Following the survey conducted by Singapore Institute of Architects (SIA) which revealed only 7% of young architects expressed a firm desire to continue pursuing their careers in the Built Environment, the Young Architects League (SIA-YAL) initiated the Young Architects Survey at the end of 2023. Conducted over a two-month period from November 2023 to January 2024, this comprehensive survey targeted architecture graduates of various background and experience levels. This includes including Qualified Persons and non-qualified persons from Architecture Consultancy, Private Developer, Public Sector, Contractor, Built Environment Consultancy, as well as those who have transitioned away from the Built Environment industry.
The main objective of our survey and its subsequent data publication is to serve as a stock take of the current salary standing across the years and provide valuable resource for empowering young architects and aspiring young architects within our built environment. From the individual perspective, by offering insights and data-driven analysis, the survey aims to assist architects in making informed career decisions that resonate with their personal aspirations. From the employers' perspective, it summarises essential insights into salary trends, employee needs, and overall welfare, with the summative goal of enhancing talent retention rates within the industry. Lastly, to support SIA's call for value driven commensurate fee by all Architecture consultancies to provide a competitive and attractive wage structure for current and next generation of young architects.
Through this ground-up initiative, SIA-YAL endeavors to foster a supportive and thriving environment for young architects in their pursuit for professional growth and success in the Built Environment sector - For Young Architects, By Young Architects.
This annual salary report would not have been possible without the contributions of our survey participants who have shared their salary information.
We are grateful to all those who have taken the time to help us improve the understanding of career transparency in our profession. Your generosity and commitment to advancing the careers of those in our industry is truly appreciated.
Thank you for playing a critical role in creating a more open and equitable job market for all in our profession.
This publication was crafted based on self reported data and other information based on results of a survey. It is published with the understanding that the publisher is not engaged in rendering professional services. If professional advice or other expert assistance is required, the services of a competent professional person should be sought. For the purpose of this report, our data collected excludes all employer CPF contributions and is tabulated in Singapore Dollar.
This publication grouped the various job titles used in the survey to 6 main categories for ease of reference. The 6 main categories are Architecture Consultancy, Private Developer, Public Sector, Contractor, Others (Built Industry) and Others (Non-Built Industry).
A total of 266 respondents participated in this survey. 263 responses were considered valid. 3 were discarded as it had data discrepancies or were incomplete. All data were self-reported, there was no secondary verification with supporting evidence done.
263 Respondents
* Only for Architecture Consultancy
GROWTH IN STARTING SALARY, MORE TO BE DONE TO RETAIN TALENTS WITHIN ARCHITECTURE CONSULTANCY.
The survey reveals a positive trend in the median starting salary for Master of Architecture graduates over the past three years, underscoring the industry's efforts to attract and retain talent in the Architecture industry. Despite the growth, the survey also identifies crucial areas for improvement of architectural practice, particularly in supporting professional and personal growth. Survey respondents indicated the need for a supportive work environment that balances professional development with personal well-being as the key push or pull factors from a company, while highlighted career progression, mental wellness & financial stability as the top priorities of young architects. When it comes to setting salary trend, smaller firms (ranging from 2 to 10 persons) are leading in terms of median pay for architects with 6-10 years of experience and are competitive for those with 11-15 years of experience. This indicates a potential shift in industry dynamics where smaller firms are setting benchmarks for compensation. The report also reveals the slight differentiation in salary bump for Qualified Person (QP) and alludes to the necessity for a distinct remuneration for the qualified knowledge and expertise that these qualified individuals offer to any projects. The key statistics tables (Tables 1 to 3) consist of vital data (median, mean, percentiles etc.) of starting salary, current salary based on years of experience, qualifications, with or without QP and also key company benefits (no. of leaves, maternity leaves etc.), which shall be built on over the following years to track progression and growth.
With this report, we believe it will support and reinforce SIA's continual efforts to work closely with industry leaders and authorities to improve salaries and industry practices in view of talent retention.
Only 44 out of 89 (49.4%) of the survey participants who are Qualified Person (QP) received a pay increment by their companies after the conferment of Registration Certificates by Board of Architects (BOA).
The median starting base annual salary (excluding bonus) of the survey participants with Master of Architecture in Architecture Consultancy is S$40,800 in 2013, S$43,800 in 2018 and S$48,000 in 2023, reflecting a growth of 17.6% over 10 years.
44% of all survey participants in Architecture Consultancy received no bonus, while 56% recorded receiving some kind of bonus. Survey participants in Public Sector, Private Developers and Contractor all recorded receiving bonuses.
