2026 Talent Strategy: Shifting High-Earners from EPs to ONE Pass and PEP

Singapore’s manpower policy doesn't stand still for long. The regulatory adjustments hitting full stride in 2026 mark a major change in how multinational firms need to think about their headcount. From January 1, 2026, all standard Employment Pass (EP) renewals must meet the higher qualifying salaries of S$5,000 for general sectors and S$5,500 for financial services [1]. But the real challenge for HR isn't just the base pay; it’s the Complementarity Assessment Framework (COMPASS).

COMPASS is a points-based hurdle that looks at the individual and the company simultaneously. For a standard EP renewal, you have to score points across salary benchmarks, qualifications, and the firm’s own diversity or local hiring ratios. This creates a bit of a headache for HR departments. A C-suite executive who sailed through their last renewal might hit a wall in 2026 if the company’s local-to-foreign ratio has dipped or if their degree isn't from an MOM-recognised institution.

Because of this, we’re seeing a clear trend: businesses are moving their top-tier talent and technical specialists away from the standard EP. They are opting instead for Singapore’s 'elite' categories—the Overseas Networks & Expertise (ONE) Pass and the Personalised Employment Pass (PEP).

The Overseas Networks & Expertise (ONE) Pass is Singapore’s top-shelf visa. It wasn't built for the average employee; it’s for what Minister for Manpower Dr. Tan See Leng calls 'rainmakers'—the top 5 percent of EP holders who can actually grow the local economy [14].

The entry bar is high. You need to show a fixed monthly salary of at least S$30,000 earned over the last year, or have a job offer in Singapore at that same level [2]. There is an alternative track for those with 'outstanding achievements' in fields like science, arts, or academia, where the S$30,000 floor doesn't apply [11].

What makes the ONE Pass a favourite for regional MDs is the freedom it offers. You can start, run, and work for multiple companies in Singapore at the same time [4]. PwC called this a 'game-changer' because it lets leaders sit on multiple boards or manage several subsidiaries without the usual paperwork for secondary directorships [15]. It’s also valid for 5 years, and importantly, spouses can work here via a simple Letter of Consent (LOC) [6, 7].

If the ONE Pass is for portfolio executives, the Personalised Employment Pass (PEP) is the tool for elite, single-track professionals. It’s geared toward the top 10% of EP holders, and you’ll need a fixed monthly salary of at least S$22,500 to get in the door [3].

The PEP’s biggest selling point is that it belongs to the individual, not the employer. If a PEP holder wants to switch firms, they don’t need to apply for a new pass—they just notify MOM [5]. This wipes out the risk of COMPASS-related delays during a job change. We’ve also found the six-month 'unemployment' buffer useful; it allows high-flyers to stay in Singapore while they weigh up their next move or sit out a non-compete period [9].

There are two main catches, though. First, the PEP lasts 3 years and is strictly non-renewable [6]. Second, you must hit a minimum fixed salary of S$270,000 per calendar year to keep it [12]. HR teams need to be careful here: performance bonuses don't count toward that total—only the fixed salary matters.

2026 Executive Work Pass Comparison

When planning for 2026, the choice between these two passes depends on the executive’s long-term role. Both options are great because they bypass the Fair Consideration Framework (FCF) and COMPASS requirements for anyone earning at least S$22,500 [8, 13].

The real differentiator is the 'end-of-life' plan. The PEP is a one-and-done deal for 3 years. The ONE Pass, however, can be renewed indefinitely as long as the holder keeps earning S$30,000 on average or builds a company that employs at least 5 locals earning S$5,000 or more [10]. For most firms, the ONE Pass is the superior long-term play for their most critical talent.