A Complete Guide of Progressive Wage Model (PWM) in Singapore

Managing compensation for lower-wage workers in Singapore involves more than setting an internal salary range.

This highlights why PWM compliance requires more than simply reviewing salary figures at the end of the payroll cycle.

For employees covered by the PWM, employers need to meet specific wage and training requirements based on the relevant sector or occupation. Rather than treating wage increases as a standalone requirement, PWM links wages with skills development, training, productivity, and career progression.

The framework is designed to help workers progress to higher skill levels and wages while giving employers a structured approach to managing wage progression.

This article explains how the Progressive Wage Model works in Singapore, including its coverage, wage requirements, training requirements, and what employers need to know, based on the latest guidance from the Ministry of Manpower (MOM).

What Is the Progressive Wage Model in Singapore?

The Progressive Wage Model (PWM) is Singapore’s framework for improving the wages of lower-wage workers through skills upgrading and productivity improvements.

Under the PWM, employers must pay eligible workers at least the applicable wage for their job level and meet the relevant training requirements. 

Rather than setting one minimum wage for all workers, the model creates structured wage and career progression within specific sectors and occupations.

The model connects wages, skills, training, productivity, and career progression. As workers develop the skills and capabilities required for higher-level roles, they can progress along clearer career pathways with corresponding wage increases. 

At the same time, businesses can benefit from improvements in productivity and service standards.

PWM was developed through tripartite committees involving the government, employers, and unions, reflecting Singapore’s tripartite approach to employment policies.

Employers hiring foreign employees on a Work Permit, S Pass, or Employment Pass must also meet PWM requirements for covered local employees when renewing existing work passes or applying for new ones.

Read also: CPF Contribution Rates 2026: Complete Guide for Singapore Employers

How Does the Progressive Wage Model Work?

As stated before, the PWM links an employee’s occupation or job level with the skills, training, and wage requirements applicable to that role.

The basic mechanism works as follows:

• Identify the occupation or job level: Determine whether the employee is covered by PWM and identify the relevant sector, occupation, or job level.
• Check the applicable skills and training requirements: Review the skills or training requirements associated with the employee’s occupation or job level. These requirements vary across PWM sectors and occupations.
• Apply the applicable PWM wage: Ensure the employee receives at least the wage required for the relevant PWM category and wage period. The amount varies by sector, occupation, and job level, so there is no single PWM salary for all covered workers.
• Support career progression: As workers develop the skills and capabilities required for higher-level roles, they can progress to roles with higher responsibilities and corresponding wage requirements.

Is PWM the Same as a Minimum Wage?

No. The Progressive Wage Model (PWM) is not a universal minimum wage that applies to every worker in Singapore. Instead, PWM sets wage requirements for eligible workers in specific sectors and occupations covered by the framework.

The key difference is that PWM takes a more structured approach to wage progression. The applicable wage requirement can vary based on factors such as the sector, occupation, job level, and applicable wage schedule.

For example, a worker covered by the Cleaning PWM may have a different wage requirement from a worker covered by the Retail or Security PWM. Within the same sector, different job levels may also have different wage requirements.

Who Is Covered by the Progressive Wage Model?

The Progressive Wage Model (PWM) applies to eligible Singapore Citizens and Singapore Permanent Residents employed under a contract of service in occupations or sectors covered by the PWM.

It applies to both full-time and part-time employees, although the applicable wage requirements may be pro-rated for part-time workers.

PWM coverage is structured through two main approaches: Sectoral Progressive Wages and Occupational Progressive Wages (OPW).

Sectoral Progressive Wages

Sectoral PWM applies to workers in specific sectors where the relevant requirements are established for different occupations and job levels. 

Each sector has its own wage schedule and requirements, which may differ according to job level or occupation. 

The sectors currently covered include:

Occupational Progressive Wages

Occupational Progressive Wages (OPW) extend progressive wage requirements to specific occupations that can exist across different industries. 

MOM currently covers administrators and drivers under the OPW framework. This means an employer does not necessarily need to operate within a specific PWM sector for an employee to be covered. The employee’s occupation itself may determine whether OPW requirements apply.

New PWM Coverage for Pest Management

Singapore is also expanding the Progressive Wage Model to the pest management sector. On 15 July 2026, the Ministry of Manpower (MOM) announced that a Tripartite Cluster for Pest Management (TCPM) would be established to develop and oversee the implementation of PWM for the sector.

The framework is still being developed. The TCPM will work on areas including wage requirements, skills and training requirements, and career progression pathways for workers in the sector. As a result, employers should not treat pest management as a sector with an already-established PWM wage schedule.

What Are the Progressive Wage Model Requirements for Employers?

Once an employee is identified as being covered by the Progressive Wage Model, employers need to ensure that the applicable PWM requirements are met. 

While the specific requirements vary across sectors and occupations, two key areas are the applicable wage and training requirements.

1. Pay the Required PWM Wage

Employers must pay eligible workers at least the PWM wage applicable to their relevant sector, occupation, and job level, which will be explained in the next section.

