Common Reasons Why Employment Pass Applications Get Rejected in Singapore
Singapore is a global business hub that attracts talented professionals from around the world. While the Employment Pass (EP) is the most common work visa for foreign professionals seeking to work in Singapore, obtaining approval is not always guaranteed. The Ministry of Manpower (MOM) applies stringent criteria and a rigorous evaluation framework. Unfortunately, many applications are rejected due to oversights, eligibility gaps, or non-compliance with policies.
In this article, we outline the most common reasons why Employment Pass applications get rejected in Singapore — and how you can avoid them. If you’re looking for expert help to ensure your EP application is successful, consult https://employmentpassapplication.sg/ for guided assistance.
1. Not Meeting the Minimum Salary Requirement
One of the most common reasons for rejection is insufficient salary. As of 2025, the minimum qualifying monthly salary for an Employment Pass applicant is SGD 5,000. However, this is only the baseline.
MOM expects:
-
Higher salaries for more experienced candidates
-
Even higher thresholds in sectors like finance or IT
-
Salary to reflect the candidate’s seniority and qualifications
If the declared salary appears artificially inflated or misaligned with industry norms, MOM may view the application unfavorably.
2. Inadequate Academic Qualifications
The applicant’s educational background plays a key role in the approval process. MOM typically expects a recognized university degree or professional qualification relevant to the job.
Common red flags include:
-
Degrees from unaccredited institutions
-
Mismatched fields (e.g., hiring a finance manager with a degree in biology)
-
Online degrees with questionable credibility
If you’re applying with non-traditional or foreign credentials, it helps to include additional documentation like transcripts, diplomas, or professional certifications.
3. Incomplete or Inaccurate Documentation
An EP application must include all required documents — and they must be complete and correct. Common mistakes include:
-
Missing or outdated passport copies
-
Not providing educational transcripts
-
Uploading untranslated non-English documents
-
Mismatched job details across documents
Even minor errors can cause rejection or significant processing delays. Employers and applicants are strongly encouraged to double-check all uploads before submission.
4. Weak Job Justification
MOM wants to ensure that the job offered to a foreign applicant cannot be easily filled by a local. If the role appears too vague or junior, or if it doesn’t clearly require a foreign talent, the EP application may be denied.
Typical issues include:
-
Generic job titles like “executive” or “coordinator”
-
Lack of a clear job scope that justifies professional expertise
-
Roles that appear clerical or administrative in nature
Employers must provide a detailed job description that shows why the foreign candidate’s skills are uniquely suited for the position.
5. Poor Employer Track Record or Reputation
MOM assesses the employer’s credibility as part of the EP application. Companies with the following characteristics may face higher rejection rates:
-
Newly registered companies with no operating history
-
No local hires or poor foreign-to-local employee ratio
-
Poor compliance history with MOM regulations
-
Submission of multiple EP applications without proper justification
To increase the chance of approval, employers should maintain transparent hiring practices and demonstrate a commitment to local workforce development.
6. Failure to Meet COMPASS Framework Requirements
In 2023, MOM introduced the Complementarity Assessment Framework (COMPASS), a points-based system for EP applications. The framework assesses four main criteria:
-
Salary relative to sector norms
-
Educational qualifications
-
Diversity contributions
-
Support for local employment
If an application fails to meet the minimum points threshold, it will be rejected. Companies and applicants must understand how COMPASS works and prepare accordingly.
You can use the COMPASS evaluation tool at MOM’s website, or get support from https://employmentpassapplication.sg/, where consultants are experienced in optimizing EP submissions under the COMPASS system.
7. Lack of Local Labor Market Testing
Under the Fair Consideration Framework (FCF), companies are required to advertise job vacancies to locals via MyCareersFuture.sg for at least 14 days before submitting an EP application. Exemptions apply only in specific scenarios.
If an employer skips this step or fails to justify why a local hire wasn’t feasible, MOM may reject the application outright.
8. Overstating Skills or Experience
Over-embellishing a candidate’s resume or falsely declaring experiences can backfire. MOM may verify employment history and conduct background checks.
Examples of exaggerations include:
-
Claiming unverifiable job roles
-
Inflating past salary or job scope
-
Falsifying qualifications
If discrepancies are found, the EP application is likely to be rejected — and the company may be blacklisted from submitting future applications.
9. Company’s Dependency Ratio or Quota Issues
Although EPs are not subject to quotas like S Passes, MOM does consider whether a company is overly reliant on foreign professionals. If a company has a disproportionately high number of foreign workers compared to locals, future EP applications may be flagged.
This is particularly true in small companies or startups. MOM wants to ensure that hiring foreign professionals does not come at the expense of local employment opportunities.
10. No Clear Business Activity
For new companies or those with minimal business activity, MOM may reject EP applications on the grounds that there is no genuine need to hire a foreign worker.
To mitigate this, companies should:
-
Maintain an active business profile with ACRA
-
Provide evidence of business contracts, clients, or revenue
-
Show genuine need for skilled foreign talent
If you’re unsure whether your company’s profile meets MOM’s expectations, consult an experienced EP application agency like https://employmentpassapplication.sg/ to evaluate and strengthen your submission.
How to Appeal a Rejected Employment Pass Application
If your application is rejected, you can submit an appeal to MOM within 3 months. The appeal should address the specific reasons for rejection and include supporting documentation.
Tips for a successful appeal:
-
Respond with a clear explanation or justification
-
Include new or updated documents that strengthen your case
-
Consider revising the job scope or salary
Appeals can be complex and time-sensitive. Many applicants work with a professional consultancy to improve their chances during the appeal process.
Conclusion
Understanding why Employment Pass applications get rejected is the first step to avoiding mistakes and increasing your approval chances. With MOM becoming stricter in its evaluations under frameworks like COMPASS and FCF, it’s more important than ever to submit a thorough, honest, and well-documented application.
From ensuring proper salary benchmarks to crafting a strong job justification, attention to detail makes all the difference.
If you want expert support through your EP application or appeal process, reach out to the professionals at https://employmentpassapplication.sg/ — your reliable partner for navigating Singapore’s employment pass landscape.
