TCR PWM Recommendations 2025 Media Release

Retail Workers To See PWM Wage Increase Of At Least $130 From 1 Sept

~ Starting retail salaries have risen from $1,850 to $2,305 since the Retail PWM’s launch in 2022 ~

The Tripartite Cluster for Retail (TCR) industry today announced a new set of Progressive Wage Model (PWM) recommendations for the retail sector, aimed at raising wages, strengthening career progression, and supporting skills upgrading for resident retail workers. These recommendations build on the PWM wage schedule first introduced in 2022 which will cover more than 53,000 retail workers[1]. They will take effect from 1 September 2025.

The Retail PWM recommendations are part of a sustained national effort to uplift lower-wage workers and ensure that they are fairly compensated for their skills and contributions, while building a more resilient and future-ready workforce. Spanning from enhancements to the PWM wage schedule, career ladder and training requirements, the recommendations are expected to cover more than 53,000 resident retail workers. The recommendations come amid a challenging landscape for the retail sector. Brick-and-mortar shops are experiencing shrinking footfall due to growing competition from e-commerce platforms and overseas retail alternatives, especially with the upcoming Johor Bahru-Singapore RTS Link in 2026. At the same time, businesses are facing rising operational costs, manpower shortages, and evolving customer expectations driven by omni-channel shopping behaviours. Recognising these pressures, the TCR has taken a balanced and pragmatic approach in proposing wage increases for the next bound, review of job descriptions and an expanded list of recognised training courses. This integrated approach aims to support business sustainability while enabling workers to grow in skills, responsibilities and wages in tandem with industry transformation.

TCR Chair and NTUC Assistant Secretary-General Yeo Wan Ling highlighted the long-term value of these Retail PWM recommendations, “As the retail sector transforms and faces headwinds, so must our approach to helping our retail workers adapt and make progress in their career and wages. In addition to raising wages for retail workers, the recommendations also help to build the foundation for a stronger and more future-ready retail workforce. With a clear career pathway and robust support for continuous skills upgrading, we are enabling retail workers to grow alongside the evolving industry. At the same time, we aim to reshape the perceptions of retail jobs and position it as a dynamic sector with meaningful, long-term career opportunities for Singaporeans.”

Visit to Far East Flora, a retail company that upholds PWM

To mark the announcement of the next bound of Retail PWM, the TCR Secretariat arranged a company visit to Far East Flora, one of Singapore’s established retail enterprises. The visit saw TCR Chair Ms Yeo Wan Ling; TCR Co‑Chair & SNEF Representative Mr Ryan Chioh; and Minister of State for Culture, Community and Youth and Manpower Mr Dinesh Vasu Dash interacting with Far East Flora’s retail workers to understand their aspirations and the roles they play in the company. The visit showcased how progressive wage practices are being implemented on the ground and highlighted the sector’s transformation efforts to build a skilled, resilient retail workforce.

Ryan Chioh, TCR Co-Chair, SNEF Representative and Deputy Group Managing Director of Far East Flora Holdings Pte Ltd said, “Retail is ultimately a people business. When we take care of our workers by paying them fairly and equipping them with the right skills, they deliver better service and grow with the company. Rising costs and manpower constraints are real challenges, but the PWM’s structured wage progression and targeted training offers a practical way forward - helping businesses stay competitive while building a resilient, motivated workforce. I hope more companies will seize this opportunity to grow together with their teams.”

Key Recommendations by the TCR

a) New Wage Schedule from 1 September 2025

Given the current macroeconomic uncertainties, rising business costs and structural challenges in the retail sector such as manpower shortages and growing competition from e-commerce and regional retail alternatives, the TCR has adopted a pragmatic “2 plus 1 year” schedule of wage increases approach. This includes having fixed annual wage increments from 1 September 2025 to 31 August 2028, with the third-year wage adjustment subject to review, in consideration of the uncertain economic outlook.

This more modest and sustainable increase is complemented by strong support for career development and a broadened suite of recognised training courses – enabling employers to transform their workforce while uplifting workers’ skills and earnings over the long term.

The recommended PWM Baseline Gross Wages (excluding overtime pay) for full-time resident retail workers from 1 September 2025 onwards are:

These hourly rates in the table above ensure that part-time workers, who work less than 35 hours per week, are fairly compensated based on the same PWM structure as their full-time counterparts. 

b) Updated Job Descriptions

To keep pace with sector transformation and evolving job demands, the TCR has

also recommended a refinement of job roles and descriptions across the Retail PWM.

The updated roles incorporate expectations such as increased use of digital tools and technologies, a greater emphasis on customer service delivery and a clearer distinction between supervisory roles. These roles, such as Assistant Retail Supervisor and Retail Supervisor are now more closely aligned to responsibilities in operations, teams leadership and sales accountability. This review ensures that job scopes better reflect current retail environments and provide workers with tangible pathways for advancement.

c) Expanded List of Training Modules and Recognition of IHL Qualifications

To support skills upgrading and lifelong learning, the TCR recommends expanding the list of approved Workforce Skills Qualification (WSQ) training modules across all job levels.

The TCR also recommended that qualifications from Institutes of Higher Learning (IHL) such as polytechnics and ITEs including Ngee Ann Polytechnic, Republic Polytechnic, Nanyang Polytechnic, and the Institute of Technical Education will also be recognised as meeting PWM training requirements. This move gives retail workers more accessible and diverse pathways to fulfil training criteria, while acknowledging prior learning and industry-relevant credentials. It also helps to reduce duplication of training efforts, especially for workers who already possess relevant skills and certifications.

With more recognised training options, workers can upskill more efficiently and confidently pursue career advancement within the sector. This strengthens their employability and opens doors to higher paying roles by enabling them to keep pace with an industry that is becoming increasingly digital and customer centric.

Whole of Society Support for Retail Workers

The TCR also highlighted the need for whole-of-society support to uplift lower-wage workers in the retail sector. Employers are encouraged to invest in workforce training and productivity improvements, while consumers can play their part by supporting local retailers.

The TCR's recommendations were developed after extensive engagement with key stakeholders, including retail employers, NTUC’s affiliated unions, industry associations, and workers.