Half of Singapore workers surveyed struggle financially

Summary

Deel’s 2025 Singapore Payday Expectations Report finds half of Singapore’s full-time workforce is either just getting by or struggling financially. The July 2025 survey of 1,000 employees and 250 payroll decision-makers highlights growing financial pressure on workers, rising demand for flexible pay options such as earned wage access (EWA), and serious operational strain on payroll teams coping with regulatory changes and integration gaps.

Key takeaways include low wage growth relative to inflation, short household cash buffers, rising use of credit and gig work to bridge gaps, and increasing interest in alternative pay models — all while payroll teams face burnout and higher error risk due to manual processes and poor system integration.

Key Points

50% of Singapore employees say they are just getting by or struggling financially; only 13% report wages keeping pace with inflation.
42% could sustain their current lifestyle for under three months without income; 13% said one month without pay would be catastrophic.
To cope, employees cut discretionary spending (55%), take on part-time or freelance work (41%), rely on credit cards (47%) and buy-now-pay-later (33%).
Earned wage access (EWA) awareness is low (47% never heard of it) but 74% would consider using it if offered; only ~25% of payroll teams currently invest in EWA solutions.
Payroll teams are under pressure: 77% say regulatory changes added processes; 80% of organisations report payroll teams are not functioning well, and 15% report more payroll errors.
Technology adoption is rising — 47% use AI in payroll and 46% plan to — but only half have real-time integration between payroll, HR and accounting systems, leaving many firms reliant on manual or batch processes.

Why should I read this?

Because if you look after people, payroll or the company balance sheet, this is urgent. Workers are squeezed, they want flexibility in when and how they’re paid, and payroll teams are creaking under compliance and manual work. Read it to see the practical pressure points and why offering options like EWA or better-integrated payroll systems isn’t just a nice-to-have — it’s a retention and risk issue.

Context and relevance

This piece is important for HR leaders, finance and payroll teams, and senior managers in Singapore and the region. It ties into broader trends: cost-of-living stress, the rise of on-demand pay solutions, and the move toward automation and real-time integrations to reduce errors and burnout. For employers, the findings underscore the business case for modernising payroll tech, improving payslip transparency and expanding flexible compensation options to maintain trust and engagement.

Author’s take (punchy)

Punchy: This isn’t a survey to shrug off. Half your people are under financial stress and payroll — a mission-critical function — is burning out. Fix the fundamentals: clearer payslips, smoother systems, and thoughtful pay flexibility. Do that and you cut errors, boost trust and keep talent.