Period and economic context
These historical guidelines applied from 1 December 2021 to 30 November 2022. Recovery after COVID-19 was uneven: the document reports 7.5% year-on-year GDP growth in the first three quarters of 2021, while tourism and aviation remained weak. Its wage figures are not the current NWC recommendation or a present minimum wage.
Recovery and wage flexibility
Recovering employers were asked to restore fixed wage cuts first, then variable components; reverse shorter weeks, temporary layoffs and unpaid leave; and provide increases/variable payments when performance permits. Firms still affected should prioritise non-wage savings, retraining and redeployment, consider AWS and consult staff/unions before necessary temporary cuts.
Historical numerical recommendations
The document shifted the lower-wage reference to gross monthly pay, including allowances, commission and overtime but excluding AWS/bonuses and employer CPF.
| Item | Recommendation |
|---|---|
| Employees earning up to S$2,000 gross | Built-in increase of 4.5%–7.5% or S$70–S$90, whichever is higher; healthier firms aim higher. |
| Firms considering continued wage freeze | Consider a built-in increase of up to S$50 for this lower-wage group. |
| Firms considering further wage reduction | Freeze wages for this lower-wage group instead. |
| Rank-and-file flexible wage structure | 30% variable annually: 10% MVC and 20% AVC inclusive of AWS. |
| Middle/senior management | 40% / 50% variable components respectively. |
Training and implementation
The guidelines call for structured training, company training committees, job redesign, reskilling before redundancy, career conversion, work-study routes and stronger HR capability. Employees should identify skill gaps and participate. Scope includes PMETs and rank-and-file workers, unionised/non-unionised and public/private sectors, and re-employed older workers; implementation should involve consultation and the business’s circumstances.