- 45% of employers plan to award bonuses of exactly one month in 2025/2026, an increase of 3 percentage points when compared to 2024/2025.
- Only 11% of employers intend to award bonuses of more than one and a half months, a decrease of 1 percentage point from the previous year.
- Only 23% of employers intend to increase salaries by more than 5%, a decrease of 3 percentage points from the previous year.
SINGAPORE (27 NOVEMBER 2025) – As employers continue to navigate an uncertain economic landscape, salary increments and bonuses are showing signs of moderation, according to ManpowerGroup’s latest survey of 504 employers in Singapore on salary and bonus plans.
In 2025/2026, more employers are opting to award a one-month bonus (45%, up from 42%), while the proportion of those giving bonuses above one month has declined slightly (11%, down from 12%). At the same time, salary increments are easing, with only 23% of employers planning increases of 5% or more, down from 26% previously.
“Employers are exercising greater caution amid economic uncertainties. We’re seeing more employers moving toward smaller increments and smaller bonuses. This trend reflects broader market practices of balancing cost management with fair rewards, including variable payments that recognize performance and employee contributions. These calibrated measures help businesses navigate uncertainty while supporting workforce well-being and long-term organizational sustainability,” comments Ms. Linda Teo, Country Manager of ManpowerGroup Singapore.
KEY FINDINGS ON BONUSES
- More employers are awarding exactly one month’s bonus: In 2025/2026, 45% of employers plan to give one month’s bonus (up from 42% in 2024/2025).
- Bonuses at both ends of the spectrum are seeing slight declines: Only 10% of employers plan to award less than one month’s bonus (down by 1 percentage point), while those giving more than one month have also eased—34% plan to give up to one and a half months, and 11% plan to give more than one and a half months, both decreasing by a point.
- Sectors with more generous bonuses: Only 10% of employers plan to award less than one month’s bonus (down by one percentage point), while those giving more than one month have also eased—34% plan to give up to one and a half months, and 11% plan to give more than one and a half months, both decreasing by a point.
KEY FINDINGS ON SALARY INCREMENTS
- More employers expect to give smaller increments of less than 3%: In 2025/2026, 21% of employers plan to increase salaries by less than 3%, compared to 18% in 2024/2025.
- Salary increments are moderating with fewer employers giving increments of 5% or more: 18% of employers expect to increase salaries by between 5% and 7% in 2025/2026, compared to 20% in 2024/2025. Similarly, only 5% plan to give increments of 7% or more, down from 6%. While the proportion of employers giving increments between 3% and 5% remains unchanged at 56%.
- Sectors with more competitive increments: Employers in Construction & Real Estate (33%) and Finance & Insurance (27%) are more likely to give increments of above 5%.
SURVEY METHODOLOGY
Survey responses were collected from October 1-31, 2025. The survey was conducted alongside the Q1 2026 ManpowerGroup Employment Outlook Survey which will be released on 9 December 2025 and will be available at: www.manpowergroup.com.sg/meos.
FORWARD LOOKING STATEMENTS
This press release contains forward-looking statements, including statements regarding salary and bonuses in certain regions, countries, industries, and economic uncertainty. Actual events or results may differ materially from those contained in the forward-looking statements due to risks, uncertainties and assumptions. These factors include those found in the Company's reports filed with the SEC, including the information under the heading "Risk Factors" in its Annual Report on Form 10-K for the year ended December 31, 2024, which information is incorporated herein by reference. ManpowerGroup disclaims any obligation to update any forward-looking or other statements in this release, except as required by law.