For example, the Cleaning PWM has different wage requirements for roles such as general cleaners, multi-skilled cleaners or machine operators, and supervisors. These wage requirements also increase over time according to the applicable wage schedule.

2. Meet PWM Training Requirements

Employers must ensure that workers covered by PWM meet the applicable training requirements for their sector or occupation.

These requirements may vary depending on the worker’s role and employment arrangement. Employers may need to verify existing qualifications or ensure that workers complete the required training through the applicable training route.

For example, the Cleaning PWM has specific training requirements for outsourced and in-house cleaners. These can include Workplace Safety and Health (WSH) and Workforce Skills Qualifications (WSQ) training, with different routes available depending on the employment arrangement.

How Much Is the PWM Salary?

The PWM wage requirement varies by sector or occupation, job level, and applicable wage schedule.

Depending on the PWM framework, the required wage may be expressed as either basic wage or gross wage.

Basic wage refers to the employee’s basic pay, while gross wage generally includes basic wage, eligible allowances, and productivity incentive payments, but excludes items such as bonuses, reimbursements, and employer CPF contributions.

PWM wage requirements are also progressive, with scheduled increases over time, so employers need to check the applicable wage period when reviewing salaries.

Below are the PWM wage requirements across the sectors and occupations covered by the framework.

1. Cleaning Sectors

Under the Cleaning PWM, the applicable wage depends on the cleaning job category and job level.

2. Security Sectors

The Security PWM applies to security officers who are Singapore citizens or permanent residents and work for licensed security agencies or in-house employers that hire foreign workers. 

The wage requirements differ based on job level and whether the security officer is outsourced or employed in-house.

Full-time outsourced security officers

For full-time outsourced security officers working 35–44 hours per week, the Security PWM sets monthly basic wage requirements according to the employee’s job level. 

Part-time Outsourced Security Officers

For part-time outsourced security officers, PWM wage requirements are expressed as an hourly basic wage rather than a monthly wage.

Full-time In-house Security Officers

For full-time in-house security officers working 35 to 44 hours per week, PWM requirements are based on monthly gross wages excluding overtime payments.

3. Landscape Sector

The Landscape PWM applies to Singapore citizens and permanent residents working in outsourced or in-house landscape maintenance roles.

For full-time landscape workers working 35–44 hours per week, the applicable monthly basic wage requirements for 2026 and 2027 are:

4. Lift and Escalator Sector

The Lift and Escalator PWM applies to Singapore citizens and permanent residents working in lift and escalator maintenance roles.The applicable monthly basic wage requirements are:

5. Retail Sector

The Retail PWM applies to Singapore citizens and permanent residents working in covered retail roles under a contract of service.

It covers both full-time and part-time employees at firms that hire foreign workers, regardless of the company’s SSIC classification.

The wage requirements are based on the employee’s retail job level, with separate monthly gross wage requirements for full-time workers and hourly gross wage requirements for part-time workers.

6. Food Services Sector

The framework covers eligible Singapore citizens and permanent residents working in licensed food service establishments, including quick-service outlets, full-service establishments, caterers, and central kitchens.

Category A: Quick-Service Food Establishments

Quick-service food establishments such as fast-food outlets, food courts, food kiosks, eating houses where customers self-collect orders, and supermarkets with ready-to-eat food stations.

Category B: Full-Service Food Establishments, Caterers, and Central Kitchens

Category B covers full-service establishments that employ wait staff or banquet servers, as well as caterers and central kitchens.

7. Administrators and Drivers

The OPW extend progressive wage requirements beyond specific industries. They cover eligible Singapore citizens and permanent residents working as administrators or drivers for firms that employ foreign workers.

For drivers, the wage level is determined by both the type of driving work and the responsibilities involved, with separate requirements for Class 3-or-below and Class 4-or-above licence holders.

8. Waste Management Sector

The Waste Management PWM covers workers in two main areas of the industry: waste collection and materials recovery.

The requirements are tied to the employer’s licensing framework, with public waste collectors, general waste collectors, and general waste disposal facility licensees required to comply with the PWM requirements.

The wage structure reflects different responsibilities across collection and recovery operations, from crew and drivers to supervisory roles.

PWM Bonus Requirements

In addition to meeting the applicable PWM wage requirements, some PWM sectors require employers to provide an annual PWM Bonus to eligible workers.

The bonus is generally calculated based on the worker’s basic monthly wage, with the minimum requirement varying by sector.

Employers should check the PWM bonus requirements for the relevant sector to determine whether a PWM Bonus applies, who qualifies, and how the bonus should be calculated.

For eligible part-time workers, the PWM Bonus is generally pro-rated based on their employment arrangement.

PWM Training Requirements

Meeting the PWM wage requirement is only one part of compliance. Employers must also ensure that eligible Singapore Citizens and Permanent Residents meet the training requirements for their respective PWM sector or occupation.

The requirements differ significantly across sectors, from specific WSQ modules to recognised qualifications and structured in-house training programmes.

