---
title: "Singapore HR Certification Requirement 2028: What 200+ Employee Organisations Need to Know"
description: Singapore will require organisations with more than 200 employees to have an IHRP-CP certified HR professional from 1 July 2028. Learn what businesses should prepare now.
---

[Resources](https://jwc.com.sg/resources)

# [Singapore HR Certification Requirement 2028: What 200+ Employee Organisations Need to Know](https://jwc.com.sg/resources/singapore-ihrp-hr-certification-requirement-200-employees-2028)

 Written by [JWC Accounts & HR](https://jwc.com.sg/resources/author/jwc-accounts-hr) | Oct 29, 2026, 1:29:26 AM

If your organisation has more than 200 employees, [is your HR function ready for a new professional certification requirement?](/resources/hr-outsourcing-vs-in-house-hr-cost-isnt-the-real-deciding-factor])

From 1 July 2028, organisations in Singapore with more than 200 employees will be required to have at least one suitable HR professional who is certified at the Institute for Human Resource Professionals (IHRP) Certified Professional (IHRP-CP) level or higher, or holds an equivalent accreditation recognised by IHRP and meets any prescribed bridging requirements. The requirement follows recommendations from the Tripartite Workgroup on Human Capital Capability Development (TWG-HC), which the Government has accepted.

While the requirement does not take effect until 2028, businesses with larger workforces have a clear reason to start reviewing their HR capabilities early. Certification, HR structures, policies and people processes take time to plan, and early preparation can make the transition more manageable.

## **What Is the New HR Certification Requirement?**

The new requirement establishes a professional baseline for HR capability in larger organisations. From 1 July 2028, organisations with more than 200 employees must have at least one suitable HR professional who is IHRP-CP certified or higher. An equivalent or higher accreditation from an international HR professional body may also satisfy the requirement if it is recognised by IHRP and any prescribed bridging requirements are met.

IHRP is Singapore's national HR certification framework supported by MOM, NTUC and SNEF. Its certification framework includes three tiers: IHRP Certified Associate (IHRP-CA), IHRP Certified Professional (IHRP-CP) and IHRP Senior Professional (IHRP-SP).

## **Who Will Be Affected?**

The requirement applies to organisations in Singapore with more than 200 employees. The rule is therefore aimed primarily at larger organisations rather than every employer in Singapore. Organisations with 200 or fewer employees are not subject to this specific requirement, although the Government is also encouraging employers of all sizes to strengthen HR capabilities through certification support.

## **When Does It Take Effect?**

The requirement takes effect on 1 July 2028. This gives affected organisations time to assess their current HR team, identify suitable HR professionals, understand certification pathways and plan any necessary development or recruitment.

## **Why Is Singapore Introducing This Requirement?**

HR decisions can have a significant impact on employees and businesses, from recruitment and performance management to workplace policies, career development and workforce changes. The TWG-HC described professionalising HR practice as a way to establish a trusted baseline and strengthen the quality of people practices and decisions. The Government accepted the recommendation as part of a broader effort to strengthen human capital capabilities. citeturn0search1turn0search2

The change also comes as workplaces become more complex and technology-enabled. Singapore's broader human capital agenda includes preparing employers for changes in the employment landscape, including the rollout of the Workplace Fairness Act and changes to the Employment Act.

## **What Does IHRP-CP Certification Involve?**

For an HR professional pursuing IHRP-CP, [MOM](https://www.mom.gov.sg/newsroom/press-releases/2026/2409-recommendations-by-twg-hc) states that the individual must have at least three years of relevant HR working experience and at least 150 hours of HR-related training or an HR education qualification. Certification is therefore not simply an administrative registration; it is intended to recognise professional HR capability and experience.

## **What Should Businesses Do Now?**

Affected organisations do not need to wait until 2028 to start preparing. A practical review can begin with four questions:

· Do we currently have more than 200 employees, and are we likely to remain above that threshold?

· Does our HR team already include an IHRP-CP certified professional or someone with an equivalent recognised accreditation?

· Which HR professional would be the most suitable candidate for certification?

· Are our HR policies, employee records, payroll processes and people-management practices structured well enough to support future compliance?

For businesses approaching the 200-employee threshold, this is also a useful opportunity to review how HR responsibilities are distributed between internal teams, management and external HR partners.

## **There Is Support for Early Certification**

The Government is encouraging early adoption rather than waiting for the requirement to take effect. Eligible Singapore Citizens and Permanent Residents can receive an additional one-time S$100 subsidy for selected IHRP certification applications from 1 October 2026 to 30 June 2028, subject to the applicable criteria. Organisations can also use SkillsFuture Enterprise Credit under the redesigned Enterprise Workforce Transformation Package to offset remaining out-of-pocket certification fees, with implementation details to be provided by the authorities.

## **What This Means for Smaller Businesses**

If your company has 200 or fewer employees, the new requirement does not currently mean that you must have an IHRP-CP certified HR professional. However, the Government and IHRP are encouraging organisations of all sizes to strengthen HR capability and support HR professionals in attaining recognised certification.

For growing businesses, developing HR capability early can also help establish stronger foundations before the organisation reaches a larger workforce size.

## **Certified HR Is Only One Part of a Strong HR Function**

Having a certified HR professional is an important capability benchmark, but effective HR management also depends on the systems and processes supporting the HR function.

Businesses should consider whether they have clear employment contracts, HR policies, employee records, payroll processes, leave administration, statutory submissions, onboarding procedures and consistent documentation. Technology can also help HR teams manage employee data and routine processes more efficiently.

For companies that do not yet need or want to build a large internal HR team, HR outsourcing or HR-as-a-service can provide additional operational support while the business develops its internal capabilities.

## **How JWC Can Support Your HR Operations**

Preparing for stronger HR requirements is not only about certification. Businesses also need reliable day-to-day HR processes that keep employee administration, payroll and compliance organised.

[JWC Accounts & HR](https://jwc.com.sg/) provides HR solutions for Singapore businesses, including payroll outsourcing, HR as a Service, HR operations and administration, employment contracts and HR policy support. These services can help businesses manage essential HR processes while their internal teams focus on people strategy and business growth.

For businesses that are growing their workforce, the right combination of internal HR capability, technology and external support can provide a more structured approach to managing people and compliance.

[View full post](https://jwc.com.sg/resources/singapore-ihrp-hr-certification-requirement-200-employees-2028)

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