Singapore
Singapore Government accepts the National Wages Council Guidelines for 2025-2026
Impact date: 1 December 2025 to 30 November 2026 On 11 November 2025, the Singapore Government accepted the National Wages Council (NWC) 2025/2026 Guidelines for the period from 1 December 2025 to 30 November 2026. The NWC emphasizes sustainable wage growth tied to productivity, with recommended built-in increases of 5.5% to 7.5% or SGD 105 to SGD 125 for lower-wage workers (earning up to SGD2,700), depending on business performance. Updated job ladders and higher wage floors for Occupational Progressive Wages (OPW)-covered Administrators and Drivers will take effect from July 2026. Employers are encouraged to fully adopt the Flexible Wage System.
Employer implications/action needed Review pay structures for lower-wage staff and prepare for OPW wage-floor changes; consider implementing or strengthening the Flexible Wage System for cost flexibility.
Employer risk N/A
Increase of Shared Parental Leave
Impact date: 1 April 2026 The Shared Parental Leave (SPL) scheme has been enhanced, allowing eligible working parents to share up to ten weeks of SPL between them, to be taken within 12 months from the child's date of birth. Eligible working parents are now entitled to:
- six weeks of SPL for children born from 1 April 2025 to 31 March 2026
- ten weeks of SPL for children born from 1 April 2026 onwards
Employer implications/action needed Employers should update records and policies to reflect that eligible employees can now share up to ten weeks of SPL.
Employer risk N/A
Introduction of the Skills and Workforce Development Agency Bill
Impact date: 8 April 2026
The Ministry of Manpower (“MOM”) has introduced a Skills and Workforce Development Agency Bill for First Reading in Parliament. This Bill sets out the legislative framework to establish the Skills and Workforce Development Agency (“SWDA”) to address workforce challenges through the following:
- seamless and integrated jobs and skills support for workers: SWDA to empower workers at different career stages, including fresh graduates, mid-career workers and senior workers, with initiatives focused on career guidance, reskilling, career transitions, flexible work and longer multi-stage careers
- stronger partnership with employers in workforce development: SWDA to combine skills intelligence and labour market data to help employers anticipate workforce needs
- develop an ecosystem of training and career and employment services providers: SWDA to strengthen the ecosystem by raising quality standards, spurring innovation, and fostering collaboration to deliver new workforce solutions
Employer implications/action needed Employers should prepare to review job design and training strategies to align with enhanced reskilling, job matching and workforce transformation support.
Employer risk N/A
Changes to local qualifying salary
Impact date: 1 July 2026
The local qualifying salary (LQS) is the minimum monthly or hourly wage that a Singaporean or Permanent Resident employee must be paid in order for an employer to count that employee towards its Work Permit or S Pass quota. The Progressive Wage Credit Scheme (PWCS) is a Singapore Government wage‑support scheme that helps employers manage the cost of raising wages for lower‑wage Singaporean and Permanent Resident workers.
During the Singapore Budget 2026 on 12 February 2026, the Singapore Government announced revisions to the LQS.
From 1 July 2026, the LQS will be increased from SGD 1,600 to SGD 1,800 to keep pace with wage growth. To help businesses defray some of the cost, the Singapore government will enhance the PWCS – the PWCS co-funding support for 2026 will be raised from 20% to 30% and the PWCS will be extended for two more years, to 2028. From 2027, the government will raise the minimum wage increase to qualify for PWCS support from SGD 100 to SGD 200.
Employer implications/action needed Employers should note the changes to the LQS.
Employer risk N/A
Introduction of a new ONE Pass (AI and Tech track)
Impact date: From 1 January 2027
On 3 March 2026, it was announced that a new ONE Pass (AI and Tech track) will be introduced under the existing Overseas Networks & Expertise (ONE) Pass framework from January 2027. The new track is intended to replace the current Tech.Pass scheme administered by the Singapore Economic Development Board.
The ONE Pass (AI and Tech track) is aimed at attracting top global talent in the artificial intelligence and technology sectors, including founders, senior executives and technical experts. Applicants will be required to satisfy the prevailing ONE Pass eligibility requirements, including the applicable salary thresholds, although additional AI- and technology-specific criteria are expected to apply.
