(SINGAPORE) singapore has extended the Part-Time Re-Employment Grant (PTRG) until December 31, 2027, so employers can keep claiming support when they re-employ older residents on part-time terms.
the singapore ministry of Manpower (MOM) announced the extension on December 18, 2025, continuing a scheme first launched in 2020.
Singapore PTRG extension: what it is and why it runs through 2027
PTRG exists for a simple reason: many workers want to stay employed after 60, but not in the same hours or job design they had earlier in life. The grant nudges employers to redesign roles, formalize career conversations, and offer flexible work arrangements, such as reduced hours or different schedules.
It also fits singapore’s wider push for age-friendly workplaces, where experience stays in the economy and knowledge transfer becomes part of workforce planning.
Operationally, the extension means the same window stays open longer. Employers that already use PTRG can keep applying for eligible senior workers, and firms that delayed action still have time to adjust policies and start claims before the end date.
For many, that buys time to plan properly.
PTRG funding mechanics: how reimbursement and caps work
PTRG is paid to the employer, and it is tied to each eligible resident senior worker you re-employ on part-time arrangements. In practice, it works like a reimbursement that helps cover the cost of changing work design and putting age-friendly practices in place.
MOM sets a fixed grant amount per qualifying worker and a total ceiling per company, with a limit on how many workers can be counted under that ceiling. Employers should treat the cap as a planning guardrail, not a target.
Once HR knows how many workers want part-time re-employment, finance can map the grant against training, scheduling software, manager time, and documentation costs.
Eligibility starts with being registered or incorporated in Singapore, including charities and societies. You also need at least one resident senior worker aged 60 and above at the time you apply.
MOM expects employers to implement Structured Career Planning (SCP), a structured way to discuss roles, skills, and progression with older workers. Firms also must offer Flexible Work Arrangements (FWAs) and adopt the Tripartite Standard on Age-Friendly Workplace Practices.
Start by updating your FWA policy, then prepare SCP records before claiming for each eligible senior employee.
Late-2025 uptake signals: what the numbers tell employers
As of November 2025, MOM reported more than 7,500 employers had used PTRG, benefiting more than 65,000 senior workers. It also said the government had disbursed over S$92 million.
Those figures matter because they show PTRG is not a small pilot. Employers across sectors have already built the program into HR routines, which makes it easier to justify internal policy changes.
The disbursement total also signals that claims processing is mature, and that documentation expectations are knowable. That helps when budgets face scrutiny.
If your firm has not used PTRG yet, treat the extension as a second chance. You can still set up compliant practices and claim support before December 31, 2027.
U.S. processing and fee changes: what Singaporean professionals should budget for
Singapore’s retention policies sit alongside a tougher mobility calendar for people moving to the United States 🇺🇸. In U.S. terms, one immediate cost issue is premium processing, a paid service that asks USCIS to act within a set timeframe on certain petitions.
It speeds up an agency decision or request, but it does not guarantee approval.
On January 9, 2026, DHS announced a final rule that raises premium processing fees to reflect inflation from June 2023 through June 2025, and the rule becomes effective March 1, 2026. For employers filing premium processing with Form I-129, Petition for a Nonimmigrant Worker, the fee rises from $2,805 to $2,965.
Premium processing is most useful when a start date is fixed, or when a worker needs travel certainty for family or business reasons soon.
For Singaporean citizens, the H-1B1 (Singapore) category remains a treaty-based option under the U.S.-Singapore Free Trade Agreement, while the broader H-1B program is capped and selection-driven.
Employers often compare them based on timing, role fit, and compliance burden, so small fee shifts can alter internal approvals and transfer plans.
H-1B weighted selection: how the new framework changes planning
DHS has also moved to reshape the H-1B cap process itself. On December 23, 2025, USCIS spokesman Matthew Tragesser said: “The new weighted selection will better serve Congress’ intent for the H-1B program and strengthen America’s competitiveness by incentivizing American employers to petition for higher-paid, higher-skilled foreign workers.”
The final rule takes effect February 27, 2026, for the FY 2027 cap season, in DHS Changes Process for Awarding H-1B Work Visas according to the USCIS newsroom notice.
“Weighted” means the selection pool is no longer purely random. Instead, the design aims to give better odds to registrations tied to roles that meet higher wage and skill signals, based on the rule’s stated objective.
That matters most for employers hiring into specialized positions, and for senior professionals whose pay level reflects experience.
Planning starts earlier under a weighted system. Employers want job titles, duties, and wage offers lined up before registration, and they need clean records to support the job classification later.
VisaVerge.com reports that firms are already treating wage setting as a compliance issue, not just a negotiation point from day-one.
Retention versus overseas moves: a decision path for employers and senior talent
PTRG and U.S. sponsorship changes pull in different directions. For Singapore-based employers, PTRG gives a structured way to retain experienced staff who prefer shorter hours, while still meeting business needs.
For global firms, U.S. filings remain an option, but they now demand tighter budgeting and earlier role definition.
A workable decision path keeps both tracks visible:
- First two weeks: identify roles where senior staff can shift to part-time without breaking service levels, and confirm the worker is a resident aged 60+.
- Weeks three to six: document Structured Career Planning (SCP) discussions and update Flexible Work Arrangements (FWAs) policies so managers apply them consistently.
- Next month: file the PTRG application and align payroll codes so you can track who is claimed under the employer cap.
- In parallel: if a U.S. transfer is still needed, price in the premium processing fee increase and plan petition timing around business milestones.
- Before any H-1B registration: lock down job duties, wage levels, and compliance files, because weighted selection rewards disciplined preparation.
For senior professionals, the local route means income and less travel stress. The overseas route can accelerate career goals, but it brings higher costs and selection pressure.
Official references to verify rules, fees, and application updates
Employers should check the official PTRG guidance before building policies, because MOM can update instructions, forms, or supporting documents during the extension period. The main program page is Singapore Ministry of Manpower (MOM) – Part-Time Re-Employment Grant.
For U.S. filings, USCIS posts premium processing fee updates and filing instructions on its official site, including the petition page for Form I-129. DHS announced the premium processing fee rule on January 9, 2026, and employers should confirm the fee in effect on the day of filing.
For the H-1B weighted selection rule, start with the USCIS newsroom release, DHS Changes Process for Awarding H-1B Work Visas. Policy details and implementation guidance can shift between a final rule and the first cap season, so document decisions and keep copies of the version you relied on.
When policies affect cross-border staffing, legal counsel and immigration specialists help employers avoid rework, missed deadlines, and avoidable denials.
Singapore extended its Part-Time Re-Employment Grant (PTRG) to 2027, providing financial support for firms retaining senior staff. Concurrently, the U.S. is raising premium processing fees and introducing a weighted H-1B selection system. These dual updates force global employers to balance domestic retention with more expensive, merit-based international mobility strategies for their experienced workforce.
