By admin 
Minimum wage Singapore is not a single nationwide hourly or monthly rate that applies to every job. Singapore uses a mix of wage rules instead. The Progressive Wage Model (PWM) sets mandatory wage ladders for covered local workers in specified sectors and occupations, while the Local Qualifying Salary (LQS) applies to local employees not covered by PWM in firms that hire foreign workers. From 1 July 2026, the LQS increased from $1,600 to $1,800 gross per month for full-time local employees; the gross hourly LQS for local part-time employees working fewer than 35 hours a week is at least $10.50 under MOM’s current rules.
That distinction matters. The LQS is tied to work-pass quota requirements for firms employing foreign workers; it is not a general wage floor covering every worker and employer in Singapore. PWM rates apply only when the worker, job and employer fall within the relevant coverage rules. For a role outside PWM and LQS coverage, MOM’s Progressive Wage Portal says there is no minimum salary requirement for that job and pay is determined by agreement between employer and employee, subject to other employment laws. This guide explains how to check which rule applies and where to find current wage schedules.
Minimum wage Singapore: what the term means here
In many countries, a national minimum wage sets a common lowest rate for most employees. Singapore does not use one universal rate for every worker. Instead, it applies targeted minimum-wage requirements through the PWM and LQS framework. When people search for “minimum wage Singapore,” they may be asking about a general floor, the wage due to a particular cleaner or retail worker, the LQS for a firm’s local workforce, or the amount needed for a work pass quota. Those questions have different answers.
The PWM is designed around occupation, skill progression, training and wage progression. It has sectoral ladders for areas such as cleaning, security, landscaping, lift and escalator maintenance, retail, food services and waste management, alongside occupational ladders for administrators and drivers. The LQS is a separate requirement: firms that hire foreign workers must meet PWM wages for covered local employees and pay at least the LQS to other local employees. A worker can therefore be covered by one part of the system and not another.
There are also rules under the Employment Act on salary payment, hours, overtime, rest days, deductions and employment records. These protections are not a universal minimum wage. They address how employment is managed and how agreed wages must be paid. A worker should not assume that an LQS figure answers every question about their salary, overtime rate or deductions.
Current Local Qualifying Salary from 1 July 2026
From 1 July 2026, the LQS for full-time local employees is $1,800 gross per month for a working week of 35 to 44 hours. For local part-time employees who work fewer than 35 hours a week, the current gross hourly LQS is at least $10.50. These figures are used in the LQS framework for firms that hire foreign workers. MOM explains that such firms must pay PWM wages to local employees covered by the relevant PWM and at least the LQS to other local employees.
The LQS also affects how local workers count toward a company’s Work Permit and S Pass quota. MOM states that a Singapore Citizen or Permanent Resident employee earning at least $1,800 per month counts as one local employee, while one earning at least $900 but below $1,800 counts as half a local employee for quota purposes. The quota calculation is not itself a pay entitlement for every worker in Singapore. The employer’s obligations and the worker’s pay depend on which requirement applies.
| Local employee category | Current LQS from 1 Jul 2026 | What the figure is used for |
|---|---|---|
| Full-time local employee, 35–44 hours per week | At least $1,800 gross per month | LQS requirement in firms that hire foreign workers; full quota count at this level |
| Part-time local employee, under 35 hours per week | At least $10.50 gross per hour | LQS hourly requirement for relevant local part-time employees |
| Local worker counted as half for quota | $900 to below $1,800 per month | Work-pass quota computation, subject to MOM’s rules |
| Local worker below the quota-count threshold | Below $900 per month | May not count toward the local workforce quota calculation |
Check MOM’s current LQS page for how it handles different working hours and pay arrangements. Gross salary is not the same as take-home pay after CPF deductions. A worker who wants to check their own payslip should compare the items listed on the payslip with the employer’s stated gross wage and the applicable rules.
What the LQS is not
The LQS is not a universal minimum wage that applies to every employer, job and worker. It does not mean every worker in Singapore is legally entitled to $1,800 a month regardless of hours or employer. It is part of the foreign workforce framework: firms hiring foreign employees must meet the relevant LQS and PWM requirements for their local workforce. A company that does not hire foreign workers may not be subject to the LQS requirement in the same way, although other laws and contractual obligations still apply.
The LQS is also not a guaranteed take-home amount. The published threshold is a gross wage requirement. CPF contributions, deductions allowed by law, unpaid leave and working hours can affect the net amount that reaches a bank account. Workers should check how the employer describes basic wage, gross wage, allowances and other pay components under the relevant MOM guidance.
