Minimum Wage in Singapore: 2026 Rates and Rules
Singapore does not have a universal statutory minimum wage in 2026. Instead, salary is generally agreed between an employer and employee, while specific rules apply to certain local workers through the Local Qualifying Salary (LQS) and Progressive Wage Model (PWM). From 1 July 2026, the LQS for eligible full-time local employees is S$1,800 per month, while the part-time threshold is S$10.50 per hour. These figures do not set a Minimum wage Singapore for every job.
TL;DR: Minimum Wage Singapore 2026
- Universal minimum wage: Singapore does not set one general minimum salary for all workers.
- Full-time LQS: S$1,800 gross per month for local employees in applicable firms, from 1 July 2026.
- Part-time LQS: S$10.50 gross per hour for local employees working fewer than 35 hours weekly, where the requirement applies.
- PWM: Covered local workers must receive the wage that matches their sector, occupation and job level.
- Check your rate: Review your employment details and the applicable Ministry of Manpower (MOM) wage requirements.
Does Singapore Have a Minimum Wage in 2026?
No. Singapore does not have a universal statutory minimum wage that covers every employee. The Ministry of Manpower (MOM) states that salaries are generally decided through negotiation and mutual agreement between employers and employees, or their trade union where applicable.
This approach means two people working in different jobs may receive very different salaries, even if they work similar hours. Pay can depend on the job, skills, experience, responsibilities and terms agreed in the employment contract.
But that does not mean employers can ignore every wage rule. Singapore has specific wage requirements for certain groups of local workers, including those covered by the Progressive Wage Model. The Local Qualifying Salary also applies to firms that hire foreign employees and sets a salary threshold for local employees who are not covered by the relevant PWM requirements.
So, when someone searches for the minimum wage Singapore 2026 figure, the answer depends on what they mean. There is no single national rate, but particular workers may have a wage requirement that their employer must meet.
Local Qualifying Salary (LQS) in Singapore
The Local Qualifying Salary is often mistaken for Singapore’s general minimum wage. It isn’t. The LQS is a specific requirement for firms that hire foreign employees, including workers on Work Permits, S Passes or Employment Passes. These firms must pay the relevant PWM wages to covered local employees and at least the LQS to other local employees.
Full-Time and Part-Time LQS Rates
The updated LQS took effect on 1 July 2026. The threshold depends on the local employee’s working hours and is based on gross wages.
| Employee category | LQS requirement from 1 July 2026 |
|---|---|
| Full-time local employee working 35–44 hours per week | At least S$1,800 gross per month |
| Part-time local employee working fewer than 35 hours per week | At least S$10.50 gross per hour |
| Full-time local employee working over 44 hours per week | LQS requirement increases to account for overtime hours |
Gross wages and the relevant hours worked matter when checking compliance. For a monthly-paid part-time employee, the hourly gross rate is calculated by dividing total monthly gross wages by the total hours worked in that month.
These figures apply to the LQS requirement; they should not be treated as a guaranteed monthly or hourly minimum for every employee in Singapore.
Is LQS the Same as Minimum wage Singapore?
No. LQS helps determine how local employees count towards a firm’s foreign-worker quota and sets a wage requirement for applicable local employees. It does not create a universal salary floor for all employers.
For example, a local employee at a firm that hires foreign workers may need to receive the LQS if their job is not covered by PWM. If the employee is covered by PWM, the employer must follow the wage requirement for that role instead.
Progressive Wage Model Rates in Singapore
The Progressive Wage Model sets wage requirements for covered local employees, with pay linked to job roles, levels, skills and training requirements. Rates can differ across sectors and may change on specified dates. That’s why a cleaner, retail assistant and security officer should not assume they share the same wage threshold.
Which Jobs Are Covered by PWM?
PWM requirements cover designated sectors and occupations. These include cleaning, security, landscape maintenance, lift and escalator maintenance, retail, food services and waste management. Occupational PWM requirements also apply to certain administrators and drivers.
Coverage depends on the job and the rules for the relevant scheme. A job title alone may not be enough to confirm the correct category; the actual duties and job level can matter too.
How Are PWM Wages Calculated?
