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Top Employer of Record (EOR) in Singapore Quick Comparison
Before we check the list of top Employer of Record (EOR) in Singapore , here's a quick view of top solutions that you may use. Get on with our detailed list of products below in the article.
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Top Employer of Record (EOR) in Singapore Overview
Few countries make global hiring as seamless or as strategic as Singapore. Often called Asia’s business gateway, the city-state blends world-class infrastructure, political stability, and a workforce that moves easily across global markets.
Singaporean professionals are known for their technical skill, discipline, and high English fluency, making the country a natural choice for regional headquarters and remote teams alike.
Its pro-business policies, efficient digital systems, and fair tax structure make setup smooth once you’re established locally. The challenge is getting there.
Hiring directly means registering a legal entity, managing CPF (Central Provident Fund) contributions, and keeping up with local employment compliance, details that can slow down even well-resourced companies.
That’s where an Employer of Record (EOR) changes the game. It lets you hire in Singapore legally and compliantly without opening a local office. The EOR handles contracts, payroll, tax filings, and benefits, while you manage the day-to-day work.
For many companies, it’s the easiest way to test the Singapore market or scale a distributed team across Southeast Asia.
This guide explains how EORs operate in Singapore, what costs to expect, and what you should know before choosing a provider.
Quick Fact: Singapore ranks among the world’s top three economies for ease of doing business and offers one of Asia’s most advanced digital infrastructures, ideal for hybrid and remote operations.
Key Facts for Hiring in Singapore
Detail
Information
Country Capital
Singapore
Official Language
English (official business language), Mandarin, Malay, Tamil
EOR Price Range
USD $650 – $1,200 per employee per month
Average Onboarding Time (via EOR)
7 – 14 business days
Official Currency
Singapore Dollar (SGD)
Standard Working Hours
40–44 hours per week
Public Holidays
11 per year
Paid Annual Leave
Minimum 7 days (increases with tenure; most employers offer 14–20)
Pebl allows businesses to compliantly hire, pay, and manage employees across the globe using a single platform that simplifies the complexities of cross-border payroll, compliance, and benefits administration. The company’s cloud-based global work platform offers core features such as centralized employee records, global payroll processing in over 100 currencies.
Why we picked Pebl:
Pebl is a newer but promising EOR provider that focuses on clarity and responsiveness, something global startups really value when hiring in structured markets like Singapore. Their local compliance setup covers CPF and leave tracking with meticulous accuracy, and their user interface makes onboarding feel simple, even for non-HR teams.
Deel is a well-recognized all-in-one HR solution catering to global teams, simplifying the complexities of international workforce management (complete EOR solution). This advanced platform is apt at handling onboarding, payroll, and compliance processes seamlessly.
Why we picked Deel:
Deel has one of the most comprehensive setups for hiring in Singapore. Its platform integrates MOM-compliant contracts, CPF contributions, and multi-currency payroll in one place. Deel’s strength lies in its precision, local tax handling, clear documentation, and transparent invoicing make it ideal for companies expanding fast but needing clean, compliant processes from day one.
Deel: Pros & Cons
Cut onboarding time to 5 mins
Eliminates errors and duplicate work
Provides holistic view of employer costs, churn, and headcount
Multiplier is an emerging global employment platform that enables organizations to seamlessly employ and manage international freelancers, workers, and contractors. It's a complete Employer of Record (EOR) solution, payroll management, employee onboarding and offers other related features.
Why we picked Multiplier:
Multiplier’s roots are in Asia, and that’s immediately visible in how they handle Singapore’s employment specifics. Their local expertise shows in the details, CPF setup, MOM compliance, leave calculations, and visa sponsorship for Employment and S Passes. For companies hiring across Southeast Asia, Multiplier brings the advantage of regional familiarity and quick onboarding.
Multiplier: Pros & Cons
Creates regionally legal compliant contracts in minutes
Handles employees end-to-end payroll
Pays them in their respective local currencies
Automatically calculate employee compensation, deductions, and taxes.
