CPF Calculator 2026 – Contributions, Take-Home Pay and OA/SA/MA Split
From 1 January 2026, CPF contributions are worked out on the first S$8,000 of your monthly wage — up from S$7,400. Enter your age and salary to see your employee and employer contributions, what is left as take-home pay, and exactly how much lands in your Ordinary, Special (or Retirement) and MediSave accounts.
Your details
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Your CPF and take-home pay
| Your monthly breakdown | Amount |
|---|---|
| Gross monthly salary | S$5,000.00 |
| Wage CPF is calculated on (capped at S$8,000) | S$5,000.00 |
| Employee contribution (20%) | S$1,000.00 |
| Employer contribution (17%) | S$850.00 |
| Total CPF contribution | S$1,850.00 |
| Ordinary Account (OA) — 23% | S$1,150.00 |
| Special Account (SA) — 6% | S$300.00 |
| MediSave Account (MA) — 8% | S$400.00 |
| Take-home pay | S$4,000.00 |
| Total CPF over a year (no bonus) | S$22,200.00 |
Rates shown are for Singapore Citizens and Permanent Residents in their 3rd year or later. Above S$8,000 a month, extra salary no longer adds CPF — see the cap note when it applies.
- From 1 January 2026, CPF is worked out on the first 8,000 of monthly wage, and every dollar is split between the Ordinary, Special (or Retirement) and MediSave accounts by your age band.
- The same wage gives very different CPF figures at different ages, because both the rate and the split move with age.
- Bonuses count too, but against an annual 102,000 ceiling — and three payslip lines (gross salary, employee CPF, employer CPF) tell you whether your CPF is right.
- Where your CPF goes: the three accounts
- Your year in CPF
- Pay and retirement, from the other angles
- How it works
- The math behind the default example
- Two things people get wrong about CPF
- The 2026 CPF rates this calculator uses
- CPF at every age, on the same S$5,000 salary
- The bonus, the S$102,000 ceiling, and the year as a whole
- Reading your payslip against this calculator
- What this calculator leaves out, and why that matters
Where your CPF goes: the three accounts
Every dollar of contribution is split between your accounts, and the split follows your age — younger members build their Ordinary Account fastest, while more flows to retirement and healthcare as you get older. The bar redraws live with your figures.
At age 55 your Special Account closes and its savings move to a new Retirement Account (RA); from your 56th year, the retirement share of new contributions goes to the RA instead — this calculator switches the label automatically at your age.
Your year in CPF
A month is how CPF feels; a year is how it adds up. This card totals twelve months of contributions plus any bonus you entered.
| Your annual summary | Amount |
|---|---|
| Employee contributions (12 months) | S$12,000.00 |
| Employer contributions (12 months) | S$10,200.00 |
| Bonus counted for CPF (Additional Wages) | S$0.00 |
| Employee share of the bonus | S$0.00 |
| Employer share of the bonus | S$0.00 |
| Total CPF for the year | S$22,200.00 |
| Your total take-home over the year | S$48,000.00 |
Additional Wages such as bonuses count towards CPF only up to a total-wage ceiling of S$102,000 a year. With monthly CPF on the full S$8,000, that headroom is used up by salary alone, so a bonus would add no further CPF.
Pay and retirement, from the other angles
Gross up a salary, check a US paycheck, or project the retirement your contributions are building towards.
How it works
One wage ceiling, two contributors, three accounts.
Cap the wage, apply your age band
CPF is calculated on your Ordinary Wages up to S$8,000 a month in 2026. Your age sets the rates: a total of 37% at 55 and below (20% from you, 17% from your employer), stepping down through 34%, 25% and 16.5% to 12.5% above age 70.
Deduct yours, add theirs
Your employee share comes out of your pay, which is why take-home is salary minus your contribution. Your employer’s share is paid on top of your salary — it is never deducted from your wages, but it lands in the same accounts.
Split across OA, SA/RA and MA
The combined contribution is allocated by a second age table: at 35 and below, 23 of the 37 points go to the Ordinary Account. With age, the split tilts towards the Retirement Account and MediSave — the three shares always add back up to the full contribution.
The math behind the default example
Step 1 — the CPF-able wage. A 30-year-old earning S$5,000 a month is under the S$8,000 ceiling, so CPF is calculated on the full S$5,000.
Step 2 — the two shares. At age 55 and below the employee rate is 20% and the employer rate is 17%: employee S$1,000, employer S$850 — a total contribution of S$1,850, exactly 37% of the wage.