The required wage can depend on the sector, occupation, job level, whether the worker is full-time or part-time, and the schedule in force for the relevant period. Wage rules may also use different measures: some schedules specify monthly basic wages, while others specify monthly gross wages.
| Sector or occupation | What to check |
|---|---|
| Cleaning | Job level and current basic-wage schedule |
| Security | Security role and applicable wage schedule |
| Landscape maintenance | Occupation and job level |
| Lift and escalator maintenance | Covered job and wage schedule |
| Retail | Eligible role and applicable gross-wage requirement |
| Food services | Job category and current wage requirement |
| Waste management | Covered role and wage schedule |
| Administrators and drivers | Occupational category and current wage requirement |
There is no single PWM rate that applies to everyone in a listed sector. Employers and workers should check the schedule that matches the job and its effective date, rather than relying on an old salary figure from a job advertisement or online discussion.
Minimum Wage Singapore for Foreign Workers
Singapore does not prescribe one universal minimum wage for foreign workers. MOM’s stated policy is that salaries are generally determined by labour-market conditions and agreed employment terms.
The LQS and PWM should not be confused with a universal minimum salary for migrant workers. The LQS sets a wage threshold for certain local employees in firms that hire foreign workers, while PWM covers specified local workers and occupations. They are not general wage floors for every foreign employee.
Foreign workers should review the salary stated in their employment agreement and the conditions that apply to their work pass. A Work Permit, S Pass or Employment Pass may have its own eligibility and employment conditions, but that is different from a nationwide Minimum wage Singapore covering all jobs.
If a worker believes their employer is not paying the agreed salary, they should check their contract, payslips and relevant employment conditions, then seek guidance from MOM if needed.
Minimum Wage vs LQS vs PWM
The terms refer to different parts of Singapore’s wage system. Knowing which one applies can make it easier to understand a salary offer or check a payslip.
| Term | Meaning |
|---|---|
| Universal minimum wage | Singapore has no general statutory wage rate covering every job. |
| Local Qualifying Salary (LQS) | A wage threshold for applicable local employees in firms that hire foreign workers. |
| Progressive Wage Model (PWM) | Wage requirements for local employees in covered sectors and occupations. |
| Contractual salary | The pay agreed between the employer and employee, subject to applicable employment rules. |
A salary of S$1,800 per month is not automatically the legal minimum for every job. The applicable requirement depends on the worker’s employment situation, job category and employer obligations.
How to Check Your Applicable Minimum Salary
If you want to check whether your salary meets Singapore’s wage requirements, follow these steps:
- Identify your job and employment status. Confirm your occupation, working hours and whether you are a Singapore citizen, permanent resident or foreign worker.
- Check LQS coverage. If your employer hires foreign employees, find out whether the LQS applies to your role.
- Check PWM requirements. If you work in a covered sector or occupation, match your actual duties and job level to the current wage schedule.
- Confirm the effective date. A rate from an earlier year may no longer apply.
- Compare your pay records. Review your employment agreement, payslips, gross wages and hours worked.
MOM’s Progressive Wage Portal can help eligible local employees check the wage requirements linked to their job details. If your job category or salary calculation is unclear, ask your employer for an explanation or contact MOM for guidance.
Frequently Asked Questions
What is the minimum wage Singapore per month?
Singapore has no universal statutory minimum monthly wage. The LQS is S$1,800 gross per month for full-time local employees working 35–44 hours a week in firms where the requirement applies, from 1 July 2026. PWM rates may differ by job.
What is the minimum hourly wage in Singapore?
There is no universal hourly Minimum wage Singapore. The LQS threshold for applicable part-time local employees working fewer than 35 hours weekly is S$10.50 gross per hour from 1 July 2026. Covered PWM jobs have their own wage requirements.
Is S$1,800 the minimum wage Singapore?
No, S$1,800 is not a universal minimum wage. It is the full-time LQS threshold for applicable local employees, and covered PWM workers must be paid according to their relevant wage schedule.
Does Singapore have a minimum wage for foreigners?
No universal minimum wage is prescribed for foreign workers in Singapore. Their salaries are generally based on agreed employment terms and labour-market conditions, alongside any relevant work-pass requirements.
Which jobs are covered by the Progressive Wage Model?
PWM covers designated sectors such as cleaning, security, landscape maintenance, lift and escalator maintenance, retail, food services and waste management. It also covers certain administrator and driver roles. The exact requirements depend on the job category and current schedule.
How can I check my applicable salary requirements?
Identify your job, working hours and employment status, then check the relevant LQS or PWM rules. Review your employment contract and payslips, and use MOM’s Progressive Wage Portal if you are eligible to check your wage details.
Conclusion
Singapore does not have one minimum wage that applies to every worker in 2026. The S$1,800 full-time LQS and S$10.50 part-time threshold apply in specific circumstances, while PWM sets wage requirements for covered jobs. Check the rules for your occupation and employment situation before deciding whether a salary meets the applicable requirements.
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