Survey participants in Architecture Consultancy takes approximately 13 years of experience to cross annual salary (including bonus) of S$100,000.
When asked what is the fair annual salary (including bonus) from survey participants with Master of Architecture in Architecture Consultancy for someone with 1 year, 5 years and 10 years experience, the median shows S$48,000, $78,000 & S$100,000 respectively.
Survey participants from Big (51-250 pax) and Corporate (>250 pax) Architecture Consultancy firms clocked the highest average OT hours per week at 9.1 and 8.6 hours respectively. Medium firms (11-50 pax) at 7.4 hours, Small firms (2-10 pax) at 6.0 hours and Solo-Owner at 3.3 hours.
When asked what are the top three reasons that contribute to working OT for those in Architecture Consultancy, here is the breakdown of the top reasons selected:
Majority of Architectural Consultancy firms have gone back to pre-covid working arrangement with 65% survey participants indicating no work-from-home (WFH) days, while 21% indicating 1 day and 15% with 2-5 days of WFH flexibility. When asked the optimum number of WFH days, 58% prefer 2 WFH days while 21% prefer 1 WFH day.
The median annual leaves for survey participants in Architecture Consultancy are as follows:
When asked about the compensation for OT for those in Architecture Consultancy, 38% responded that there is no compensation, while 62% reported some kind of OT compensation. Here is the breakdown of the most common ways of compensation:
21% indicated that they are given the flexibility to work OT from home.
When asked what job benefits for those in Architecture Consultancy, 7% responded that they have no benefits while 93% reported some kind of benefits. Here is the breakdown of the most common benefits:
When asked what are the top three current priorities for those in Architecture Consultancy, here is the breakdown of the top priorities selected:
When comparing the median starting annual salary (with bonus) for the past 5 years, our data shows that survey participants with Master of Architecture from the Public Sector commands the highest starting annual package at S$81,600, 63.5% higher than those in Architecture Consultancy at $S49,900. In terms of the salary growth with experience, survey participants from Private Developers has the steepest pay increment while those in Public Sector shows a relatively moderate growth. Although data from those in Architecture Consultancy shows better salary growth than Public Sector over the years, its slower start would means it takes anyone in Architecture Consultancy approximately 20+ years to match Public Sector's annual package.
As a salary package, bonus structure are significantly different between various types of firms. Architecture Consultancy and Built Industry have the least bonus provision. Tabulating all salary and bonus figures from all levels of experience, from the various company types, these are the key findings.
Median bonus values tabulated vs base salary:
Noteworthy that the 190 Architecture Consultancy respondents, 74 (38.9%) of respondents have zero bonus.
* Note: There are relatively few survey participants for Public Sector (11 pax), Private Developer (11 pax), Contractor (6 pax) as compared to Architecture Consultancy (190 pax). The respondents working in Public Sector, Private Developer, Contractors median experience level is higher than the median experience level of respondents of Architecture Consultancy.
6-10 Years Working Experience
11-15 Years Working Experience
16-20 Years Working Experience
>20 Years Working Experience
Overall Median Annual Salary Across All YOE ($SGD), including Bonus (%)
Overall Median Annual Salary Across All YOE ($SGD), including Bonus (%)
The study brings about an interesting finding on the current paying power based on the size of firms. The data shows that although those with Master of Architecture (without QP) working in Small (2-10pax) Architecture Consultancy firms have the lowest median annual salary (with bonus) for those with 1-5 years of experience at S$51,600, the median annual package of those with Master of Architecture (without QP) working in these Small (2-10pax) firms with 6-10 years of experience at S$82,300 beats the median of those in Medium (11-50 Pax), Big (51-250 Pax) and Corporate (>250 Pax) firms at S$72,000, S$79,950 and S$75,400 respectively.
For those with 11-15 years of experience, Corporate (>250 Pax) firms sets the trend with highest median annual salary (with bonus) at S$112,900, approximately 2.2% higher than the 2nd highest median of those in Small (2-10pax) firms at S$110,500.
Note: This finding is supported by a sizeable data from those in Architecture Consultancy - Solo (5 pax), Small (44 pax), Medium (65 pax), Big (52 pax), Corporate (98 pax)
1-5 Years Working Experience
6-10 Years Working Experience
11-15 Years Working Experience
16-20 Years Working Experience
>20 Years Working Experience
To understand the competitiveness of our local architecture consultancy firms against foreign firms, we plotted out the comparison of the Annual Salary (with Bonus) of those with Master of Architecture and found that the figures are generally comparable for those with 1-7 years of experience.
