Pay increases, training allowances, and more: MOM accepts recommendations on PWM for food services sector

• The annual food services PWM wage schedule will take effect on 1 July each year from 2026.
• Under the new WSS (Level-Up), self-sponsored trainees can pursue long-form training and receive higher training allowance of up to S$18,000 per year for full-time training and S$3,600 per year for part-time training.
• Food services workers who hold relevant qualifications from IHLs and PEIs  will also be recognised as meeting the minimum training requirements.

Singapore's Ministry of Manpower has accepted a set of recommendations laid out by the Tripartite Cluster for Food Services (TCF), on improving wages and welfare under the Progressive Wage Model (PWM) for Singapore’s food services sector.

Implemented in March 2023, the PWM covers more than 53,000 full-time and part-time resident (i.e., Singaporeans and Permanent Residents) food services employees on a contract of service, working in a premise that has a Singapore Food Agency (SFA) Food Retail or Food Processing (Central Kitchen) license, and employed by a firm that hires foreign workers on mainstream work passes across restaurants, cafés, food stalls, caterers, and central kitchens.

It sets out wage schedules, training requirements, and career progression, with compliance linked to eligibility for mainstream work passes.

The new recommendations, released on 16 March and subsequently accepted on the same day, set out a three-year schedule of sustained wage increases for food services workers, from 1 July 2026 to 30 June 2029. Details are as follows:

• PWM wage ladder
  • From 1 July 2026, food services workers will earn at least the entry-level PWM wage requirement of S$2,220, up from the existing PWM wage requirement of S$2,080.
  • From 2026 to 2028, this baseline monthly gross wage requirement will increase from S2,220 to S$2,500.
  • MOM said food services workers can expect a year-on-year increase of up to S$145 for the next three years
• Implementation timeline
  • To cushion the impact, provide employers with sufficient lead time to plan manpower budgets and comply with PWM wage requirements, and better align the implementation timeline with other PWM sectors and Occupational Progressive Wages (OPW), the new Food Services PWM wage schedule take effect on 1 July each year from 2026 onward.
• PWM skills ladder
  • The TCF recommended including qualifications from Institutes of Higher Learning (IHLs) and Private Education Institutions (PEIs) registered with SkillsFuture Singapore (SSG) or the Ministry of Education (MOE). Workers with these qualifications are deemed to have the knowledge and skills to handle various food services operations.
  • In addition, food services workers who hold relevant qualifications from Institutes of Higher Learning (IHL) and Private Education Institutions (PEIs) will also be recognised as meeting the minimum training requirements. More details here.
  • Food services workers will be able to tap on the Workfare Skills Support (WSS) scheme, which was enhanced to provide greater support for lower-wage workers to undertake more substantial upskilling and reskilling.
    • Under the new WSS (Level-Up), self-sponsored trainees can pursue long-form training and receive higher training allowance of up to S$18,000 per year for full-time training and S$3,600 per year for part-time training.
    • Under the enhanced WSS (Basic), lower-wage workers who complete shorter courses can receive Training Allowance of S$10.50 per hour from 1 July 2026. Employers who support their workers to upskill may also be eligible for Absentee Payroll.

A detailed look at the recommendations that have been accepted:

PWM skills ladder 

The TCF previously recommended two WSQ modules as the minimum mandatory training for all Food Services PWM roles, except for senior cook and manager, where employers have flexibility to determine relevant training, though the endorsed WSQ modules are suggested as a guide.

As the latter two job roles are of senior positions, the TCF had provided the flexibility for employers to determine the relevant training for these positions. However, employers are encouraged to refer to the endorsed WSQ modules as a guide.

To address diverse operational needs, the TCF has expanded the WSQ module list, adding 53 TSC codes across proficiency levels 1–3. In-house WSQ modules from Registered Training Providers (prefix “FSS”) remain approved.

The TCF also recommended recognising qualifications from IHLs and PEIs registered with SSG or MOE as meeting the minimum training requirement of two WSQ modules, including the mandatory food safety & hygiene course, as graduates possess the skills and knowledge to perform PWM roles.

PWM wage ladder

In setting annual increments to the PWM Baseline Gross Wages, the TCF aimed to help lower-wage food services workers move closer to the median wage, while considering industry challenges. The key considerations were: 

1. Escalating goods and logistics costs due to global supply chain disruptions and geo-political uncertainties. Rental, labour, utilities, overheads are among other costs that add further strain to profit margins, especially to small and medium-sized establishments.
2. The sector continues to face difficulty attracting and retaining local workers due to the physically demanding work conditions, long hours, and weekend shifts. With a tight labour market, businesses face pressure to maintain service standards while managing customers’ expectations.
3. While companies are able to tap on various government grants for job redesign and adoption of technology, the sector continues to rely heavily on manpower for its operations and customer service.

Despite these challenges, a consensus was reached on a three-year wage schedule to provide certainty for both employers and workers in the hope that more jobseekers would consider joining the food services industry as it offers not only wage progression, but also skills upgrading and career advancement opportunities. The TCF recommended aligning the implementation timeline for each year’s wage adjustments to be from 1 July, starting from year 2026.

In addition, the TCF recommended annual increments of at least S$140 for all PWM roles, with a slightly higher increase for Waiter Supervisors due to their greater responsibilities. Employers who are able are encouraged to provide higher increments where feasible.

 The following table summarises the recommended Food Services PWM Baseline Gross Wages (excluding overtime payment) from 1 July 2026 to 30 June 2029 to applicable resident workers in the food services sector:

To continue safeguarding workers' interests when they are required to work overtime, the PWM set a series of Gross Wage Requirements to determine the hourly wage for hours worked beyond 44 per week. This additional PWM wage applies only to employees covered under Part Four of the Employment Act. Employers must also comply with EA overtime rules, including paying at least 1.5 times the basic rate for overtime hours.

Food establishments not allowed to hire foreign workers on mainstream work passes – such as individually operated hawker, coffeeshop, or food court stalls – are exempt from food services PWM requirements. However, they are encouraged to adopt PWM practices and pay at least the LQS to support lower-wage workers. Doing so also allows these establishments to qualify for the Progressive Wage (PW) Mark, demonstrating their commitment as progressive employers and gaining greater visibility and consumer support.

The TCF will undertake a review of the PWM in 2028.

For further details on each of the recommendations, click here.

Infographics / NTUC