As Singapore's job market intensifies in anticipation of 2026, the Ministry of Manpower (MOM) is implementing stricter Employment Pass requirements for work visa, including enhanced document verification, market-aligned salary benchmarks, and more rigorous scrutiny under the COMPASS framework (COMPASS). Proactive HR professionals and employers should note that these new timelines may extend the hiring process by several weeks, potentially leading to talent shortages. The MOM's updates for 2025-2026 outline key changes, impending salary thresholds, and a step-by-step preparation guide to successfully secure top foreign talent—ensuring a competitive advantage.

Key Takeaways:

• Anticipate stricter MOM EP standards in 2026, including enhanced document accuracy, market-aligned salary benchmarks, and detailed COMPASS scoring to streamline EP processing approvals.

  
  

• Prepare HR teams for tighter processing timelines by building robust documentation systems and benchmarking salaries against 2026 requirements now.

  
  

• Strengthen employer compliance reputation and mitigate risks through strategic best practices to attract top foreign professionals amid rising EP applications scrutiny.

  
  

What Changed in MOM’s New EP Processing Standards for 2025–2026?

MOM’s new EP processing standards for 2025–2026 introduce stricter document accuracy checks, salary benchmarks aligned to market norms, and detailed COMPASS scoring justification via enhanced EP eservice and MyMom Portal features.

Employers must now integrate digital verification tools to cross-check ACRA filings, CPF contributions, and payroll records directly through the portal. This shift aims to streamline application status updates and reduce delays in EP applications. HR teams benefit from real-time insights into compliance requirements.

The Ministry of Manpower emphasises employer compliance by linking processing timelines to submission quality. Common issues like mismatched payroll records can trigger rejections, so proactive checks via eservice are essential. These changes support fair hiring for foreign professionals while protecting local employment.

Overall, the updates foster a more transparent compliance ecosystem, with features for tracking application status and ensuring EP renewal aligns with updated norms. Employers should review their employer track record to anticipate impacts on future hiring cycles.

Document accuracy and verification

Document accuracy and verification will be paramount in 2026 EP applications, with MOM emphasizing error-free submissions through digital verification tools on MyMOM Portal to minimise documentation mistakes.

Key checks now include validating ACRA filings, IRAS filings, and CPF contributions via integrated eservice platforms. Employers must ensure payroll records match declared salaries to avoid scrutiny. For instance, discrepancies in monthly salary slips often lead to processing holds.

Online transactions for uploads have been refined to flag inconsistencies instantly, improving application status transparency. HR teams should maintain an updated employer track record by conducting pre-submission audits. This approach helps secure approvals for foreign candidates efficiently.

Avoid pitfalls like incomplete job descriptions or outdated company details, which trigger manual reviews. Regular use of MyMom Portal's verification features supports smoother EP processing and compliance.

Salary benchmarks aligned to market norms

Salary benchmarks aligned to market norms will rise in 2026, requiring EP applicants to meet updated local qualifying salary levels and sector-specific thresholds announced by MOM.

Adjustments reflect industry demand and tie into the Shortage Occupation List and Non-Traditional Source Occupation List. Employers must align offers with these to satisfy COMPASS framework points. For example, tech.pass roles may need higher qualifying salary to compete with local talent.

Non-compliance risks EP rejection or delays in processing timelines. Use mymom portal to check current salary thresholds before submitting. This ensures employer compliance amid evolving market conditions.

Linking benchmarks to COMPASS scoring encourages fair wage practices, supporting workforce diversity. Proactive benchmarking aids headcount forecasting and EP feasibility for hiring foreign manpower.

COMPASS scoring justification

COMPASS scoring justification demands detailed evidence of points-based assessment criteria, including job descriptions, educational qualifications, and diversity scoring for 2026 EP approvals.

MOM requires breakdowns of COMPASS scoring via EP eservice, covering job scope, skill requirements, and salary points. Provide specifics like years of experience in AI transformation to claim bonuses. Weak justifications lead to score disputes and rejections.

Strengthen applications with evidence from recognised educational qualifications and diversity metrics. Tips include tailoring job descriptions to highlight skills bonus eligibility and local employment alternatives considered. This boosts approval rates under the Ministry of Manpower guidelines.

Track submissions through MyMOM Portal for real-time feedback on COMPASS elements. Employers should train HR teams on crafting robust narratives to meet heightened scrutiny in 2026.

