Cleaning PWM Order (2021): Historical Wage and Bonus Rules

Document period and use

This article explains the 2021 document. Its original dates, wage figures and examples are retained as historical context; later orders and wage schedules take precedence for subsequent payroll periods.

Periods and job groups

This order contains separate July 2021–June 2022 and July 2022–June 2023 schedules, followed by the 2023–2028 annual steps. In the first period the office/commercial general-cleaner basic floor was S$1,274; outdoor/healthcare/restroom roles S$1,486; multi-skilled machine operators S$1,698; supervisors S$1,910. These are historical figures.

Bonus entitlement and later comparison

The order includes the mandatory two-week PWM bonus, qualifying service, pro-rating and payment examples, plus training requirements. Later tables below show the adopted subsequent wage periods and must not be applied retroactively to the 2021 period.

Complete monthly wage schedules

These are monthly basic minimums for full-time work of 35–44 hours per week. Annual columns normally run from 1 July to 30 June. The first conservancy column begins on 1 June 2022 and the first in-house column on 1 September 2022; both end on 30 June 2023. Other columns follow the July cycle. Part-time requirements are pro-rated.

Bonus and training

Eligible outsourced and in-house cleaners receive an annual PWM bonus of at least 2 weeks of basic monthly wages; part-time bonus is pro-rated. Outsourced cleaners need one approved WSH module and one approved core WSQ module. In-house cleaners need any one WSQ course or an in-house programme specifying objectives, delivery, key tasks and duration. Keep programme documents and attendance records. On-the-job training counts only when those requirements are met. The 2026 TCC addendum Annex B lists approved training modules; earlier versions remain official references. Use PW Portal to check wage and job information.

Detailed cleaning bonus eligibility and examples

Normally a citizen/PR cleaner needs 12 months with the employer. Exceptions include a change of provider, redeployment circumstances beyond the worker’s control, business closure unrelated to conduct/performance, retirement and medical boarding-out. Voluntary resignation outside the specified exceptions and misconduct termination do not qualify, but an already-paid qualifying bonus cannot be recovered.

The annual minimum is two weeks of prevailing basic wage, not automatically half a month: monthly basic × 12 ÷ 52 × 2. Pay at least yearly and no more than twice, within one month after the cut-off or the final employment day, whichever comes first. Only CPF-attracting variable bonuses count; basic pay, overtime, expense reimbursement and regular allowances are excluded.

The order illustrates S$1,300 basic pay giving S$600 for a complete bonus year, S$300 in each of two equal instalments, and S$150 for the specified January–March pro-rated period. For part-time monthly wages, use the comparable full-time monthly amount × 12 ÷ (52 × 44) × contractual monthly hours. Preserve both qualifying service and hours records.

Complete earlier image-based wage schedule

These facts are transcribed from the order’s original charts. Each period runs from 1 July to 30 June; they do not represent current minimums. Later charts in the same order follow the separately displayed 2023–2028 ladder.

Related topics

• Progressive Wage Model for the cleaning sector