Ministry of Manpower — Singapore

MOM Updates COMPASS C5 Shortage Occupation List Across Seven Sectors — Singapore

The Ministry of Manpower has updated the operative Shortage Occupation List (SOL) for the COMPASS C5 Skills Bonus, with effect for all new and renewal Employment Pass applications from 1 January 2026. The updated SOL, released November 2025 and last updated 6 April 2026, specifies qualifying occupations, eligible job titles, detailed job duties, and additional requirements across seven sectors including infocomm technology, financial services, healthcare, green economy, agritech, maritime, and semiconductor manufacturing.

Primary source: MOM — COMPASS C5. Skills bonus - Shortage Occupation List (SOL) — 6 April 2026 → S1·L1 See source record ↓

Classification Summary

Authority Ministry of Manpower (MOM) — Singapore Government Ministry responsible for employment passes, labour policy, and workforce regulation

Publication Type Regulatory Guidance — operative Shortage Occupation List specifying qualifying occupations, job duties, eligible titles, and additional requirements for COMPASS C5 Skills Bonus and 5-year Employment Pass duration eligibility

Primary Instruments COMPASS C5 Skills Bonus — Shortage Occupation List · Employment Pass (EP) — COMPASS Framework · EP Self-Assessment Tool (SAT) — updated 1 December 2025

Significance MEDIUM — Interpretive guidance materially affecting EP application compliance practice: specifies which occupations attract the C5 bonus and 5-year EP duration, including precise job duty, eligible title, and qualification or experience requirements that determine candidate eligibility

Confidence Score HIGH CONFIDENCE — S1·L1·V1·A2·J1·CR·P0·U3 Source record ↓

Brief Date 12 April 2026 — RegLegBrief

What Changed

The Ministry of Manpower has published the operative Shortage Occupation List for the COMPASS C5 Skills Bonus, last updated 6 April 2026, establishing the definitive set of qualifying occupations for new and renewal Employment Pass applications from 1 January 2026. The SOL is a joint instrument of MOM and the Ministry of Trade and Industry (MTI), developed in consultation with sector agencies and tripartite partners.[Source: MOM Guidance, 6 April 2026 →]

The operative framework establishes three cumulative requirements for an EP candidate to qualify for C5 bonus points: the candidate must perform the job duties listed for the specific shortage occupation; the candidate must meet the additional requirements stated in the SOL Employer Guide; and the employer must select the shortage occupation in the EP application, using an eligible job title that corresponds to the occupation advertised on MyCareersFuture (subject to applicable exemptions from the Fair Consideration Framework job advertising requirement).[Source: MOM Guidance, 6 April 2026 →]

The SOL update introduces occupations across seven sectors. Occupations are identified based on their strategic importance to Singapore's economic priorities, the degree and nature of labour shortage, and the sector's commitment to developing the local pipeline to address these shortages in the medium term.[Source: MOM Guidance, 6 April 2026 →]

A structurally significant feature of the current SOL is the dual-track benefit available to infocomm technology sector occupations: qualifying candidates may obtain both the C5 Skills Bonus points and eligibility for a 5-year duration EP, subject to additional requirements. All other sectors yield the C5 bonus only. Equally, the SOL contains a sector-agnostic candidate rule: candidates working in SOL occupations may not need to be working in the respective sector listed to qualify for bonus points — the relevant details are in the SOL Employer Guide. The SOL is subject to annual revision for responsiveness to market conditions, and a comprehensive review every three years. Critically, SOL updates do not affect the validity of existing EPs.[Source: MOM Guidance, 6 April 2026 →]

Dimension 1

Qualifying Occupation Selection

SOL — Title Selection Requirement

The job title selected in the EP application must be an eligible SOL title and must match the title used in the MyCareersFuture job advertisement, subject to FCF advertising exemptions. The job duties performed must correspond to those specified for the relevant SOL occupation. A mismatch between advertised title and EP application title is a disqualifying defect unless an exemption applies. The occupation selection drives eligibility for both the C5 bonus points and, for ICT roles, the 5-year EP duration.

