MOM describes EP eligibility as a two-stage framework: the qualifying salary stage, then COMPASS unless an exemption applies. The standard COMPASS passing score is 40 points. The qualifying salary and the C1 salary benchmark within COMPASS are different checks; points do not rescue an application that fails the qualifying salary stage.

Use this distinction to organise a review. Do not treat a general explainer as a complete assessment of an individual application.

Identify the question you are answering

A recruiter asking “Does this salary qualify?” may mean the minimum qualifying threshold, the salary points within COMPASS or the employer’s own compensation budget. Those questions require different information.

State which check is being performed and use the current official table or tool. The 2027 EP salary guide explains the announced timing change without replacing the age- and sector-specific review.

Assign responsibility for the evidence

An employer may need information from the candidate and authorised internal teams. Identify who will verify the facts, who can access them and who communicates the outcome. Avoid distributing personal documents through a large informal email chain.

Keep a list of missing evidence rather than filling gaps with assumptions. Where the official framework uses information about the employer, a candidate’s resume alone cannot answer the question.

Record the tool result and its context

Note when the review was performed, which inputs were used and which questions remain unresolved. A result is only useful if it relates to the correct candidate, role and timeline. An old assessment should not be reused automatically after important facts change.

Do not describe a preliminary check as a guarantee of approval. The responsible applicant must follow the official application process and satisfy the requirements that apply to the case.

Keep hiring decisions understandable

The work-pass review and the assessment of job-related evidence should be documented clearly. A hiring team still needs a defined role, fair recruitment process and accurate communication with applicants. A technical eligibility discussion does not justify unrelated personal assumptions about suitability.

Use the hiring brief to identify responsibilities and the FCF guide for a separate advertising question. Clear boundaries between checks reduce confusion without pretending that a short checklist captures every exception in the official framework.

Official source and next step

Checked on 27 October 2026. Read the official guidance before acting, including its eligibility rules and exceptions. This article explains general information and practical preparation; individual employment or pass decisions may need qualified advice. Explore employer tools.