The Occupational Employment Dataset (OED) is an online registry that collects the occupational and ​employment data of current workers in Singapore. All registered businesses are required to provide the latest occupational and employment details of all employees (Citizens, Permanent Residents, and Foreigners) under their payroll to the Ministry of Manpower (MOM).

For more information on all the data collected, please refer to the OED Glossary​.

By regularly compiling comprehensive occupational and employment data through the OED, it will provide valuable insights that aid in the review of manpower policies. These policies directly affect all businesses and workers in Singapore.​

In addition, with complete and regularly updated OED data on organisations, MOM endeavours to use these data to complete quantitative questions in other manpower surveys such as the quarterly Labour Market Survey (LMS). This can help reduce the survey load on organisations.

OED data will also be used to assess whether organisations have met the Progressive Wage (PW) and Local Qualifying Salary (LQS) requirements. Firms that do not comply with the requirements will not be able to renew existing work passes or apply for new work passes.​

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How are the data items classified in the OED?

Please always fill out the Core and Secondary data items first. Kindly provide the additional data items in the event where they are available.​

How do I update the OED?

Step 1 – Complete Core data columns
If there no applicable PW workers, choose the ‘Not Applicable’ option from the dropdown list under the PWM Job Level Column.

Step 2 – Complete Secondary data columns
For employees who did not receive pro-rated salaries for the month, please proceed to Step 3.

For employees who have received pro-rated salaries for the month, you will need to complete the following based on their Full-Time or Part-Time employment contract status:​

Step 3 – Fill in the ‘Additional Data Items’ where possible.

Step 4 – Submit and verify your records.
You may refer to the OED Navigation Guide​ to guide you through the OED submission process.​

How do I login to the portal to update my OED information?​

Step 1 - Log in to the OED portal:​

1. Log in to the OED portal​
   
2. At the login page, under the OED section, select “Log in to OED”, followed by “For Companies”
   
3. Log in with your Singpass
   

Step 2 - Update or create OED records:​

1. A pop-up will appear to direct you to the OED Submission page. If the pop-up does not appear, click on the “Occupational Employment Dataset (OED)” tab, followed by “Proceed”
   
2. Click on “Update OED”
   
3. You may update your OED either online using a web browser or offline using Excel
   We recommend you to edit your OED records offline in Excel if you have multiple employees
   
4. To create or edit offline in Excel, select “Download Records to Edit” under the “Edit Offline in Excel” section
   An Excel file titled “Employee Listing” of the latest version will be downloaded
   
5. You may refer to our OED Glossary​ for the information you need to provide
   

Step 3 - Submit your updated OED records:​

1. Select “Upload Records” on the OED submission page
   
2. Under Email ID, provide an email address for the system to update the user on the status of their OED submission
   If you enter an email address that is not yours, please inform the respective individual as the email will be sent to their email address
   
3. Drag and drop the updated file or attach the file by clicking “Select File(s)”
   Please ensure that the File Name is saved as your company’s UEN and only contains alphanumeric characters (no spaces or special characters).
4. Click on “Attach” to upload the Employee Listing
   
5. An email on the status of the OED submission will be sent to the email keyed under Email ID
   

Step 4 - Rectify any record(s) with errors before submitting your OED again.​

You may refer to the OED Navigation Guide​​ to guide you through the OED submission process as well as to identify solutions for any validation errors you may face.​

For enquiries on Wage Access, refer to our Additional Information Section​

​​​How can I verify if I had successfully submitted my OED?

There are 2 ways to verify your submission:

1. Once you have submitted the OED on the portal, please wait and refresh the page to view the changes made. Any records that appear in red indicate errors that need to be corrected immediately for the OED to be considered as a successful submission.
   
2. If you have completed the submission of the OED by uploading the company's employee listing file, an email will be sent to the provided email address, specifying the number of validated record(s) and record(s) with errors.
   

If there are validation errors, you will need to rectify any error(s) and resubmit your OED via either of the following 2 ways:

1. Edit the record(s) with errors directly on the browser
   
2. Download the OED from the OED portal under “Download Records to Edit” to generate the updated listing. The type of errors to be rectified will be reflected in the last two columns of this new listing. You will need to edit these errors and re-submit the listing again.
   

You may refer to our OED Navigation Guide​​ for solutions to common record error scenarios.

​When do I need to submit the OED?

Your organisation is required to update the OED as and when there are changes to the occupational and employment details of your employees.
If there are no changes in the new month, our system will rely on the OED records that were previously submitted.

​I have questions regarding the OED. Who can I contact?

You may call our hotline at 6320 7722 from Monday to Friday (excluding public holidays), 8:30am to 5:30pm, or send us an email enquiry at mom_oed@mom.gov.sg. Please indicate the UEN of your organisation in the email subject line.​

Alternatively, you may leave an enquiry at our help desk ​and our dedicated officers will assist you with your OED enquiries.