Dimension 2

Candidate Additional Requirements

SOL — Candidate Requirements Framework

Each SOL occupation specifies its own additional requirements, which may include: (a) minimum academic qualifications in prescribed faculties, uploaded under the qualifications section of the EP application; (b) minimum total work experience (typically three years) in specified job titles, selected under the work experience section; and (c) registration proof with a relevant professional body, uploaded under the agency support question. The structure varies materially across sectors — financial services roles require only same-title experience, while most other sectors accept experience across a range of related titles.

Dimension 3

Employer and Sector Verification

SOL — Employer/Sector Verification Framework

For most SOL sectors, MOM verifies employer eligibility (e.g. Agritech, Semiconductor, Carbon Services firm status) directly with the designated supporting agency — EDB, EnterpriseSG, MAS, MOH, or IMDA — without requiring the employer to submit additional documentation. The carbon trader occupation diverges from this model: EnterpriseSG assesses all applications meeting the basic criteria and may contact employers for a business profile including details on their carbon trading business. Healthcare professions requiring AHPC registration or Singapore Nursing Board registration are verified through those statutory bodies.

ANNUAL REVISION CYCLE — WORKFORCE PLANNING IMPLICATION

Occupations may be added to or removed from the SOL once a year, with a comprehensive review every three years. Employers whose workforce planning strategies rely on SOL occupations for C5 bonus eligibility — particularly those with pipeline EP applications or succession arrangements — should monitor MOM's annual SOL revision cycle. Removal of an occupation from the SOL does not affect the validity of existing EPs, but will affect renewal and new applications filed after the revision date. This is an inference from the stated review mechanism; the precise timing of the next annual revision is not specified in the source document.

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Who Is Affected

The updated SOL has direct implications for every employer in Singapore seeking to hire or renew Employment Passes for foreign professionals in the 37-plus qualifying occupations across seven sectors. The COMPASS C5 Skills Bonus points can be material to EP application outcomes — particularly for candidates whose C1 salary, C2 qualification, or C3/C4 diversity scores do not independently place them above the pass threshold. For employers in the ICT sector, the additional 5-year EP duration benefit adds a distinct workforce retention dimension to SOL eligibility assessments.

The scope of affected employer types is broad, spanning regulated financial institutions, technology companies, healthcare institutions, green economy enterprises in the carbon services space, agritech and food technology firms, shipping companies, and semiconductor manufacturers. Each sector has a designated supporting agency whose verification role affects the employer's pre-application due diligence obligations.

Primary

Singapore-licensed financial institutions — private banking

Licensed financial institutions with private banking businesses are directly affected through three SOL occupations: investment advisor, relationship manager, and wealth planner (all at the ultra-high/high net worth, family office, and philanthropy level). The MAS verification of FI status is automated — no additional documentation is required from the employer — but the candidate must have a minimum of three years' experience in the specific listed job title, a more restrictive requirement than most other SOL sectors. Institutions should assess their candidate pipelines against this exact-title experience criterion.

Primary

Technology employers — ICT sector

Employers hiring across twelve infocomm technology SOL occupations — including AI engineer, AI researcher/scientist, data scientist, cybersecurity architect, penetration testing specialist, software developer, and cloud specialist — face a dual compliance consideration: the C5 bonus points calculation and the distinct 5-year EP duration eligibility for qualifying ICT candidates. Candidate eligibility turns on either a qualifying degree in computer science, IT, programming or science (computer studies) faculties, or three years' experience in a specified title within the relevant ICT occupation cluster.

Primary

Healthcare institutions and carbon services firms

Healthcare employers seeking to hire registered nurses, clinical psychologists, physiotherapists, occupational therapists, diagnostic radiographers, podiatrists, and medical social workers must engage with mandatory professional registration requirements — AHPC registration, Singapore Nursing Board registration, or minimum degree qualifications — that are prerequisites for SOL eligibility. Carbon services employers face a bifurcated verification model: EDB verifies Agritech and most Carbon Services firms directly, while EnterpriseSG assesses carbon trader applications with a business profile review that may require employer engagement.

