Introduction
Singapore stands as one of the world’s most competitive business hubs, strategically positioned at the heart of Asia. With its pro-business policies, strong legal framework, and advanced infrastructure, it offers seamless access to regional and global markets. Coupled with a highly skilled workforce and robust innovation ecosystem, Singapore provides an ideal launchpad for companies seeking sustainable growth and expansion in Asia.
EOR & PEO Solutions in Singapore
If you’re looking to hire employees in Singapore without setting up a legal entity, using an Employer of Record (EOR) like Empleyo is the simplest and most compliant path forward. An EOR in Singapore acts as the official legal employer on your behalf, managing everything from payroll and HR administration to employment contracts and statutory employee benefits.
This model allows you to expand into Singapore quickly, while remaining fully compliant with local labor laws without the complexity or cost of registering a local entity.
What Is an Employer of Record in Singapore?
An Employer of Record Singapore (also known as an EOR provider) enables businesses to hire and onboard Singapore employees without having to incorporate in-country. The EOR manages:
- Employment contracts in Singapore
- Monthly payroll and tax filings
- Statutory benefits in Singapore (like social insurance and leave)
- Ongoing HR and compliance responsibilities
What’s the Difference Between EOR and PEO?
A Professional Employer Organization (PEO) typically supports businesses that already have a registered entity in Singapore, offering co-employment solutions for HR, payroll, and benefits. An EOR, however, is ideal when you don’t have a legal presence in Singapore but still want to hire full-time staff.
Whether you choose an EOR or PEO depends on your Singapore hiring strategy, budget, and long-term plans for the market.
Benefits of Using an EOR Service in Singapore
- Hire employees in Singapore faster, with no setup delays
- Stay compliant with Singaporean labor and tax laws
- Avoid the cost of forming and maintaining a local entity
- Access local expertise in employment law and payroll in Singapore
- Simplify HR management while maintaining control over your team
By using an EOR solution, companies can confidently build their team in Singapore, access top talent in Singapore, and stay focused on business growth — without getting tangled in bureaucracy.
Hiring in Singapore
Singapore is a thriving market with a growing pool of skilled professionals, making it an ideal destination for businesses looking to expand globally. But to hire in Singapore successfully, it’s important to understand your options especially when you don’t have a legal entity in Singapore.
That’s where using an Employer of Record in Singapore makes all the difference.
Your Hiring Options in Singapore
Businesses have two main paths to hire employees in Singapore:
- Register a local entity, manage payroll and HR directly, and take on full legal responsibility.
- Use an Employer of Record (EOR) a third-party EOR provider that acts as the legal employer in Singapore on your behalf.
The second option is faster, lower-risk, and ideal for companies that want to test the Singaporean market, launch quickly, or hire remote employees without permanent infrastructure.
Why Use an EOR to Hire in Singapore?
- Drafting and executing employment contracts in Singapore
- Managing Singapore payroll and mandatory contributions
- Handling employee benefits as required under Singaporean labor law
Employment in Singapore
Understanding how employment in Singapore works is key to managing your team successfully and staying compliant. Whether you’re hiring directly or using an Employer of Record (EOR), companies must follow Singaporean labor laws closely especially when it comes to employment contracts, payroll, and employee benefits.
That’s why many growing businesses choose to use an EOR in Singapore to handle these responsibilities with confidence.
Employment Contracts in Singapore
All employees in Singapore must be hired under a written employment contract, clearly outlining the job role, salary, benefits, working hours, and duration of employment. Contracts must comply with the Labor Code of Singapore, and are usually signed before or on the first day of work.
By working with a Singapore employer of record, you can ensure that all employment contracts in Singapore are properly structured, compliant, and aligned with local requirements without having to hire a full in-house HR team.
Payroll & Employer Contributions
Payroll in Singapore involves more than just paying a monthly salary. Employers are required to withhold income tax and make contributions to:
- Central Provident Fund
- Foreign Worker Levy
- Employment Injury Insurance
- Skills Development Levy
These deductions and employer contributions are calculated based on the employee’s gross monthly salary, and must be submitted on time to remain compliant. An EOR in Singapore handles this for you, managing all payroll, tax filings, and reporting on your behalf.
Employee Benefits and Leave
Singaporean labor law mandates several employee benefits, including:
- Annual Paid Leave
- Sick Leave & Hospitalization Leave
- Maternity and Paternity Leave
- Shared Parental Leave
- Adoption, Childcare, and Unpaid Infant Care Leave
- Paid Public Holidays
Using an employer of record service ensures your team in Singapore receives all required benefits and that your business remains fully compliant with Singaporean employment law.
Termination & Notice Periods
Ending an employment contract in Singapore requires adherence to clear notice period rules under the Employment Act, which are typically outlined in the employment agreement. In the absence of a contractual term, the statutory notice period ranges from 1 day to 4 weeks, depending on the employee’s length of service. Both employer and employee may also agree to make payment in lieu of notice. For businesses engaging through an Employer of Record, this ensures terminations are handled in compliance with local labor laws while reducing legal and administrative risks.
Visas & Permits in Singapore
If you’re planning to hire employees in Singapore or bring in foreign talent, understanding Singapore’s visa and permit requirements is critical. Navigating these processes can be complex, but working with a trusted Employer of Record (EOR) in Singapore makes it much easier.
An experienced EOR provider will ensure all permits are handled legally, so you can focus on building your team in Singapore with confidence.
Work Permits for Foreign Employees in Singapore
Types of Visas for Foreign Talent
There are several types of visas used to work or do business in Singapore, including:
- Employment Pass (EP)
- S Pass
- Personalised Employment Pass (PEP)
- EntrePass
- Work Holiday Pass
- Dependent's Pass (DP)
Each visa type has specific use cases, duration limits, and documentation requirements. If you’re looking to hire in Singapore or send international staff temporarily, an EOR Singapore solution helps you identify the right visa and manage the application process end-to-end.
Business Permits for Foreign Companies
To operate directly in Singapore, foreign companies typically need to register a legal entity in Singapore and apply for a business license. This can be a time-consuming process that includes office registration, investment approvals, and compliance with Singaporean labor laws.
Alternatively, you can use an EOR in Singapore to bypass the need for a local entity. The Singapore employer of record is already registered and authorized to employ staff and manage payroll, contracts, and local compliance making it easier and faster to hire employees in Singapore.
Why Visas & Permits Matter for Global Hiring
If you’re hiring foreign employees in Singapore, or placing international staff in-country, it’s essential to stay compliant with immigration laws. The right employer of record service helps you:
- Avoid visa delays or permit denials
- Ensure alignment with Singaporean employment law
- Quickly hire and onboard top talent without risk
- Operate legally, even without a registered entity in Singapore
Common Questions on EOR in Singapore
This is a critical question due to recent changes in Singapore's labor laws. Companies want to know the specific regulations and limitations on hiring local talent through an EOR.
Businesses are concerned about the strict regulations in Singapore, especially regarding employment contracts, working hours, leave entitlements, and termination procedures. They want to know how an EOR navigates this complex legal landscape to protect them from penalties and legal disputes.
As Singapore relies on a tiered system of work passes (e.g., Employment Pass, S Pass), companies need to know if an EOR can manage the entire application process, from documentation to coordinating with the Ministry of Manpower.
Businesses are interested in the full lifecycle of employment. They want to know if the EOR handles tasks like drafting compliant employment contracts, collecting necessary documents, and managing the notice period and final payments during a termination.
Companies frequently ask about the legal risks associated with "employee misclassification" and how an EOR can provide a secure, compliant way to engage workers without the risk of being found in violation of labor laws.
