Singapore's COMPASS System: Navigating the New Immigration Landscape

Singapore has long been a hub for international business and talent. However, recent changes to its immigration system are presenting new challenges for companies and expatriates alike. The Complementarity Assessment Framework (COMPASS) introduction has significantly altered the landscape for Employment Pass (EP) applications and renewals.

Let's dive into what this means for global mobility professionals and how to navigate these choppy waters.

Understanding COMPASS

COMPASS is Singapore's new points-based system for assessing EP applications. It evaluates candidates based on four key criteria:

• Individual attributes:
  • Salary (benchmarked against sector norms)
  • Qualifications
• Company attributes:
  • Workforce diversity
  • Support for local employment

It's crucial to note that COMPASS is an additional layer on top of existing EP requirements. Applicants must still meet basic salary thresholds, which are set to increase in January 2025.

The Challenges

Since September 1, 2024, COMPASS has applied to EP renewals, catching many companies off guard. Some key issues include:

• Sudden inability to renew EPs for existing employees
• Increased risk of application rejections
• Complications arising from workforce composition, particularly for tech companies with high concentrations of talent from specific countries

Navigating the System

While the Ministry of Manpower (MOM) provides a self-assessment tool, it doesn't capture all the nuances of the system. Here are some strategies for companies facing COMPASS-related challenges:

• Seek Bonus Points: Jobs on skills shortage lists or tied to government-related investments may qualify for additional points. This information isn't always apparent on the MOM portal, so engage with your government liaisons.
• Utilize S Pass Quota: S Passes aren't subject to COMPASS, but are limited to 10% of your workforce. This can be a short-term solution for some roles.
• Consider ONE Pass: For very senior executives earning at least SGD 30,000 monthly, the ONE Pass offers a 5-year, renewable option outside the COMPASS system.
• Regional Relocation: Moving employees to other APAC locations like Japan, Australia, or South Korea might be an option, though cultural and linguistic challenges should be considered.
• Strategic Workforce Planning: Long-term success under COMPASS may require adjusting hiring practices to improve diversity and local talent development scores.

The Road Ahead

Despite claims of transparency, COMPASS introduces significant complexity to Singapore's immigration landscape. Companies must proactively engage with the system, conducting thorough pre-assessments for both new hires and renewals.

As the system evolves and salary thresholds increase in 2025, staying informed and adaptable will be key. Global mobility professionals should work closely with immigration specialists to navigate these changes and ensure their talent strategies align with Singapore's new direction.
Remember, while COMPASS presents challenges, it also offers opportunities for companies to diversify their workforce and invest in local talent development – goals that align with Singapore's long-term economic vision.

Thank you to Fragomen's Julia Onslow-Cole for this week's immigration update as featured on The View From The Top. You can access the complete update here. Don't forget to register for this week's show where we dive into a case study with CGI!