For new hires, the applicable grace period should also be considered. Retail, Food Services, and Administrators and Drivers generally provide six months from the employee’s date of employment to meet the training requirement.

Read also: Understanding Singapore Payroll Compliance 2026: A Complete Guide

How HR Teams Can Manage PWM Compliance

PWM compliance is not only about checking whether an employee’s salary meets the required amount. HR teams also need to make sure that employees are correctly classified, meet the applicable training requirements, and have accurate payroll and employment records.

A practical PWM compliance workflow can help HR teams identify gaps before they affect payroll processing or work pass applications.

1. Identify Covered Employees

Start by reviewing which employees fall under the PWM framework. Check each employee’s:

• Citizenship or residency status: Determine whether the employee is a Singapore Citizen or Permanent Resident.
• Occupation: Identify whether the employee works in a PWM-covered occupation.
• Sector: Determine which sectoral PWM applies, where relevant.
• Employment arrangement: Check whether the employee is full-time or part-time and whether they work under a contract of service.
• Job level: Match the employee’s actual responsibilities to the applicable PWM job level.

For employers hiring foreign workers, this review is also important because meeting PWM requirements for covered local employees is part of the requirements for renewing existing work passes or applying for new ones.

2. Confirm the Applicable PWM Wage

Once covered employees have been identified, check the latest MOM wage schedule for their specific sector or occupation.

Make sure HR checks the correct job level and wage period, as PWM wage requirements increase over time. The applicable requirement may also be expressed as a basic wage or gross wage, depending on the PWM framework.

This prevents HR teams from applying a previous wage requirement or using the wrong wage basis when reviewing employee salaries.

3. Review Training Requirements

Next, compare each employee’s completed training against the requirements for their PWM job level.

Depending on the sector, the requirement may involve specific WSQ modules, WSQ Statements of Attainment, relevant IHL qualifications, or approved in-house training programmes.

HR teams should track both completed training and remaining requirements, particularly when employees are promoted to a higher PWM job level with additional training requirements.

4. Review Payroll Data

The next step is to verify that payroll data supports the applicable PWM requirement.

Review:

• Basic wage or gross wage, depending on the applicable PWM framework
• Allowances and productivity incentive payments where relevant
• Working hours and overtime
• PWM Bonus, where applicable
• Part-time wage calculations and pro-rating

Payroll records should be checked against the applicable wage schedule rather than relying only on the employee’s existing salary grade or internal compensation structure.

5. Keep Employee and Training Records

Maintain accurate records that allow HR teams to demonstrate how each employee meets the applicable PWM requirements.

Key records include:

Keeping these records together also makes it easier to review compliance when employees change roles or move to a higher PWM job level.

6. Review Changes Regularly

PWM compliance should not be treated as a one-time exercise. Wage schedules and other requirements can change over time, while employees may also change roles, working arrangements, or job levels.

HR teams should therefore establish a regular review process to check for:

• Upcoming PWM wage increases
• Changes to sector or occupation coverage
• New training requirements
• Employee promotions or changes in job level
• Changes in working arrangements
• Upcoming PWM Bonus obligations

A structured review helps HR teams identify compliance gaps early and incorporate PWM requirements into regular payroll, employee data, and workforce planning processes.

Read also: Annual HR and Payroll Reporting in Singapore: What Companies Need to Prepare

Connect Employee Development With Compensation

PWM does more than set wage requirements. Its training requirements also give HR teams a structured way to connect employee skills and development with career and wage progression.

With a clear view of employees’ current skills, completed training, and development needs, HR teams can identify skill gaps and determine which learning programs employees need to progress to the next job level. This creates a more connected approach to managing training, career development, and compensation.

Mekari Talenta supports this process through its integrated Talent Development features, including performance management, employee development, and Learning Management System (LMS). HR teams can use these capabilities to manage learning programs, track employee development, and align skills development with workforce needs.

As employees build the skills and capabilities required for higher-level roles, HR teams can connect learning and development with career progression, review applicable PWM wage requirements, and manage resulting compensation changes through Mekari Talenta’s payroll management features.

Build a more connected approach to employee development, training, and compensation with Mekari Talenta. Book a demo to explore how Talenta can support your HR processes.

Reference

1. Ministry of Manpower. (2026). Progressive Wage Model.
2. Ministry of Manpower. (2026). Progressive Wage Model for cleaning sector.
3. Ministry of Manpower. (2026). Progressive Wage Model for landscape sector.
4. Ministry of Manpower. (2026). Progressive Wage Model for lift and escalator sector.
5. Ministry of Manpower. (2026). Progressive Wage Model for retail sector.
6. Ministry of Manpower. (2026). Progressive Wage Model for food services sector.
7. Ministry of Manpower. (2026). Progressive Wage Model for waste management sector.
8. Ministry of Manpower. (2026). Occupational Progressive Wages for administrators and drivers.
9. Ministry of Manpower. (2026). Progressive Wage Model