Singapore Labour Law Updates 2026
A summary of upcoming employment law changes in Singapore in 2026, with practical impact and key steps for employers
Singapore has entered 2026 with one of its most consequential waves of employment law reform in years. From sweeping anti-discrimination legislation and expanded parental leave to higher work pass salary thresholds and a once-in-a-generation review of the Employment Act, businesses operating in Singapore, local or international, face a rapidly changing compliance checklist.
This article breaks down the key changes, what they mean in practice, and the steps employers should be taking now.
The Workplace Fairness Act: Singapore's first anti-discrimination law
The Workplace Fairness Act represents Singapore’s first statutory prohibition on workplace discrimination. Prior to this, fair employment was governed primarily by the Tripartite Guidelines, which are influential but not legally binding. Under the WFA, that changes entirely.
What the Workplace Fairness Act Covers
Employers are now prohibited from making adverse employment decisions including hiring, appraisal, promotion, training, and dismissal, on the basis of any of the following protected characteristics:
- Age
- Nationality
- Sex, marital status, pregnancy, and caregiving responsibilities
- Race, religion, and language
- Disability and mental health conditions
Mandatory Grievance-Handling Procedures
Every employer must now have a written grievance-handling procedure in place. This process must include internal inquiry, review, communication of outcomes, confidential record-keeping, and anti-retaliation safeguards. Employees who raise complaints in good faith are protected from retaliation, even where complaints are ultimately unsubstantiated.
Structured Dispute Resolution
| Key Action For Employers: |
|---|
| HR teams should audit all existing recruitment, performance, and termination processes for potential discriminatory elements, formalise a written grievance procedure, and ensure managers are trained on the new framework. |
Shared parental leave doubles to 10 weeks
Shared parental leave is paid by the government, up to a cap of SGD 2,500 per week, and must be consumed within the first 12 months following the child’s birth. It is in addition to Government-Paid Maternity Leave and Government-Paid Paternity Leave.
Employers should note that the statutory entitlement applies to parents of Singapore citizen children. Companies are encouraged to consider extending equivalent leave to non-eligible employees to maintain parity and morale across the workforce.
In summary a working couple with a Singapore citizen child born after 1 April 2026 could collectively take up to 30 weeks of government-paid leave in addition to six days of childcare leave and six days of unpaid infant care leave each in their child’s first year.
Overview:
| Leave Type | Who Can Take It | Maximum Duration | Contribution Share |
|---|---|---|---|
| Government-Paid Maternity Leave | Mothers | 16 weeks | Employer (first 8 wks) + Government (last 8 wks) |
| Government-Paid Paternity Leave | Fathers | 4 weeks (mandatory) | Government (capped at SGD 2,500/wk) |
| Shared Parental Leave (from Apr 2026) | Either parent (flexible allocation) | 10 weeks (5 per parent by default) | Government (capped at SGD 2,500/wk) |
| Childcare Leave | Either parent | 6 days/year (child under 7) | Employer (first 3 days) + Government (next 3 days) |
| Extended Childcare Leave | Either parent | 2 days/year (child aged 7–12) | Government (capped at SGD 500/day) |
| Unpaid Infant Care Leave | Either parent | 6 days/year (child under 2) | Unpaid |
A note on dismissal protection:
Unlike Government-Paid Maternity Leave, Paternity Leave, and Adoption Leave, all of which carry statutory dismissal protection, employees on SPL do not have equivalent statutory protection against dismissal.
Employers may still carry out fair employment decisions during SPL, such as dismissals based on poor performance. That said, any dismissal during a period of leave should be carefully documented and grounded in objective, legitimate reasons to avoid potential claims.
Employers should note that the statutory entitlement applies to parents of Singapore citizen children. Companies are encouraged to consider extending equivalent leave to non-eligible employees to maintain parity and morale across the workforce.
| Key Action For Employers: |
|---|
| Update parental leave policies, payroll systems, and internal guidelines ahead of 1 April 2026. Equip managers to accommodate extended leave planning across teams, and ensure any employment decisions taken during parental leave periods are fully documented and defensible. |
Retirement and re-employment age thresholds rise
From 1 July 2026, Singapore’s statutory retirement age will increase from 63 to 64, and the re-employment age will rise from 68 to 69. This is part of a long-term government strategy to support longer careers in an ageing society.
