MOM EP Changes in 2025 - What You Need to Know

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Singapore’s Ministry of Manpower (MOM) continues to refine its framework for Employment Pass (EP) applications, introducing updates that impact how businesses hire and retain foreign talent. Understanding these changes is essential for HR teams, recruiters, and business leaders to ensure compliance and avoid unnecessary delays or rejections.

This article highlights some of the most important insights into EP application requirements and verification processes. To explore these topics in greater depth, sign up to watch the full webinar.

Key Updates to EP Applications

Expanded Qualification Assessments and Agency Involvement

MOM has increased the number of recognized qualifications, broadening the eligibility criteria while tightening verification standards. More government agencies, including the Accounting and Corporate Regulatory Authority (ACRA), the Ministry of Health (MOH), and Enterprise Singapore, now play a role in EP approvals.

For businesses hiring in regulated industries, this means additional scrutiny and a need for greater alignment with agency-specific requirements. Ensuring that candidates’ qualifications meet updated criteria is now more important than ever.

Changes to Education Scoring in the COMPASS Framework

MOM has revised the way educational qualifications contribute to an applicant’s COMPASS score, particularly for those from top-tier institutions.

Full-time, on-campus degrees maintain the maximum possible points.
Part-time degrees now receive fewer points than before.
Distance-learning degrees are similarly penalized, reducing their overall contribution to an applicant’s score.

For non-top-tier institutions, the scoring remains unchanged, but this shift means that employers should carefully review the education backgrounds of prospective hires to avoid any unexpected impact on EP eligibility.

MOM Self-Assessment Tool (SAT) Enhancements

To improve usability, MOM has updated its Self-Assessment Tool (SAT) with an error-tolerant search function. While this makes it easier to find institutions, it also introduces risks—such as incorrect auto-suggestions that could lead to rejections if the wrong institution is selected.

Employers should take extra care to manually verify institution names before submitting applications to ensure accuracy.

Common Pitfalls Leading to EP Rejections

The verification process for EP applications is becoming more stringent. Some of the most common mistakes that lead to rejections include:

Submitting education verification too late—verification should ideally begin months in advance.
Using background screening providers that are not on MOM’s approved list.
Failing to verify an applicant’s self-declared qualifications.

Additionally, MOM is enforcing greater accountability on HR teams and recruitment agencies, placing the burden of proof on employers to ensure that submitted documents are genuine. Any failure to verify credentials properly could result in compliance issues or rejected applications.

How Employers Can Adapt

With these ongoing refinements to the EP application process, businesses should take a proactive approach:

Plan ahead: Start verification at least six months before an EP renewal.
Use MOM-approved verification providers: This ensures compliance and reduces the risk of delays.
Understand the evolving criteria: Keep up to date with changes in qualification requirements, COMPASS scoring, and industry-specific regulations.

Learn More: Watch the Full Webinar

The complexities surrounding EP applications continue to evolve, requiring businesses to stay informed and adapt their hiring practices accordingly. For a deeper dive into these updates, including real-world case studies and expert guidance, sign up to watch the full webinar.

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Fiona Cher

Director of Government Services (Asia)

Fill out the form below to WATCH THE WEBINAR

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