Finally, the LQS is not a single rate for every covered occupation. Workers under a PWM may have a higher wage requirement based on sector, job level, hours, dates and training requirements. A cleaner or security officer may need to check a specific wage table rather than compare only with the LQS. If the PWM applies, employers must meet the relevant PWM wage and training requirements.
How the Progressive Wage Model works
The PWM combines wages with skills and career progression. Under the relevant model, employers must pay at least the wage associated with the worker’s job level and meet applicable training requirements. Tripartite committees involving unions, employers and the Government develop the wage ladders. The intention is to support wage growth as workers upgrade skills and move to higher-value tasks.
Different PWM schedules apply to different sectors and roles. A worker’s wage requirement can depend on whether the person is full-time or part-time, the job classification, employer type, working hours and the effective date of the wage table. Some roles have specific training requirements. The wage level may be stated as a basic wage or gross wage depending on the schedule, so read the notes beneath the table rather than comparing numbers without their definitions.
The PWM is mandatory for covered Singapore Citizens and Permanent Residents employed under a contract of service within the relevant scope. Coverage may depend on the employer hiring foreign workers, business licensing or the job function. For example, a retail worker’s employer does not necessarily need to be classified only under a retail industry code if the worker’s job role and the employer’s hiring status meet the PWM criteria. Use MOM’s PWM portal or sector page to verify the role.
Which workers may be covered by PWM?
Singapore has sectoral PWM ladders for several areas, including cleaning, security, landscape maintenance, lift and escalator maintenance, retail, food services and waste management. Occupational Progressive Wages cover roles such as administrators and drivers. MOM lists the current sectors, job roles, training rules and wage tables on its PWM pages. Coverage is based on the prescribed conditions, not simply on a worker’s broad job title.
A worker who performs mixed duties should ask the employer which PWM job role is recorded and why. The role used for the wage assessment should reflect the actual work under the MOM framework. If the worker believes the classification is wrong, they can check the PW Portal and ask the employer to review the job tagging. Keep a copy of the job description, roster and payslips to support the discussion.
Foreign workers are not generally covered by the PWM wage ladder in the same way as local workers, although their employment terms and sector-specific rules may be governed by other requirements. Employers are encouraged to apply the PWM’s principles more broadly, but a worker should check the official coverage before assuming a statutory PWM wage applies to them. Work-pass holders should review MOM’s separate work-pass and salary rules.
Why the minimum salary question depends on your job
If your role is covered by a PWM, identify the correct occupation and look up the current wage table. If your job is not covered by a PWM but you are a local employee at a firm that hires foreign workers, check whether the LQS applies. If neither PWM nor LQS coverage applies, the Progressive Wage Portal states that there is no minimum salary requirement for that job and that the amount is determined by agreement between you and your employer, while other employment laws still apply.
This coverage test is more useful than asking for one Singapore-wide minimum wage number. It can identify the wage floor relevant to an individual worker. It also prevents two opposite mistakes: assuming that every worker is guaranteed the LQS, or assuming that Singapore has no mandatory wage protections at all. PWM and LQS rules create enforceable requirements for covered workers and employers.
A worker should verify their citizenship or residency status, employer, contract type, job role, working hours, wage period and whether the firm hires foreign workers. If any detail is unclear, ask HR to explain the classification in writing. MOM’s LQS and PWM portals provide current reference information, and workers can contact the relevant agency if an employer’s answer does not resolve the question.
Full-time and part-time hours
The LQS uses separate monthly and hourly measures. The monthly rate applies to a full-time local employee working 35 to 44 hours a week. Part-time local employees work fewer than 35 hours weekly and use the hourly threshold in the relevant framework. Employees whose hours change from week to week should keep accurate records of scheduled and actual hours and ask how the employer calculates the gross hourly rate.
Under PWM, a part-time wage may be pro-rated according to the wage table’s rules and a full-time reference week, often 44 hours. The exact calculation can vary by sector and schedule. Do not divide a monthly salary by a rough number of working days without checking the official method. A worker’s roster, overtime, rest days and public holidays can affect pay under separate Employment Act provisions.
For a monthly-rated part-timer, the hourly gross rate is calculated using the formula shown on MOM’s LQS page for the relevant situation. An employee who works fewer hours should not assume that the full-time monthly figure applies unchanged. Instead, compare the actual arrangement with the part-time hourly rate and the current rule, while also checking any PWM schedule that covers the role.
How to check your wage requirement step by step
- Confirm your worker status. Check whether you are a Singapore Citizen or Permanent Resident, and whether you are employed under a contract of service.
- Identify your actual job role. Compare your daily duties and job description with the PWM job categories rather than relying only on a broad title.