As the years of experience increases, the scatter plot starts to show a distinction in the appreciation of those who possess 9-15 years of experience through a higher annual package. Taking a closer comparison, a singular data point of someone with 11 years of experience in a foreign firm at S$114,000 beats the median of those in a local firm with same years of experience at S$84,000 by 35.7%. This is again reflected at 15 years of experience with foreign firm offering S$138,000, 41.5% higher in annual package against the median of S$97,500 for those in local firms.
Note: This finding is supported by a sizeable data from those in Local Architecture Consultancy (162 pax) and Foreign Architecture Consultancy (28 pax).
Through web scraping data set of Architecture Consultancy job offerings between the dates of 17 Oct 2023 and 13 Mar 2024, we are able to collate 531 number of job offerings posted across the web. For job listings with a salary range, the median values are used and analysed it against our survey participants' salary (excluding bonus) over the various years of experience to give an understand of the potential upside one can have if they choose to change jobs within Architecture Consultancy.
The results show that changing jobs does indeed have the potential to increase one's salary, especially for those between 8-16 years of experience. In general, companies are willing to provide higher salary to attract experienced talents from competitors. This finding is also a reminder for companies to fairly adjust the salary of those who are deserving to what they are willing to offer in the hiring market for someone of the similar years of experience to retain their talents.
With salary as one of the key factors for talent retention in our profession, it is pertinent to understand the current perception of fair remuneration for the years of experience by employees. Here is the median for Current Annual Salary (With Bonus) vs. median for perceived fair Annual Salary (With Bonus) for those working in Architecture Consultancy with Master of Architecture at these respective years:
1 Year - S$49,900 vs. S$50,400
5 Years - S$64,900 vs. S$72,000
10 Years - S$77,000 vs. S$114,000
Although the median of Annual Salary (With Bonus) meets the median fair remuneration expectations of someone with 1 year of experience, the current salary trend still falls short of the fair remuneration expectation by 10.9% for anyone with 5 years of experience and 48.1% for those with 10 years of experience.
Note: This finding is derived from a sizeable data of 190 survey respondents from Architecture Consultancy.
Gender Equity in our Built Environment is essential especially when the nature of our industry hinges on contributions, skillsets and experience. Gender and choice to having kids should not be a limiting factor for someone who is performing and competent at work from achieving fair remuneration.
From our findings, it shows that at the start of their career whereby most are singles, initially gender does not play as significant a role for salary and is almost equal. As the years progress, with more changes to marital status and having kids, females’ median salary become significantly lesser than their male counterparts. A comparison of survey participants with 6-10 years of experience who are married with kids shows that the median Annual Salary (With Bonus) of male is at S$83,000, 11.4% higher as compared to female of S$74,520. For survey participants with more than 10 years of experience, the median for male married with kids stands at S$120,000, 17.2% higher as compared to female who are married with kids at S$102,375. To encourage and inculcate a fair and encompassing work environment, we hope that fair wages and opportunities should be given to all performing or deserving individuals regardless of gender or family status.
Note: Findings are based on 11 data points collected from those working in Architecture Consultancy and are married with kids.
1-5 Years Working Experience
6-10 Years Working Experience
>10 Years Working Experience
To corelate the more valued skillsets, we asked survey respondents to rank the top three most relevant skills in their day to day work. These are the top three skills that corelates with the higher salary (top ten percentile of the annual salary (with bonus)) of each 5-year band of Year of Experience (YOE)*. Top earners with these skillsets are spread across all firm sizes.
1-5 YOE: Design, Compliance, Project Management
6-10 YOE: Design, Project Management, Compliance
11-15 YOE: Business Management and Development, Compliance, Team Management
More than 15 YOE **: Team Management, Project Management, Compliance
Top 10% Earners
Across the different sectors, the percentage of people intending to leave their current companies in the next one year is highest in the Architecture Consultancy (55%), 24% in Public Sector while no one expressed intention of leaving Private Developer, which may be due to the steep pay increment as reflected earlier in our report.
Zooming into Architecture Consultancy, here are the percentages of survey participants who expressed similar sentiment of leaving their current firm in the next one year:
Solo Owner (1 Pax) - 0 out of 3 (0%)
Small (2-10 Pax) - 20 out of 34 (58.8%)
Medium (11-50 Pax) - 35 out of 59 (59.3%)
Big (51-250 Pax) - 21 out of 45 (46.7%)
Corporate (>250 Pax) - 27 out of 49 (55.1%)
Note: This finding is derived from a sizeable data of 190 survey respondents from Architecture Consultancy.
