10 Things Singapore’s 2025 Population Report Reveals About Our Changing Workforce

This article is written in English for readers in Singapore. Chinese and Japanese translations are available on our website. 

Why the 2025 Population Report Matters to HR and Talent Leaders

The Population in Brief 2025 report by Singapore’s Department of Statistics (DOS) and National Population and Talent Division (NPTD) provides crucial insights into how demographic shifts will reshape Singapore’s future workforce.

As of June 2025, Singapore’s total population stood at 6.11 million, up 1.2% from 2024 — largely due to an increase in non-residents such as foreign workers, dependants, and students.

For HR leaders and employers, these numbers signal deep implications for talent mobility, manpower planning, and diversity strategy in 2026 and beyond.

10 Key Findings & Workforce Implications

1️⃣ Population hit 6.11 million

Growth was driven mainly by an expansion in the non-resident workforce segment.
💡 Implication: Foreign talent remains integral to business continuity and sectoral growth. HR must refine talent attraction and cross-border mobility strategies.

2️⃣ Non-resident population grew 2.7% to 1.91 million

Non-residents now account for nearly a third of Singapore’s population.
💡 Implication: Employers must strengthen compliance, retention, and integration frameworks for foreign employees.

3️⃣Citizen population rose modestly (0.7%) to 3.66 million

Citizen growth is slowing, while PR numbers remain steady at around 0.54 million.

💡 Implication: Expect tighter competition for local talent, requiring more upskilling and internal mobility investments.

4️⃣ Ageing population: 20.7% of citizens are now aged 65+

Up from 13.1% in 2015.

💡 Implication: Companies must prepare for multigenerational teams, phased retirement, and senior mentorship programmes.

5️⃣ Median age of citizens rose to 43.7 years

This steady rise signals a maturing workforce.

💡 Implication: Employers need to focus on continuous learning and technology enablement to maintain productivity.

6️⃣ Labour supply pressure from fewer young workers

With total fertility rates at 0.97 and fewer in the 20–64 cohort, the labour market tightens.

💡 Implication: Businesses must use automation, upskilling, and flexible staffing to sustain output.

7️⃣ Marriage and birth trends remain soft

Citizen births slightly increased to 29,237 in 2024, while marriages fell 5.7%.

💡 Implication: These social factors influence employee benefits, work-life balance policies, and childcare or caregiving needs.

8️⃣ Foreign-worker growth driven by construction and housing projects

Work-permit numbers rose to support major infrastructure projects like Changi Terminal 5.

💡 Implication: Strong demand for technical, logistics, and trade professionals continues.

9️⃣ Citizens aged 80 + up 60% since 2015

Longer lifespans redefine the meaning of “retirement age.”

💡 Implication: Re-employment and flexible engagement of seniors will be key to workforce sustainability.

🔟  Five-year population growth rate improved to 1.5%

Higher than 0.5 % from 2015–2020, mostly due to non-residents.

💡 Implication: Workforce composition will increasingly depend on how well Singapore integrates local and foreign manpower within fair, future-ready systems.

Strategic Take-aways for HR & Business Leaders

• Invest in internal mobility and skills renewal to offset slow local labour growth.
• Design age-inclusive policies to tap older workers’ experience and mentorship potential.
• Build cross-cultural competence for teams blending local and foreign employees.
• Align hiring with sectoral demand, especially in manufacturing, healthcare, logistics, and infrastructure.
• Re-evaluate benefits for a more diverse, multi-stage workforce.

How Reeracoen Helps Employers Respond

At Reeracoen Singapore, we help organisations translate demographic shifts into practical workforce solutions:

• Workforce analytics aligned to population and sectoral trends
• Multi-generational and diversity hiring frameworks
• Foreign-talent attraction and onboarding strategies
• Cross-border talent mobility insights and compliance advisory

Our goal is to help employers future-proof their teams through data, empathy, and inclusion.

 

💡 FAQ — Singapore’s Population & Workforce Trends

Q1. Why should employers study the Population Report?

Because it directly impacts recruitment, retention, and workforce planning decisions for 2026 onwards.

Q2. How does ageing affect HR strategy?

Older workers are staying in employment longer. Employers must redesign roles, offer training, and support lifelong learning pathways.

Q3. Does more foreign manpower mean fewer opportunities for locals?

Not necessarily. A well-balanced workforce improves productivity and knowledge transfer if managed inclusively.

Q4. What actions can SMEs take now?

Conduct workforce audits, strengthen employer branding, and invest in reskilling to attract both local and foreign professionals.

 

💼 For Employers: Consult Reeracoen for Workforce Planning Solutions

👩‍💼 For Jobseekers: Explore Opportunities in Singapore’s Changing Labour Market

 

✅ Final Author Credit
By Valerie Ong (Regional Marketing Manager)
Published by Reeracoen Singapore — a leading recruitment agency in APAC.

 

🔗 Related Articles

• [From IQ to AQ: Building Adaptability in 2026 Teams]
• [Salary & Benefits 2026: What Singapore Employers Should Budget For]

📚 References 

• Population in Brief 2025 — Department of Statistics & National Population and Talent Division (population.gov.sg)
• Channel News Asia (2025) — Singapore population rises to 6.11 million
• The Straits Times (2025) — Singapore’s population now 6.11 million, driven by more construction workers and dependants
• Labour Market Report Q2 2025 — Ministry of Manpower (stats.mom.gov.sg)
• Reuters (2025) — Singapore’s population hits record high as foreign workforce expands

 

 

Disclaimer:

The information provided in our blog articles is intended for general informational purposes only. It is not a substitute for professional advice and should not be relied upon as such. 

While we strive to provide accurate and up-to-date information, the ever-evolving nature of certain topics may result in content becoming outdated or inaccurate over time. Therefore, we recommend consulting with qualified professionals or experts in the respective fields for specific advice or guidance. Any actions taken based on the information contained in our blog articles are solely at the reader's discretion and risk. We do not assume any responsibility or liability for any loss, damage, or adverse consequences incurred as a result of such actions.

We may occasionally provide links to external websites or resources for further information or reference. These links are provided for convenience and do not imply endorsement or responsibility for the content or accuracy of these external sources. Our blog articles may also include personal opinions, views, or interpretations of the authors, which do not necessarily reflect the views of our organisation as a whole. We encourage readers to verify the accuracy and relevance of information presented in our blog articles and to seek professional advice when needed. Your use of this website and its content constitutes acceptance of this disclaimer.