Latest news with #MinistryOfManpower
CNA
2 days ago
- Business
- CNA
Retail workers eligible for new round of pay increases under Progressive Wage Model
SINGAPORE: The government has accepted recommendations on the Progressive Wage Model for the retail sector, which set out a three-year schedule of sustained wage increases for workers. The new schedule will apply to more than 53,000 resident full-time and part-time retail workers from Sep 1, 2025 to Aug 31, 2028, said the Ministry of Manpower (MOM) on Monday (Aug 11). It is part of the recommendations made by the Tripartite Cluster for Retail (TCR), which also outline an "expanded list of training modules" and recognition of Institute of Higher Learning (IHL) qualifications to meet the minimum training requirements. The Progressive Wage Model for the retail sector has been in place since Sep 1, 2022. The current wage schedule was set for three years until Aug 31, 2025. The TCR began its review in 2024 before releasing its recommendations on Monday. WAGE INCREASES From Sep 1, eligible entry-level retail workers such as cashiers and retail assistants will see their monthly gross wages increase from S$2,175 (US$1,690) to S$2,305. This baseline wage will rise annually by S$130 to S$2,565 from Sep 1, 2027, in a three-year plan under the Retail PWM. The hourly wage of entry-level retail workers, which applies to part-timers who work less than 35 hours a week, will also increase accordingly, from S$11.41 to S$12.09 next month, to S$13.45 from Sep 1, 2027. Under the plan, monthly wages for senior cashiers and senior retail assistants will rise from S$2,395 to S$2,535 next month, then to S$2,680 in 2026, and S$2,820 in 2027. These workers will receive annual wage increases of either S$140 or S$145, while those who work hourly will see their gross wages rise from S$12.56 to S$13.30 next month, and continue to increase over the following two years. Meanwhile, assistant retail supervisors will see their monthly wages rise by S$155 in September, S$160 in 2026 and S$150 in 2027, while their hourly wages will climb from S$13.82 to S$16.26 over the three-year period. The wages in the third year of implementation - starting Sep 1, 2027 - are subject to review in 2026. They may be raised if the economic situation improves, said MOM. "CHALLENGING" RETAIL ENVIRONMENT In a statement, the National Trades Union Congress (NTUC) said the recommendations come against a "challenging" backdrop for the retail sector. "Brick-and-mortar shops are experiencing shrinking footfall due to growing competition from e-commerce platforms and overseas retail alternatives, especially with the upcoming Johor Bahru-Singapore Rapid Transit System (RTS) Link in 2026," it added. TCR chair and NTUC assistant secretary-general Yeo Wan Ling also said the recommendations aim to reshape the perceptions of retail jobs and position it as a "dynamic sector with meaningful, long-term career opportunities for Singaporeans". The recommendations were developed after extensive engagement with key stakeholders, including retail employers, NTUC's affiliated unions, industry associations and workers. With other factors such as rising operational costs and manpower shortages affecting the local retail sector, NTUC noted that the TCR has taken a "balanced and pragmatic" approach in its recommendations. "This integrated approach aims to support business sustainability while enabling workers to grow in skills, responsibilities and wages in tandem with industry transformation." On the increased hourly rates, NTUC also said they help to ensure that part-time workers are fairly compensated based on the same PWM structure as their full-time counterparts. CO-FUNDING SUPPORT, GREATER RECOGNITION To help cushion the PWM wage increases, eligible employers will automatically receive co-funding support under the Progressive Wage Credit Scheme (PWCS) until 2026, said MOM. "The PWCS will co-fund up to 40 per cent of wage increases given to lower-wage workers in 2025, and 20 per cent in 2026." Under the scheme, which was introduced in 2022, the government pays for part of the wage increase that an employer gives to workers. MOM said the co-funding will help in alleviating cost pressures while "enabling business to drive transformation efforts to enhance productivity and raise wages sustainably". The TCR also recommended expanding the list of training modules and recognising qualifications from Institutes of Higher Learning (IHLs) to meet the minimum training requirements under the Retail Progressive Wage Model (PWM). Retail workers who hold relevant qualifications from Institutes of Higher Learning (IHLs), such as Ngee Ann Polytechnic, Republic Polytechnic and Nanyang Polytechnic, will be recognised as having met the minimum PWM training requirements. Those who have attained the Institute of Technical Education (ITE) skills subject certificate in retail & e-commerce will also be considered to have fulfilled the requirement. NTUC noted that the move aims to provide retail workers with more accessible and diverse pathways to meet training requirements, while also acknowledging prior learning and industry-relevant credentials. "With more recognised training options, workers can upskill more efficiently and confidently pursue career advancement within the sector," it said.