Step 3 — the split. The allocation table for age 35 and below sends 23% of the wage to the Ordinary Account (S$1,150), 6% to the Special Account (S$300) and 8% to MediSave (S$400). The three add back to S$1,850 — they always do, in every age band.
The result. Take-home pay is S$5,000 − S$1,000 = S$4,000 a month, while S$22,200 a year flows into the CPF accounts — S$12,000 of it from the employee, S$10,200 from the employer.
What the 2026 ceiling changed: in 2025 the cap was S$7,400, so an employee earning S$8,000 or more contributed at most S$1,480 a month. At the new S$8,000 ceiling the maximum employee contribution is S$1,600 — S$120 a month more into CPF, and S$120 less in take-home, for high earners.
Two things people get wrong about CPF
A ceiling that changed in 2026, and a second account that changes its name at 55.
CPF is not charged on your whole salary. Ordinary Wages count only up to S$8,000 a month in 2026 — so on a S$9,000 salary, contributions are worked out on S$8,000: an employee share of S$1,600 and an employer share of S$1,360 for a worker aged 55 or below, with take-home pay of S$7,400. The S$1,000 above the ceiling passes through untouched.
The ceiling has been climbing in steps — it was S$6,000 for years, then S$6,300, S$6,800, S$7,400 in 2025, and S$8,000 from 1 January 2026. Each step moved more of a high earner’s pay into CPF: at a salary of S$8,000 or more, the employee maximum rose from S$1,480 a month in 2025 to S$1,600 in 2026.
Your Special Account does not follow you into retirement. At 55 it closes, and its savings — together with Ordinary Account savings up to the Full Retirement Sum — form your Retirement Account, which funds your CPF LIFE payouts from age 65. From your 56th year, the retirement slice of every new contribution is credited to the RA rather than the SA, which is why this calculator relabels the middle account once your age passes 55.
The same birthday also changes your rates: total contributions step down from 37% to 34% (18% employee, 16% employer), easing the deduction from your pay precisely when many workers shift towards shorter hours — and they keep stepping down, to 25% from 61, 16.5% from 66 and 12.5% from 71.
The 2026 CPF rates this calculator uses
For Singapore Citizens and Permanent Residents (3rd year and later) earning more than S$750 a month, from 1 January 2026.
Contribution rates by age
| Age band | Employee | Employer | Total |
|---|---|---|---|
| 55 and below | 20% | 17% | 37% |
| Above 55 to 60 | 18% | 16% | 34% |
| Above 60 to 65 | 12.5% | 12.5% | 25% |
| Above 65 to 70 | 7.5% | 9% | 16.5% |
| Above 70 | 5% | 7.5% | 12.5% |
How each contribution is allocated
| Age band | Ordinary (OA) | Special / Retirement | MediSave (MA) |
|---|---|---|---|
| 35 and below | 23% | 6% (SA) | 8% |
| 36 – 45 | 21% | 7% (SA) | 9% |
| 46 – 50 | 19% | 8% (SA) | 10% |
| 51 – 55 | 15% | 11.5% (SA) | 10.5% |
| 56 – 60 | 12% | 11.5% (RA) | 10.5% |
| 61 – 65 | 3.5% | 11% (RA) | 10.5% |
| 66 – 70 | 1% | 5% (RA) | 10.5% |
| 71 and above | 1% | 1% (RA) | 10.5% |
CPF at every age, on the same S$5,000 salary
The same wage produces very different CPF figures as you age, because both the rate and the split move. The table below holds the salary fixed at S$5,000 a month and changes only the age, using the 2026 rates and allocation tables on this page.
At 30, the full 37 percent applies: S$1,000 from the employee and S$850 from the employer, S$1,850 in total, split S$1,150 to the Ordinary Account, S$300 to the Special Account and S$400 to MediSave, with take-home pay of S$4,000. At 40 the total is unchanged at S$1,850, because the contribution rate stays at 37 percent through age 55, but the split has already tilted: S$1,050 to the Ordinary Account, S$350 to the Special Account and S$450 to MediSave, still leaving take-home pay of S$4,000. The rate is what protects take-home pay through your forties; the split is what quietly redirects more of each contribution towards retirement and healthcare.