Employer implications/action needed N/A
Employer risk N/A
Uplifts to minimum qualifying salary for Employment Pass and S Pass applicants
Impact date: January 2027
During the Singapore Budget 2026 on 12 February 2026, the Singapore Government announced revisions to the qualifying salary thresholds that foreign workers (Employment Pass (EP) and S Pass holders) must earn to qualify for the relevant work pass.
From January 2027, the minimum qualifying salary for new EP applicants will increase from SGD 5,600 to SGD 6,000. In the financial services sector, the minimum qualifying salary will rise from SGD 6,200 to SGD 6,600. Qualifying salary thresholds for older EP applicants will be adjusted correspondingly. These revised criteria will apply to EP renewal applications from 2028.
Similarly, from January 2027, the minimum qualifying salary for new S Pass applicants will increase from SGD 3,300 to SGD 3,600. In the financial services sector, the threshold will be raised from SGD 3,800 to SGD 4,000. Qualifying salaries for older S Pass applicants will be adjusted in tandem, with the updated requirements applying to renewal applications from 2028.
Employer implications/action needed Employers should note the uplifts to the minimum qualifying salary for EP and S Pass applicants.
Employer risk N/A
Public Consultation on the Workplace Fairness Second Bill
Impact date: Anticipated to take effect in end of 2027
The Ministry of Manpower (MOM) launched a public consultation, from 26 August 2025 to 19 September 2025, on the Workplace Fairness Act (WFA) Second Bill (the “Second Bill”), which sets out the process for individuals to make claims against firms if they experience workplace discrimination.
On 4 November 2025, Parliament passed the Second Bill which addresses the following:
- creation of statutory tort of discrimination
- appropriate judicial forum and parameters for workplace discrimination claims
- safeguards against frivolous workplace discrimination claims
- amicable resolution of workplace discrimination claims
Employer implications/action needed Employers should be prepared for more structured dispute resolution processes and possible greater union involvement. It would be prudent to review existing HR and grievance-handling policies to ensure they can withstand scrutiny under the new framework.
Employer risk N/A
Links Ministry of Manpower Press Release (4 November 2025)
Ministry of Manpower Press Release (14 October 2025)
Ministry of Manpower Press Release (4 August 2025)
Review of the Employment Act
Impact date: Awaiting details to be announced. Recommendations to the Government are expected by the second half of 2026.
On 4 August 2025, the Tripartite Workgroup, co-chaired by leaders from the Ministry of Manpower, National Trades Union Congress, and Singapore National Employers Federation, convened its first meeting to develop recommendations for the review of the Employment Act 1968 (the “Employment Act”). The tripartite partners agreed on the scope and focus areas of work in order to account for the changing labor force profile, evolving forms of work and challenging economic landscape. This would include ensuring adequate protection for different groups of workers and streamlining the Employment Act to reduce regulatory and compliance costs for businesses.
Employer implications/action needed Employers should monitor upcoming announcements on the Employment Act review, as potential changes may impact employment terms and HR practices. Early awareness will help ensure timely adjustments, if needed.
Employer risk N/A
Tripartite Jobs Council to address AI’s impact
Impact date: Awaited
On 30 April 2026, the Ministry of Manpower, National Trades Union Congress and Singapore National Employers Federation announced plans to form a Tripartite Jobs Council (“TJC”) to ensure workers and businesses are well-positioned to benefit from AI-driven transformation, while managing transitions in a fair and inclusive manner.
The Council’s objectives will focus on:
- coordinating support for enterprise workforce transformation in tandem with AI adoption
- broad-based and sectoral training for workers, as well as targeted transition support for at-risk worker segments and occupations to facilitate timely transitions and
- building public awareness of AI and encouraging take-up of initiatives
Employer implications/action needed Employers should monitor developments relating to AI governance, workforce transformation and reskilling initiatives, and assess how AI may affect workforce planning and employee training obligations.
Employer risk N/A
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