Independent Singapore
6 days ago
- Business
- Independent Singapore
Employer allegedly wants to charge S$1k after helper breaks drinking glass
SINGAPORE: A domestic helper from Myanmar was allegedly told to pay S$1,000 after she accidentally broke a drinking glass that her employer claimed was a limited-edition item. The case has sparked online criticism, especially after it emerged that the same glass is being sold at a local retailer for just S$60 for a set of two. According to a widely circulated post, the glass was part of a set from the brand Riedel, which the employer claimed was rare and highly valuable. The helper was allegedly informed that S$100 would be deducted from her monthly salary until the full amount was recovered. Wanting to make things right, the helper went to Tang Plaza and bought the exact same glasses, which were retailing at S$60 per pair. However, her employer reportedly refused to accept the replacement, insisting it was 'fake,' and continued to demand the monthly deductions. The netizen who shared the story, along with a photo of the drinking glass, questioned the fairness of the situation and asked whether employers are allowed to deduct more than 25% of a helper's monthly salary. She also asked, 'Could the items sold at Tang Plaza be fake? Can this case be reported to MOM (Ministry of Manpower) for help?' 'This kind of employer wants to take advantage of the helper.' In the comments, many netizens expressed outrage. One wrote: 'Employer wanna cut costs on her helper's salary, so she pretends the Riedel wine glass costs $1,000, thinking the helper is dumb. If I'm the helper, I'd let her deduct my pay, get written proof that she did it, then report her to MOM. Let her get a taste of her own medicine.' Another commented, 'Employers are not allowed to deduct the salary of any domestic helper. Employers, pls lah, treat all your helpers according to MOM law! They are not your doormat.' A third said, 'This kind of employer wants to take advantage of the helper.' Some, however, suggested there might be more to the story. A few speculated that the helper may have damaged several items previously, and the employer could be using this as a warning to prevent further accidents. One netizen also questioned whether the story was even true, writing, 'Did the employer actually start deducting S$100 from the maid's pay or was it just a threat to make her more careful in the future when handling other people's property?' 'Is there written proof that the employer said this? You do realise that if there's no proof, it's just hearsay. Anybody can say anything. The real question is whether it's the truth or a lie.' Can employers deduct more than 25% of a helper's salary? No, they cannot. According to Singapore's MOM, employers are not allowed to deduct more than 25% of a helper's monthly salary. It is also illegal to take money from her pay to cover work-related costs. MOM also states that employers should not punish their helpers for poor performance or accidents by deducting their salary. Read also: Local asks, 'Anyone else feel like Singapore is becoming less spontaneous and more transactional?'
Independent Singapore
31-07-2025
- Business
- Independent Singapore
Singapore Q2 job growth more than triples over Q1: 8,400 jobs added; unemployment stays within non-recessionary range
Photo: Depositphotos/ Shadow_of_light (for illustration purposes only) SINGAPORE: Singapore's total employment rose by 8,400 jobs in the second quarter of 2025 (Q2 2025), according to preliminary data released by the Ministry of Manpower (MoM) on Wednesday (July 30). This was more than three times the increase seen in Q1 2025 (2,300) and higher than in the last quarter of 2024 (7,700), though lower than the 11,300 jobs recorded in the same period last year. MOM stated that the rise came from stronger employment growth from both residents and non-residents. Among residents, employment continued to grow in financial services and health & social services but shrank further in in professional services and information & communications. For non-residents, the increase was driven fully by work permit holders, particularly in the construction sector. Even with more jobs added this quarter, unemployment rates experienced short-term fluctuations but stayed within the non-recessionary range, MoM said. After a slight dip in April and May, unemployment slightly rose in June 2025, rising to 2.9% for residents and 3.0% for citizens—matching the levels recorded in March 2025. Meanwhile, retrenchments remained stable at 3,500 in Q2 2025, just slightly down from 3,590 in the previous quarter, with most sectors seeing similar or lower numbers. The incidence of retrenchment also remained low at 1.4 retrenched per 1,000 employees. MoM noted most of the job cuts were due to business reorganisation or restructuring. 'Looking ahead, employment is expected to continue to grow, though at a more moderate pace than in 2024,' MoM said. The ministry added that more details of the labour market situation in Q2 2025 will be available in September. /TISG Read also: Financial giant Nomura raises 2025 unemployment forecast to 2.4% Featured image by Depositphotos (for illustration purposes only) () => { const trigger = if ('IntersectionObserver' in window && trigger) { const observer = new IntersectionObserver((entries, observer) => { => { if ( { lazyLoader(); // You should define lazyLoader() elsewhere or inline here // Run once } }); }, { rootMargin: '800px', threshold: 0.1 }); } else { // Fallback setTimeout(lazyLoader, 3000); } });
Malay Mail
30-07-2025
- Business
- Malay Mail
Singapore sees Q2 job gains, but outlook dims amid global uncertainty
SINGAPORE, July 30 — Singapore's total employment rose by 8,400 in the second quarter of 2025, according to preliminary data released on Wednesday by the Ministry of Manpower (MOM), reported Xinhua. The data reflects stronger hiring compared to the previous quarter; however, the number showed a decline when compared on a year-on-year basis. The increase was driven by gains in both resident and non-resident employment. Resident employment expanded further in sectors such as financial services and health and social services, while outward-oriented industries like professional services and information and communications continued to see job losses. Non-resident employment growth was entirely attributed to work permit holders, particularly in the construction sector, the MOM said. After easing slightly in April and May, both resident and citizen unemployment rates edged up in June, returning to levels recorded in March 2025. 'Global economic uncertainty is expected to persist in the months ahead and may weigh on hiring and wage growth, particularly in outward-oriented sectors,' the ministry said. According to a business expectations survey conducted by the MOM between April and June, the proportion of firms expecting to hire dipped from 44.0 per cent in the second quarter to 43.7 per cent in the third quarter. The share of firms expecting to raise wages also fell, from 24.4 per cent to 22.4 per cent. The employment figures exclude migrant domestic workers, the ministry noted. — Bernama-Xinhua
Independent Singapore
23-07-2025
- Business
- Independent Singapore
'Should I just reveal my last drawn salary if the job recruiter is forcing me to?'
