MOM’s current Local Qualifying Salary page states an LQS of S$1,800. The requirement applies to firms hiring foreign workers and operates alongside the applicable Progressive Wage requirements. It is not a universal minimum salary for every employee in every Singapore business.

The same page distinguishes wage requirements from how local employees count towards Work Permit and S Pass quotas. Part-time and overtime situations need their own review rather than automatic use of the full-time headline amount.

Check who and what is covered

Identify the employing entity, whether it hires foreign workers, the employee’s actual duties, working pattern and the wage components being reviewed. Check whether a relevant sectoral or occupational Progressive Wage requirement applies.

Do not classify a person solely by an internal title. A role called “executive” can involve different duties in different organisations. Record the real work and use the applicable official guidance.

Separate payroll checks from quota planning

An employee’s wages may satisfy a particular wage requirement while their contribution to quota entitlement is a different calculation. Keep those questions separate in the payroll review and document the basis used for each.

For a small employer, a simple register can identify the employee group, the applicable rule, the pay period and the person responsible for verification. Restrict access to the payroll information rather than copying individual records into general hiring documents.

Review working arrangements accurately

Check part-time hours, overtime and changes during the period. A monthly figure without the relevant hours or classification can be misleading. Use the official wage schedules and tools instead of treating this article as a payroll calculator.

If a discrepancy appears, ask the responsible payroll team to reconcile the records and explain the next step. Do not silently change the classification to produce a preferred result.

Make the next review repeatable

Record which version of the guidance was checked and when the next review is due. A policy-change register helps the business notice future revisions instead of relying on an old spreadsheet formula indefinitely.

The administrator OPW guide explains a related classification issue. It does not replace the LQS review, and the applicable requirements should be considered together by the responsible employer. Clear role records, accurate hours and dated source checks are the foundation of a useful compliance process.

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.