Cross-Border

Multinational employers and regional talent acquisition teams

Multinational groups with Singapore operations recruiting globally for SOL-listed roles should note that sector classification for employer eligibility (e.g. Agritech, Semiconductor, Carbon Services) is verified by MOM directly with EDB or EnterpriseSG — new market entrants to these sectors are directed to approach the relevant agency before filing. Candidates working in SOL occupations may not need to be employed within the specific sector listed, per the SOL Employer Guide — a nuance with material implications for structuring cross-entity secondments or shared-services arrangements.

Instruments & Structures Affected

Directly Affected

Employment Pass (EP) — COMPASS C5 Skills Bonus assessment framework — all new and renewal EP applications from 1 January 2026 where the candidate is in a SOL occupation

EP Self-Assessment Tool (SAT) — updated to reflect the current SOL; available since 1 December 2025; used by employers to pre-assess candidate COMPASS scores including C5

EP application form — occupation selection field; qualifications upload; work experience section; agency support question — all directly implicated by SOL additional requirements per occupation

MyCareersFuture job advertisement — job title used in advertisement must match SOL-eligible title selected in EP application, subject to FCF advertising exemptions

Potentially Affected

COMPASS C6 — Strategic Economic Priorities (SEP) Bonus — employers in Agritech, Carbon Services, and Semiconductor sectors that qualify for C5 may also be assessed for C6 SEP bonus; interaction between C5 and C6 criteria warrants review (inference from co-listed navigation)

Fair Consideration Framework (FCF) job advertising requirement on MyCareersFuture — SOL title selection in EP applications must align with MCF advertisement title unless exemption applies; FCF exemption status affects application structure

5-year duration EP — available for ICT SOL occupations meeting additional requirements; distinct from standard EP duration; employers structuring longer-term arrangements with ICT professionals should assess eligibility proactively

AHPC registration and Singapore Nursing Board registration — statutory professional registration requirements for healthcare SOL occupations; employer must ensure candidate registration status before EP application filing

Monitor for Updates

SOL annual revision — occupations added or removed once per year; next revision date not specified in current source; employers with material dependency on specific SOL occupations should monitor MOM announcements, particularly for sectors where labour shortage conditions are evolving (carbon services, agritech)

SOL Employer Guide — referenced throughout as the definitive source of supporting agency contacts, additional requirements detail, and sector classification criteria; updated in conjunction with SOL; practitioners should verify they hold the current version

MPA Certificate of Competency equivalence list — maritime superintendent and technical superintendent SOL eligibility requires Level 1 CoC from MPA or equivalent recognised administrations; the list of recognised administrations is linked externally and subject to change

COMPASS C1 salary benchmarks — co-determine whether C5 bonus points are material to a candidate's overall COMPASS score; C1 benchmark updates (referenced as a related page) affect the strategic value of C5 in aggregate scoring

Key Dates

Event	Date / Status	Action Required
Updated EP Self-Assessment Tool (SAT) available	Confirmed 1 December 2025	Employers should use the updated SAT to pre-assess candidate COMPASS C5 eligibility before filing EP applications
SOL effective for new and renewal EP applications	Confirmed 1 January 2026	All EP applications filed from this date are assessed against the current SOL; verify candidate job title, duties, and additional requirements against the operative SOL before application
SOL last updated	Confirmed 6 April 2026	Confirm all internal EP planning and candidate assessments reflect the 6 April 2026 version of the SOL; earlier versions may not reflect current occupation listings
Next annual SOL revision	Pending — annually, date not specified	Monitor MOM announcements; occupations may be added or removed; workforce planning should account for SOL revision risk, particularly for pending pipeline applications
Next comprehensive SOL review	Pending — every 3 years, date not specified	No immediate action required; note for medium-term workforce strategy purposes, particularly in sectors with evolving shortage profiles

Regulatory Trajectory

Enforcement Direction

↑ Increasing Scrutiny

The specification of precise job duties, eligible titles, and additional requirements per SOL occupation reflects an increasingly granular compliance framework for EP applications — COMPASS has progressively formalised the criteria for bonus point eligibility since its introduction, and the SOL operationalises this with occupation-level precision that supports more structured MOM verification.

