Employers urged to share gains with workers as Singapore's economy outperforms: National Wage Council

Lower-wage workers earning up to S$2,800 a month should get wage increases of 6 to 8 per cent, depending on how their employer has performed.

(Left to right) NTUC assistant secretary-general Melvin Yong, NTUC president K Thanaletchmi, National Wage Council chairman Hsieh Fu Hua, Manpower Ministry Permanent Secretary Stanley Loh, SNEF president Kuah Boon Wee and SNEF chief executive Hao Shuo during a press conference at the Ministry of Manpower on Oct 19, 2026. (Photo: CNA/Wallace Woon)

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SINGAPORE: Employers should take a "positive-leaning" approach to wage increases and share productivity gains with their workers, given Singapore's strong economic performance, the National Wages Council (NWC) said on Monday (Oct 19).

In its guidelines for December 2026 to November 2027, the council said firms that have performed well should reward employees through built-in wage increases and variable payments.

Those that have not done well “may exercise wage restraint”, with management leading by example, it said in a press release.

Productivity and business growth have been uneven across sectors, the council said, so employers should have the flexibility to calibrate wage increases based on their own performance and prospects, balancing rewards for employees against competitiveness.

CNA Games Guess Word Crack the word, one row at a time Buzzword Create words using the given letters Mini Sudoku Tiny puzzle, mighty brain teaser Mini Crossword Small grid, big challenge Word Search Spot as many words as you can Show More Show Less “To ensure wages remain fair and competitive, employers should regularly review market wage benchmarks and adjust wage ranges accordingly where possible,” the council said. NWC called on all employers to implement the flexible wage system in full, with both its annual and monthly variable components. The system lets firms cut costs rather than jobs in adverse conditions, and adjust wages quickly in an upturn to retain talent, it said. LOWER-WAGE WORKERS NWC said the national effort to uplift lower-wage workers must continue so that every worker benefits from Singapore’s growth. To narrow the gap with the median wage worker over this decade, their wages must consistently grow faster than the median wage, it said. Employers that have done well have greater scope to share their gains, the council said, recommending a higher percentage range of increases and higher minimum dollar amounts. For workers earning a gross monthly wage up to S$2,800, employers that have done well and have positive business prospects should give a built-in wage increase at the higher end of 6 to 8 per cent of gross monthly wage, or at least S$135 to S$170, whichever is higher. Employers that have done well but face uncertain prospects should give an increase around the middle of that range, or at least S$135 to S$170, whichever is higher. Employers that have not done well but remain profitable should give an increase at the lower end of the range, or at least S$120, whichever is higher. For the first time, the guidelines also cover firms that did not do well and are unprofitable. They should give a built-in increase of at least S$120, the council said. “If business prospects subsequently improve, employers should review wages and consider further wage increases for their lower-wage workers,” it added. The government has accepted the council’s recommendations. “The NWC’s recommendations for lower-wage workers provide meaningful wage uplift for lower-wage workers, while allowing for flexibility for employers based on economic and business conditions,” the Ministry of Manpower (MOM) said in a press release. At a press conference on Monday, the ministry's permanent secretary Stanley Loh said adoption of the guidelines last year was a little over 25 per cent as companies adjusted to expanded coverage and higher recommendations. The adoption rate surpassed 70 per cent at its peak, he said. NWC chairman Hsieh Fu Hua emphasised that the figure did not mean the remaining 75 per cent of employers did not bother to do anything for lower-wage workers. They failed to provide wage increments in line with the recommendation, he said, which is why the new category was introduced in the hope of raising adoption.

“To ensure wages remain fair and competitive, employers should regularly review market wage benchmarks and adjust wage ranges accordingly where possible,” the council said.

NWC called on all employers to implement the flexible wage system in full, with both its annual and monthly variable components. The system lets firms cut costs rather than jobs in adverse conditions, and adjust wages quickly in an upturn to retain talent, it said.

