Table of Contents

• Compliance in 2025: What Has Changed?
• 1. The New 2025 EP Minimum Salary Benchmarks
• 2. Passing the COMPASS Points-Based System
• 3. Fair Consideration Framework (FCF) Advertising
• 4. Managing the S Pass Quota and Levy Increases
• 5. Verification of Educational Qualifications
• How Tourlife Consultants Can Help
• Frequently Asked Questions

Compliance in 2025: What Has Changed?

For Japanese companies, hiring “global talent” or Japanese expats in Singapore has become more regulated. In 2025, the Ministry of Manpower (MOM) has implemented higher salary floors and a more rigorous points-based assessment. Understanding these five rules is critical to avoiding application rejections or debarment.

The New 2025 EP Minimum Salary Benchmarks

As of January 1, 2025, the salary threshold for the Employment Pass (EP) has increased to ensure foreign professionals are of high quality.

• General Sectors: Minimum SGD 5,600 per month.
• Financial Services: Minimum SGD 6,200 per month.
• Age Progression: Candidates in their mid-40s now require salaries up to SGD 10,700 (or SGD 11,800 in Finance) to qualify.

Passing the COMPASS Points-Based System

All new EP applications must now pass the Complementarity Assessment Framework (COMPASS). Applicants need at least 40 points across four foundational criteria:

• Salary (C1): Points awarded if the salary is high relative to local PMET peers.
• Qualifications (C2): 20 points for “Top-tier” Japanese universities (e.g., University of Tokyo, Kyoto University).
• Diversity (C3): Points are awarded if your company does not already have a high percentage of the same nationality.
• Support for Local Employment (C4): Points for firms with a strong core of Singaporean employees.

Fair Consideration Framework (FCF) Advertising

To ensure local residents are considered fairly, Japanese firms must:

• Advertise the job on MyCareersFuture for 14 consecutive days before submitting a work pass application.
• The advertisement must state the salary range clearly (the maximum cannot be more than double the minimum).
• Exemption: Only applicable if the company has fewer than 10 employees or the monthly salary is SGD 22,500 and above.

Managing the S Pass Quota and Levy Increases

If you are hiring mid-level Japanese staff (e.g., chefs or technicians), they may fall under the S Pass category.

• Quota: In the services sector, S Pass holders are capped at 10% of your total workforce.
• Levy: As of September 2025, the monthly levy has increased to SGD 650 per S Pass holder.
• Salary: The minimum qualifying salary for S Pass holders is now SGD 3,300.

Verification of Educational Qualifications

MOM now requires mandatory third-party verification for educational qualifications declared in EP applications.

• Employers must use MOM-approved background screening companies to verify that the Japanese degree is authentic.
• This step must be completed before the application is submitted, or the processing will be delayed.

How Tourlife Consultants Can Help

With 15+ years of experience, we take the stress out of MOM compliance:

• COMPASS Pre-Assessment: We calculate your candidate’s points before you apply.
• FCF Management: We handle the job posting and documentation on your behalf.
• Bilingual HR: We explain these complex rules to your Japanese HQ in their native language.

Frequently Asked Questions

Q1. Does the salary increase apply to existing Japanese employees?
The new salary rules apply to new applications from Jan 1, 2025, and to renewals for passes expiring from Jan 1, 2026.

Q2. Can Japanese universities earn 20 points under COMPASS?
Yes, but only if they are on MOM’s “Top-tier” list. Most major Japanese national and top private universities are included.

Q3. What is the penalty for not advertising on MyCareersFuture?
Failing to follow FCF rules can lead to your company being debarred from hiring foreign employees for up to 24 months.

Ensure your hiring is compliant with 2025 MOM regulations.
Contact Tourlife Consultants today at enquiry@tourlife.sg or WhatsApp us at +65 9380 7956.