Are you thinking of leaving in the next 1 year?
Are you thinking of leaving in the next 1 year?
Among those in Architecture Consultancy who responded that they have intentions to leave the company in a year's time, 71 out of 105 (67.6%) survey respondents stated that remuneration is the top reason which compels them to leave.
As for those who intends to stay, 57 out of 85 (67.1%) indicated that remuneration is not the top reason which attracts them to stay in the firms. Upon deeper investigation on the push or pull factors beyond pay, Professional Growth and Work-life balance emerge as the top cited reasons for both leaving and staying in the firm. Other valued pull factors that can aid in talent retention are providing a good workplace environment with good organisation structure, mentorship programs and allowing more autonomy and design freedom. Leadership and Management is cited highly (3rd overall) as a reason to leave.
Top cited reason to leave:
Although 44 out of 89 (49.4%) of the survey participants who are Qualified Person (QP) indicated that they did not get a pay increment after getting licensed, our median data of Annual Salary (with Bonus) shows that Qualified Persons (QP) in Architecture Consultancy earn marginally higher compared to their non-QP counterparts at an additional of 4.0% at 5 years of experience to 6% at 8 years of experience.
Comparing solely on QP-holders, those in Private Developers and Public Sector earns higher than those in Architecture Consultancy. The biggest difference occurs in the 6-10 years of experience category, where the median income of QP holders in Private Developer firms is 45.9% higher than those in Architecture Consultancy.
Following our two engaging young architects roundtable sessions back in 2021 which helped in the formulation of SIA-YAL's latest initiatives over the past three years, we would like to bring young architects together once again to share their thoughts and opinions on selected key findings of our survey report. From the findings of our survey, we have established three specific topics of focus to identify some of the best practices for our profession. We acknowledge that this needs to be formulated by the young architects at large and we would like to invite you to join in this conversation.
Kindly indicate your interest below:
| Year started working | Minimum ($SGD) | 25th Percentile ($SGD) | Median ($SGD) | 75th Percentile ($SGD) | Maximum ($SGD) | Average ($SGD) |
|---|---|---|---|---|---|---|
| 2023 | 44,400 | 45,750 | 48,000 | 48,000 | 54,000 | 47,580 |
| 2022 | 39,600 | 42,000 | 45,600 | 46,800 | 51,600 | 44,782 |
| 2021 | 33,600 | 43,200 | 43,200 | 45,600 | 48,000 | 43,670 |
| 2020 | 33,600 | 38,400 | 40,800 | 45,000 | 45,600 | 40,680 |
| 2019 | 42,000 | 43,200 | 45,000 | 45,900 | 60,000 | 45,757 |
| 2018 | 33,600 | 40,800 | 43,800 | 45,600 | 72,000 | 44,354 |
| 2017 | 24,000 | 38,700 | 43,200 | 43,200 | 73,800 | 42,109 |
| 2016 | 33,600 | 39,700 | 41,400 | 42,900 | 43,200 | 40,714 |
| 2015 | 36,000 | 39,900 | 42,000 | 42,900 | 54,000 | 41,880 |
| 2014 | 39,000 | 39,000 | 40,500 | 42,600 | 44,400 | 41,100 |
| 2013 | 26,400 | 36,000 | 40,800 | 42,000 | 43,200 | 37,680 |
