From 1 September 2025, the Retail Progressive Wage Model (PWM) will enter its next phase, bringing structured wage increases, training requirements, and career progression opportunities for over 53,000 retail workers in Singapore.
These updates are part of Singapore’s ongoing efforts to uplift wages in tandem with skills, ensuring fair pay while enhancing service standards in the retail sector.
1. Sustained Wage Increases (2025–2027)
Employers must note the new baseline monthly gross wages for retail roles:
| PWM Job Level | PWM Baseline Gross Wages | Existing From 1 Sep 2024 | New From 1 Sep 2025 | New From 1 Sep 2026 | New From 1 Sep 2027* |
|---|---|---|---|---|---|
| Retail Assistant / Cashier | Monthly | $2,175 | $2,305 | $2,435 | $2,565 |
| Year-on-year increase | $130 | $130 | $130 | ||
| Hourly+ | $11.41 | $12.09 | $12.77 | $13.45 | |
| Senior Cashier / Senior Retail Assistant | Monthly | $2,395 | $2,535 | $2,680 | $2,820 |
| Year-on-year increase | $140 | $145 | $140 | ||
| Hourly+ | $12.56 | $13.30 | $14.06 | $14.79 | |
| Assistant Retail Supervisor | Monthly | $2,635 | $2,790 | $2,950 | $3,100 |
| Year-on-year increase | $155 | $160 | $150 | ||
| Hourly+ | $13.82 | $14.63 | $15.47 | $16.26 |
*PWM wage from 1 Sep 2027 is subject to review. Should the economic situation improve, the PWM Baseline Gross Wage for the year 2027 may be adjusted upwards.
+Hourly Gross Wage is applicable to part-time workers who work less than 35 hours a week.
2. New Training Requirement
From 1 September 2025, all retail workers must complete at least one Workforce Skills Qualification (WSQ) module from an approved list, or hold relevant retail qualifications from Institutes of Higher Learning.
- Employers have a 6-month grace period from a new hire’s start date to ensure compliance.
- Training aims to boost customer service quality, sales performance, and digital retail capabilities.
3. Career Progression Built-In
- Retail workers who upskill can progress up the PWM career ladder in 2026.
- Higher roles come with higher wage floors, incentivising skill development and retention.
4. Government Co-Funding to Ease the Transition
To support employers in implementing these changes, the Progressive Wage Credit Scheme (PWCS) will co-fund wage increases for eligible employees:
- 2025: Up to 40% co-funding
- 2026: Up to 20% co-funding
Why Employers Should Act Now
- Review payroll budgets to ensure compliance with new wage floors.
- Identify training providers for WSQ modules to upskill your team.
- Plan progression pathways to retain top retail talent.
- Leverage PWCS support to offset costs while upgrading capabilities.
At Kanry Search, we work closely with retail employers to ensure smooth compliance with PWM changes while helping you attract, retain, and upskill your retail workforce while supporting staffing, recruitment, and training needs.
Need help navigating the new PWM? Contact us today to discuss workforce planning strategies tailored to your business.