At 58 the step-down has bitten. The total rate is 34 percent, so the employee share is S$900 and the employer share S$800, S$1,700 in total, and take-home pay rises to S$4,100. The allocation for the 56 to 60 band sends S$600 to the Ordinary Account, S$575 to the Retirement Account and S$525 to MediSave. At 65 the total rate is 25 percent: S$625 from each side, S$1,250 in total, take-home pay of S$4,375, and an allocation of S$175 to the Ordinary Account, S$550 to the Retirement Account and S$525 to MediSave. The Ordinary Account has almost stopped growing from new contributions by this age, which is exactly the design: the housing account was for the working years, and the retirement and healthcare accounts take over as they end.
| Age | Employee | Employer | Total CPF | OA | SA / RA | MA | Take-home |
|---|---|---|---|---|---|---|---|
| 30 | S$1,000 | S$850 | S$1,850 | S$1,150 | S$300 SA | S$400 | S$4,000 |
| 40 | S$1,000 | S$850 | S$1,850 | S$1,050 | S$350 SA | S$450 | S$4,000 |
| 58 | S$900 | S$800 | S$1,700 | S$600 | S$575 RA | S$525 | S$4,100 |
| 65 | S$625 | S$625 | S$1,250 | S$175 | S$550 RA | S$525 | S$4,375 |
Two lessons fall out of the table. First, a rising take-home figure late in a career is not a pay rise: it is the contribution rate stepping down, and the retirement accounts are receiving less each month at the same time. Second, the age that matters is the age in the band, not the age at which you started work. Turning 56 moves you into a new allocation band and, at 55, a new account; turning 61 moves you into the 25 percent rate. If your birthday falls mid-year, expect the change to show up in the contribution for the month after the band changes, and check that month’s payslip against this table rather than against the previous year’s pattern.
The bonus, the S$102,000 ceiling, and the year as a whole
Monthly salary is only half the CPF story. Bonuses count too, but against an annual ceiling, and the ceiling is what decides whether a bonus adds any CPF at all.
The rule is simple to state and easy to misjudge. Your total CPF-able wages for the year, Ordinary Wages plus Additional Wages such as bonuses, are capped at S$102,000. Monthly salary uses the ceiling first, in effect, because it arrives month after month; whatever headroom is left is what a bonus can use. On a S$5,000 monthly salary, twelve months use S$60,000 of the ceiling, leaving S$42,000 of headroom. A S$10,000 bonus fits entirely inside that headroom, so it attracts the full rates: S$2,000 from the employee and S$1,700 from the employer, S$3,700 of extra CPF, lifting the year’s total from S$22,200 to S$25,900. That is the figure this calculator shows when you enter a S$10,000 bonus on the default salary, and it is worth checking, because many people assume a bonus is either fully CPF-able or not at all. In this middle case it is fully CPF-able, and the extra S$3,700 is real money in the three accounts.
At the top of the ceiling the answer flips. On a monthly salary of S$8,000 or more, salary alone uses S$96,000 of the S$102,000 ceiling, leaving only S$6,000 of headroom. A S$10,000 bonus would therefore attract CPF on only S$6,000 of itself: S$1,200 from the employee and S$1,020 from the employer at the under-55 rates, S$2,220 in total, and the remaining S$4,000 of the bonus would pass through with no CPF at all. A worker who compares two bonus years, one at a S$5,000 salary and one at a S$8,000 salary, is comparing a bonus that is fully CPF-able with one that is only three-fifths CPF-able, and the take-home difference on the same S$10,000 bonus is S$800 in the employee’s favour at the higher salary (S$8,800 kept versus S$8,000), not because the bonus is taxed less but because less of it is diverted into CPF.
The practical move is to run the bonus through this calculator before you spend it. Enter your monthly salary, then the bonus, and read the annual summary rather than the monthly card: the annual card is where the bonus CPF appears, broken into the employee share and the employer share. If the bonus CPF looks smaller than the full rate would suggest, the ceiling is the reason, and the shortfall is not an error. And if you receive more than one bonus in a year, add them together before entering the figure, because the ceiling applies to the year’s total Additional Wages, not to each bonus separately.
Reading your payslip against this calculator
Three lines on a Singapore payslip tell you whether your CPF is right: gross salary, employee CPF, and the employer CPF shown for information.