Rulemaking Pipeline

◉ Active

The annual revision cycle for the SOL is an institutionalised rulemaking pipeline: occupations will be added or removed once per year based on market conditions, and a comprehensive review every three years will re-assess the entire occupation set. The carbon services and agritech sectors — relatively nascent in the SOL — are likely candidates for evolution in near-term revisions as Singapore's green economy agenda matures.

International Alignment

→ Converging

Singapore's SOL approach — sector-specific shortage lists co-developed with industry and reviewed on a defined cycle — is broadly consistent with comparable mechanisms in the United Kingdom (Shortage Occupation List, now Immigration Salary List), Australia (Skills in Demand visa occupation lists), and Hong Kong SAR. The inclusion of carbon market professionals and AI/ML roles reflects a global convergence on identifying critical emerging-economy skill shortages through formal immigration instruments. This is a contextual inference; no cross-jurisdictional comparison appears in the source document.

Impact Analysis

The operative SOL functions as a precision instrument within the broader COMPASS framework: it does not lower the EP qualification threshold but creates an additional route to points accumulation for employers filling identified shortage roles. The practical impact is greatest where the C5 bonus is determinative — that is, where a candidate's scores on C1 through C4 are insufficient without the additional points, or where the employer's C3/C4 scores limit available bonus pathways. Compliance teams should assess each SOL occupation against their specific candidate and employer profile before relying on C5 as a scoring strategy.

Immigration compliance perspective — semiconductor sector employer

The semiconductor SOL contains a title-mismatch that creates a practical EP application trap: the occupation is labelled "Instrumentation engineer" in the SOL, but the only eligible job title listed under it is "Integrated circuit engineer." Because the job title selected in the EP application must match the title used in the MyCareersFuture advertisement (subject to FCF exemptions), an employer who advertises for an "Instrumentation engineer" — using the SOL occupation label rather than the eligible title — will have a title mismatch that disqualifies the C5 bonus claim. The advertisement must use "Integrated circuit engineer" to satisfy the title-alignment requirement. Semiconductor employers and their immigration advisers should audit their MyCareersFuture advertisement templates and EP application workflows to ensure the eligible title — not the SOL occupation label — is used consistently.

For semiconductor employers filing EP applications for instrumentation or IC design roles: have your MyCareersFuture advertisement templates and EP application workflows been reviewed against the specific eligible title listed in the SOL — "Integrated circuit engineer" — rather than the occupation label, and has this title-mismatch risk been surfaced in your internal compliance checklists? Your views →

Financial Services — Private Banking Sector

The three financial services SOL occupations — investment advisor, relationship manager, and wealth planner (all at the ultra-high/high net worth, family office, and philanthropy level) — share a structural feature that distinguishes them from every other SOL sector: the candidate additional requirement is satisfied exclusively by a minimum of three years' work experience in the same specific job title. There is no alternative academic qualification route and no cross-title experience flexibility. This means an investment advisor candidate must have three years' experience as an investment advisor in that specific capacity; prior experience as, for example, a portfolio manager or private banker under a different title designation would not satisfy the requirement as written. For compliance teams at financial institutions, this creates a document-intensive candidate due diligence obligation — employment records must confirm the precise job title held and duration, mapped to the SOL-listed title. The MAS verification of FI private banking status is automated and requires no employer action, which simplifies the institutional eligibility aspect of the assessment.

Compliance perspective — Singapore-licensed private bank

The financial services SOL creates a forward-looking titling strategy obligation that most private banks have not yet operationalised: because the candidate additional requirement is satisfied exclusively by experience in the specific listed job title — investment advisor, relationship manager, or wealth planner at the UHN/HNW/family office/philanthropy level — institutions whose internal titling conventions use non-SOL designations (such as "Senior Private Banker," "Client Advisor," "Portfolio Strategist," or market-specific title variants) are structurally narrowing their future EP-eligible candidate pipeline with each appointment made under a non-conforming title. Compliance and HR teams should assess whether their current titling framework will produce candidates who qualify on the three-year same-title experience test at the point of future EP application — and whether succession planning for senior wealth management roles should be structured to generate SOL-conforming title tenure from the outset.