In parallel, the Senior Employment Credit, which provides wage offsets of up to 7% for employers retaining workers aged 69 and above, will be extended through December 2027, providing employers with additional support as they manage older workforce segments.
| Key Action For Employers: |
|---|
| Review employment contracts and HR policies to ensure they reflect updated age thresholds. Consider workforce planning strategies to retain experienced senior staff. |
Employment Pass and S Pass salary thresholds increase
- Employment Pass (EP): Minimum gross monthly salary will rise from SGD 5,600 to SGD 6,000 (effective in 2027)
- S Pass: Minimum salary rose from SGD 3,300 to SGD 3,600 (effective from 1 July 2026 for new applications)
These changes reflect Singapore’s ongoing effort to ensure foreign professionals hired on work passes are genuinely complementary to the local workforce.
The COMPASS framework, used to assess Employment Pass applications, also underwent significant updates from 1 January 2026, including revised sector-specific salary benchmarks, an updated list of recognised educational institutions and top-tier universities, and adjustments to the Shortage Occupation List (SOL). Technology roles on the SOL may now qualify for a five-year EP validity period, provided both SOL criteria and technology EP salary requirements are met.
| Key Action For Employers: |
|---|
| Review all existing and planned EP and S Pass applications against the updated salary benchmarks. Companies hiring technology professionals should assess whether SOL-listed roles qualify for extended EP validity. |
CPF ordinary wage ceiling rises to SGD 8,000
From 1 January 2026, the CPF Ordinary Wage (OW) ceiling( the cap above which CPF contributions are not required) increased from SGD 7,400 to SGD 8,000. This means that a larger portion of higher-earning employees’ salaries will be subject to CPF contributions, increasing payroll costs for both employers and employees in affected salary bands.
Since 1 January 2026, CPF contribution rates have also been increased for employees aged 55 to 65 and their employers.
Employers should update payroll systems to reflect the new ceiling and consider the downstream impact on total employment costs for employees earning between SGD 7,400 and SGD 8,000 per month.
Phase 2 CPF ramp-up for Platform Workers Act
Employment Act under comprehensive review
Singapore’s Employment Act is currently under a full government review. A tripartite working group (TWG) convened its first meeting in August 2025, and recommendations are expected in the second half of 2026.
While no amendments have been legislated yet, areas under active consideration include:
- Increasing minimum statutory annual leave entitlements (currently 7 to 14 days depending on length of service)
- Reassessing overtime pay salary thresholds (currently SGD 4,500 for workmen and SGD 2,600 for non-executives)
- Reviewing Section 18A, which governs automatic transfer of employees in outsourcing arrangements
- Streamlining the Act to reduce compliance costs for employers while strengthening protections for workers
| Key Action For Employers: |
|---|
| Follow the TWG's consultation process closely. HR teams should start reviewing current leave entitlements, payroll structures, and employment contract templates in anticipation of potential amendments. |
New Tripartite Guidelines coming on restraint of trade
Following years of debate around the enforceability of non-compete clauses in Singapore, new Tripartite Guidelines on Restraint of Trade Clauses in Employment Contracts are expected to be released in 2026. These guidelines are anticipated to clarify norms around the use of non-competes, particularly in retrenchment situations, and will complement the anti-discrimination provisions of the WFA.
While not legally binding in the same way as legislation, failure to comply with tripartite guidelines in Singapore can result in administrative sanctions including the curtailment of work pass privileges.
What employers should do now
The volume and scope of Singapore’s 2026 employment law changes make this an important year for HR compliance reviews. Here is a practical checklist:
- Formalise internal grievance-handling procedures in line with WFA requirements
- Review all recruitment, appraisal, promotion, and termination processes for compliance with anti-discrimination obligations
- Update parental leave policies for the April 2026 SPL expansion
- Review EP and S Pass applications and compensation packages against revised salary thresholds
- Update payroll systems to reflect the new CPF OW ceiling of SGD 8,000
- Monitor the Employment Act review and prepare for potential amendments in late 2026
- Review non-compete clauses in light of forthcoming tripartite guidance
With so many changes happening simultaneously, businesses managing Singapore employment in-house face significant compliance risk. Partnering with a specialist international HR firm can help ensure that nothing falls through the cracks.
How Beyond Borders HR can help
These 2026 employment legislation changes for Singapore can be challenging for employers to process independently. Beyond Borders HR, a global HR consulting firm, stands ready to assist businesses in understanding and implementing these changes effectively. With our extensive expertise in global HR practices, we ensure that your organisation stays compliant with the evolving regulatory landscape.
Reach out to Beyond Borders HR for tailored solutions, expert guidance, and seamless integration of these legislative updates into your HR policies and practices. Our team is dedicated to empowering your business with the knowledge and support needed to thrive in this dynamic regulatory environment.
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