MOM’s administrator and driver Occupational Progressive Wage guidance includes schedules and job descriptions applying from 1 July 2026. Coverage, role level, working pattern, wage basis and training requirements matter. A job title alone is not enough to decide which requirement applies.
This guide is a preparation checklist, not a substitute for the official wage table or an individual payroll assessment.
Describe the actual duties
List recurring tasks, responsibility for decisions, coordination work and any supervision. Use the official job descriptions to review the role rather than choosing whichever internal label seems closest.
For example, an administrative position may combine scheduling, customer records and support for a department. The review should explain the work actually performed and who is responsible for classifying it. Avoid changing the title without considering whether the duties changed.
Assemble the information needed for a check
Identify the employee group, employer’s circumstances, hours, pay period and relevant wage components. Review the current schedule, including its effective dates and any different treatment of part-time work or overtime.
Training information should be accurate and supported by records. Do not mark a requirement complete merely because a colleague attended a similarly named course; the responsible team should verify what the official guidance requires.
Keep role design and payroll aligned
If duties expand, review whether the job description, classification, training plan and pay records still describe the same arrangement. A promotion or a new supervisory responsibility can create questions that an unchanged spreadsheet will not answer.
Document who approved the review and any correction needed. Where the answer is uncertain, seek clarification through the appropriate official or professional route rather than applying an unsupported interpretation.
Explain the process to employees
An employee asking about the schedule should be able to understand which duties and records were considered. Share an appropriate explanation without exposing other employees’ private salary information.
A useful question is: “Could we review my current responsibilities against the relevant job description and explain which schedule applies?” It keeps the discussion factual and makes missing information visible.
Check related requirements separately
The LQS guide addresses a connected requirement for firms hiring foreign workers. Do not assume that completing one review automatically resolves every other wage or quota question. Use a dated, role-specific process that the responsible people can revisit when the work or guidance changes.
Official source and next step
Checked on 27 October 2026. Read the official guidance before acting, including its eligibility rules and exceptions. This article explains general information and practical preparation; individual employment or pass decisions may need qualified advice. Explore employer tools.