Start with the employee line. Take your gross monthly Ordinary Wages, cap it at S$8,000, and multiply by your age band’s employee rate: 20 percent at 55 and below, 18 percent above 55 to 60, 12.5 percent above 60 to 65, 7.5 percent above 65 to 70, and 5 percent above 70. On a S$5,000 salary at age 30 that gives S$1,000, and take-home pay before any other deduction is S$4,000. If your payslip shows a smaller employee deduction than this, one of three things is usually true: your wage for the month was S$750 or less, so graduated rates applied; you are a Permanent Resident in your first or second year, so graduated rates applied; or the month included unpaid leave or a part-month, so the wage itself was lower. None of those is a payroll error, but each is worth confirming with the payroll team rather than assuming the calculator is wrong.
Next, check the employer line, which should be the same capped wage multiplied by the employer rate: 17 percent at 55 and below, 16 percent above 55 to 60, 12.5 percent above 60 to 65, 9 percent above 65 to 70, and 7.5 percent above 70. On the default example that is S$850, paid on top of your salary, never deducted from it. A common misunderstanding is to add the employer share to the gross salary and then deduct both shares from the total; that double-counts the employer’s contribution as if it were your money first. The correct picture is that your S$5,000 salary produces S$4,000 of take-home pay and S$1,850 of CPF, of which S$1,000 came out of your pay and S$850 was added by your employer. The total value of the month’s employment package, in cash plus CPF, is therefore S$5,850, not S$5,000 and not S$6,850.
Finally, check the split, which most payslips do not show. Your CPF statement, rather than your payslip, is where the OA, SA or RA, and MA amounts appear, and the allocation table on this page is the check: at 35 and below, 23 percent of the wage to OA, 6 percent to SA and 8 percent to MA; at 56 to 60, 12 percent to OA, 11.5 percent to RA and 10.5 percent to MA. If the three shares on your statement do not add up to the total contribution for the month, something is off, and the CPF Board is the place to query it. Small cent-level differences can arise from rounding, but a whole percentage point missing from one account is not rounding, and it is worth raising.
What this calculator leaves out, and why that matters
An estimate is honest only about its edges. These are the edges of this one, stated plainly so no one mistakes a contribution figure for a balance.
First, this calculator works out contributions, not balances. It does not add CPF interest, and it does not track what is already in your accounts, what you have used for housing or education, or what you have withdrawn. A worker who has contributed S$22,200 in a year does not have S$22,200 more in usable balances at the year end in any simple sense, because interest accrues, housing withdrawals draw the Ordinary Account down, and MediSave pays out for medical costs. The contribution figure is the inflow for the year; the balance is a different number, and only a CPF statement shows it.
Second, voluntary money is excluded. Voluntary top-ups to MediSave or the Special or Retirement Account, Supplementary Retirement Scheme contributions, and CPF investment scheme activity are all outside this calculator. That matters most for workers near the ceiling: a worker earning above S$8,000 a month cannot increase compulsory CPF by earning more, but voluntary top-ups are a separate channel with their own limits and tax treatment, and they are not modelled here. Anyone planning around the ceiling should treat the compulsory figure on this page as the floor of their CPF saving, not the whole of it, and should check the current top-up rules before acting.
Third, the rates on this page are the full rates for Singapore Citizens and Permanent Residents in their third year or later, on monthly wages above S$750, from 1 January 2026. Graduated rates for lower wages and for first- and second-year Permanent Residents are flagged on the page but not modelled, and foreigners on Employment Passes, S Passes and Work Permits do not contribute at all. If any of those descriptions fits you, treat the figure here as the destination or the comparison case, not as your current deduction, and confirm your actual position with your employer or the CPF Board before budgeting around it.
The 2027 rises: what changes on 1 January 2027
The contribution rates on this page are the 2026 rates. The next scheduled step, announced by the CPF Board, takes effect on 1 January 2027 for the two older working bands. For employees above 55 to 60, the total rate rises from 34 percent to 35.5 percent, and for employees above 60 to 65 it rises from 25 percent to 26 percent, with the increase going to the Retirement Account. The rates for employees aged 55 and below, and for those above 65, do not change at that step.
The practical meaning is small for any single payslip and material over a career: the extra 1.5 and 1 percentage points go entirely to retirement savings, not to the Ordinary or MediSave accounts, so take-home pay is unchanged by the rise and the Retirement Account balance grows faster. Anyone budgeting for 2027 should use the new totals for those two bands, and anyone comparing a 2026 payslip with a 2027 payslip should expect the employer and employee shares in those bands to be slightly higher, with no change to the wage ceiling that caps them. The companion guide on contribution rates by age carries the full table with the 2027 step shown alongside the 2026 rates.
