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From 1 January 2026, about 1,500 full-time in-house security officers will see their wages rise to at least the new entry-level PWM wage of S$2,475. From 2026 to 2028, this baseline monthly gross wage will increase from S$2,475 to S$2,795.
A three-year schedule of sustained wage increases for more than 7,600 full-time and part-time in-house security officers will soon be introduced, taking effect from 1 January 2026 to 31 December 2028.
This comes after the Singapore government announced on 30 October 2025 that it has accepted the Security Tripartite Cluster (STC)’s recommendations on the Security Progressive Wage Model (PWM).
From 1 January 2026, about 1,500 full-time in-house security officers will see their wages rise to at least the new entry-level PWM wage of S$2,475. From 2026 to 2028, this baseline monthly gross wage will increase from S$2,475 to S$2,795. In-house security officers can expect a year-on-year increase of S$160 over the next three years. The updated wage schedule is reflected below:
About the STC
The Security Tripartite Cluster (STC) was formed in September 2013 to address several industry challenges through the development of the PWM for the private security industry. The PWM would create a roadmap for raising basic wages, skills and productivity, and set out an approach for reducing the industry’s reliance on excessive overtime (OT) hours to meet manpower needs.
The four ladders of the PWM
The Progressive Wage Model (PWM) provides a clear career progression pathway, enabling our workers to earn better wages with better work prospects as they become better skilled and more productive.
Key considerations of the STC
In its review of the next bound of In-House Security Officer (IHSO) wage requirements, the STC carried out extensive consultations with In-House Employer (IHEs) and union representatives and the following key considerations were reached:
- A significant portion of IHSO is employed within the hospitality and accommodation sector. While the industry is navigating the current economic uncertainty and dynamic competition — factors that naturally influence room rates and overall revenue — it must actively seek innovative solutions. The inherent constraints of a fixed number of rooms and increased operating expenses present a unique challenge. To address this, the sector must continue to explore ways to optimise operations and enhance guest experience to effectively manage the higher manpower costs.
- As IHSO forms a very small percentage of IHEs’ total workforce, IHEs would need to ensure internal parity in their wage structure with the rest of their in-house employees. In addition, some IHEs also hire employees who are covered by other PWM or Occupational Progressive Wage (OPW) requirements (e.g. administrative assistants or drivers), and uplift them by paying the relevant wage requirements. The ripple effect on the total wage bill could be significant especially for smaller firms.
- Some IHEs would provide other staff benefits such as free meals to all their employees, including the IHSO. These would further add to their overall operating costs.
- Unlike security officers employed by security agencies, IHSO are direct employees working at their employers’ premises. The number of years to set the new wage schedule need not be the same as the outsourced sector so as to allow for greater flexibility in negotiating future wage increases to take into account prevailing economic and labour conditions.
Eligible employers will automatically receive co-funding support under the Progressive Wage Credit Scheme (PWCS) to provide transitionary support for employers to adjust to the PWM wage increases. The PWCS will co-fund up to 20% of wage increases given to workers who earn a monthly wage of up to S$3,000 in 2026. This will alleviate cost pressures, while enabling businesses to drive transformation efforts to enhance productivity and raise wages sustainably.
Expressing his enthusiasm during his on-the-ground observation, Melvin Yong, Assistant Secretary-General, NTUC, and Chairman of the STC, penned his thoughts in a Facebook post a Facebook post, saying: "I had the pleasure of meeting General Manager Mr Karl Hudson and his security and housekeeping teams at the JW Marriott Singapore South Beach.
"As Chairman of the Security Tripartite Cluster (STC), I am encouraged to see employers like JW Marriott supporting their employees through continual training and upskilling. With greater use of technology such as video analytics, our workers are able to improve their productivity and take on higher value work."
"Under the Security Progressive Wage Model (PWM), the STC has set out a wage schedule to ensure our In-house Security Officers can benefit from sustained wage growth from January 2026 onwards, as the industry embraces technologies to meet evolving security needs."
READ MORE: Workplace Fairness (Dispute Resolution) Bill tabled in Parliament: What you need to know
Infographics / Progressive Wage Model for the Security Industry
Lead image / ASG Melvin Yong Facebook
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