Recruitment, contracts, payroll, workplace practices, MOM processes and employer compliance.
On 1 July 2026, Singapore's statutory retirement age rises from 63 to 64, and the re-employment age rises from 68 to 69. These changes — announced by the Ministry of Manpower at the Committee of Supply debate in March 2026 — are part of Singapore's long-term plan to raise the retirement age to 65 and [...]
Singapore's retirement age rises to 64 on 1 July 2026, and the re-employment age rises to 69 on the same date. For HR teams and business owners, these are not advisory guidelines—they are statutory obligations under the Retirement and Re-employment Act (RRA). Dismiss a Singapore Citizen or Permanent Resident employee for being "too old" before [...]
Singapore's statutory minimum retirement age rises from 63 to 64 years on 1 July 2026 — and the re-employment age rises from 68 to 69 on the same date. These changes, confirmed by the Ministry of Manpower under the Retirement and Re-employment Act (RRA), apply to all Singapore citizens and permanent residents in the workforce. [...]
On 1 July 2026 — weeks away — Singapore's statutory retirement age rises from 63 to 64, and the re-employment age rises from 68 to 69. These changes, confirmed at the Ministry of Manpower's Committee of Supply debate in March 2026, advance Singapore towards its longer-term target of 65 and 70 respectively by 2030. For [...]
Singapore's statutory retirement age rises to 64 on 1 July 2026 — one of the most consequential workforce-compliance deadlines this year. At the same time, the re-employment age moves from 68 to 69. Both changes carry binding legal force under the Retirement and Re-employment Act (RRA), and Singapore retirement age 2026 is already the subject [...]
On 1 July 2026 — less than a month away — Singapore's statutory retirement age rises from 63 to 64, and the re-employment age rises from 68 to 69. These are mandatory compliance deadlines under the Retirement and Re-employment Act, and the obligations they impose on employers are non-trivial. Every Singapore employer who has or [...]
Singapore's Ministry of Manpower (MOM) announced at the Committee of Supply 2026 on 3 March 2026 that the qualifying salaries for both the Employment Pass and the S Pass will rise from 1 January 2027. For HR managers and employers who rely on foreign professionals and technical workers, the Singapore work pass salary threshold 2027 [...]
Since 1 December 2024, every employer in Singapore — regardless of size or industry — has been subject to a mandatory obligation to fairly consider formal requests for flexible work arrangements from their employees. The Tripartite Guidelines on Flexible Work Arrangement Requests (TG-FWAR), jointly issued by the Ministry of Manpower, the National Trades Union Congress, [...]
When a foreign employee leaves your organisation — whether through resignation, termination, or redundancy — the compliance obligations do not end at the farewell email. Singapore employers must cancel the work pass within a strict window, file tax clearance with IRAS, settle all outstanding employment entitlements, and, in many cases, arrange repatriation. Failing to meet [...]
Singapore's Workplace Fairness Act was passed by Parliament on 8 January 2025, with the companion Workplace Fairness (Dispute Resolution) Act passed on 4 November 2025. Commencement — the date from which employers face legal obligations — is expected by end-2027. That gives employers roughly 18 months to prepare. For most HR managers, that window is [...]