For those seeking further insights, we also offer a weekly webinar taking place every Wednesday, 2.30pm to 3.30pm. We will cover important topics on the PWM, the significance of the OED, and the practical guidance for effective submission. Register your interest now!​ ​

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​What is the Progressive Wage Model (PWM)?

Developed by tripartite committees consisting of unions, employers and the government, the PWM helps to uplift lower-wage workers' wages. The PWM benefits workers by mapping out a clear career pathway for their wages to rise along with training and improvements in productivity and standards.

Information from the OED will be used to compute the LQS/PWM requirements that your employees are required to meet. We will also match the OED data with the declared wage data that you submitted to CPFB to determine if your organisation has met the PWM requirements.

Please make sure you have given consent for the results of the assessment to be shared with the relevant government agencies.

Find out more about the PWM here.

​Who is covered under the PWM?

The PWM covers Singapore Citizens and Singapore Permanent Residents (PRs) in the Sectoral PWs in cleaning, security, landscape, lift and escalator, retail, food services, and waste management job roles.

Employers are encouraged to use the principles of progressive wage for their foreign employees.

Please make sure you have given consent for the results of the assessment to be shared with the relevant government agencies.

Find out more about the expansion of PW approach and coverage.

​What should I declare under “PWM Job Level” for employees who hold two or more roles?

For employees who hold two or more PWM roles, you should classify them under the job role that they spend most of their time performing and should be paid the corresponding wage requirement for that role.

For example, an employee spending 60% of their working hours on Administrative Executive duties and 40% on Administrative Assistant duties should be classified as an Administrative Executive.

For employees who hold both PWM and non-PWM roles, you should classify him/her under the PWM job role if he/she spends majority of the time on the PWM job role. For example, an employee spending 60% of their working hours on Administrative Executive duties and 40% on Logistics Assistant duties should be classified as an Administrative Executive.

​What is the PW Mark?

The PW Mark is an accreditation scheme that recognises eligible organisations that pay progressive wages to lower-wage workers. It enables consumers and corporate buyers to easily identify and support such organisations. The Government will require suppliers who are awarded Government Contracts to be accredited with the PW Mark, starting with contracts with larger value.

​Who is administering the PW Mark?

The Singapore Business Federation (SBF) will be administering the PW Mark accreditation. For more information, head over to SBF website​.

​What are the steps for PW Mark application?

Simply proceed to apply for your PW Mark via the GoBusiness website​, once you have completed the steps below.

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​What is the Automated Data Transfer (ADT) Service?

The ADT service streamlines the data collection process for the OED. It uses an SFTP (Secure File Transfer Protocol) connection to link an organisation’s HR database to MOM’s database, so that relevant data can be directly transferred to MOM.

How does the ADT Service work?

Utilising the ADT service is easy and fuss-free! As an organisation or a HR solutions provider, simply apply for the service and complete an initial set-up. After that, the ADT will transfer the data directly to MOM via an SFTP connection. MOM will then verify the data and may contact you if there are any anomalies. If the data checks out, MOM will proceed to submit the OED on the organisation’s behalf.

Why should organisations sign up for the ADT Service?

Signing up for the ADT will effectively:

• Reduce the time and effort taken for HR representatives to fill up and update the OED.
• Ensure that all updates in the database are captured, keeping organisation stakeholders and MOM on the same page.
• Assure organisations that they will never have a lapse in OED submissions

Gone is the tedium of manually filling out surveys! Register your interest for the ADT Service today, and our dedicated officers will be in touch to provide you with further information.

Why is consent required when I have been updating the OED regularly?

Consent is required for MOM-MRSD to use the required data from the OED for analysis and research purposes.

Furthermore, consent is also required for MOM-MRSD to assess requirements for the PWM and PW Mark (including PW Mark Plus) under the PWM assessment, and to share the assessment with relevant government agencies.

Who can fill up the OED consent form?

The consent form must be completed by an authorised representative of the organisation who has the authority to provide the consent required. One consent form submission is re​quired for each Unique Entity Number (UEN).

How do I submit the consent form?

Please log in using your CorpPass to submit your consent below:

If you are unable to log in using your CorpPass, your CorpPass admin user or sub-admin user will need to complete the following steps before attempting to complete the consent form:

1. Log in to CorpPass account.
   
2. Go to eService Access tab.
   
3. Choose FormSG (Ministry of Manpower) as one of your organisation's eServices.
   
4. Assign FormSG (Ministry of Manpower) eService to your organisation's CorpPass user accounts.
   

What are the implications if I do not provide consent for my OED data to be used for the assessment for the Progressive Wage Model (PWM) and Progressive Wage (PW) Mark?

Failure to provide relevant consent may result in the delay of assessing your organisation’s eligibility for hiring foreign workers and will affect your organisation’s eligibility for the PW Mark and PW Mark Plus.

