By Singapore organisations with more than 200 employees will need at least one HR professional certified by the Institute for Human Resource Professionals (IHRP) at Certified Professional level or higher from July 1, 2028, according to HRD America. The Ministry of Manpower (MOM) announced the requirement in September and has confirmed that about 45% of the roughly 2,000 covered organisations already meet the standard.
The policy was recommended by the Tripartite Workgroup on Human Capital Capability Development, co-led by MOM, the Singapore National Employers Federation and the National Trades Union Congress (NTUC). MOM told Parliament that “the intent for the requirement is to help raise HR standards and enable businesses and workers to better navigate workplace and technology shifts.” The covered organisations collectively employ more than 45% of Singapore’s workforce.
Why the 200-employee threshold matters
The tripartite workgroup described the 200-employee threshold as a “practical starting point,” according to ET HRSEA. Employers at that scale are considered more likely to have the resources and organisational depth to take the lead on formal HR capability building. The covered pool includes roughly 300 companies with at least 1,000 employees and around 40 organisations employing 5,000 or more workers.
For HR and payroll leaders, the threshold creates a clear dividing line. Organisations above it face a fixed compliance date and should treat certification as a workforce planning issue, not a training afterthought. Organisations at or below 200 employees are not covered by the mandate, though MOM has said it will support smaller employers that choose to certify their HR professionals voluntarily.
What certification involves in practice
The IHRP Certified Professional (IHRP-CP) credential is the baseline for the new requirement. The mandate accepts equivalent qualifications from other HR bodies, but only if approved by the IHRP and only where candidates satisfy prescribed bridging requirements. That means a CIPD or SHRM credential alone will not automatically satisfy the July 2028 obligation.
The certification process assesses HR competencies against the IHRP Body of Competencies, which covers areas such as workforce planning, talent acquisition, performance management, compensation and benefits, employee relations and HR technology. Payroll specialists should note that the requirement applies to HR professionals generally, not specifically to payroll administrators, but larger payroll teams often sit within HR functions and may be expected to support certification efforts.
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Subsidies and cost offsets
The government is offering an additional S$100 subsidy for Singapore residents undertaking IHRP certification between October 1, 2026 and June 30, 2028, on top of existing subsidies. Organisations can also use the SkillsFuture Enterprise Credit to offset remaining out-of-pocket costs for HR professionals.
The table below summarises the key dates and thresholds employers should track.
| Item | Detail |
|---|---|
| Announcement | September, no exact day given in sources |
| Requirement start | July 1, 2028 |
| Covered organisations | About 2,000 with more than 200 employees |
| Additional S$100 subsidy window | October 1, 2026 to June 30, 2028 |
| Baseline certification | IHRP Certified Professional or higher |
What HR and payroll teams should do now
The 45% compliance figure reported by MOM means more than half of covered organisations still need to act. The practical steps are straightforward but time-sensitive. First, identify whether the organisation already employs at least one IHRP-certified professional at the required level. Second, map which HR roles are most suitable for certification and whether current credentials from other bodies qualify for recognition or bridging. Third, plan certification around the subsidy window that opens in October 2026.
For payroll leaders, the mandate has indirect but real implications. Payroll data feeds workforce planning, headcount reporting and compliance obligations that IHRP certification covers. A certified HR professional may be better positioned to integrate payroll systems with broader HR technology shifts, which MOM cited as a driver of the policy. Employers should also confirm how the SkillsFuture Enterprise Credit applies to their specific circumstances, as credit availability and eligibility can vary.
The recognition pathway for equivalent qualifications remains an area to watch. Both sources agree that recognition is subject to IHRP approval and bridging requirements, but neither specifies which overseas bodies currently qualify or what bridging entails. HR teams holding non-IHRP credentials should seek confirmation directly from IHRP rather than assume equivalence.
MOM has said it continues to encourage all organisations to support HR professionals to obtain IHRP certification and deepen their professional development. For covered employers, that encouragement becomes a compliance obligation in July 2028.
Sources: ET HRSEA, HRD America
Photo: Carlo Fasce (Iona) - Brevetto Alexander - Certificato al Patriota (1945) by Moustaky, CC BY-SA 3.0