Understanding COMPASS in the 2026 Context

Understanding COMPASS in the 2026 context is essential for EP success, as this points-based assessment by MOM evaluates foreign professionals against salary benchmarks, shortage occupation list alignments, and contributions to workforce diversity and local employment.

The COMPASS framework has evolved to prioritise EP feasibility and headcount forecasting. Employers must align job descriptions with tech roles or healthcare specialists on the shortage occupation list. This ensures higher compass scoring for EP applications.

Integration with platforms like MyCareersFuture and oversight from the Committee of Supply shapes strategic preparation. HR teams should review salary benchmarks regularly to match industry demand. Proactive job redesign supports compliance and boosts approval rates.

• Assess candidate profiles against points-based assessment criteria early.

• Forecast headcount forecasting using EP feasibility tools for hiring cycles.

• Monitor updates via MOM portals for EP renewal changes.

• Enhance workforce diversity scoring through balanced local-foreign hires.

How New Timelines Impact HR Teams and Foreign Candidates

New timelines for EP processing in 2026 will significantly impact HR teams and foreign candidates, shortening hiring cycles while demanding proactive predictive recruitment and real-time application status tracking via eservice.

HR teams must adapt to faster processing times, which reduce wait periods but increase pressure on digital verification accuracy. Foreign candidates face quicker decisions, yet delays from incomplete documents can disrupt their plans. This shift encourages employers to use the MyMOM Portal for efficient submissions.

Shorter timelines benefit high-demand sectors by accelerating access to foreign professionals, but they heighten risks of rushed errors in EP applications. HR teams need to forecast headcount forecasting needs early to align with these changes. Proactive tracking via eservice helps maintain smooth candidate engagement.

• Monitor application status daily through eservice to catch issues early.

• Prepare documents like ACRA filings and payroll records in advance for digital verification.

• Use predictive recruitment tools to identify candidate engagement matching COMPASS framework criteria.

• Train staff on MyMOM Portal to avoid delays from documentation mistakes.

New Employment Pass Salary Requirements in 2026

New Employment Pass salary requirements in 2026 raise minimum thresholds to reflect local qualifying salary and fixed monthly salary norms, ensuring competitiveness for foreign professionals amid economic shifts. Employers must align EP applications with these updates from the Ministry of Manpower. This adjustment ties into broader goals like workforce diversity and local employment protection.

The qualifying salary now serves as a key benchmark, adjusted for industry demand and market norms. For instance, roles in tech or finance require higher fixed monthly salaries to qualify under the COMPASS framework. Companies should review job descriptions to match these salary thresholds before submitting EP applications.

Compared to prior years, 2026 requirements introduce stricter alignment with the Progressive Wage Credit Scheme and Central Provident Fund contributions. This ensures foreign professionals earn comparably to locals, supporting employer compliance. HR teams can use the myMOM portal to check updated salary benchmarks during hiring cycles.

Practical steps include auditing payroll records against new norms and forecasting EP feasibility for foreign candidates. Integrate skills bonus considerations for high-demand sectors on the shortage occupation list. Early preparation aids smoother EP processing and renewal.

What Employers Must Prepare in 2026

Employers must prepare for 2026 by bolstering employer compliance, embracing workforce diversity, prioritising local employment, and navigating the levy framework to manage foreign manpower effectively.

Strengthen your compliance ecosystem with entities like the Ministry of Manpower (MOM) and ACRA. Regular audits of ACRA filings and CPF contributions help avoid penalties and ensure retirement adequacy. This builds a solid foundation for smooth operations.

Invest in headcount forecasting using the manpower system to align with industry demand. Predict needs for employment pass application and S Pass holders while favouring local talent. Actionable steps include reviewing shortage occupation list quarterly.

Prepare HR teams for singapore employment pass application and renewals by ensuring document accuracy and meeting salary benchmarks. Use MyMOM portal for efficient submissions. These measures support business competitiveness in a changing landscape.

Strengthen Compliance with MOM and ACRA for Employment pass Singapore

Align with Ministry of Manpower (MOM) guidelines to maintain employer compliance. Submit timely EP applications via EP eService and track processing timelines. Avoid documentation mistakes that delay approvals for foreign professionals.

Ensure ACRA filings are up to date alongside IRAS filings and payroll records. Regular checks prevent disruptions in work pass renewals. For example, verify fixed monthly salary details match job offer in singapore.