What should I provide under Main Job Title if my employees have several different job roles?

We highly recommend providing the main job title that accurately reflects the main responsibilities your employees have consistently carried out for most of their work duration. This will require your organisation’s understanding of your employee’s workload. Similarly, organisations should adopt this approach when selecting their employees’ PWM’s Job Level. 

For more information,​ refer to ​Use of the OED for PWM Assessment​.

Can employees access the OED to view their own employment information?

Employees will not have access to the organisation’s OED. However, PWM employees will be able to see which PWM Job Level their organisations have selected for them on our PW portal.

I have multiple entities under my organisation, do I have to log in multiple times to submit my OED?

You would be required to log in to the OED portal using each of your organisation’s entities to submit their respective OED.

Alternatively, you can sign up to be part of our ADT program, which will allow for your organisation’s data to be transferred to our platform monthly. For more information on the ADT program click here​.

How do I grant wage access to my administrator?

To assign authorisation to wage access, follow the steps below:

1. Log in to the OED portal​
2. Click on “Wage Access” at the top of the page
3. Select “Add Authorised User”
4. Enter user details accordingly and select the checkbox
5. Click on the “Save Wage Access” button on the bottom right
6. Click on “Close” when you see a pop-up notification indicating a successful “save” operation
7. Check whether the User details have been saved​

​​MAS-MOM Joint Data Collection Initiative

As part of our commitment to consistently improve the survey experience for businesses, MAS and MOM are piloting a joint collection of manpower data under MOM’s Occupational Employment Dataset (OED).

With this initiative, organisations need only complete one submission under MOM’s OED, instead of providing two separate responses to MAS (in the form of the annual Manpower Survey (MS)) and MOM.

This initiative involves the participation of all Financial Institutions and their relevant affiliate entities.

Your submission is important for the development of relevant manpower programmes and initiatives for the industry, and to address competency gaps. Please be assured that while data may be disclosed at the industry-aggregate level, the firm-specific data provided will be kept strictly confidential under the Statistics Act 1973.

Yes, this initiative is a collaboration between MAS and MOM, aimed at alleviating Financial Institutions’ administrative load. By submitting your required data through the OED, the relevant data submitted on MOM-MRSD’s survey portal will be shared with MAS. There will be no need for a separate response to MAS’ MS.​

Yes, with your consent, the relevant data submitted on MOM-MRSD’s survey portal will be shared with MAS, and there will then be no need for you to submit a separate response to MAS’ Manpower Survey (MS). Please provide your consent here at go.gov.sg/masoedconsent, where the relevant fields to be shared are listed.

Under this initiative, you are required to submit your organisation’s latest Q4 2023 data by 29 March 2024. Subsequently, you will only need to update the OED when there are changes to the occupational and employment details of your employees. No action is needed from your end if there are no changes.

For instance:​

Yes. The joint data collection initiative is conducted under the OED, which is overseen by the Statistics Act 1973. Under this Act, it is mandatory for organisations to provide all necessary information.

As the joint data collection initiative is conducted under the OED, the submission process remains the same as how organisations would complete their regular OED submission via MOM-MRSD’s survey portal. More information on the submission process can be found here.

These additional data columns you now see in your submission are adopted from MAS’ annual Manpower Survey (MS). Please refer to the section below for data-specific information.

Seniority

1. How do I identify an individual’s Seniority Level?
2. ​What are the similarities and differences across the various Seniority labels?

Comparison of MD-level seniorities​

Business Area/Job Role/Geographic Coverage

1)  How do I fill in the data field if a particular business area in my institution is not listed?
A:  Please refer to the dropdown options in the employee listing and pick the business area that is the closest match to the type and nature of the particular business area in your organisation.​

2)  How do I fill in the job role data field?
A:  Please refer to the glossary in the submission template for more information on the various job roles, and select the job role that is the closest match to the type and nature of the job role in your organisation.

The job roles were adapted from the Skills Frameworks for Human Resource, Accountancy, Information Technology and Financial Services sectors. More information on the various Skills Frameworks can be found in the links below:

• Financial Services: https://www.skillsfuture.gov.sg/skills-framework/financial-services
• Infocomm Technology: https://www.skillsfuture.gov.sg/skills-framework/ict
  
• Accountancy: https://www.skillsfuture.gov.sg/skills-framework/accountancy
  
• Human Resource: https://www.skillsfuture.gov.sg/skills-framework/hr

3)  How do I fill in the data field(s) if an employee’s job scope spans multiple job roles?
A:  In instances where an employee’s job scope spans multiple job roles, please indicate the employee’s headcount wholly under the job role that accounts for the most man-hours or best reflects the employee’s core responsibility.