- Check the employer’s coverage. For LQS and many PWM requirements, whether the firm hires foreign workers or is subject to sector requirements can matter.
- Open the correct wage table. Use the MOM sectoral or occupational PWM page and select your job level, hours and current effective date.
- Compare gross pay, not just take-home pay. Read the wage definition in the table and check how allowances or variable payments are treated.
- Review training requirements. A PWM obligation can include approved training as well as wage requirements.
- Keep your records. Save the contract, job description, roster, payslips and messages about wage changes.
If you are not covered by a PWM, check the LQS page to see whether your employer must pay at least the LQS. If neither framework applies, the salary is generally set by agreement, subject to applicable laws on salary payment and employment conditions. This step-by-step check is more reliable than comparing your pay with a friend in a different occupation or company.
What employers must do
Employers subject to PWM or LQS requirements should identify affected employees, classify job roles correctly, pay the applicable wage and meet training requirements. Firms that hire foreign workers must satisfy the LQS requirements for local employees not covered by PWM and PWM wages for covered local employees. Non-compliance can affect the firm’s ability to apply for or renew work passes, and employers may also face other consequences under the relevant legislation.
Payroll teams should review wage tables when new rates take effect, update salary records and explain any change to affected workers. A role or roster change can alter which wage rules apply. Employers should not treat a worker’s local workforce quota count as the wage the employee is owed; the relevant LQS or PWM floor is the starting point for the employment arrangement.
Good records help both sides. Employers should keep evidence of working hours, job roles, pay calculations and training. Workers should receive clear payslips and understand how their pay is calculated. If the work arrangement includes overtime, public holidays or rest days, those items should be assessed under the appropriate rules rather than rolled into an unexplained monthly figure.
What if your wage is below the required rate?
First identify the exact rule you believe applies. Compare the current MOM schedule with your job role, hours and employer status. Then ask the employer for a written explanation of the wage calculation and job classification. Keep a copy of the response and gather your contract, roster, payslips and records of hours worked. A clear, factual query can resolve a payroll mistake without turning the matter into a dispute.
If the response does not resolve the issue, use MOM’s official channels to ask about PWM or LQS coverage. For salary claims, workers may also need to contact the Tripartite Alliance for Dispute Management (TADM), depending on the matter and claim type. Do not delay if a salary payment is missing or a claim deadline may apply. Check the official site for the process and required documents.
Workers should avoid relying on an informal screenshot of a wage table. PWM schedules can change, and different rates may apply on either side of an effective date. Save or print the official wage table showing the job level and period relevant to the pay month in question. If the worker’s title does not match their actual tasks, document those tasks and ask MOM how role classification should be handled.
Other employment protections are separate
A wage floor does not answer whether an employee was paid on time, received the correct overtime, was given a rest day or had an unlawful deduction. Those issues fall under other parts of Singapore’s employment framework. The Employment Act and MOM guidance explain salary payment frequency, payslips, working hours, overtime and deductions for covered employees. Some provisions have eligibility conditions, so employees should check the section relevant to their work.
Workers should keep monthly payslips and compare them with bank deposits. Check the pay period, basic salary, allowances, overtime, deductions and CPF contributions. If the employer pays cash, request a record and keep a personal log. These records can help identify a pattern over several months rather than relying on memory when a concern arises.
Foreign workers should check the work-pass conditions and sector-specific protections that apply to them. Local workers should check the PWM/LQS coverage and their contract. The same employer may have different obligations for different roles. A single “minimum wage Singapore” figure cannot replace that review.
Minimum wage, Workfare and wage support
Workfare Income Supplement (WIS) and other support schemes can supplement the income of eligible lower-wage workers. They are separate from the employer’s wage obligation. A government payment or CPF contribution under a support scheme should not be used to disguise pay below a required PWM or LQS rate. Eligibility for WIS depends on age, work, income and other conditions; check CPF Board or MOM for the current rules.
The Progressive Wage Credit Scheme supports employers who provide wage increases to eligible workers, subject to its criteria and time period. It is designed to co-fund certain wage increases rather than set a universal wage floor. Workers should continue to compare their gross pay with the correct PWM or LQS requirement, while employers can check whether they qualify for wage support.
Training grants and skills programmes can help workers move into higher-level roles under a PWM ladder. The wage progression is linked to skill and job progression, so training requirements matter. A worker should ask which course or in-house training meets the current standard and whether time spent training is paid. MOM and SkillsFuture provide current details on courses and support.
