<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=705389681562533&amp;ev=PageView&amp;noscript=1">
whatsappChat

Building a more inclusive and unbiased workforce

As Prime Minister Mr Lee Hsien Loong, during the National Day Rally 2021, aptly put it: “Economic growth is a means to an end, not an end in itself. It must be inclusive growth that benefits all Singaporeans, so that we can all fulfil our aspirations, and see our children live better lives than ourselves.” The responsibility is on our shoulders to build a more inclusive workforce, not just the Government’s. It is about time we refocus on rebuilding our economy and supporting our low wage workers in Singapore.

The Current Challenge

The community of low wage workers are more susceptible to being laid off and remains vulnerable despite the many grants and reliefs available. To address this pressing issue, the Government formed the Tripartite Alliance for Fair & Progressive Employment Practices or TAFEP for a fairer, anti-discrimination, and unbiased employment across all industries. This is backed up by the anti-discrimination laws that carry penalties.   

Following the Rally, Senior Minister of State for Manpower and Head of the Tripartite Workgroup on Lower-Wage Workers Mr Zaqy Mohamad released his proposal to extend and expand the Progressive Wage Model, which was accepted by the Government.  

The Progressive Wage Model

This Model primarily “helps to increase wages of workers through upgrading skills and improving productivity.” The expansion of the model covers three new sectors, namely the retail sector (effective 1 September 2022), and food services and waste management sectors (both effective 1 March 2023).

Effective 1 September 2022, the extension will include cleaning, security, and landscape sectors to cover in-house workers. This new phase will also introduce progressive wages to office administrators and drivers that will take effect from 1 March 2023.  

Another significant change is the conversion of progressive wages and local qualifying salary to hourly rates. The pay out of this new arrangement will be based on hourly rates which the employees have clocked in, may it be part time or overtime work hours.

The work pass system will ensure employers’ pay outs are based on progressive wages and local qualifying salaries before they can engage any foreign workers. This is in addition to the current sectorial licensing requirements.

Finally, the Progressive Wage Mark (PW Mark) will be introduced to help corporate buyers and individual consumers recognise firms that pay base on progressive wages.

With the introduction of these new amendments, the nation can expect fairer, unbiased employment opportunities with a well-supported framework.

Chat with us to find out how these amendments can benefit your firm, supplemented by our comprehensive suite of human resource services.  

 

Related Insights

Streamlining Your Non-Profit’s Operations: Payroll Challenge...

Platform Workers Act: Key Implementations and Impacts

Navigating Singapore’s Workplace Fairness Laws

IRAS Year-End Reporting: A Comprehensive Guide for Businesse...

Navigating the Transition from MEPS to DDA with PayrollServe

Recruitment Strategies to Attract and Retain Talent

Streamline Your Business Operations with Payroll Outsourcing

Navigating Flexible Work Arrangements In Singapapore: A Guid...

Can Dependant Pass (DP) holders work in Singapore? A guide t...

Understanding the COMPASS framework

Benefits of employee engagement

PayrollServe now in Malaysia

Problems of running payroll manually

[Malaysia] Tax rate changes 2021

Payroll Processing Cycle Step 2 - Information Cut-off

Amendments to the retirement and re-employment bill 2021

Payroll processing cycle - step 4 & 5: generate payroll ...

Wage Definition

Cloud Payroll Solutions: 3 key concerns for SMEs

6 non-negotiable terms HR must comply

Making the HR outsourcing decision

Benefits of payroll outsourcing for growing businesses

Cloud computing

Payroll processing cycle overview

Enhancements in marriage & parenthood package

Announcement: Change of direct debit deduction date

[Malaysia] Statutory rate for employee’s EPF share of contri...

Five reasons why companies outsource their payroll

PayrollServe and Mercer announce strategic partnership to su...

Hong Kong's Employment Ordinance 2021

Information Security Assurance for Financial Institutions th...

News Medisave and CPF Contribution Rates

Job Growth Incentives scheme

Changes in EP and S pass salary criteria

RSM Stone Forest partners French Fintech firm Jenji to push ...

News Latest Statutory Updates Sept 2011 02

516 million dollars in CPF arrears recovered by the CPF boar...

Stiffer penalties for Non-Compliance among Employment Act am...

New scheme for companies to hire more S pass and work permit...

What you need to know about the existing Tech.Pass

Top 4 payroll trends followed by small businesses

Tapping into HR technology for greater productivity and cost...

What is SaaS payroll?

4 key things you must know about payroll operations in Malay...

Common HR pitfalls of small firms

Statutory Update of Work Pass (Effective 1 Sept 2022)

How is payroll outsourcing important to your business?

Payroll processing cycle step 3 - process payroll

Essential payroll compliance in Malaysia and its possible co...

MOM’s tightening of work pass requirements - what does this ...

Extension of the enhanced JSS support

HRM essentials for small, growing firms

Announcement: Extension of JSS for selected sectors, and S P...

Why outsourcing HR and payroll is a smart choice for busines...

CPF submissions using hardcopy forms for e-registered employ...

Is your business compliant with the General Data Protection ...

Adjustments for enhanced JSS From 27 September 2021 to 24 Oc...

Foreign worker levy waiver and rebate extended for construct...

Payroll processing cycle - step 1: collecting information

International Businesses can hire foreigners with these Work...

