Employer of Record (EOR) in Singapore

A Singapore employer of record (EOR) allows your company to start hiring talent in minutes. Using an employer of record platform simplifies complex processes, ensuring compliance with local employment laws and regulations. 

G-P EOR manages payroll, employment contract best practices, statutory and market norm benefits, and employee expenses, and more via our global entity infrastructure. You’ll have peace of mind knowing you have a team of dedicated employment experts assisting with every hire. G-P allows you to harness the talent of the brightest people in 180+ countries, quickly and easily. This international approach enhances business reach and scalability by enabling hiring worldwide without a local establishment.

Hiring in Singapore with an employer of record

For businesses leveraging SaaS EOR platforms in Singapore to hire employees, understanding salary expectations is key. In Singapore, businesses need to understand the impact of country-specific tax regulations on compensation. Salaries vary by industry, role, and experience, but staying competitive is essential for attracting top talent. An EOR in Singapore offers companies insight into specific salary benchmarks, global and local standards. Beyond base pay, understanding benefits like health insurance, CPF contributions, and performance bonuses is crucial to fulfilling the talent requirements swiftly and effectively.

Watch how an EOR works

Singapore's labor laws

Adjustments to the Employment Act or CPF policies can impact employee compensation and benefits. A Singapore employer of record actively monitors these regulatory changes, enabling foreign businesses to maintain compliance while managing employment of international employees. It is pivotal to stay on top of legal considerations—including work permits, maternity, and paternity leave entitlements—to ensure full adherence. Handling these responsibilities efficiently requires adherence to specific legal parameters.

Employment contracts in Singapore

While a comprehensive written employment contract is a best practice, employers are legally required to issue written Key Employment Terms (KETs) within 14 days to employees covered under the Employment Act who have been hired for at least 14 days. A locally compliant employment contract should clearly define an employee’s compensation, benefits, and termination requirements in Singapore Dollars (SGD).

As an EOR in Singapore, G-P EOR ensures that all employment contracts meet the standards of the Ministry of Manpower (MOM) and include all mandatory KETs, protecting your company from legal risks.

Working hours in Singapore

Singapore's Employment Act 1968 is the primary legislation governing employment terms and conditions. Protections under Part IV of the Act, which cover working hours, rest days, and overtime pay, apply to:

• Non-managerial or non-executive employees earning a basic monthly salary of up to SGD 2,600
• Employees engaged in manual labor earning a basic monthly salary of up to SGD 4,500

For these covered employees, working hours are generally limited to eight hours per day or 44 hours per week. For employees covered by Part IV of the Employment Act, overtime is payable at least 1.5 times the hourly basic rate of pay.

Holidays in Singapore

Singapore observes 11 paid public holidays per year:

• New Year’s Day
• Chinese New Year (2 days)
• Good Friday
• Hari Raya Puasa
• Labour Day
• Vesak Day
• Hari Raya Haji
• National Day
• Deepavali
• Christmas Day

Leave requirements in Singapore

Annual leave in Singapore

Employees covered by the Employment Act are entitled to paid annual leave after three months of service. The statutory minimum starts at seven days for the first year of service, increasing by one day for each completed year, up to 14 days from the eighth year onward. However, a market norm for most professional roles is 14 to 25 days of annual leave.

Sick leave in Singapore

After three months of service, employees are entitled to prorated paid sick leave. They must notify (or attempt to notify) their employer within 48 hours and get a valid medical certificate. Eligible employees with at least six months of service receive 14 days of paid outpatient sick leave and 60 days of paid hospitalization leave annually. The 60-day total includes outpatient leave. For employees with 3 to 6 months of service, leave is prorated.

Maternity and paternity leave in Singapore

Birthing parents get 16 weeks of paid maternity leave if they've worked for their employer for at least three months before childbirth and their child is a Singapore citizen. The first eight weeks are taken in one block, and the remaining weeks can be taken flexibly within 12 months after birth. The employer funds the first eight weeks for the first and second children. The government funds the remaining eight weeks, and all 16 weeks for subsequent children.

Eligible non-birthing parents receive four weeks of Government-Paid Paternity Leave (GPPL) for qualifying births or adoptions. Government payment is capped at SGD 2,500 per week, including employer CPF contributions. Employers must provide all four weeks of Government-Paid Paternity Leave.