Voluntary top-ups: what they add, and what they do not change
Compulsory contributions are only one way money enters CPF. Voluntary top-ups, made through the Retirement Sum Topping-Up Scheme and other voluntary channels, add to the Special or Retirement Account and can be made for yourself or for a loved one, within limits that the CPF Board sets and revises. A top-up does not change the monthly contribution rate or the wage ceiling, and it does not raise take-home pay: it is an additional, deliberate transfer into the retirement accounts, separate from the payroll deduction this calculator models.
The reason to distinguish the two channels is planning. The calculator answers the payroll question: what the compulsory rates take from a given wage. Top-ups answer a different question: how much extra retirement saving to add, and in which account, given the tax relief and limits that apply in the year the top-up is made. Do not add a top-up to the monthly contribution figure and expect the calculator to agree, because the two flows are counted differently. Confirm the current limits and relief with the CPF Board before making a top-up, since both are revised from time to time.
CPF questions, answered
What the three accounts are for, why the ceiling matters, and who these rates apply to.
What is CPF, and what are its three accounts?
CPF — the Central Provident Fund — is Singapore’s compulsory savings scheme for retirement, housing and healthcare. Every month, you and your employer contribute a percentage of your wage, and the money is split across three accounts: the Ordinary Account (OA), for housing, education and insurance; the Special Account (SA), invested for retirement — replaced by a Retirement Account (RA) from age 55; and the MediSave Account (MA), for hospitalisation and approved medical costs, including MediShield Life premiums. At age 30 on a S$5,000 salary, the monthly S$1,850 contribution splits into S$1,150 OA, S$300 SA and S$400 MA.
What does the S$8,000 ceiling in 2026 actually change?
CPF is calculated only on the first S$8,000 of monthly Ordinary Wages. Anyone earning S$8,000 or less feels no difference — the ceiling does not bind. Above it, each step up in the ceiling pulls more pay into CPF: at S$8,000 or more, the employee share at the under-55 rate rose from a maximum of S$1,480 a month (20% of the old S$7,400 ceiling in 2025) to S$1,600 (20% of S$8,000). The employer maximum rose the same way, from S$1,258 to S$1,360. Over a year, that is S$1,440 more from each side for a top-of-ceiling earner.
Why does my take-home pay look so much lower than my salary?
Because your employee CPF contribution — 20% of your wage at age 55 and below — is deducted before you are paid. On a S$5,000 salary that is S$1,000, leaving take-home pay of S$4,000. The money is not lost: it sits in your OA, SA and MA earning CPF interest, and your employer’s 17% (S$850) is added on top of your salary rather than taken from it, so your total monthly CPF inflow is S$1,850 even though only S$1,000 came out of your pay.
Why do CPF rates fall as I get older, and what happens at 55?
The step-downs are deliberate policy: lower contribution rates reduce the cost of employing older workers and soften the deduction from their pay as working hours often shorten. The total rate falls from 37% at 55 and below to 34% above 55, 25% above 60, 16.5% above 65 and 12.5% above 70. At 55 itself, your Special Account closes and a Retirement Account is created from your SA and OA savings (up to the Full Retirement Sum); from 56, the retirement share of each new contribution is paid into the RA, and the allocation tilts away from the OA towards MediSave.
Does my bonus get CPF too?
Yes — bonuses are Additional Wages, and they attract CPF at the same employee and employer rates as your salary. The limit is annual: your total CPF-able wages for the year (Ordinary plus Additional) are capped at S$102,000. On a S$5,000 monthly salary, S$60,000 of that ceiling is used by salary, leaving S$42,000 of headroom, so a S$10,000 bonus is fully CPF-able: S$2,000 from you and S$1,700 from your employer. At a salary of S$8,000 or more, salary alone uses S$96,000 of the ceiling and only S$6,000 of a bonus would count.
Do these rates apply to PRs and foreigners?
These are the full rates for Singapore Citizens and for Permanent Residents from their 3rd year of PR status onwards. New PRs pay graduated, lower rates in their first two years — the employee and employer shares phase in before reaching the full table — so a first- or second-year PR should treat this calculator’s figures as the destination rates, not their current ones. Foreigners working in Singapore on an Employment Pass, S Pass or Work Permit do not make CPF contributions at all, and neither do their employers.