NWC said the national effort to uplift lower-wage workers must continue so that every worker benefits from Singapore’s growth. To narrow the gap with the median wage worker over this decade, their wages must consistently grow faster than the median wage, it said.

Employers that have done well have greater scope to share their gains, the council said, recommending a higher percentage range of increases and higher minimum dollar amounts.

For workers earning a gross monthly wage up to S$2,800, employers that have done well and have positive business prospects should give a built-in wage increase at the higher end of 6 to 8 per cent of gross monthly wage, or at least S$135 to S$170, whichever is higher.

Employers that have done well but face uncertain prospects should give an increase around the middle of that range, or at least S$135 to S$170, whichever is higher.

Employers that have not done well but remain profitable should give an increase at the lower end of the range, or at least S$120, whichever is higher.

For the first time, the guidelines also cover firms that did not do well and are unprofitable. They should give a built-in increase of at least S$120, the council said.

“If business prospects subsequently improve, employers should review wages and consider further wage increases for their lower-wage workers,” it added.

The government has accepted the council’s recommendations.

“The NWC’s recommendations for lower-wage workers provide meaningful wage uplift for lower-wage workers, while allowing for flexibility for employers based on economic and business conditions,” the Ministry of Manpower (MOM) said in a press release.

At a press conference on Monday, the ministry's permanent secretary Stanley Loh said adoption of the guidelines last year was a little over 25 per cent as companies adjusted to expanded coverage and higher recommendations. The adoption rate surpassed 70 per cent at its peak, he said.

NWC chairman Hsieh Fu Hua emphasised that the figure did not mean the remaining 75 per cent of employers did not bother to do anything for lower-wage workers. They failed to provide wage increments in line with the recommendation, he said, which is why the new category was introduced in the hope of raising adoption.

AI ADOPTION AND TRAINING

NWC called on employers and workers to build capabilities to thrive in an economy driven by artificial intelligence, which can raise productivity, create new sources of value and strengthen Singapore’s competitiveness.

It said workers should build AI-relevant skills to access new opportunities, and develop their AI literacy alongside human skills and judgment.

Employers should prepare their employees for changing job functions and support their training, while redesigning jobs and investing in their workforce through available support. They should also set aside an adequate budget for continuous education and training across all career stages, and strengthen their human resource capabilities to support workplace transformation, the council added.

The proportion of employers providing structured training to employees fell from 66.4 per cent in 2024 to 64 per cent last year, while the proportion of employees receiving structured training also declined, from 52.6 per cent to 48.1 per cent over the same period.

“The NWC also recognises that some workers face greater employment barriers and challenges, which may in turn impact their career progression and corresponding wage growth,” it said, emphasising the need for inclusive employment practices.

“Employers and employees should also engage in structured career conversations to align career aspirations with business needs and identify reskilling or upskilling opportunities."

National Trades Union Congress president K Thanaletchimi said the labour movement supported the recommendations, but called on employers to provide "protected training time" so that workers can pursue training without having to choose between learning and their work responsibilities.

At the press conference, Mr Loh said the council weighed factors including economic growth, sector growth and inflation in crafting the guidelines.

He said inflation is “a bit higher but manageable”, and additional measures such as one-off annual payments are not needed. The government has also rolled out other support to help citizens with the cost of living, he added.

Mr Hsieh said that since economic and business performance is uneven, workers are bound to be unevenly compensated.

“But in the longer term, the longer goal is, of course, for all to be lifted, which is why we will observe and we try and address every part of the economy,” he said.

He said the council will also address senior employment, though not this year.

Singapore National Employers Federation chief executive Hao Shuo said real gross monthly income rose in the first half of this year.

“Over 10 years, you are seeing real wage growth. So although there are concerns over inflation, I think the outcome speaks for itself,” he said.

