Securing an Employment Pass for your foreign hire should be straightforward, but many employers inadvertently sabotage their applications with preventable mistakes. Based on our experience processing hundreds of EP applications, we've identified the five most common errorsâand more importantly, how to avoid them.
1. Submitting Unverified or Incomplete Documentation
This is by far the most common mistake. MOM requires certified copies of educational credentials, employment letters, and other supporting documents. Many employers submit:
- Photocopies instead of notarized documents
- Transcripts missing official stamps or signatures
- Employment letters lacking critical details like job scope and reporting structure
How to Avoid It
Create a comprehensive checklist before starting your application. Ensure all educational certificates are properly certified by the issuing institution or notarized by a recognized authority. Double-check that employment letters contain all required information, including start date, salary breakdown, and detailed job responsibilities.
2. Offering Below-Market Salaries
While meeting the minimum qualifying salary is necessary, it's not sufficient. MOM evaluates whether the proposed salary is competitive within the industry and commensurate with the candidate's experience level.
Applications with salaries significantly below market rates often face rejection, as they suggest the employer may be exploiting foreign labor or that the role doesn't truly require the stated qualifications.
How to Avoid It
Research industry benchmarks before finalizing your offer. MOM provides salary benchmarking tools on their website. Ensure your offer is competitiveâideally at or above the median for similar roles. If you must offer a lower salary due to budget constraints, be prepared to provide strong justification.
3. Weak Justification for Foreign Hire
Singapore prioritizes local employment, and MOM expects employers to demonstrate that they've made genuine efforts to hire Singaporeans or PRs before turning to foreign talent. Simply stating "we couldn't find local candidates" won't cut it.
How to Avoid It
Document your recruitment efforts thoroughly. This includes:
- Posting on MyCareersFuture.sg for at least 14 days
- Keeping records of local applications received and interviewed
- Providing specific reasons why shortlisted locals weren't suitable
- Explaining why the candidate's unique skills or experience are essential for the role
4. Ignoring the COMPASS Framework
Since September 2023, the COMPASS framework has added a quantitative element to EP applications. Many employers still approach applications the old way, failing to optimize their submissions for maximum points.
The framework evaluates candidates on salary relative to local PMETs, qualifications, diversity, and support for local employment. Missing out on easy points in these categories can be the difference between approval and rejection.
How to Avoid It
Use MOM's self-assessment tool before submitting. Aim for at least 40 points, but ideally target 50+ for a stronger application. If your candidate falls short in one area (like salary), compensate by strengthening others (like qualifications or skills diversity).
5. Poor Timing and Communication
Employers often make critical timing mistakes:
- Submitting applications too close to the desired start date, leaving no buffer for processing delays
- Failing to respond promptly to MOM requests for additional information
- Not updating MOM about changes to the candidate's employment terms or company structure
How to Avoid It
Start the EP application process at least 6-8 weeks before your desired start date. Set up notifications to respond to MOM queries within 24 hours. If any material changes occur (like a salary adjustment or role modification), inform MOM immediately rather than discovering the discrepancy during processing.
The Cost of Mistakes
EP application errors don't just delay your hiringâthey can result in outright rejections, damage your company's track record with MOM, and force you to restart the entire process. For time-sensitive hires, this can mean losing top candidates to competitors or missing critical project deadlines.
A Simpler Approach
At mercarti, we've built our platform specifically to eliminate these common mistakes. Our automated system:
- Verifies all documentation before submission
- Benchmarks salaries against industry standards
- Optimizes applications for maximum COMPASS points
- Handles all MOM communication and follow-ups
For just SGD $500, we manage the entire processâbackground screening, application optimization, and MOM submissionâso you can focus on what matters: building your team.
Learn more about mercarti's Employment Pass service or book a free consultation to discuss your hiring needs.