Minimum Wage in Singapore: 2026 MOM Guide on Salary Floors & Workfare Schemes

Understanding Minimum Wage in Singapore

Singapore does not have a blanket minimum wage in Singapore policy enforced across all industries.

Instead, wage levels are guided by the Progressive Wage Model (PWM) that sets minimum pay standards for specific sectors, ensuring fair and sustainable income growth without reducing overall economic competitiveness.

What is the Progressive Wage Model (PWM)?

Developed by tripartite committees consisting of unions, employers and the government, the Progressive Wage Model (PWM) is a wage system that aims to uplift the wages of resident lower-wage workers in Singapore.

The PWM provides annual wage increases, opportunities to upskill and improve productivity, thereby creating a clear career progression pathway.

It was first introduced in Singapore in 2012, initially focusing on specific sectors such as cleaning, security, and landscaping. The PWM has since broadened its reach to other industries, such as F&B, retail, and logistics.

Who is Eligible for the PWM in Singapore?

The PWM applies to Singapore citizens and Permanent Residents (PRs) working full-time or part-time under a contract of service.

The PWM currently covers those working in specific sectors and occupations, including:

Employers are strongly encouraged to adopt progressive wage principles for their foreign workforce to foster a fair and equitable workplace for all employees.

Minimum Wage by Sector (2025–2026)

Here’s the table on the recent PWM Singapore minimum wage to ensure compliance and plan your workforce budget accurately.

Note: The minimum wage in each sector increases as employees gain experience and move into higher-skilled roles.

reference: https://www.mom.gov.sg/employment-practices/progressive-wage-model/what-is-pwm

💡 Read our Ultimate HR Guide to Progressive Wage Model (PWM) in Singapore to learn about eligibility criteria, enhancements, implementation, and its impact on both businesses and employees.

Minimum Salary for Foreign Workers in Singapore

While Singapore doesn’t have a single, universal minimum wage rate, employers must still meet specific wage requirements for hiring foreign workers under different work passes.

You may refer to the official MOM guidelines on Work Passes and Permits in Singapore for detailed wage requirements across different work passes, sectors, and circumstances.

The wage requirements for work passes are the closest equivalent to a minimum salary in Singapore for foreigners.

These are significantly higher than the PWM wages and are designed to ensure mid-skilled or high-skilled foreign workforce complements the local workforce.

Employers hiring foreign employees on a Work Permit, S Pass or Employment Pass must comply with the following requirements to renew existing work passes or apply for new work passes:

• PWM requirements for local employees in sectors covered by PWM
• Local Qualifying Salary requirements for all other local employees

reference: https://www.mom.gov.sg/employment-practices/progressive-wage-model/what-is-pwm

Minimum Wage Trends for 2025 and 2026

Progressive Wage Credit Scheme

From 2022 to 2026, the Singapore government is co-funding eligible wage increases given to lower-wage workers through the Progressive Wage Credit Scheme to help businesses manage the transition.

Employers are encouraged to leverage this financial support to drive firm-level productivity improvements.

Retail Sector Wage Increases

From 1 September 2025, wages for over 53,000 retail workers are set to rise under the new PWM structure.

This provides fixed, structured pay raise, offering greater certainty for workers and providing progressive minimum wage in Singapore retail category.

Here’s the three-year wage schedule for the retail sector in Singapore:

Assistant retail supervisors are projected to see the largest absolute wage increase, from S$2,635 currently to S$3,100 by 2027.

The wage schedule also sets hourly rates for part-time staff to ensure pay parity across different work arrangements.

reference: https://www.ntuc.org.sg/uportal/news/Singapore-to-raise-wages-for-over-53000-retail-workers-over-three-years-under-PWM/

Average Salary in Singapore 2025

To benchmark compensation beyond the minimums, HR should look at the median salary, which is a more realistic figure for what a typical worker earns, as the average (mean) salary can be skewed by high earners.

Ministry of Manpower (MOM) Income Summary Table in Singapore 2025

These latest MOM statistics show that competitive average salary in Singapore has continued to rise, reflecting a tight, skilled labour market.

The total monthly gross wage (for full-time work of 35-44 hours per week) consists of:

• Basic wage
• Allowances such as travel, food, and housing
• Productivity incentive payments

It does not include:

• Bonuses including Annual Wage Supplement
• Stock options
• Reimbursement of special expenses incurred in the course of employment
• Payments-in-kind
• Employer CPF contributions

reference: https://stats.mom.gov.sg/Pages/Income-Summary-Table.aspx

💡 Read our Comeplete HR Guide to Average Salary in Singapore 2025 to explore the latest industry benchmarks, HR trends, and tips for strategic payroll planning.

Workfare Income Supplement (WIS) Scheme

The Workfare Income Supplement (WIS) scheme is a broad government measure that directly supplements the incomes and retirement savings of resident lower-wage workers who are actively employed.

What are the Enhancements to Workfare Income Supplement (WIS) Scheme from 2025?

Effective 1 January 2025, the WIS scheme has been enhanced to provide greater support:

1. Higher Qualifying Wage Cap: The maximum gross monthly income cap is raised from S$2,500 to S$3,000.
2. Higher WIS Payments: Eligible employees can receive up to S$4,900 per year (up from S$4,200), paid through a mix of cash (40%) and CPF contributions (60%). Older workers (60 and above) and persons with disabilities receive the highest payments.

Who is Eligible for the Workfare Income Supplement (WIS) Scheme?

An employee will qualify for WIS if they meet the following criteria:

• Singapore Citizen
• At least 30 years old or older as of 31 December of the work year, or persons with disabilities of any age
• Earn a gross monthly income of at least $500, and not more than $3,000 (previously $2,500 for work done in 2023 and 2024) for the month worked as an employee
• Earn an average gross monthly income of not more than $3,000 in the past 12 months (previously $2,500 for work done in 2023 and 2024) as an employee
• Live in a property with an annual value of $21,000 and below from Work Year 2024 (was $13,000 before Work Year 2024), as at 31 December of the preceding year;
• Own not more than one property
• If married, the employee and his/her spouse together must not own more than one property, and the assessable income of the spouse does not exceed $70,000 of the preceding Year of Assessment.

Learn more about the Workfare Income Supplement (WIS) scheme in Singapore.

references:

• https://www.cpf.gov.sg/member/growing-your-savings/government-support/workfare-income-supplement
• https://www.cpf.gov.sg/service/article/what-are-the-enhancements-to-the-workfare-income-supplement
• https://supportgowhere.life.gov.sg/schemes/E-WIS/workfare-income-supplement-wis-scheme

Stay Ahead of PWM and MOM Compliance with QuickHR

For HR professionals in Singapore, navigating the constant changes to PWM and MOM wage requirements can be a complex, time-consuming task.

QuickHR Payroll Management Software streamlines minimum wage compliance in Singapore:

• Regularly updated with the latest MOM, CPF, and IRAS regulations
• Monthly payroll syncs to accounting charts via QuickBooks Online and Xero Accounting.
• Generates MOM-compliant payslips and Workfare eligibility reports

Our comprehensive, all-in-one platform connects payroll with key HR functions—like leave, claims, attendance, scheduling, and more—so you can manage wages, deductions, and benefits for all your local and foreign workers accurately and efficiently.

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