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月收入不超过 2800 新元的低收入工人应获得 6% 至 8% 的工资增长，具体涨幅取决于雇主的业绩。

（从左至右）全国职工总会助理秘书长杨明文、全国职工总会会长K Thanaletchmi、全国工资理事会主席谢福华、人力部常任秘书罗志强、新加坡全国职工总会会长郭文伟和新加坡全国职工总会首席执行官郝​​硕于2026年10月19日在人力部举行新闻发布会。（图片：CNA/Wallace Woon）

这段音频由人工智能工具生成。

新加坡：全国工资理事会（NWC）周一（10月19日）表示，鉴于新加坡强劲的经济表现，雇主应采取“积极向上”的态度对待工资增长，并与员工分享生产力提高带来的收益。

该委员会在其 2026 年 12 月至 2027 年 11 月的指导方针中表示，业绩良好的公司应该通过内置工资增长和浮动奖金来奖励员工。

该公司在一份新闻稿中表示，业绩不佳的公司“可能会采取工资克制措施”，管理层将以身作则。

该委员会表示，各行业的生产力和业务增长并不均衡，因此雇主应该有灵活性，根据自身的业绩和前景来调整工资增长，在员工回报和竞争力之间取得平衡。

CNA游戏 猜词游戏 逐行破解单词 流行词游戏 用给定的字母组成单词 迷你数独 小谜题，脑力挑战 迷你填字游戏 小方格，大挑战 单词搜索 尽可能多地找出单词 显示更多 显示更少 “为了确保工资保持公平和竞争力，雇主应定期审查市场工资基准，并在可能的情况下相应调整工资范围，”全国工资委员会表示。全国工资委员会呼吁所有雇主全面实施灵活工资制度，包括其年度和月度浮动部分。该委员会表示，该制度允许企业在不利情况下削减成本而不是裁员，并在经济好转时迅速调整工资以留住人才。 低收入工人 全国工资委员会表示，必须继续努力提升低收入工人的待遇，以便每位工人都能从新加坡的经济增长中受益。该委员会表示，为了缩小未来十年低收入工人与中位工资工人之间的差距，他们的工资必须持续以高于中位工资的速度增长。该委员会表示，业绩良好的雇主有更大的空间分享他们的收益，并建议提高工资增长百分比和最低金额。对于月总工资不超过2800新元的员工，经营状况良好且前景乐观的雇主应提供相当于月总工资6%至8%的较高涨幅，或至少135新元至170新元，以较高者为准。经营状况良好但前景不明朗的雇主应提供该区间中段的涨幅，或至少135新元至170新元，以较高者为准。经营状况不佳但仍盈利的雇主应提供该区间下限的涨幅，或至少120新元，以较高者为准。该指导方针首次将经营状况不佳且无盈利的企业纳入其中。理事会表示，这些企业应提供至少120新元的内置涨幅。理事会补充道：“如果业务前景随后改善，雇主应重新评估工资，并考虑进一步提高低收入员工的工资。” 政府已接受理事会的建议。人力部在一份新闻稿中表示：“全国工资委员会（NWC）针对低收入工人的建议，既能切实提高低收入工人的工资，又能根据经济和商业状况为雇主提供灵活性。” 人力部常任秘书罗志强（Stanley Loh）在周一的新闻发布会上表示，去年该指导方针的采纳率略高于25%，因为企业需要调整以适应扩大的覆盖范围和更高的建议。他表示，采纳率高峰时超过70%。全国工资委员会主席谢福华强调，这一数字并不意味着其余75%的雇主对低收入工人漠不关心。他表示，这些雇主未能按照建议提高工资，因此才引入了新的类别，希望提高采纳率。

“为确保工资保持公平和具有竞争力，雇主应定期审查市场工资基准，并在可能的情况下相应地调整工资范围，”该委员会表示。

NWC呼吁所有雇主全面实施灵活工资制度，包括其年度和月度浮动部分。该机构表示，该制度允许企业在不利情况下削减成本而非裁员，并在经济好转时迅速调整工资以留住人才。

全国工人委员会（NWC）表示，必须继续努力提升低收入工人的收入水平，才能确保每位工人都能从新加坡的经济增长中受益。该委员会指出，为了在未来十年内缩小低收入工人与中位收入工人之间的差距，他们的工资增长速度必须持续高于中位收入的增长速度。