Work Pass required for dependants seeking work

[Malaysia] Statutory updates on new amendments to the first ...

Update on progressive wage model for retail workers

What is human resource & payroll administration?

Payrollserve’s Appointment as Approved HR Service Provider O...

PayrollServe is now abs OSPAR-Certified to serve Financial I...

Singapore Budget - Jobs Credit Scheme

Payroll processing cycle - step 6: processing salary credit ...

Benefits of Effective Human Resource Management (HRM)

Key changes to Employment Act (with effect from 1 April 2019...

How SMEs may cope with increasing complexity in payroll proc...

Extension of Jobs Growth Incentive (JGI) scheme to March 202...

Extension of Job Growth Incentive scheme

Statutory updates under Malaysia Budget 2022

MOM announces points based assessment framework for EP candi...

[Malaysia] PayrollServe Malaysia latest statutory developmen...

Budget 2020 – HR & payroll-centric updates

S pass salary criteria (with effect from 1 January 2019)

Strategic importance of Human Resource management to busines...

Why should companies outsource payroll activities?

Contract of Service

PayDay! SaaS vs manual payroll calculation

Submission of employment income for YA 2023 via AIS Applicat...

New progression wage model for waste management workers

Streamlining Your Non-Profit’s Operations: Payroll Challenge...

Platform Workers Act: Key Implementations and Impacts

Navigating Singapore’s Workplace Fairness Laws

IRAS Year-End Reporting: A Comprehensive Guide for Businesse...

Navigating the Transition from MEPS to DDA with PayrollServe

Recruitment Strategies to Attract and Retain Talent

Streamline Your Business Operations with Payroll Outsourcing

Navigating Flexible Work Arrangements In Singapapore: A Guid...

Can Dependant Pass (DP) holders work in Singapore? A guide t...

Understanding the COMPASS framework

Benefits of employee engagement

PayrollServe now in Malaysia

Problems of running payroll manually

[Malaysia] Tax rate changes 2021

Payroll Processing Cycle Step 2 - Information Cut-off

Amendments to the retirement and re-employment bill 2021

Payroll processing cycle - step 4 & 5: generate payroll ...

Wage Definition

Cloud Payroll Solutions: 3 key concerns for SMEs

6 non-negotiable terms HR must comply

Making the HR outsourcing decision

Benefits of payroll outsourcing for growing businesses

Cloud computing

Payroll processing cycle overview

Enhancements in marriage & parenthood package

Announcement: Change of direct debit deduction date

[Malaysia] Statutory rate for employee’s EPF share of contri...

Five reasons why companies outsource their payroll

PayrollServe and Mercer announce strategic partnership to su...

Hong Kong's Employment Ordinance 2021

Information Security Assurance for Financial Institutions th...

News Medisave and CPF Contribution Rates

Job Growth Incentives scheme

Changes in EP and S pass salary criteria

RSM Stone Forest partners French Fintech firm Jenji to push ...

News Latest Statutory Updates Sept 2011 02

516 million dollars in CPF arrears recovered by the CPF boar...

Stiffer penalties for Non-Compliance among Employment Act am...

New scheme for companies to hire more S pass and work permit...

What you need to know about the existing Tech.Pass

Top 4 payroll trends followed by small businesses

Tapping into HR technology for greater productivity and cost...

What is SaaS payroll?

4 key things you must know about payroll operations in Malay...

Common HR pitfalls of small firms

Statutory Update of Work Pass (Effective 1 Sept 2022)

How is payroll outsourcing important to your business?

Payroll processing cycle step 3 - process payroll

Essential payroll compliance in Malaysia and its possible co...

MOM’s tightening of work pass requirements - what does this ...

Extension of the enhanced JSS support

HRM essentials for small, growing firms

Announcement: Extension of JSS for selected sectors, and S P...

Why outsourcing HR and payroll is a smart choice for busines...

CPF submissions using hardcopy forms for e-registered employ...

Is your business compliant with the General Data Protection ...

Adjustments for enhanced JSS From 27 September 2021 to 24 Oc...

Foreign worker levy waiver and rebate extended for construct...

Payroll processing cycle - step 1: collecting information

International Businesses can hire foreigners with these Work...

Work Pass required for dependants seeking work

[Malaysia] Statutory updates on new amendments to the first ...

Update on progressive wage model for retail workers

What is human resource & payroll administration?

Payrollserve’s Appointment as Approved HR Service Provider O...

PayrollServe is now abs OSPAR-Certified to serve Financial I...

Singapore Budget - Jobs Credit Scheme

Payroll processing cycle - step 6: processing salary credit ...

Benefits of Effective Human Resource Management (HRM)

Key changes to Employment Act (with effect from 1 April 2019...

How SMEs may cope with increasing complexity in payroll proc...

Extension of Jobs Growth Incentive (JGI) scheme to March 202...

Extension of Job Growth Incentive scheme

Statutory updates under Malaysia Budget 2022

MOM announces points based assessment framework for EP candi...

[Malaysia] PayrollServe Malaysia latest statutory developmen...

Budget 2020 – HR & payroll-centric updates

S pass salary criteria (with effect from 1 January 2019)

Strategic importance of Human Resource management to busines...

Why should companies outsource payroll activities?

Contract of Service

PayDay! SaaS vs manual payroll calculation

Submission of employment income for YA 2023 via AIS Applicat...

New progression wage model for waste management workers