How to Hire Employees in Singapore using an Employer of Record?
Learn all you need about hiring employees in Singapore, laws, payroll and employer of records.
Quick Facts About Singapore
About Singapore
Singapore's appeal as a business hub in Asia Pacific stems from its pro-business environment, competitive tax rates, and talented, multicultural workforce. While the nation leads global rankings in economic competitiveness, human development, and per capita GDP, establishing operations there requires careful planning. Companies must navigate complex regulatory requirements and substantial upfront investments, particularly when forming a local entity and building a compliant hiring process.
Why use an EOR in Singapore?
Setting up a legal entity in Singapore can be complex and time-consuming, typically taking between 2 to 30 days and requiring a minimum capital of 500 SGD. Using an Employer of Record (EOR) allows you to start hiring immediately while ensuring full compliance with local labor laws and regulations.
Local Entity Setup
2-30 days
500 SGD
500 SGD
Using an EOR
1-2 days
$0
$299-599
Per employee, includes all services
Employment Basics
Key requirements and regulations for hiring employees in Singapore.
Contract Requirements
Written employment contracts are mandatory in Singapore.
The employment contract must include the following provisions:
- Full name of employer and employee

- Job title and main duties

- Start date of employment

- Duration of employment (if fixed-term)

- Working arrangements (daily hours, working days, rest days)

- Salary period and basic salary

- Fixed allowances and deductions

- Overtime payment period and rate

- Other salary components (bonuses, incentives)

- Types of leave
Medical benefits

- Probation period

- Notice period
Working Hours
Standard working hours in Singapore are 9 hours per day and 40 hours per week.
Overtime is limited to 24 hours, and must be compensated at 1.5x the regular hourly rate.
Probation Period
Probation period is not mandatory in Singapore. However, employers may include a probation period in the employment contract if desired.
Termination Requirements
Singapore does not have specific statutory requirements for employment termination. However, it's recommended to follow best practices and document the termination process.
Compensation
Mandatory compensation requirements in Singapore.
Minimum Wage
The minimum wage is 1500 SGD per monthly.
Special Pay Requirements
Required Allowances:
Required Bonuses:
Tax Structure
Tax obligations and reporting requirements for employers in Singapore.
income tax
| Income Range | Tax Rate |
|---|---|
| 0 - 20,000 | 0% |
| 20,000 - 30,000 | 2% |
| 30,000 - 40,000 | 3.5% |
| 40,000 - 80,000 | 7% |
| 80,000 - 120,000 | 11.5% |
| 120,000 - 160,000 | 15% |
| 160,000 - 200,000 | 18% |
| 200,000 - 240,000 | 19% |
| 240,000 - 280,000 | 19.5% |
| 280,000 - 320,000 | 20% |
| 320,000 - 500,000 | 22% |
| 500,000 - 1,000,000 | 23% |
| 1,000,000 - Above | 24% |
Employee Benefits
Singapore provides a comprehensive benefits package for employees that includes both mandatory and optional benefits. These benefits are designed to ensure employee welfare and comply with local regulations.
Mandatory Benefits
Non-Mandatory Benefits
Leave Policies
Statutory leave entitlements for employees in Singapore.
Sick Leave
Employees are entitled to 14 days of sick leave per year, paid at 100% of their regular salary.
Maternity Leave
Employees are entitled to 112 days of maternity leave per year, paid at 100% of their regular salary.
Parental Leave
Employees are entitled to 28 days of parental leave per year, paid at 100% of their regular salary.
Public Holidays
Singapore observes 11 public holidays throughout the year. Most holidays are paid at 100% of regular salary.
| Date | Holiday | Status |
|---|---|---|
| January 1 | New Year’s Day | Mandatory |
| January 25 | Christmas Day | Mandatory |
| January 29 | Chinese New Year | Mandatory |
| January 30 | Chinese New Year | Mandatory |
| March 31 | Hari Raya Puasa | Mandatory |
| April 18 | Good Friday | Mandatory |
| May 1 | Labour Day | Mandatory |
| May 12 | Vesak Day | Mandatory |
| June 7 | Hari Raya Haji | Mandatory |
| August 9 | National Day | Mandatory |
| October 20 | Deepavali | Mandatory |
Choosing an Employer of Record in Singapore
Key considerations and recommendations for selecting an EOR provider in Singapore.
What to Look for in an EOR Provider
When selecting an Employer of Record in Singapore, consider these key factors:
- Local expertise and presence in Singapore
- Compliance track record and regulatory knowledge
- Transparent pricing and fee structure
- Quality of customer support and response times
- Technology platform and integration capabilities
- Employee experience and onboarding process
Common Pitfalls to Avoid
Be aware of these potential issues when choosing an EOR provider:
- Hidden fees and unclear pricing structures
- Limited local market knowledge or presence
- Poor communication and support responsiveness
- Outdated technology and manual processes
- Lack of compliance guarantees
Recommended EOR Providers
To help you make an informed decision, we've created a comprehensive comparison of the best Employer of Record (EOR) providers in Singapore. Our analysis includes detailed pricing information, feature comparisons, and real customer reviews.