Singapore
S Pass eligibility
Impact date: 1 September 2025 With effect from 1 September 2025, the minimum qualifying salary for S Pass holders is at least S $3,300 for most sectors (except financial services) and S $3,800 for the financial sector, with higher thresholds for older applicants. These adjustments align S Pass salaries with the top third of local Associate Professionals and Technicians. Additionally, the S Pass Basic/Tier 1 levy rate is at S $650 per month, while the Tier 2 levy remains unchanged.
Employer implications/action needed Employers should review their hiring plans to account for these higher salary and levy costs.
Employer risk N/A
Higher Compensation Limits under the Work Injury Compensation Act
Impact date: 1 November 2025
With effect from 1 November 2025, the compensation limits for death and permanent incapacity increased by 19% to S $269,000 and S $346,000 respectively. The compensation limit for medical expenses increased by 17% to S $53,000.
Employer implications/action needed Employers should note the increase in compensation limits.
Employer risk N/A
Singapore Government accepts the National Wages Council Guidelines for 2025-2026
Impact date: 2026 On 11 November 2025, the Singapore Government accepted the National Wages Council (NWC) 2025/2026 Guidelines. The NWC emphasizes sustainable wage growth tied to productivity, with recommended built-in increases of 5.5%–7.5% or S$105–S$125 for lower-wage workers (earning up to S $2,700), 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 Flexible Wage System for cost flexibility.
Employer risk N/A
Public Consultation on 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, Workplace Fairness (Dispute Resolution) 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)
Review of Employment Act
Impact date: Awaiting details to be announced.
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
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