| 2012 | 33,600 | 36,900 | 39,600 | 44,100 | 54,000 | 41,400 |
| 2011 | 33,600 | 36,600 | 40,700 | 43,150 | 60,000 | 42,367 |
| 2010 | 36,000 | 38,400 | 40,800 | 44,400 | 48,000 | 41,600 |
| 2009 | 33,600 | 35,700 | 37,800 | 39,900 | 42,000 | 37,800 |
| 2008 | 38,400 | 38,400 | 38,400 | 38,400 | 38,400 | 38,400 |
| 2007 | 24,000 | 27,600 | 31,200 | 32,400 | 33,600 | 29,600 |
| 2006 | - | - | - | - | - | - |
| 2005 | 27,600 | 27,600 | 27,600 | 27,600 | 27,600 | 27,600 |
| 2004 | - | - | - | - | - | - |
| 2003 | - | - | - | - | - | - |
| 2002 | - | - | - | - | - | - |
| 2001 | 18,000 | 18,000 | 18,000 | 18,000 | 18,000 | 18,000 |
* Diploma is excluded due to lack of data collected
| Year started working | Minimum ($SGD) | 25th Percentile ($SGD) | Median ($SGD) | 75th Percentile ($SGD) | Maximum ($SGD) | Average ($SGD) |
|---|---|---|---|---|---|---|
| 2023 | - | - | - | - | - | - |
| 2022 | - | - | - | - | - | - |
| 2021 | 45,600 | 45,600 | 45,600 | 45,600 | 45,600 | 45,600 |
| 2020 | 33,600 | 34,800 | 36,000 | 42,000 | 48,000 | 39,200 |
| 2019 | - | - | - | - | - | - |
| 2018 | 36,000 | 36,000 | 36,000 | 36,000 | 36,000 | 36,000 |
| 2017 | - | - | - | - | - | - |
| 2016 | 33,600 | 33,600 | 33,600 | 33,600 | 33,600 | 33,600 |
| 2015 | - | - | - | - | - | - |
| 2014 | - | - | - | - | - | - |
| 2013 | 36,000 | 36,000 | 36,000 | 36,000 | 36,000 | 36,000 |
| 2012 | - | - | - | - | - | - |
| 2011 | 33,600 | 33,600 | 33,600 | 33,600 | 33,600 | 33,600 |
| 2010 | - | - | - | - | - | - |
| 2009 | 25,000 | 25,000 | 25,000 | 25,000 | 25,000 | 25,000 |
| 2008 | 30,600 | 33,300 | 36,000 | 39,000 | 42,000 | 36,200 |
| 2007 | 36,000 | 36,000 | 36,000 | 36,000 | 36,000 | 36,000 |
| 2006 | 19,600 | 19,600 | 19,600 | 19,600 | 19,600 | 19,600 |
| 2005 | - | - | - | - | - | - |
| 2004 | 30,000 | 30,000 | 30,000 | 30,000 | 30,000 | 30,000 |
* Diploma is excluded due to lack of data collected
| Years of working experience | Minimum ($SGD) | 25th Percentile ($SGD) | Median ($SGD) | 75th Percentile ($SGD) | Maximum ($SGD) | Average ($SGD) |
|---|---|---|---|---|---|---|
| 5 | 60,400 | 64,200 | 67,090 | 70,075 | 75,450 | 67,291 |
| 6 | 60,750 | 69,300 | 76,800 | 86,000 | 93,700 | 77,205 |
| 7 | 61,100 | 78,163 | 80,950 | 85,920 | 120,000 | 83,193 |
| 8 | 64,200 | 72,250 | 73,760 | 76,680 | 107,100 | 78,037 |
| 9 | 68,000 | 76,000 | 84,000 | 98,000 | 112,000 | 88,000 |
| 10 | 75,400 | 75,800 | 76,200 | 76,600 | 77,000 | 76,200 |
| 11 | 73,000 | 85,750 | 100,900 | 112,350 | 114,000 | 97,200 |
| 12 | 66,000 | 78,000 | 86,000 | 109,750 | 169,000 | 101,750 |
| 13 | 88,800 | 92,600 | 96,400 | 100,200 | 104,000 | 96,400 |
| 14 | 116,200 | 117,150 | 118,100 | 119,050 | 120,000 | 118,100 |
| 15 | 117,000 | 122,250 | 127,500 | 132,750 | 138,000 | 127,500 |
| 16 | 90,000 | 102,500 | 115,000 | 127,500 | 140,000 | 115,000 |
* Diploma is excluded due to lack of data collected
| Years of working experience | Minimum ($SGD) | 25th Percentile ($SGD) | Median ($SGD) | 75th Percentile ($SGD) | Maximum ($SGD) | Average ($SGD) |
|---|---|---|---|---|---|---|
| 1 | 42,600 | 46,050 | 49,900 | 53,130 | 54,600 | 49,443 |
| 2 | - | 51,550 | 54,000 | 57,250 | 115,000 | 58,659 |
| 3 | 45,600 | 51,300 | 57,300 | 59,320 | 66,000 | 55,986 |
