Progressive Wage Model (PWM) Conditions for Landscape Industry in Singapore
- a22162
- Jul 31
- 7 min read
Singapore Landscape PWM Conditions
Progressive Wage Model (PWM) Conditions for Landscape Industry in Singapore
The Progressive Wage Model (PWM) for the landscape industry in Singapore is a mandatory framework aimed at uplifting wages, skills, and productivity for Singaporean citizens and Permanent Residents (PRs) working in landscape maintenance roles.
Here are the key conditions and requirements:
1. Coverage:
Mandatory for: Singapore citizens and Permanent Residents employed in outsourced landscape maintenance jobs by landscape companies registered on the Landscape Company Register (LCR), or in-house landscape maintenance employees in firms that hire foreign workers.
Encouraged for: Employers are encouraged to apply PWM principles to their foreign landscape maintenance employees as well.
Does not apply to: Resident workers involved in landscape construction and nursery works.
Includes: Full-time, part-time, temporary, and casual landscape maintenance workers. Part-time wages are pro-rated based on full-time equivalents.
2. Wage Requirements:
The PWM specifies minimum basic monthly wage requirements for different job levels within the landscape industry. These wages are progressively increased over time.
Job Levels: The PWM defines a clear career progression ladder with various job roles, including:
Landscape Worker
Landscape Technician
Assistant Landscape Supervisor / Landscape Specialist
Landscape Supervisor / Senior Landscape Specialist
PWM Bonus: Eligible outsourced and in-house landscape maintenance employees are entitled to a PWM Bonus of at least two weeks of their basic monthly wages in a given year. This bonus is subject to CPF contributions.
Overtime: For full-time employees covered by Part 4 of the Employment Act who work more than 44 hours a week, employers must pay an overtime rate of at least 1.5 times the basic rate of pay, and a monthly gross wage that meets the PWM gross wage requirements for overtime hours.
3. Training Requirements:
Employers must ensure that their Singapore citizen and PR landscape maintenance employees meet the specified training requirements. This involves completing modules from the Skills Framework for Landscape.
Outsourced Landscape Workers:
Landscape Worker: 3 modules
Landscape Technician: Landscape Worker + 3 modules
Assistant Landscape Supervisor: Landscape Technician + 3 modules
Landscape Supervisor: Assistant Landscape Supervisor + 3 modules
In-house Landscape Workers: Any 1 WSQ course or 1 in-house training program. In-house training programs must be structured with objectives, modality, key tasks, and duration, and employers should maintain supporting documentation. On-the-job training can count if it meets these requirements.
4. Compliance and Enforcement:
The PWM requirements are mandatory for Landscape Company Register (LCR) registered companies. Non-compliance can lead to inability to obtain LCR registration and bid for government landscape service tenders.
Employers are expected to reflect PWM wages and bonuses in salary slips.
Employees can use the Progressive Wage Portal (PW Portal) to check their salary information and confirm compliance.
The National Parks Board (NParks) oversees the PWM for the landscape sector.
5. Benefits of PWM:
For Workers: Higher wages that correspond to skills and productivity, clear training and career progression pathways, enhanced employability, and improved job satisfaction.
For Employers: Higher productivity due to skilled workers, improved service quality, reduced turnover and recruitment costs, and enhanced reputation as a responsible employer.
For Service Buyers: Enhanced service quality from better-trained and skilled workers.
The PWM for the landscape industry aims to create a more skilled, productive, and fairly compensated workforce, benefiting all stakeholders in the sector.
Professional Fees
Professional fees for Bestar in Singapore can vary significantly based on the scope of services, the size and complexity of the client company, and the engagement model.
Here's a breakdown of what to expect and factors influencing the fees:
1. Scope of Services & Key Areas of Specialization for PWM:
Bestar offers services that go beyond basic payroll processing. Our expertise lies in guiding companies through the strategic and practical aspects of PWM implementation. Key areas include:
PWM Compliance Strategy:
Assessing current wage structures against PWM benchmarks (for specific roles like landscape workers).
Identifying gaps and developing a phased plan for wage adjustments.
Reviewing and structuring job roles to align with PWM progression pathways.
Training & Skills Development Integration:
Identifying mandatory WSQ training modules for each PWM job level.
Developing training plans and schedules.
Advising on accessing relevant government grants and subsidies (e.g., SkillsFuture Enterprise Credit - SFEC, Workfare Skills Support - WSS, Enterprise Workforce Transformation Package - EWTP) to offset training costs.
Helping with grant applications and documentation.
Career Progression Framework Development:
Designing clear career pathways within the company that align with the PWM's progression ladder.
Developing criteria for promotion and skills upgrading.
HR System & Process Optimization:
Advising on digitizing HR systems to track wage adjustments, training completion, and employee progression for compliance.
Implementing HR policies and procedures that support PWM.
Productivity Improvement & Job Redesign:
Analyzing existing work processes to identify areas for productivity improvements.
Recommending job redesign initiatives to enhance efficiency and justify higher wages.
Bestar can help companies apply for grants like the Support for Job Redesign under Productivity Solutions Grant (PSG-JR) or the enhanced support under the new Enterprise Workforce Transformation Package (EWTP) from WSG.
Communication & Change Management:
Assisting in communicating PWM changes to employees effectively.
Helping manage any resistance or concerns related to the new wage and progression model.
Audit Preparation & Documentation:
Ensuring companies maintain accurate and complete records for potential audits by MOM and NParks.
