Hourly minimum compensation

Singapore does not have a statutory national minimum wage. Instead, the country relies on market-driven wage determination and sector-specific guidelines. However, the Ministry of Manpower (MOM) establishes recommended wage guidelines for certain sectors and periodically reviews compensation standards to ensure competitiveness and worker welfare.

For foreign workers, Singapore maintains different regulatory frameworks. Work permit holders and Employment Pass holders are subject to salary thresholds set by MOM, which vary by visa category and sector. These thresholds ensure that foreign workers do not undercut local wages and that employers demonstrate genuine need for overseas talent. As of 2024, the monthly salary floor for Employment Pass holders remains at SGD 5,000, though this figure is subject to periodic review based on economic conditions and labour market dynamics.

The Employment Act, which governs employment relationships in Singapore, does not prescribe a minimum hourly rate for local workers. Instead, wages are negotiated between employers and employees, though the Act establishes protections around payment frequency, deductions, and dispute resolution.

Employers must comply with MOM's foreign worker salary requirements when hiring non-citizens and ensure that compensation structures meet visa category thresholds. Payroll teams should monitor MOM announcements for updates to salary benchmarks, particularly for foreign worker categories. For local employees, while no statutory minimum exists, employers should remain aware of industry standards and any collective agreements that may apply to their workforce. Regular review of compensation policies ensures compliance with evolving regulatory guidance and maintains competitiveness in Singapore's labour market.