Adjustments in Progressive Wage Model and Training Requirements for Cleaners

Miss Rachel Ong asked the Minister for Manpower whether there will be an increase in the Progressive Wage Model bonus for cleaners for 2021 given the increased work requirements due to the evolving pandemic situation.

Miss Rachel Ong asked the Minister for Manpower how will wage adjustments under the updated Progressive Wage Model for the cleaning be done sustainably given the sharper wage increase in the first year of the wage schedule.

Mr Yip Hon Weng asked the Minister for Manpower with more mandatory training requirements under the adjusted Progressive Wage Model (PWM) for cleaners (a) what type of new training courses can the cleaning industry expect; (b) whether these courses can be vetted and recommended by the Ministry; and (c) how does the Ministry intend to leverage on upskilling to create more skilled positions to attract young Singaporeans to join the industry.

Last year, in light of the COVID-19 pandemic, tripartite partners called on service providers to consider increasing the wages of and providing allowances to cleaners with higher workloads, for example due to increased frequency and intensity of cleaning. This was also in recognition that cleaners faced additional exposure in cleaning and disinfecting potentially contaminated premises. This remuneration would be on top of the mandated Progressive Wage Model (PWM) Bonus of two weeks’ salary. Firms have heeded the call to do so. As COVID-19 remains a concern, the tripartite partners continue to encourage service providers to remunerate their cleaners appropriately.

Cleaning wages have been steadily increasing over the years, from a median gross wage1 of $1,100 in 2014 to $1,388 in 2019 (26% cumulative growth). From July 2023, Cleaning PWM’s basic wages will increase at a faster rate. These wage increases were determined in consultation with stakeholders, including service providers and buyers. This gives employers some time to adapt, as many have existing contract obligations that may run for a few years. There is also a mid-point review so that the Tripartite Cluster for Cleaners (TCC) can ensure that the wage increases remain sustainable for firms and meaningful for workers.

All stakeholders play a part in adjusting to the wage increases, including our cleaners. They will need to upskill and be more productive. Employers will also have a part to play in transforming their business models and redesigning jobs to drive productivity improvements as a whole. The Government has accepted the TCC’s recommended mandatory training requirements under the Skills Framework for Environmental Services (ES). From 31 December 2022, all licensed cleaning businesses have to ensure that their cleaners attain one Workplace Safety and Health related module, and one core module endorsed by the TCC.

IMDA and NEA have also developed an Environmental Services Industry Digital Plan (ES IDP) to enhance employees’ digital skills. The ES IDP, which was refreshed in April 2021, guides Small and Medium Enterprises in adopting appropriate training programmes and digital solutions, such as Robotics and Augmented Reality, for cleaning, waste and pest management firms to improve their business operations. This would enable the ES industry as a whole to create more skilled positions for workers.

To attract young talent into the ES industry, including the cleaning sector, NEA launched the NEA-Industry Scholarship programme in 2020, which enables ES companies to attract, hire and groom ITE and Polytechnic graduates.