How Singapore’s wage model compares with a national minimum wage
Singapore’s targeted model uses different wage requirements for defined groups rather than one rate for the entire labour market. A national minimum wage would normally set a broad baseline across sectors. The PWM instead links mandatory pay floors to specified occupations and sector conditions, while the LQS supports the local workforce framework in firms hiring foreign workers. The two systems may pursue overlapping aims, but they are not interchangeable.
For a worker, the practical consequence is that coverage must be checked. Two people earning the same amount may be covered by different rules because they have different job roles, work hours, residency status or employer circumstances. A PWM rate may be higher than the LQS, but the LQS may not apply to a company that does not hire foreign workers. The current MOM pages explain the tests.
For employers, a targeted wage model means payroll compliance requires accurate job classification and updated schedule checks. For workers, it means a little more research before deciding whether a pay figure is lawful. The benefit of the framework is that covered occupations can have progression ladders; its complexity means readers should start with their exact job and employer rather than a headline number.
Questions to ask an employer
A worker can ask: Am I classified under a sectoral or occupational PWM? Which job level is used? Does the LQS apply because the firm hires foreign workers? Is my salary shown as basic wage or gross wage? What period and working hours does the calculation use? Are there required training courses? When does a new rate take effect? Can HR show the MOM page used for the assessment?
Employers can answer these questions clearly by providing the applicable wage table, job-role classification, working-hours calculation and training plan. If a worker has multiple responsibilities, explain which role determines the requirement and why. If pay is changing, provide the effective date and updated contract or notice. Transparent information can prevent misunderstandings and make compliance easier to check.
A worker who feels uncomfortable raising the issue directly can seek general guidance from MOM or TADM first. Save the employment documents before starting a conversation. Do not post personal identification numbers, bank statements or full payslips on public forums. Use secure official channels when a case requires personal documents.
Practical summary for workers in 2026
There is no single minimum wage rate for every worker in Singapore. The LQS is $1,800 gross monthly for full-time local employees and at least $10.50 gross per hour for local part-time employees under the current 2026 framework, but its scope is tied to firms hiring foreign workers. PWM wage floors apply to covered local employees in specified jobs and sectors, and the rates vary by role and job level. For roles outside these systems, salary is generally set by agreement, subject to other employment laws.
Check your job role, hours, employer and worker status. Use the MOM PWM wage table or LQS page for the correct effective date. If the rate appears wrong, ask for a written payroll explanation and contact the official channel that handles the issue. This approach gives a more accurate answer than treating one national figure as universal.
Employers should also update their payroll and HR processes for 1 July 2026 changes. Correct classification, clear records and timely communication help workers understand what they are paid and why. As wage schedules change, both sides should check the current official pages instead of reusing a previous year’s figures.
Frequently asked questions
Does Singapore have a universal minimum wage in 2026?
No. Singapore does not use one national minimum wage rate that applies to every job. It uses PWM wage requirements for covered occupations and sectors and the LQS for local employees in firms that hire foreign workers.
What is the Local Qualifying Salary in Singapore in 2026?
From 1 July 2026, the LQS is at least $1,800 gross per month for full-time local employees working 35 to 44 hours weekly. The gross hourly LQS for local part-time employees working fewer than 35 hours weekly is at least $10.50.
Does the $1,800 LQS apply to every worker?
No. The LQS requirement is part of the foreign workforce framework and applies to local employees in firms that hire foreign workers, subject to MOM’s rules. It is not a universal national minimum wage.
Who is covered by the Progressive Wage Model?
The PWM covers Singapore Citizens and Permanent Residents in specified jobs and sectors who meet the relevant criteria. Employers must pay the wage for the worker’s job level and meet applicable training requirements.
What if my job is not covered by PWM?
Check whether the LQS applies to your employer. MOM’s Progressive Wage Portal says that where a job is not covered by PWM, there is no minimum salary requirement for the role and salary is determined by agreement, subject to other employment rules.
Does Workfare replace an employer’s required wage?
No. Workfare is a separate support scheme for eligible workers. It does not replace a wage requirement that applies under PWM or LQS.
How can I check my PWM wage?
Use MOM’s portal and identify your actual job role, job level, working hours and effective date. Read the wage table notes because requirements can differ by sector, full-time or part-time status and training.
What records should I keep if my pay seems too low?
Keep your employment contract, job description, work schedule, payslips, bank records and messages about pay. Ask the employer to explain the calculation in writing and use MOM or TADM channels for further guidance.
Official sources
- MOM: Local Qualifying Salary
- MOM: Progressive Wage Model
- MOM: What is the Progressive Wage Model?
- MOM: Progressive Wage Portal
- CPF Board: Workfare Income Supplement
Wage requirements and coverage can change. Confirm the applicable PWM or LQS rule through MOM’s current pages or the Progressive Wage Portal.