Lift and Escalator PWM Recommendations (2021): Wages, Bonus and Training

Extension and multi-year wage ladder

The 2021 report extends the lift PWM to escalator maintenance, applies the same supervisory/specialist pathways, and supports mandatory contractor registration requirements in 2022. The July 2023–June 2029 schedule covers assistant specialist, specialist, senior specialist, supervisor and principal specialist; senior supervisor and master specialist wages are negotiated above their relevant progression levels.

All monthly basic wage levels

The following minimums apply to full-time work of 35–44 hours weekly. Columns run from 1 July to 30 June. Check salary and job information using the PW Portal.

Annual bonus and implementation

From January 2023 eligible resident maintenance workers receive an annual PWM bonus of at least one month’s prevailing basic wage. Qualifying payments subject to CPF can include AWS, performance, retention, festive and comparable variable bonuses. Annex D addresses 12-month service, pro-rating, part-time work and termination scenarios. Contracts should budget for wages and skills, and buyers should value safe, skilled maintenance rather than minimise headcount cost.

Original transitional benchmarks

These are the report’s historical July benchmarks for 2020, 2021 and 2022, before the later 2023 schedule. Master specialist and senior supervisor subsequently rely on negotiated market wages, so the transitional figures should not be extended mechanically.

Annex D: detailed bonus qualification and pro-rating

Full-time and part-time citizens/PRs normally need 12 months with the same employer. Paid/statutory leave counts, while absence without leave does not. Qualifying existing CPF-attracting AWS, performance, retention, festive or comparable bonuses can meet the one-month requirement; basic wages, overtime, expense reimbursements and regular allowances/incentives cannot.

Part-time/casual workers and qualifying retirees or medically boarded-out workers receive pro-rated amounts. Voluntary resignation or misconduct termination does not require PWM bonus regardless of service length. Retirement here means reaching the statutory retirement age without re-employment; medical boarding-out follows exhaustion of long-term illness leave.

The part-time calculation first finds comparable monthly basic pay, then averages six months to smooth irregular hours, then applies the proportion of contractual hours in the bonus computation period. The document does not create a separate blanket waiver of qualifying service merely because a provider changes.

Related topics

• Progressive Wage Model for the lift and escalator sector