该委员会表示，业绩良好的雇主有更大的空间来分享他们的收益，并建议提高增长百分比范围和提高最低金额。

对于月总工资不超过 2800 新元的员工，经营状况良好且业务前景乐观的雇主应给予相当于月总工资 6% 至 8% 的较高水平的固定工资增长，或至少 135 新元至 170 新元，以较高者为准。

业绩良好但前景不明朗的雇主应该给予员工该范围中间水平的加薪，或者至少加薪 135 新元至 170 新元，以较高者为准。

业绩不佳但仍盈利的雇主应该给予最低限度的加薪，或者至少加薪 120 新元，以较高者为准。

该准则首次将业绩不佳且亏损的公司也纳入其中。理事会表示，这些公司应获得至少120新元的内置增长。

“如果业务前景随后有所改善，雇主应重新审视工资，并考虑进一步提高低收入工人的工资，”报告补充道。

政府已接受委员会的建议。

人力部在一份新闻稿中表示：“全国工资委员会针对低收入工人提出的建议，既能切实提高低收入工人的工资，又能让雇主根据经济和商业状况灵活调整工资。”

周一的新闻发布会上，该部常任秘书罗志强表示，去年企业对扩大后的保险覆盖范围和更高的建议进行调整，因此对新规的采纳率略高于25%。他指出，采纳率高峰时曾超过70%。

全国工人委员会主席谢福华强调，这一数字并不意味着其余75%的雇主对低收入工人漠不关心。他表示，他们未能按照建议提高工资，因此才引入了新的类别，希望提高雇主采纳率。

人工智能应用与培训

NWC呼吁雇主和员工提升自身能力，以在人工智能驱动的经济中蓬勃发展，人工智能可以提高生产力，创造新的价值来源，并增强新加坡的竞争力。

报告称，劳动者应培养与人工智能相关的技能以获得新的机会，并在提升人类技能和判断力的同时，发展自身的人工智能素养。

该委员会补充说，雇主应帮助员工做好应对工作职能转变的准备，支持他们的培训，同时重新设计工作岗位，并通过现有资源投资于员工队伍建设。此外，雇主还应拨出充足的预算，用于员工在各个职业阶段的持续教育和培训，并加强人力资源能力，以支持工作场所的转型。

2024 年，为员工提供结构化培训的雇主比例为 66.4%，而去年为 64%；同期，接受结构化培训的员工比例也从 52.6% 下降至 48.1%。

“全国工人委员会也认识到，一些工人面临着更大的就业障碍和挑战，这反过来可能会影响他们的职业发展和相应的工资增长，”该委员会表示，并强调了包容性就业做法的必要性。

“雇主和雇员也应该进行有组织的职业发展对话，以使职业抱负与业务需求保持一致，并确定技能再培训或提升的机会。”

全国工会大会主席K·塔纳莱奇米表示，劳工运动支持这些建议，但呼吁雇主提供“受保护的培训时间”，以便工人能够进行培训，而无需在学习和工作责任之间做出选择。

在新闻发布会上，罗先生表示，理事会在制定指导方针时权衡了经济增长、行业增长和通货膨胀等因素。

他表示，通货膨胀“略高但仍在可控范围内”，无需采取一次性年度补贴等额外措施。他还补充说，政府也已推出其他支持措施，帮助民众应对生活成本上涨。

谢先生表示，由于经济和商业表现不平衡，工人的报酬必然也会不均衡。

“但从长远来看，更长远的目标当然是让所有人都受益，这就是为什么我们将观察并努力解决经济的各个方面，”他说。

他说，市议会还将讨论老年人就业问题，但不是今年。

新加坡全国雇主联合会首席执行官郝​​硕表示，今年上半年实际月总收入有所增长。

“过去十年，实际工资一直在增长。所以，尽管人们对通货膨胀感到担忧，但我认为结果本身就说明了一切，”他说。

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