Build a robust compliance ecosystem by training HR on COMPASS framework scoring. This includes points-based assessment for EP feasibility. Experts recommend monthly reviews to stay ahead.

Monitor employer track record to improve EP processing outcomes. Integrate digital verification tools for foreign candidates. These steps reduce risks and support seamless hiring cycles.

Master Headcount Forecasting and Manpower Planning

Use headcount forecasting to balance local employment with foreign workforce. Analyse manpower system data for industry demand and skills requirements. Adjust plans based on non-traditional source occupation list.

Prioritise workforce diversity through diversity scoring in applications. Forecast needs for ONE Pass or Tech.Pass to attract top foreign professionals. Practical advice includes scenario planning for economic shifts.

Incorporate levy framework costs into budgets for s pass and work permits. Leverage Progressive Wage Credit Scheme to offset expenses. This aids future-proof workplaces with balanced teams.

Engage Workforce Singapore resources for predictive recruitment. Review hiring cycles against Local Qualifying Salary thresholds. Such preparation enhances candidate engagement and retention.

Navigate Levy Framework and Foreign Manpower Rules

Understand the levy framework to control costs for foreign workforce and migrant workers. Differentiate quotas for Employment Pass versus lower-skilled work permit. Plan payments via MyMOM portal to avoid surcharges.

Comply with Dormitory Transition Scheme and recreation hub requirements for housing. Support workforce upskilling through SkillsFuture Singapore initiatives. Examples include job redesign for skilled trades.

Prepare for COMPASS scoring changes affecting EP renewal and new hires. Focus on salary thresholds and educational qualifications. HR teams should simulate applications for accuracy.

Integrate SkillsFuture Enterprise Credit for training lower-wage workers. This boosts retirement adequacy via Central Provident Fund contributions. Proactive steps ensure business competitiveness.

What HR Teams Must Do Now to Prepare for 2026

HR teams must act now to prepare for 2026 by investing in workforce upskilling, job redesign via SkillsFuture Enterprise Credit, and embracing digital transformation to align with MOM’s vision.

Focus on partnering with SkillsFuture Singapore and Workforce Singapore to access the Enterprise Workforce Transformation Package. These initiatives support future-proof workplaces through targeted training programmes.

Begin by assessing current EP applications under the COMPASS framework. Integrate skills bonus schemes to enhance points-based assessment scores for foreign professionals.

Prioritise local employment alongside foreign workforce integration. This approach boosts employer compliance and prepares for stricter EP renewal criteria.

Build a 2026-Ready EP Documentation System

Building a 2026-ready EP documentation system involves automating ep eservice, maintaining impeccable payroll records, and leveraging EP eService on MyMOM portal for seamless submissions.

Start with integrating ACRA filings, IRAS filings, and CPF contributions into a central dashboard. This reduces documentation mistakes that delay EP processing.

• Implement automated checks for document accuracy in job descriptions and educational qualifications.

• Set up real-time syncing with Central Provident Fund records for fixed monthly salary validation.

• Use MyMom Portal for instant employment pass application uploads and status tracking.

These steps yield efficiency gains, such as faster processing timelines. HR teams can handle more hiring cycles without errors.

Benchmark 2026 Salary Requirements

Benchmarking 2026 salary requirements means aligning offers with updated salary benchmarks and local qualifying salary, factoring in shortage occupation list incentives.

Review the Non-Traditional Source Occupation List for adjusted salary thresholds. Compare against COMPASS scoring criteria to ensure competitiveness for foreign professionals.

1. Gather data from MOM guidelines on qualifying salary for EP and S Pass.

2. Adjust for industry demand in sectors like tech and finance.

3. Factor in skills requirements from Workforce Skills Qualification frameworks.

This process supports headcount forecasting and EP feasibility. It positions employers for smoother work pass approvals.

Strengthen Employer Reputation

Strengthening employer reputation through a strong track record in employer compliance and diversity scoring will boost EP approval rates under COMPASS.

Emphasise local employment and workforce diversity in MyCareersFuture postings. Showcase commitment to Progressive Wage Credit Scheme and fair practices.

For example, a firm that prioritised local PMET hiring alongside foreign talent saw improved employer track record scores. Another integrated job redesign via SkillsFuture Singapore, enhancing compass framework points.