Efficiently manage expenses & time-offs
Provide insurance to full-time employees and contractors
Remofirst is an all-in-one global HR platform & Employer Of Record solution that is designed to hire remote employees from anywhere around the world with just a single click. It offers payroll solution, workforce management, global contractors management, background check of employees and more.
Why we picked RemoFirst:
RemoFirst offers a leaner EOR option for businesses that want compliance handled without a heavy software layer. Their Singapore coverage is practical and precise, solid local payroll administration, clear fee structures, and reliable onboarding times. It’s a good fit for small and mid-size firms that want straightforward, compliant hiring without unnecessary extras.
Rippling is a renowned workforce management software that is designed to assist organizations to manage HR, Finance and IT from a single dashboard. It offers onboarding, offboarding, complete payroll, Employer of record solutions to streamline your processes. Rippling is a one-stop solution for recruiting, managing employee data, performance management, time and attendance tracking, headcount planning, employee learning management and more.
Why we picked Rippling:
Rippling’s all-in-one approach works well in Singapore, where companies often manage both local and regional hires. Payroll, HR, and IT are unified on one platform, so you can automate CPF deductions, benefits, and device management for remote teams together. It’s a strong pick for fast-scaling companies that want precision without juggling multiple systems.
Remote.com is a leading global HR & EOR platform that helps organizations hire, manage, and pay their entire global team seamlessly. With Remote, businesses can hire any employee from any country which further helps them to unlock a pool of talent. It can handle compliance, benefits, payroll, and taxes in countries where you don't have an entity.
Why we picked Remote:
Remote is one of the few providers that fully owns its legal entity in Singapore, which makes onboarding faster and compliance more direct. The company’s platform manages everything from CPF deductions to local holiday pay seamlessly. Its focus on data privacy and transparent reporting makes it especially attractive for finance, tech, and regulated industries.
Oyster HR is an advanced cloud-based human resources management and employer-of-record solution that offers a comprehensive solution for payroll management, benefits, time and attendance, and various HR functions. The software provides a user-friendly and intuitive interface, ensuring a seamless experience for both HR administrators and employees.
Why we picked Oyster:
Oyster’s appeal in Singapore comes from its thoughtful compliance automation. The platform ensures every contract and contribution follows MOM and CPF rules, while also letting employers offer locally competitive benefits. It’s a smooth experience for teams expanding into Singapore for the first time, particularly tech and professional services firms that value structure and transparency.
Oyster HR: Pros & Cons
Intuitive user interface
Onboard new talent within 48 hours
Manage invoices, expenses, and other contract terms
Papaya Global is a cloud-based workforce management platform designed to simplify global payroll, HR, and compliance. Built for companies hiring across borders, it offers powerful features like automated payroll in 160+ countries, Employer of Record (EOR) services, contractor management, and immigration support. The platform also includes tools for onboarding, PTO tracking, document management, and real-time HR analytics.
Why we picked Papaya Global:
Papaya Global’s infrastructure is enterprise-grade, which matters in a market like Singapore that demands precision in payroll and reporting. They handle CPF, SDL, and IRAS filings within a single automated workflow, and the analytics dashboard gives global HR teams full visibility into costs and compliance. It’s best for larger firms that value scalability and audit-ready data.
Company Name: SafeGuard World International Limited
Est: 2008
Employees: 1001-5000
HQ: Texas, United States
Support Offered
Email Support
Tutorial Videos & Documentation
Safeguard Global company helps businesses navigate the intricate compliance requirements of employing staff across international borders. Through a unique combination of HR expertise, localized services, and advanced technologies, Safeguard Global enables organizations to hire, pay, onboard and manage their global workforces efficiently and compliantly, allowing them to focus on core business growth.
Why we picked Safeguard Global:
Safeguard Global operates on a larger scale, integrating Singapore’s EOR services into a unified global workforce platform. It’s built for organizations managing hundreds of employees across multiple countries and needing consistent visibility. Safeguard’s advantage is in its governance; its compliance systems are robust, and its Singapore operations are part of a deeply integrated HR and payroll structure.