| 4 | 45,600 | 53,400 | 60,000 | 62,850 | 67,500 | 57,876 |
| 5 | 50,600 | 60,875 | 64,500 | 75,000 | 80,000 | 66,600 |
| 6 | 61,380 | 71,400 | 72,000 | 75,400 | 81,250 | 72,120 |
| 7 | 58,500 | 68,275 | 81,900 | 83,500 | 108,000 | 78,850 |
| 8 | 65,000 | 66,650 | 69,600 | 72,495 | 73,980 | 69,545 |
| 9 | 102,800 | 102,800 | 102,800 | 102,800 | 102,800 | 102,800 |
| 10 | 68,000 | 73,000 | 78,000 | 84,500 | 91,000 | 79,000 |
| 11 | 72,000 | 75,000 | 78,000 | 81,000 | 84,000 | 78,000 |
| 12 | 60,000 | 69,000 | 78,000 | 87,000 | 96,000 | 78,000 |
| 13 | - | - | - | - | - | - |
| 14 | - | - | - | - | - | - |
| 15 | 72,300 | 78,600 | 84,900 | 91,200 | 97,500 | 84,900 |
| 16 | 107,250 | 121,063 | 134,875 | 148,688 | 162,500 | 134,875 |
| 17 | - | - | - | - | - | - |
| 18 | 96,000 | 96,000 | 96,000 | 96,000 | 96,000 | 96,000 |
* Diploma is excluded due to lack of data collected
| Years of working experience | Minimum ($SGD) | 25th Percentile ($SGD) | Median ($SGD) | 75th Percentile ($SGD) | Maximum ($SGD) | Average ($SGD) |
|---|---|---|---|---|---|---|
| 1 | 53,200 | 53,200 | 53,200 | 53,200 | 53,200 | 53,200 |
| 2 | 58,500 | 58,500 | 58,500 | 58,500 | 58,500 | 58,500 |
| 3 | 64,400 | 64,400 | 64,400 | 64,400 | 64,400 | 64,400 |
| 4 | 58,500 | 58,500 | 58,500 | 58,500 | 58,500 | 58,500 |
| 5 | 100,800 | 100,800 | 100,800 | 100,800 | 100,800 | 100,800 |
| 6 | - | - | - | - | - | - |
| 7 | 64,800 | 64,800 | 64,800 | 64,800 | 64,800 | 64,800 |
| 8 | - | - | - | - | - | - |
| 9 | 55,900 | 55,900 | 55,900 | 55,900 | 55,900 | 55,900 |
| 10 | - | - | - | - | - | - |
| 11 | - | - | - | - | - | - |
| 12 | - | - | - | - | - | - |
| 13 | - | - | - | - | - | - |
| 14 | 107,000 | 107,000 | 107,000 | 107,000 | 107,000 | 107,000 |
| 15 | 95,000 | 98,375 | 101,750 | 105,125 | 108,500 | 101,750 |
| 16 | - | - | - | - | - | - |
| 17 | 74,600 | 74,600 | 74,600 | 74,600 | 74,600 | 74,600 |
| 18 | - | - | - | - | - | - |
| 19 | 106,000 | 106,000 | 106,000 | 106,000 | 106,000 | 106,000 |
* Diploma is excluded due to lack of data collected
| Company Type (group) | Median Annual leaves | Median Maternity leave | Median Childcare leave | Median Paternity leave |
|---|---|---|---|---|
| Architecture Consultancy | 15 | 16 | 6 | 2 |
| Public Sector | 18 | 16 | 6 | |
| Contractor | 14.5 | 8 | 4 | 8 |
| Private Developer | 18 | 16 | 6 | 2 |
| Built Industry | 14.5 | 8 | 6 | 2 |
| Non Built Industry | 17.5 | 0 | 0 | 0 |
| Current company size | Median Annual leaves | Median Maternity leave | Median Childcare leave | Median Paternity leave |
|---|---|---|---|---|
| Solo - Owner (1 Pax) | 18 | |||
| Small (2-10 Pax) | 14.5 | 16 | 6 | 2 |
| Medium (11-50 Pax) | 15 | 12 | 3 | 2 |
| Big (51- 250 Рах) | 14 | 16 | 6 | 2 |
| Corporate (>250 Pax) | 18 | 16 | 6 | 3 |
Singapore Institute of Architects
79 Neil Road, Singapore 088904
https://sia.org.sg
Ar. Chio Wen Tian (YAL Chair)
Ar. Bianca Gill (YAL Co-chair)
Ar. Jean Cheong (YAL Co-chair)
Ar. David Oktavianus
Aaron Choo
Baey Yan Ling, LEED AP, GMAP
Naomi Bachtiar
With special thanks to Ar. Quentin Sim for providing existing offered monthly salary data scraped from job portals.
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