Monitor MOM compliance ecosystem metrics regularly. This builds trust for future EP applications and foreign manpower needs.

What Foreign Professionals Must Prepare in 2026

Foreign professionals must prepare for 2026 by updating educational qualifications, aligning skills with requirements, and exploring options like ONE Pass and Tech.Pass for smoother career progression in Singapore.

The Ministry of Manpower will emphasise the COMPASS framework more strictly. Professionals should review their profiles against points-based assessment criteria to ensure they meet salary benchmarks and skill requirements.

Job descriptions must match actual roles precisely. Foreign professionals need to verify that their experience aligns with industry demand and the shortage occupation list for better EP applications.

Options like S Pass offer alternatives for mid-skilled roles. Engaging with SkillsFuture Singapore programmes can boost compass scoring through upskilling.

Updating Educational Qualifications and Skills

Start by gathering verified copies of degrees and certifications. Ensure they meet EP renewals standards under the COMPASS framework, as outdated documents delay approvals.

Align skills with Singapore's workforce needs, such as digital transformation or AI skills. Use SkillsFuture courses to earn credits that improve COMPASS scoring.

For example, a software engineer might complete SkillsFuture modules on machine learning. This demonstrates commitment to workforce upskilling and enhances job scope fit.

EP Renewal Tips and Work Pass Strategies

Plan EP renewals six months ahead to avoid gaps. Check Local Qualifying Salary thresholds and ensure document accuracy in the MyMOM portal.

Explore ONE Pass for high-earners, allowing job flexibility without reapplying. Tech.Pass suits tech experts with short-term projects, aiding career progression.

Maintain records of CPF contributions and payroll to prove compliance. Tailor CVs to compass scoring factors like diversity and qualifications for stronger EP processing.

Navigating S Pass and SkillsFuture for Foreign Workforce

S Pass targets mid-tier foreign workforce with lower salary benchmarks than EPs. Confirm eligibility via the Ministry of Manpower levy framework before applying.

Leverage SkillsFuture Enterprise Credit for training that matches job descriptions. This supports employer compliance and improves foreign professionals' employability.

• Assess personal compass scoring using online tools.

• Update profiles on Workforce Singapore platforms.

• Seek roles on the Non-Traditional Source Occupation List.

• Prepare for EP feasibility checks with HR teams.

Common Employment Pass Risks in 2026

Common Employment Pass risks in 2026 include documentation mistakes, failing salary thresholds, and delays in processing timelines within the tightening compliance ecosystem. Employers or employment agents face stricter scrutiny from the Ministry of Manpower (MOM) and the COMPASS framework. These issues can disrupt hiring cycles and affect EP feasibility, work pass application, and employment pass application process.

Documentation mistakes often arise from incomplete submissions on the ep eservice and wp online or myMOM portal. For instance, mismatched job descriptions or unverified educational qualifications lead to rejections. HR teams must ensure document accuracy to avoid penalties, check the status regularly via wp online account.

Failing salary thresholds like minimum salary and local qualifying salary benchmarks trips up many applications. MOM cross-checks with CPF contributions, IRAS filings, and ACRA filings. Employers should benchmark against industry demand and the Shortage Occupation List.

Delays in processing timelines stem from high volumes and enhanced points-based assessment. This impacts candidate engagement as foreign professionals seek faster options. Proactive headcount forecasting and early EP applications help mitigate these risks.

Mitigating Documentation Mistakes

Review all employment pass application in singapore for completeness before submission via EP eService. Common errors include outdated passports or missing payroll records. Use digital verification tools to confirm details, perform online transactions.

Align job scope with the COMPASS scoring requirements. Involve HR early in hiring cycles to match skill requirements. This boosts employer track record with MOM.

Maintain updated records for CPF and IRAS compliance. Regular audits prevent issues during EP renewal, replace a pass if needed. Train teams on mymom portal updates for smooth online transactions, ep services.

Navigating Salary Thresholds and Benchmarks

Meet or exceed salary thresholds tailored to sectors like financial services sector, tech or finance. Factor in skills bonus for high-demand roles on the shortage occupation list. Compare against salary benchmarks from MOM guidelines, information and services.

Ensure fixed monthly salary proofs align with job descriptions. MOM verifies via CPF contributions and bank statements. This supports employer compliance in a strict ecosystem.

