Document period and use
This article explains the 2018 document. Its original dates, wage figures and examples are retained as historical context; later orders and wage schedules take precedence for subsequent payroll periods.
Scheduled increases and procurement
The 2018 report proposes July increases of S$150 in 2020 and S$100 in both 2021 and 2022, then at least 3% annually in 2023–2025 subject to review. It adds a two-week PWM bonus from 2020, salary ranges to reward experience, and recommends that service contracts provide for known labour-cost changes. Buyers should evaluate quality and trained skills rather than select the lowest initial bid alone.
| Role | Before July 2020 | July 2020 | July 2021 | July 2022 |
|---|---|---|---|---|
| Worker | S$1300 | S$1450 | S$1550 | S$1650 |
| Technician | S$1500 | S$1650 | S$1750 | S$1850 |
| Assistant supervisor | S$1700 | S$1850 | S$1950 | S$2050 |
| Supervisor | S$2100 | S$2250 | S$2350 | S$2450 |
Eligibility, timing and exceptions
The landscape bonus starts in January 2020, normally for citizens/PRs with 12 months’ service to the same employer at the calculation cut-off. Pay at least two weeks of prevailing basic wages, once or twice yearly, within one month after cut-off or the last employment day, whichever is earlier. Show it on payslips and apply CPF rules.
Part-time staff receive a proportionate amount. If the provider loses a service contract, the 12-month qualifying period is waived and the outgoing employer pays the pro-rated bonus. Retirement and medical boarding-out can qualify. Voluntary resignation or dismissal for misconduct does not require a new bonus payment, but qualifying bonus already paid must not be clawed back.