As we move through 2026, the Ministry of Manpower (MOM) has implemented several pivotal updates to the Singapore Employment Act. These changes directly impact how overtime (OT) is calculated and who is eligible for statutory protection. Whether you are a local employee or an S-Pass/Work Permit holder, understanding these salary caps is essential to ensuring you are paid fairly.
In Singapore, Part IV of the Employment Act provides specific protections regarding rest days, hours of work, and overtime pay. As of 2026, the coverage is defined as follows:
If your salary exceeds these limits, your OT pay is subject to your individual employment contract rather than the statutory 1.5x rate. However, employers are still encouraged to provide fair compensation.
The 2026 fiscal year also brings updates to CPF contribution policies. For employees under 55, CPF remains one of the most important factors affecting take-home salary and retirement savings.
If you would like to understand CPF deductions in detail, read our Singapore CPF Contribution Guide 2026.
Under the latest 2026 guidelines, if you are required to work on a Public Holiday, you are entitled to:
Our 2026-compliant algorithm handles the complex math for you, including overtime calculations, CPF deductions and salary estimates.
Try the 2026 Salary Calculator NowIf you discover that your overtime pay doesn't match the legal requirements, the Tripartite Alliance for Dispute Management (TADM) is your first point of contact. Ensure you have your pay slips and clock-in records ready before filing a claim.