SINGAPORE: 'Should I reveal my last drawn salary?' is the question that's quietly tortured jobseekers for years. And even though Singapore's Ministry of Manpower made it clear in 2020 that employers cannot insist on candidates disclosing their last drawn salary, the awkward ask still pops up in interviews like a bad ex at your new job party. So why do companies keep asking for it? Are they really trying to see if they can afford you—or are they preparing to lowball you? On an episode of CNA's Work It podcast, host Tiffany Ang and career counsellor Gerald Tan peeled back the curtain on this contentious topic—and served up some savvy advice on how to navigate it like a pro. Why employers want your last drawn salary (Hint: It's not just about budgeting) According to Gerald, it's not just 'some companies' who ask about your last drawn salary—it's 'many!' 'Companies need to ensure they can afford you,' he explains. 'They have a budget, and they want to know whether your salary expectations match it,' he added. But Tiffany, like many wary jobseekers, sees through the polite HR-speak. 'I don't see it as whether they can afford me. I feel that question is targeted towards whether they can lowball me later on.' Fair point. The lowball dilemma: Are you selling yourself short? Gerald agrees that candidates often lose their negotiation power once they reveal their last drawn pay. 'Many candidates feel that by revealing their salary, they start to get lowball offers. That's not what they want.' Tiffany adds: 'If they see my last drawn payslip, and I'm asking for a 20% jump, they might just go, 'Let's give her a 5% bump instead.'' Gerald says it boils down to risk and time for employers: if a company invests weeks interviewing you, only to find they can't meet your expectations, they'll have to start from scratch with another candidate. But that's their problem. You still have the right to protect your worth. Tip #1: Do your salary homework Gerald's advice is to arm yourself with market knowledge. Check job portals, salary reports, ads—see what others are being paid for similar roles, he says. 'Give them [recruiters] a [salary] range instead of a figure.' Let's say the average range is S$5,500 to S$6,500. Tell HR that your expected salary is within this ballpark—without revealing your previous salary. 'You're still not revealing your last drawn salary,' Gerald says. 'But you're giving them an idea of what you're looking at based on [the market] of what other employers are paying.' And if you want to play nice? Add that you're open to negotiation. Tip #2: Pivot the conversation back to the job When recruiters persist, Gerald suggests redirecting the conversation back to the job: 'Say something like, 'I prefer to discuss this after I've had a chance to understand more about the job and requirements because I think I can contribute and be a good fit.'' This tactic keeps the spotlight on your skills and value, rather than letting salary expectations become a dealbreaker before you even sit down. But what if HR is pushy? Tiffany asks the question we've all had in our heads: 'What if they insist? [What if they say], 'I want you to give me your last drawn salary,' they ask you point-blank. What can you do then?' Gerald offers a diplomatic escape route. You could say, for example, I'd be happy to discuss salary later in the process. At this point, I would like to learn more about the role and how I can make the best contribution. If the recruiter still insists? It might be a red flag. 'If the company rejects you solely because you didn't provide any salary expectations to them, then it could be a good thing,' Gerald says. 'They didn't value your skills [and experience].' Don't spoil the market (please) In a light-hearted moment, Tiffany half-jokingly pleads: 'Everybody, don't spoil the market, yeah?' That's right—when jobseekers give up their salary history too easily, it reinforces the habit in recruiters and makes it harder for others to negotiate fairly. But what about external recruiters? There's one caveat, though, Gerald says: for external recruiters or headhunters, 'If they ask for your last drawn salary, it's okay to reveal it to them. They do want to help you,' he explains, because they benefit from it too when you get a higher salary. Losing a job isn't the worst thing If you're worried that holding your ground might cost you the job, Gerald offers a comforting truth: 'If you negotiated for a better salary and still [didn't] get the job, don't blame yourself. If you did your research and know your market value, then try as much as possible to hang on to it.' Sometimes, not getting an offer can be a blessing in disguise. 'Don't see it as a missed opportunity,' Tiffany says. It could be for what's best for the moment. Bottom line: You're not obligated to reveal your last drawn salary, even if they ask. Do your homework, stand your ground, and steer the conversation back to your value—not your past payslip. If an employer can't see your worth without peeking into your wallet, then maybe they're the one who's not the right one and a good fit for you. Read related: From 'Tell me about yourself' to 'What's your salary expectation?' — How to answer tough job interview questions (what to say and not to say)