4)  How do I complete the submission for financial advisors/planners or insurance agents?
A:  If the financial advisors/planners or insurance agents are employed by the company and their payroll is under the purview of the company, their details can be filled up as follows: Business Areas – Insurance Job Roles – Financial Planner/Insurance Agent/Bancassurance Specialist.

​If the financial advisors/planners or insurance agents are not employed by the company (i.e. under an agency), the FI should not reflect the individual in the submission.

5)  How do I fill in the Geographical Coverage?
A:  The Geographical Coverage refers to the predominant (>50%) market that individual employees cover. For instance,

• If an employee’s work scope fully relates to the Singapore domestic market, select “Domestic (100%)”;
• If at least 50% of an employee’s work scope relates to the Singapore domestic market, and covers some regional or global work, select “Domestic (At least 50%, but less than 100%)” as the coverage; or
• If an employee’s job scope predominantly covers clients or activities in the regional or global market, please select “Regional (At least 50%)” or “Global (At least 50%)” respectively.

Please refer to the table and examples below for more information on the relevant definitions and how to fill in this data field.

Examples:

1. Operations analyst working in an international FI with presence in Asia (including SEA) and Europe. The analyst covers operations in SEA for 60% of his work, while the remaining 40% supports domestic operations for local firms. In this case, the analyst’s geographic coverage should be “Regional (At least 50%)”.
2. Compliance officer employed in an FI with a presence in Southeast Asia, but only covers regulatory compliance for business activities in Singapore. This officer’s geographic coverage should be “Domestic (100%)”.
3. Transaction Banking Operations officer in an international FI that supports cash flow management for global Multi-National Corporations based in Singapore for 75% of his/her time, while the remaining 25% of the time is spent on supporting local firms. The officer’s geographic coverage should be “Global (At least 50%)”.
4. Wealth Planning officer in an international FI that supports financial planning management for regional clients based in Singapore for 75% of his/her time, while the remaining 25% of the time is spent on supporting local clients. The officer’s geographical coverage should be “Regional (At least 50%)”.
5. Software Engineer with an international FI that supports the development of group-wide applications used by all entities in the group for 75% of his/her time, while the remaining 25% of the time is spent on supporting the development of an application contextualised only for the domestic market in Singapore. The software engineer’s geographic coverage should be “Global (At least 50%)”.
6. Private Banking Relationship Manager (RM) in an international FI with global presence. The RM, while based in Singapore, covers clients in the North Asia Market (Hong Kong, China, Taiwan etc.) 100% of the time. This RM’s geographic coverage should be “Regional (At least 50%)”.
7. Private Banking RM in a local FI with presence in Asia. The RM serves expatriates from Southeast Asia who are based in Singapore 100% of the time. This RM’s geographic coverage should be “Regional (At least 50%)”.
8. Corporate Banking RM in a local bank with presence in Asia. The RM only serves local SME clients based in Singapore (100% of the time). This RM’s geographic coverage should be “Domestic (100%)”.
9. Private Banking RM in a local bank with presence in Asia. The RM primarily serves expatriate clients, who may be based in Singapore or in the region. This RM’s geographic coverage should be “Regional (At least 50%)”.
10. ​Portfolio Manager in a local asset management firm with an investment mandate focused on a regional market. This portfolio manager’s geographic coverage should be “Regional (At least 50%)”, notwithstanding that the clients of the local asset management firms are mostly local.

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¹ Senior Management Team refers to individuals classified under “MD & Above (Senior Leader)”.

² The seniority of a regional/global MD will be determined by comparing his/her rank (based on his/her direct reporting line) relative to the Singapore CEO and management team. For example:

1. A “Head of Private Bank for South Asia” would be classified as an “MD & Above (Senior Leader)” if he/she directly reports to “Head of South Asia”, and the Singapore CEO directly reports to the “Head of South Asia” as well. His/her seniority will be considered the same as the Singapore CEO’s, and hence, assessed to be a part of top management.
   
2. A “Head of Private Bank for South Asia” would also be classified as “MD & Above (Senior Leader)” if he/she directly reports to the “Head of Asia”, while the Singapore CEO directly reports to the “Head of SEA” (which is lower in the corporate hierarchy compared to the Head of Asia). He/she will then be assessed to be more senior than the Singapore CEO, and therefore part of top management.
3. iii. A “Head of Private Bank for South Asia” would be classified as “MD & Above (Manager)” if he/she directly reports to the “Head of Wholesale Bank for South Asia” (C-1), who in turn directly reports to “Head of Institutional and Clients South Asia” (C) which is equivalent in seniority to the Singapore CEO (C). He/she will be likely assessed to be C-2, as the “Head of Institutional and Clients South Asia” is C-suite level (“Senior Leader”) and 2 reporting levels above him/her while the “Head of Wholesale Bank for South Asia” is C-1 (“Leader”) and 1 reporting level above him/her.