A Singapore EOR simplifies the management of leave requirements by ensuring compliance with the Employment Act for annual leave, sick leave, maternity leave, and paternity leave. They handle the complexities of statutory minimums, prorated entitlements, and government funding for various leave types, allowing companies to focus on operations while maintaining legal adherence.

Compensation and benefits in Singapore

Health insurance in Singapore

While Singapore citizens and permanent residents are covered by a national health savings scheme (Medisave), you must purchase medical insurance for every S Pass and Work Permit holder you employ. Providing supplementary health and life insurance is a common market practice to attract top talent. An employer of record can help companies offer competitive benefits packages to employees in Singapore.

Ensure tax and compliance with an employer of record in Singapore

EOR platforms provide the necessary expertise in handling tax, payroll, and employment regulations. They handle tax management, payroll processing, and CPF contributions, significantly simplifying administration for global companies in Singapore. By handling complex local employment laws, companies ensure compliance while meeting global business standards.

Singapore Central Provident Fund (CPF)

The Central Provident Fund (CPF) is a mandatory comprehensive social security savings plan for Singapore citizens and Permanent Residents (PRs). Employers and employees must contribute a percentage of the employee's monthly wages to the CPF.

As of 2026, the employer's contribution rate is 17% for employees aged 55 and below. Different rates apply based on age, wages, and permanent residency duration. G-P manages all CPF calculations and contributions as part of our payroll services, ensuring full compliance.

Bonuses in Singapore

While a 13th-month bonus is not legally required, it is a strong market norm in Singapore. Performance-based bonuses, often equivalent to 2-3 months' salary, are also common, particularly when the economy is strong.

Termination and severance in Singapore

Probationary periods of 3 to 6 months are common and should be stipulated in the employment contract. Notice periods for termination must be equal for both the employer and employee. If not specified in the contract, the statutory minimums apply:

Length of service	Minimum notice period
Less than 26 weeks	1 day
26 weeks to less than 2 years	1 week
2 years to less than 5 years	2 weeks
5 years or more	4 weeks

Severance pay is not legally mandated. However, for retrenchment, employers are encouraged by tripartite advisories to pay two weeks to one month of salary per year of service to employees with at least two years’ service. In some cases, a different amount is specified in the employment contract or a collective agreement.

You must file Form IR21 with the Inland Revenue Authority of Singapore (IRAS) when a non-citizen employee ceases employment. This also applies when they begin a global assignment or plan to leave Singapore for more than three months. G-P EOR manages all compliant offboarding procedures, including final pay and tax clearance.

Expanding globally with EOR platforms

SaaS EOR platforms offer companies the ability to start operations in Singapore and globally without establishing a local entity. This strategy facilitates swift market entry and harnesses local talent pools efficiently. By managing hiring, payroll, and compliance, EORs simplify global business expansion, allowing companies to explore new markets with minimized risks and costs.

Selecting the best EOR in Singapore

Selecting an employer of record (EOR) in Singapore requires an assessment of their proficiency in handling various employment scenarios. Key factors to consider include the provider's proven history of assisting international businesses, their capability to deliver tailored solutions, and their deep understanding of Singapore’s legal frameworks.

Evaluate total cost predictability rather than low base rates. Look for standard, clear pricing models. Compare pricing structures carefully, as some EORs use percentage-of-payroll models that penalize high earners. Flat-rate pricing ensures long-term operating budget accuracy. The G-P EOR starting price of USD $599 monthly gives you full access to the G-P Global Employment Platform. We use a flat platform fee rather than charging a percentage of payroll.

An EOR that provides integrated, efficient processes and reliable support can significantly contribute to cost-effective global hiring strategies. Entering into a partnership with an EOR that aligns with your business objectives will ensure seamless employment operations in Singapore, while strictly adhering to local legal requirements. 

Read more on how to select the best employer of record.

Simplify global hiring with G-P EOR

With G-P EOR, startups, SMBs, and enterprises can hire, manage, and pay professionals in 180+ countries, without setting up local entities. Our platform combines vetted employment expertise with intuitive AI and human support – so you can operate globally with ease.

G-P EOR is engineered to adapt entirely to you. Bring your workforce data together in one place to maintain existing workflows while keeping consistent and accurate data across your integrated systems.

Book a demo to hire globally without the delays, risks, or overhead of local entities.

 

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