For private banks that use institutional or market-specific title conventions that diverge from the three SOL-listed designations: have you assessed whether your current appointment and promotion titling practices are generating candidates who will meet the same-title three-year experience requirement at the point of future EP application — and if not, what structural adjustments are under consideration? Your views →

Infocomm Technology — Dual-Benefit Structure and 5-Year EP Duration

The ICT sector SOL occupations — spanning AI engineer, AI researcher/scientist, applications programmer, cloud specialist, cybersecurity architect, data scientist, digital forensics specialist, penetration testing specialist, software and applications manager, software developer, and web/mobile applications developer — carry a structural benefit not available in any other sector: qualifying candidates may be eligible for both the C5 bonus and a 5-year duration EP. The standard EP is typically issued for up to two years on first application. The 5-year duration represents a materially different workforce retention proposition for ICT employers competing for scarce technical talent. Candidate eligibility for ICT SOL occupations follows a two-pathway structure: either a qualifying bachelor's degree in computer science, IT, programming and systems analysis, or science (computer studies); or minimum three years' experience in a specified title within the relevant ICT occupation cluster. The experience pathway is notably title-specific within each ICT occupation group but permits cross-title flexibility within that group. Practitioners should note that the specific additional requirements for 5-year EP duration eligibility beyond SOL qualification are referenced in the source document by hyperlink to a dedicated MOM page rather than reproduced in full — verification against that dedicated page is recommended before advising on 5-year EP strategy.

Green Economy — Carbon Sector Differentiation

The carbon sector introduces four distinct SOL occupations: carbon project or programme manager, carbon standards and methodology analyst, carbon trader, and carbon verification and audit specialist. The carbon trader occupation is structurally differentiated from the other three: it does not require the employer to be in the Carbon Services space verified by EDB — instead, EnterpriseSG assesses all applications meeting the basic criteria and may contact employers for a business profile including carbon trading business details. This creates a different employer engagement obligation for carbon trading firms compared with carbon services firms. The three years' experience requirement for carbon traders must be in "carbon markets or carbon credit-related fields" — a broader experiential test than the exact-title or related-title lists used elsewhere. The job duties for carbon standards and methodology analysts explicitly reference international frameworks including the Gold Standard and Verified Carbon Standard, and the Kyoto Protocol and Paris Agreement, reflecting the cross-border regulatory context in which these roles operate.

Healthcare — Professional Registration as Eligibility Prerequisite

Healthcare SOL occupations diverge from other sectors in that professional registration — rather than academic qualification or work experience — is frequently the operative additional requirement. Physiotherapists, occupational therapists, diagnostic radiographers, and podiatrists must be registered with MOH's Allied Health Professions Council. Registered nurses must hold Singapore Nursing Board registration. Clinical psychologists require at minimum a Master's degree in Clinical Psychology and are subject to MOH assessment. Medical social workers require at minimum a Bachelor's degree in Social Work or Arts (majoring in Social Work). For healthcare employers, the practical implication is that EP application readiness for SOL occupations depends on the prior completion of professional registration processes — which may have their own timelines and requirements — before the COMPASS C5 benefit can be accessed. Employers should factor registration lead times into workforce planning for healthcare SOL roles.

Agritech and Semiconductor — EDB Verification and Sector Entry

Both the Agritech and Semiconductor sectors require the employer to be an established or verified participant in the relevant space — confirmed directly by MOM with EDB (and for Agritech, also EnterpriseSG), with no additional documentation required from the employer in routine cases. However, the source document explicitly addresses new entrants: firms newly entering the Agritech or Semiconductor space are directed to approach EDB (or EnterpriseSG for Agritech) before filing, to establish their sector participation status. This creates a pre-application engagement obligation for new market entrants that does not arise for established firms. Semiconductor SOL occupations — semiconductor engineer, instrumentation engineer, and process engineer — each require at minimum a bachelor's degree in an engineering or science faculty; there is no alternative experience pathway, making this the most qualification-restrictive sector in the current SOL.

