing the overseas ICT route, also read MOM's transfer conditions, including restrictions affecting family passes and future employment. Compare these with a regular EP application when planning a longer assignment.