Recent developments in Singapore
We understand the challenges of keeping up with regulatory changes. That’s why we actively monitor these changes, so you don’t have to. Read on to discover what’s been happening in the employment landscape in Singapore.
Platform Workers Act (2026)
The Platform Workers Act, which entered into force on 1 January 2025, continues to apply throughout 2026. Under this framework, platform operators such as ride-hailing and delivery companies are required to make CPF contributions for platform workers. This ensures that their retirement savings progressively align with those of regular employees. The government is phasing in the changes to allow a smooth transition for both workers and operators.
Retirement and Re-Employment Ages (2026)
As of July 2025, the retirement age in Singapore increased to 64 and the re-employment age to 69. These thresholds remain in effect for 2026. Employers must offer eligible employees re-employment opportunities up to the new re-employment age, supporting the national strategy of extending workforce participation and strengthening protections for older workers.
Flexible Work Arrangement Guidelines (2026)
The enhanced Tripartite Guidelines on Flexible Work Arrangements, introduced in 2025, continue to apply in 2026. Employers are required to evaluate flexible work requests fairly and may only reject them with a strong business rationale. Transparent, well-documented communication with employees is expected to form part of an employer’s compliance approach.
Maternity and Paternity Leave Enhancements (2026)
The expanded parental leave regime remains in effect for 2026. For parents of Singaporean children born on or after 1 January 2025, statutory maternity leave increased from 16 to 20 weeks, and statutory paternity leave increased from 2 to 4 weeks. These enhancements reflect Singapore’s ongoing commitment to promoting shared caregiving responsibilities and supporting family wellbeing.
CPF Monthly Salary Ceiling (2026)
In September 2025, the CPF monthly salary ceiling rose to SGD 7,000 as part of the government’s phased approach to improve retirement adequacy. This higher ceiling remains applicable in 2026. Employers must ensure payroll systems accurately reflect the updated contribution limit for employees earning above the previous SGD 6,000 ceiling.