Jurisdictional Watch 210 jurisdictions monitored

Active Parallel Review

🇬🇧 United Kingdom — MAC (Migration Advisory Committee) reviews the Immigration Salary List, successor to the Shortage Occupation List; formal tripartite methodology parallels Singapore's SOL construction; current list under annual review cycle

🇦🇺 Australia — Skills in Demand visa occupation framework; Core Skills Occupation List updated through tripartite consultation with Jobs and Skills Australia; ICT and healthcare shortage categories broadly consistent with Singapore SOL sectors

🇭🇰 Hong Kong SAR — Top Talent Pass Scheme and Talent List operate in parallel; talent list covers IT, financial services, and healthcare — directly comparable sector coverage to Singapore's SOL; competitive dynamic for talent in the region

🇩🇪 Germany — Skilled Immigration Act (Fachkräfteeinwanderungsgesetz) shortage occupation framework; Federal Employment Agency publishes positive list; significant parallel in healthcare and ICT sector shortages identified

Expected to Follow

🇮🇩 Indonesia — as regional competition for tech talent intensifies, Indonesia's work permit framework for skilled foreign workers is under periodic review; no current formal shortage list mechanism, but policy evolution in this direction is anticipated in the medium term (contextual inference)

🇲🇾 Malaysia — Employment Pass framework does not currently operate a formal shortage occupation list; however, Malaysia's National Semiconductor Strategy and digital economy priorities create pressure to develop differentiated pass categories for scarce technical roles; monitoring warranted

🇦🇪 UAE — DIFC and ADGM operate talent attraction frameworks; Abu Dhabi and Dubai have launched targeted visa instruments for tech and financial sector professionals; no formal shortage list mechanism but convergence toward structured skills-based categorisation is evident

🇧🇭 Bahrain — EDB Bahrain has been developing talent attraction programmes; financial services and fintech sector focus; no current SOL equivalent but regional competition for private banking and wealth management talent is escalating

No Current Action

🇺🇸 United States — H-1B specialty occupation visa operates without a formal shortage occupation list; numerical cap and lottery mechanism differs structurally from Singapore's points-based COMPASS approach; no parallel SOL mechanism active or anticipated

🇯🇵 Japan — Specified Skilled Worker visa categories address sectoral shortages through a different mechanism; Highly Skilled Professional visa operates a points-based system but without an equivalent published shortage occupation list; limited direct parallel

🇰🇷 South Korea — E-7 visa occupations list specifies eligible occupations for foreign professionals; updated periodically by Ministry of Justice; structural parallel to SOL but no current active review aligned to Singapore's 2026 SOL revision cycle

🇨🇳 China — Foreign expert work permit categories do not operate a shortage occupation list equivalent; talent attraction mechanisms operate through separate administrative channels; no current parallel framework

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Confidence & Source Record

Source

S1 Ministry of Manpower — COMPASS C5. Skills bonus - Shortage Occupation List (SOL), 6 April 2026 — mom.gov.sg →

Language

L1 English — full analytical capability

Verification

V1 Verified from mom.gov.sg — source document last updated 6 April 2026

Analysis

A2 Interpretive analysis — our rigorous, multi-dimensional methodology applied to analyse this regulatory update.

Jurisdiction

J1 Singapore — Tier 1 major financial centre

Aging

CR Brief-verified — 12 April 2026. Next review: triggered by regulatory update or reader flag.

Political Risk

P0 Stable jurisdiction

Community

U3 Viewed — insights welcome

Practitioner Intelligence

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Regulatory Body

Ministry of Manpower (MOM)

Singapore's Ministry of Manpower administers employment policy, work pass frameworks including the Employment Pass and COMPASS system, workplace safety and health regulation, and labour market development across all sectors in Singapore. S1·L1

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Disclaimer This brief is produced by the RegLegBrief Publication Engine and is intended for senior legal and compliance professionals. It does not constitute legal advice. Every factual claim is sourced from the primary regulatory publication identified in the source record and professional analytical inferences are labelled as such. For matter-specific application, the primary sources should be verified and professional advice obtained. This brief was verified from the Ministry of Manpower's official domain (mom.gov.sg) on 12 April 2026. Singapore is assessed as a stable jurisdiction (P0) with no current political or operational disruption affecting the validity or operational status of instruments cited in this brief. Where contextual references are made to parallel frameworks in other jurisdictions, these are contextual and have not been independently verified against those jurisdictions' primary sources for the purposes of this brief.

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