Assess EP feasibility during candidate engagement. Adjust offers for foreign professionals to fit local employment quotas. This aids workforce diversity scoring.

Strategies for Processing Delays

Submit EP applications well ahead of hiring cycles to buffer processing timelines. Monitor status on EP eService or myMOM portal regularly. Early action prevents gaps in foreign workforce plans.

Leverage predictive recruitment to anticipate MOM workloads. Prepare backups like S Pass options for borderline cases. Strong employer track record speeds approvals.

• Pre-verify all documents with digital tools, 1 ep eservice administrator.

• Track application status weekly via application service.

• Build relationships with MOM for clarifications, need help with your employment.

• Forecast headcount quarterly to align with cycles, journey in Singapore.

Strategic Best Practices for EP Applications in 2026, information and services

Strategic best practices for EP applications in 2026 involve job redesign supported by skillsfuture workforce development grant and workfare skills support, training allowance to meet COMPASS standards.

Employers should focus on workforce skills qualification to boost compass scoring. This means aligning job descriptions with industry demand and shortage occupation lists. Use tools like Job Redesign+ to reshape roles for foreign professionals.

EP eservice and MyMom Portal streamline submissions, but success hinges on document accuracy and employer track record. Integrate predictive recruitment to forecast headcount needs and match salary benchmarks. Pair this with Career Conversion Programme for smoother transitions.

• Prioritise points-based assessment by emphasising skills bonus and diversity scoring in applications, frequently asked questions.

• Leverage SkillsFuture Enterprise Credit for upskilling local staff, enhancing employer compliance by employers or employment agents.

• Monitor processing timelines through application service updates, ep eservice administrator or user to align with hiring cycles.

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These steps ensure EP renewal and new passes align with ministry of manpower guidelines, supporting business competitiveness.

Optimise Job Roles with Job Redesign

Job redesign via Job Redesign+ helps meet COMPASS framework requirements for eligibility for the employment pass. Redefine job scopes to highlight workforce skills qualification and AI transformation needs. This raises points in the framework's assessment, personalised employment pass options.

Combine with Enterprise Workforce Transformation Package to future-proof workplaces. For example, shift roles in tech.pass sectors to include digital transformation duties. Submit redesigned job descriptions early via EP eservice.

Track compass scoring impacts by reviewing salary thresholds and skill requirements. This practice aids EP processing and supports local employment balance.

Leverage SkillsFuture Initiatives for Compliance

SkillsFuture Workforce Development Grant funds workforce upskilling, key for EP applications, service provider support. Use it alongside Progressive Wage Credit Scheme to uplift lower-wage workers. This demonstrates commitment to workforce diversity and local qualifying salary adherence, work in singapore.

Enrol in Career Conversion Programme to reskill staff, improving employer track record. Ensure payroll records and CPF contributions reflect these efforts during submissions. Such steps boost approval rates under points-based assessment.

Integrate with SkillsFuture Singapore programmes for foreign workforce integration. Monitor via MyMom Portal for compliance ecosystem alignment.

Implement Predictive Recruitment Strategies, employment pass holders

Predictive recruitment anticipates industry demand and levy framework changes. Analyse Shortage Occupation List to target foreign professionals, ep holders with precise skill requirements. Use digital verification for candidate engagement, services in singapore.

Align with EP feasibility checks, including ACRA filings and IRAS filings reviews. Time applications to avoid documentation mistakes during peak hiring cycles. This shortens processing timelines.

HR teams benefit from headcount forecasting tied to compass framework. Focus on educational qualifications and fixed monthly salary to exceed benchmarks.

Frequently Asked Questions 

1. How has the COMPASS framework changed for 2026, PEP application?

The COMPASS framework uses a points-based system for EP approvals. It evaluates salary benchmarks, qualifications, job diversity, and local employment support. Updates in 2026 raise thresholds to promote workforce upskilling.

Key changes include higher local qualifying salary requirements and enhanced skills bonus. Employers gain points for hiring from Non-Traditional Source Occupation List. For instance, roles in AI transformation score higher, advance your career in Singapore.

Prepare by reviewing job descriptions for alignment with COMPASS scoring. Use the MyMOM Portal for simulations. This helps predict approval chances before submission.

Focus on employer compliance and track record. Accurate documentation boosts scores in the evolving system.

