Common Employment Pass Mistakes Businesses Should Avoid During Application

Applying for an Employment Pass (EP) in Singapore can unlock enormous opportunities for businesses — especially those expanding, hiring niche expertise, or building leadership capabilities. However, despite true business needs and strong candidate profiles, many companies still face delays, rejections, or multiple rounds of queries due to avoidable mistakes.

The Employment Pass framework is structured, transparent and fair, but it demands accuracy, strong justification, and compliance readiness. Businesses that understand the common pitfalls often secure faster approvals and avoid costly setbacks.

This article highlights the most frequent mistakes companies make during EP applications, why they cause rejection, and how businesses can avoid them to improve their approval success rate significantly.

Mistake 1 — Submitting Incomplete or Unclear Documentation

One of the most common reasons EP applications fail is missing or poorly prepared documents. MOM expects clarity, consistency and complete information before granting approval.

Common documentation problems include:

• Missing educational certificates or transcripts

• Titles in job description not matching employment contract

• Incomplete ACRA and business financial details

• Unclear or unverified work experience

• Low-resolution or inaccurate document copies

An EP application is only as strong as the evidence provided. Every supporting file must be accurate, properly formatted and clearly readable.

Mistake 2 — Vague Job Descriptions With Generic Duties

A poorly detailed job scope is one of the biggest red flags. MOM must clearly understand the applicant’s responsibilities and why foreign expertise is needed.

Mistakes often seen:

Weak Example	Strong Example
“Handle operations and admin work”	“Oversee logistics automation using AI-powered demand forecasting tools”
“Assist with marketing tasks”	“Execute SEO and paid ad campaigns for US & ASEAN markets with expected 40% revenue growth within 18 months”

The more generic the role, the less likely an EP will be granted. Specificity equals justification — and justification equals approval.

Mistake 3 — Salary Not Matching Experience or Seniority

Even if a candidate meets qualifications, undervalued salary packages will weaken the EP case. MOM compares salaries against the industry and seniority to gauge skill level.

Offering too low a salary may signal that:

• The candidate is not truly specialised

• A local candidate could fill the same role

• The business is uncertain about sustainability

Businesses should benchmark salary realistically based on skill scarcity, role complexity and market wage indicators.

Mistake 4 — Weak Business Justification for Hiring a Foreigner

Many companies assume that qualification alone is enough, but MOM evaluates necessity, not convenience.

Weak justifications often include:

• “No locals applied” — passive reasoning lacks credibility

• “We prefer foreign knowledge” — preference is not justification

• “Company is expanding” — expansion must be backed by plans

A strong justification includes:

• Why the experience is unique and business-critical

• How the candidate accelerates growth or innovation

• Proof of expansion, contracts or market entry activities

EP approvals reward logic, not assumptions.

Mistake 5 — Not Preparing Business Financial Proof

Companies must show financial capability before a foreign hire is approved. Many startups and SMEs are rejected because they fail to provide:

• Revenue proof

• Paid-up capital documentation

• Cashflow reserves

• Market traction or contract projects

MOM must see that the company is stable enough to support long-term employment compensation.

Mistake 6 — Relying on Too Many EP Holders Without Hiring Locals

The COMPASS evaluation system places weight on workforce balance. Companies overly dependent on foreign manpower may lose points on:

• Workforce diversity

• Local core development

• Fair employment compliance

To offset this, companies should:

• Hire Singapore citizens and PRs when possible

• Offer internships or traineeships

• Build a long-term local development pathway

Foreign talent should complement — not replace — the local ecosystem.

Mistake 7 — Submitting an EP Application Without Understanding COMPASS

COMPASS is the backbone of EP evaluation today. Businesses that ignore the scoring framework often get rejected even if the candidate is strong.

COMPASS evaluates:

Category	Impact
Salary benchmark	Higher salaries earn more points
Qualifications	Universities and achievement level matter
Diversity	Balanced nationalities perform better
Support for local employment	Critical for positive score

Bonus points may apply when hiring in shortage industries or innovation sectors. Smart companies plan hiring strategies around COMPASS, not after rejection.

Mistake 8 — Weak or Untimely Appeal After Rejection

Many companies submit appeals without strengthening their application, which results in repeated rejection.

An ineffective appeal sounds like:

“We would like MOM to reconsider the application. We need this staff.”

A successful appeal must include new evidence, such as:

• Improved salary or seniority level

• Business expansion or contract awards not previously shown

• Clearer breakdown of work responsibilities

• Training commitments for local transfers of knowledge

Appeals must add value — not defend weaknesses.

Mistake 9 — Using Template-Based Job Descriptions or Contracts

Copy-pasted descriptions are easy for MOM to identify. When job scope looks generic or widely available locally, approval is unlikely.

Instead, companies should tailor documents to reflect:

• The actual systems, markets and technology used

• KPIs, expected outcomes, and deliverables

• Unique expertise required to operate the role

Authenticity matters.

Mistake 10 — Delaying MOM Queries or Responding Incompletely

If MOM requests further clarification, businesses must respond quickly and precisely. Slow replies indicate uncertainty and may weaken the application.

When responding to queries:

• Provide supporting files, not assumptions

• Explain changes clearly and professionally

• Avoid emotional justification — use business logic

• Be concise, factual and structured

Query management is often where approvals are won or lost.

Mistake 11 — Assuming EP Approvals Are Granted Automatically

Some employers assume that hiring professional-level talent guarantees approval — but this is no longer the case. The EP process is competitive and requires preparation.

Passing is not based on:

✘ Nationality preference✘ Company size alone✘ Candidate experience without proof✘ Simple job matching

Passing depends on:

✔ Evidence-backed justification✔ COMPASS scoring✔ Strong salary positioning✔ Financial and operational stability

Preparation is more valuable than expectation.

How Businesses Can Avoid EP Mistakes and Secure Success

To increase approval success, companies should proactively structure applications using the following checklist:

Approval Checklist	Results
Detailed job description	Increases clarity & role necessity
Competitive salary	Signals workforce value
Clear business financials	Shows sustainability
Candidate-linked justification	Strengthens approval logic
COMPASS optimisation	Reduces rejection risk
Locals hiring or training plan	Improves evaluation score
Strong supporting evidence	Speeds up decision process

When companies combine compliance readiness with strategic planning, approvals rise significantly.

Final Thoughts — Strong Applications Avoid Mistakes, Weak Ones Repeat Them

The Employment Pass process is not designed to make hiring difficult — it is designed to ensure fair, balanced and high-value workforce development in Singapore. Businesses that avoid common mistakes save time, reduce rejection risk, and secure foreign talent more efficiently.

Clarity wins. Planning wins. Evidence wins.

If your company is preparing an EP submission or needs expert assistance in avoiding mistakes, strengthening justification or managing appeals, you may visit https://employmentpassapplication.sg/ for end-to-end support.