Understanding Temporary Employment in Singapore
Temporary and contract work plays a distinctive role in Singapore's labour market. Unlike permanent employment arrangements, temporary workers are typically engaged through licensed manpower supply agencies on fixed-term contracts tied to specific projects, seasonal demand, or workforce augmentation needs.
The regulatory framework governing temporary work in Singapore operates across two primary pieces of legislation. The Employment Act covers the basic terms and conditions for all workers (including those on fixed-term contracts exceeding 14 days), while the Employment of Foreign Manpower Act (EFMA) establishes the work pass system, levy requirements, and employer obligations specific to foreign workers.
For manpower supply agencies themselves, the Employment Agencies Act requires businesses to obtain and maintain a valid EA licence from MOM before they can recruit and deploy workers. This licensing framework is designed to protect workers from exploitative practices and ensure agencies meet baseline operational standards.
The growth of temporary employment in Singapore reflects broader trends in workforce flexibility — businesses increasingly use temporary arrangements to manage demand fluctuations, access specialized skills for project durations, and maintain workforce agility in sectors with variable workloads like construction and events management.
Key Statistics
The table below summarizes key metrics for Singapore's temporary workforce across three reference years. Note the declining average contract duration, which suggests a trend toward shorter, more project-specific engagements.
| Metric | 2020 | 2023 | 2025 |
|---|---|---|---|
| Total temporary/contract workers (est.) | 168,000 | 203,000 | 215,000 |
| Share of total foreign workforce | 14.0% | 14.5% | 14.2% |
| Avg. contract duration (months) | 14.8 | 13.2 | 12.6 |
| Construction sector share | 42% | 39% | 38% |
| Manufacturing sector share | 28% | 29% | 30% |
| Services sector share | 21% | 23% | 24% |
Temporary Employment as Share of Foreign Workforce (2016–2025)
Temporary employment as a share of the foreign workforce has remained relatively stable at 13–15% over the past decade, with a notable dip in 2020–2021 when border closures disrupted temporary staffing pipelines more severely than permanent arrangements. The temporary share recovered by 2023 and has since stabilized near its long-term average, suggesting the structural role of temporary work in Singapore's labour market is well-established. For the broader foreign workforce context, see our foreign workforce overview.
Contract Duration Distribution by Sector (2025)
Contract duration patterns vary significantly across sectors. Construction shows the strongest skew toward short-term engagements, with 44% of contracts lasting under 12 months — reflecting the project-based nature of the industry. Manufacturing contracts tend to cluster in the 1–2 year range (38%), consistent with production cycle planning. Services shows the broadest distribution, with a growing share of contracts extending beyond two years as employers use manpower supply arrangements for semi-permanent workforce augmentation.
Industry Spotlight
Construction: The largest user of temporary manpower supply in Singapore. Construction firms rely heavily on temporary staffing to match workforce levels to project timelines, with workers frequently moving between projects and employers via manpower supply agencies. The sector accounts for approximately 38% of all temporary work arrangements. See our construction workforce analysis for detailed sector data.
Manufacturing: Singapore's manufacturing sector uses temporary workers primarily for production line roles and maintenance functions. Contract durations tend to be longer than construction, with many placements running 1–2 years aligned with production contracts. The sector represents about 30% of temporary employment.
Services: The fastest-growing segment for temporary employment, driven by demand in cleaning, security, food services, and events. Unlike construction and manufacturing, services sector temporary work increasingly involves longer-term placements that blur the line between temporary and permanent employment.
Regulatory Context
Businesses operating as manpower supply agencies in Singapore must hold a valid Employment Agency (EA) licence issued by MOM. The licence framework distinguishes between comprehensive licences (for agencies deploying foreign workers) and selective licences (for agencies placing local workers or specific categories).
Key regulatory requirements include maintaining proper employment records, ensuring timely salary payments, providing adequate housing for foreign workers in specified sectors, and complying with foreign worker levy and quota requirements. MOM conducts regular inspections and has enforcement powers including licence revocation, financial penalties, and prosecution for serious violations.
Recent regulatory developments include updated guidelines on salary deductions, enhanced housing standards under the Foreign Employee Dormitories Act, and the introduction of the Progressive Wage Model for certain service sectors — all of which affect how manpower supply agencies operate in Singapore.
Data Notes
Temporary worker estimates on this page are derived from MOM's Comprehensive Labour Force Survey and supplementary industry data. Unlike the Foreign Workforce Numbers (which count valid pass holders), temporary worker figures estimate the portion of the workforce employed on fixed-term or project-based contracts through manpower supply arrangements.
These estimates involve methodological assumptions about contract types and should be treated as indicative rather than exact counts. See our methodology page for a full discussion of estimation approaches.
Definitions
Temporary Worker: A worker employed on a fixed-term contract, typically through a licensed manpower supply agency, for a defined project or time period. This includes both foreign and local workers on non-permanent arrangements.
Contract Duration: The length of the initial employment contract. Does not account for contract renewals or extensions, which are common in longer-term placements.
Manpower Supply Agency: A business licensed by MOM under the Employment Agencies Act to deploy workers to client companies. Agencies must hold a valid Employment Agency (EA) licence.
Fixed-Term Contract: An employment contract with a specified end date, as opposed to open-ended permanent employment. Governed by the Employment Act for contracts exceeding 14 days.
Recommended Citation
Integras World Research. (2026). Temporary Workers in Singapore: Data, Trends & Analysis. Retrieved from https://integrasworld.com/data/temporary-workers/