2. Fee Structures & Ranges:
It's challenging to provide exact figures as fees are highly customized. However, here are common models and ranges in Singapore:
Project-Based Fees: This is common for defined scopes of work, such as developing a PWM compliance roadmap, implementing a new HR system for PWM tracking, or undertaking a specific job redesign project.
For small to medium-sized projects, these fees could range from SGD 5,000 to SGD 30,000 or more, depending on complexity and duration.
For larger, more comprehensive PWM implementation projects, especially for companies with a significant number of employees or complex HR structures, fees could go well into the tens of thousands or even hundreds of thousands of dollars.
Hourly Rates: Bestar charges hourly rates, especially for advisory services, ad-hoc support, or initial assessments.
Hourly rates for Bestar in Singapore can range from SGD 150 to SGD 500+ per hour, depending on the specific service.
Retainer Fees: For ongoing support and advisory services over a period (e.g., 6-12 months), a monthly retainer fee might be agreed upon. This can vary widely based on the level of engagement required.
Per Employee per Month (for payroll/basic HR outsourcing): While not typically for specialized PWM consulting, Bestar offers basic payroll and HR administration services on a per-employee basis. This ranges from SGD 5 to SGD 15 per employee per month, but this usually doesn't include in-depth PWM strategic advisory.
3. Factors Influencing Fees:
Company Size & Employee Count: Larger companies with more employees affected by PWM will naturally incur higher fees due to the increased scope of work.
Current State of HR Practices: Companies with well-established HR systems and practices may require less extensive consultancy than those starting from scratch.
Complexity of Roles & Structures: Businesses with diverse job roles or complex organizational structures may require more tailored solutions, increasing fees.
Engagement Model: A full-service engagement covering strategy, implementation, and ongoing support will be more expensive than a one-off audit or a specific training module.
Level of Customization: Tailored solutions designed specifically for a company's unique needs will generally cost more than off-the-shelf packages.
4. Government Grants and Support for Consultancy:
It's important for companies to be aware of government grants that can help defray the costs of engaging HR or management consultants for PWM-related initiatives:
SkillsFuture Enterprise Credit (SFEC): Eligible companies can use SFEC to offset up to 90% of out-of-pocket expenses for certain enterprise and workforce transformation programmes, which can include consultancy services related to productivity and job redesign. From mid-2026, a redesigned SFEC will provide eligible companies with a fresh amount of $10,000 credit.
Productivity Solutions Grant (PSG) - Job Redesign (PSG-JR): This grant specifically supports companies in redesigning jobs to improve productivity and enhance the quality of work for local employees. It provides funding support for engaging pre-approved job redesign consultants, with support levels up to 50% (SMEs) or 30% (Non-SMEs), capped at $30,000.
Enterprise Workforce Transformation Package (EWTP): Rolled out progressively from 2026, the EWTP from WSG offers enhanced support for job redesign under the SkillsFuture Workforce Development Grant (WDG). It can increase the maximum support level for job redesign consultancy to 70%, and the funding cap will be raised beyond the current $30,000. It will also expand support beyond consultancy to include training for HR teams in job redesign and change management.
Companies should seek detailed proposals from Bestar outlining the scope of work, deliverables, timelines, and associated fees, and inquire about any relevant government grants they may be eligible for to offset these professional costs.
How Bestar can Help
Progressive Wage Model (PWM) Conditions for Landscape Industry in Singapore
While the Progressive Wage Model (PWM) primarily focuses on improving the wages, skills, and career progression of landscape maintenance workers (the rank-and-file employees), professional roles within the landscape industry can play a crucial, albeit indirect, role in helping companies meet and even excel under PWM conditions.
Here's how Bestar can contribute:
PWM Compliance Strategy: Bestar is crucial for ensuring a company's full compliance with PWM. We can:
Conduct Wage Audits: Review current salary structures against PWM benchmarks to identify gaps.
Develop Career Progression Frameworks: Help companies design clear career pathways that align with the PWM's job levels and training requirements.
Navigate Training Subsidies: Advise on available government grants and subsidies (e.g., SkillsFuture Enterprise Credit, Workfare Skills Support) to offset training costs, making compliance more affordable.
Implement HR Systems: Recommend and help implement HR software that automates wage calculations, tracks training completion, and generates compliance reports, reducing administrative burden and errors.
Ensure Proper Documentation: Guide companies on maintaining accurate records of wage adjustments, CPF contributions, training history, and promotion timelines, which are essential for audits by MOM and NParks.
Productivity Improvement Strategies: Beyond direct PWM compliance, Bestar can help identify areas for operational efficiency and productivity improvements that enable higher wages without disproportionately increasing overall costs. This could involve process redesign, technology adoption, or better resource allocation.
Talent Attraction & Retention: By helping companies effectively implement PWM, Bestar contributes to creating a more attractive workplace. Fair wages and clear career progression pathways boost employee morale, reduce turnover, and help attract new talent to the industry, which is a significant benefit given labor shortages.
In essence, while the PWM sets the "what" for employee wages and training, Bestar provides the "how":
We assist with the strategic planning, implementation, and administrative aspects of PWM compliance, ensuring companies meet regulatory requirements efficiently.
By leveraging the expertise of Bestar, landscape companies can not only comply with PWM but also transform it into a strategic advantage, leading to a more skilled, motivated, and productive workforce, and ultimately, a more competitive and reputable business.
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