2. What are the steps for an EP application via eService, Singapore employment pass application process?

Start by registering as an EP eService administrator, ep eservice administrator or user on the MyMOM Portal. Log in to submit the employment pass application, apply for an employment pass, employment pass application in Singapore with candidate details and job scope. Upload educational qualifications, job offer letter, and company ACRA filings, submit the request.

Ensure document accuracy to avoid rejection. Pay fees online and monitor processing timelines via application status. Approvals typically allow candidates to start work upon pass issuance.

Common mistakes include mismatched salary records or unclear payroll details, foreign employee details. HR teams should double-check CPF contributions and IRAS filings. Use digital verification for foreign candidates, pass issued updates.

1. Appoint an employment agent, appoint an employment, administrator or user.

2. Prepare personalised employment pass details like fixed monthly salary.

3. Submit and track via eservice, assign the eservice, eservice administrator and the person.

4. Collect ep card once approved, pass is approved, new work pass.

3. What is the difference between EP, S Pass, Tech.Pass, work pass services, employment pass agency, pass in Singapore?

Employment Pass suits high-skilled foreign professionals with advanced qualifications who wish to work in singapore. S Pass targets mid-skilled workers like technicians, with lower salary thresholds but quota limits. Both fall under work pass categories managed by Ministry of Manpower (MOM).

ONE Pass like Tech.Pass is a one-year multiple-employment pass for elite tech experts. It bypasses some COMPASS rules for innovation roles. For example, AI specialists can job-hop freely under Tech.Pass.

Choose based on skill requirements and industry demand. EPs demand higher salaries, while S Passes support workforce diversity. Review levy framework for S Pass compliance with Central Provident Fund (CPF) considerations.

Employers forecast headcount needs accordingly via MyCareersFuture. This aids in EP renewal and hiring cycles through proper hiring.

4. How can employers ensure compliance for Employment Pass (EP) renewals? 

For EP renewal, submit via eService before expiry, updating salary and job scope. Provide recent payroll records and performance evidence. Align with current COMPASS points for approval from Ministry of Manpower.

Maintain employer track record by meeting local hiring goals and diversity scoring. Avoid documentation mistakes like outdated ACRA filings or IRAS issues. Regular audits prevent issues.

Integrate with schemes like Progressive Wage Credit Scheme or SkillsFuture initiatives, including SkillsFuture Enterprise Credit and SkillsFuture Singapore. This shows commitment to local employment and upskilling. Foreign pass holders benefit from clear career progression paths.

5. What key MOM policy changes should employers prepare for in the 2026 Employment Pass (EP) Services Outlook? 

   
   

Employers should anticipate stricter compliance requirements under MOM's updated framework, including enhanced verification processes for Employment Pass (EP) applications and quotas aligned with sector-specific demands like Shortage Occupation List. Preparation involves auditing current EP holder portfolios now  for internal tracking systems to ensure seamless adaptation to these shifts, building authority in forward-thinking HR strategies with Workforce Singapore.

6. How will Local Qualifying Salary benchmarks evolve for EP holders in 2026? 

   
   

Salary benchmarks for EP Services are projected to rise by 8-12% across tech, finance, and healthcare sectors, with fixed minimums like S$6,200 for mid-tier roles. Employers can prepare by benchmarking current salaries against MOM's preview tools, incorporating into compensation models to attract top talent proactively and stay ahead of industry trends.

7. What industry trends will impact EP hiring in 2026?

   
   

Key trends include a surge in demand for AI specialists and green energy experts from Non-Traditional Source Occupation List, coupled with hybrid work policy integrations affecting EP eligibility. Business owners should diversify recruitment pipelines early, leveraging job descriptions to align with these shifts, ensuring actionable preparation that positions your organisation as an industry leader.

8. How can HR professionals use the 2026 EP Services Outlook for strategic planning like Career Conversion Programme? 

   
   

The Outlook provides predictive insights on policy tweaks and talent shortages, enabling scenario-based planning. Forward-thinking HR pros should integrate these forecasts into annual budgets, applying keywords in dashboards for real-time monitoring, turning predictions into engagement opportunities with stakeholders.

9. What actionable tips does the 2026 EP Services Outlook offer for compliance with Job Redesign+? 

   
   

Tips include conducting preemptive EP renewal audits and training staff on new digital submission portals. Use compliance checklists to streamline processes, helping employers avoid penalties and foster a culture of preparedness that resonates with MOM's forward-looking directives.