What happens to my CPF when I turn 56?
Two things change, and they are easy to confuse. Your Special Account closed at 55 and its savings, together with Ordinary Account savings up to the Full Retirement Sum, formed your Retirement Account, which will fund CPF LIFE payouts from age 65. From your 56th year, the retirement share of each new contribution is credited to the Retirement Account instead of the Special Account, which is why this calculator relabels the middle account once your age passes 55. At the same time your contribution rate steps down from 37 percent to 34 percent, so your take-home pay rises slightly and your total monthly CPF falls. On a S$5,000 salary that means moving from S$1,850 a month to S$1,700 a month, with S$575 going to the Retirement Account instead of S$300 to the Special Account at age 30.
Does overtime or commission count as Ordinary Wages?
Payments that are part of your regular monthly remuneration, such as overtime, allowances and commissions paid monthly, generally count as Ordinary Wages and attract CPF up to the S$8,000 monthly ceiling. Payments that are not part of the regular monthly wage, such as annual bonuses, leave pay encashed on termination, and other lump sums, generally count as Additional Wages and attract CPF up to the S$102,000 annual ceiling instead. The distinction matters most near a ceiling: regular monthly payments that push you over S$8,000 in a month stop attracting CPF for that month, while a lump sum uses the annual ceiling and may still attract CPF even in a month when your salary is already at the monthly ceiling. If a particular payment type is unclear, your employer’s payroll classification is the operative one, because it is the classification the CPF Board assesses.
Why is my employer’s CPF share not in my take-home pay?
Because it was never part of your salary. Your gross salary is the amount before your own employee contribution is deducted; the employer’s share is an additional payment your employer makes on top of that salary, straight into your CPF accounts. On a S$5,000 salary at age 30, you keep S$4,000, S$1,000 of your salary goes into CPF as your share, and your employer adds S$850 that never passed through your hands at all. Adding the employer share to your take-home pay would double-count it as cash you could spend, and subtracting it from your salary would understate what your employment is worth. The honest summary is S$4,000 cash plus S$1,850 of CPF, on a S$5,850 total employment value for the month.
Can I increase my CPF by asking for a higher salary above S$8,000?
Not through compulsory contributions. Once your monthly Ordinary Wages reach S$8,000, every further dollar of salary passes through untouched by CPF: the employee share stays at S$1,600 a month and the employer share at S$1,360 a month at the under-55 rates, however high the salary goes. That is why the ceiling is described as a cap rather than a rate. A higher salary above the ceiling still raises your take-home pay dollar for dollar, and it still leaves more annual-ceiling headroom used up, which can reduce the CPF on a later bonus, but it does not add a cent of compulsory CPF. Workers who want more CPF saving beyond the ceiling need the voluntary channels, such as top-ups, which this calculator does not model and which carry their own limits.
Can I top up my own or a parent’s CPF voluntarily?
Yes, through the Retirement Sum Topping-Up Scheme and other voluntary channels, within limits set by the CPF Board. Top-ups go to the Special or Retirement Account and are separate from the monthly payroll contributions this calculator models: they do not change the contribution rate or the wage ceiling. Confirm the current limits and any tax relief with the CPF Board before topping up, since both are revised from time to time.
What is the difference between the Retirement Account and CPF LIFE?
The Retirement Account is the savings balance created at 55 from the Ordinary and Special Accounts, up to the Full Retirement Sum. CPF LIFE is the national annuity that pays a monthly income for life from that balance, starting from the payout eligibility age. The Retirement Account holds the money; CPF LIFE turns it into a lifelong monthly payout, and the plan chosen decides whether the payout is level or rising.
What happens to my CPF if I stop working for a few years?
Compulsory contributions stop when there is no wage, but the balances keep earning interest: the Ordinary Account at 2.5 percent and the Special, MediSave and Retirement Accounts at 4 percent under the current floors. A career break therefore costs the contributions that would have been made, not the balance already built, and the interest continues to compound. Voluntary top-ups remain possible during a break, within the usual limits.
Does CPF LIFE pay for life even if I live past 90?
Yes. CPF LIFE is a lifelong annuity: the monthly payout continues for as long as the member lives, funded by pooling across all members, so living longer does not exhaust it. The estimated payouts quoted on this site assume the Full Retirement Sum at 55 and payouts starting at 65; a smaller sum, a later start or a different plan changes the monthly amount, but not the lifelong character of the payout.
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