Safeguard Global: Pros & Cons
Expertise in complex global compliance and regulations
Robust set of HR tech tools for streamlined operations
24/7 multilingual support from dedicated advisors
Market-leading employer of record model for international hiring
Analytics and insights to maximize talent and ROI
Less control over customized changes or enhancements
Requirement of long-term commitments for maximum value
Safeguard Global: Key Features
Global payroll processing and tax filing
Expert guidance on compliance regulation
Custom HR outsourcing solutions design
Worldwide Employment Agreements Administration
International employee benefits management
Global insurance and pension policies
Streamlined global talent acquisition
Automated new hire onboarding workflows
Centralized multi-currency payments worldwide
Real-time global payroll data analytics
Advanced predictive people analytics insights
Automated time and attendance tracking
International travel and expense management
Automated tax calculations and submission
Global statutory reporting assistance
Comprehensive International Benefits Administration
Agile Hero is an innovative and comprehensive platform offering a blend of EOR, payroll management, and global mobility functionalities. This all-in-one solution empowers businesses worldwide to seamlessly oversee their global teams. It can manage all admin tasks associated with employment, including payroll, taxes, benefits, insurance, and compliance with local laws and regulations.
Why we picked Agile Hero:
Agile Hero is well suited for companies hiring hybrid or project-based staff in Singapore. Their setup combines standard EOR coverage with flexible contractor management, useful if your workforce includes both permanent and freelance professionals. Their Singapore compliance coverage is thorough, and customer support gets consistently high marks from regional clients.
Agile Hero: Pros & Cons
Seamlessly integrates with various project management tools
Singapore has earned its reputation as one of the most efficient and globally connected business hubs in Asia. It’s clean, stable, and remarkably easy to operate in, once you’re set up locally. The challenge, of course, is getting there.
Hiring directly in Singapore isn’t just about finding the right person. It involves registering with the Ministry of Manpower (MOM), managing Central Provident Fund (CPF) contributions, and handling taxes and compliance under several government bodies. For companies without a local entity, it can turn into weeks of paperwork and red tape.
That’s where an Employer of Record (EOR) comes in. An EOR lets you hire employees in Singapore without setting up a local company.
They become the legal employer, handle all contracts, payroll, and statutory obligations, while you manage the employee’s role and performance. In short, you get all the benefits of hiring in Singapore, without the administrative grind.
Why Companies Use EORs in Singapore
Singapore is an easy place to do business but a detail-heavy place to stay compliant. There are rules around CPF deductions, Skills Development Levy (SDL) payments, and work passes that must be followed exactly. Missing a form or a filing deadline can quickly turn into a fine.
That’s why global companies often prefer working with an EOR. The provider already operates legally in Singapore and manages everything behind the scenes:
Drafts contracts that comply with MOM standards
Registers employees with CPF and handles all deductions
Processes payroll in Singapore Dollars (SGD)
Administers annual leave, holidays, and benefits
Manages work pass and visa applications for foreign hires
It keeps your team compliant from day one, and your HR workload light.
How the EOR Hiring Process Works
Once you’ve found your candidate, maybe a data analyst in Singapore City or an operations manager in Jurong, your EOR steps in as their official employer in Singapore.
They’ll issue a compliant employment contract, take care of MOM registration, and set up payroll. You’ll get a single invoice each month that covers salary, taxes, and service fees. Your employee receives a locally recognized payslip, benefits, and CPF contributions, just like any other Singapore-based hire.
Most EORs can have your employee onboarded in about a week or two, depending on how fast the documents and benefits setup move.
The Basics of Singapore’s Employment Framework
Singapore’s labor laws are straightforward, but they leave little room for mistakes. Here’s what every employer should know:
Standard Work Hours: Usually 40–44 hours per week, spread over 5 or 5.5 days.
Overtime: Employees covered by the Employment Act are eligible, and rates depend on job classification (workman vs non-workman).
Annual Leave: Starts at 7 days after a year of service and increases by one day per year, up to 14. Most employers offer 14–20 days.
Public Holidays: There are 11 national holidays, including Chinese New Year, Deepavali, Hari Raya Puasa, and National Day.
Maternity Leave: 16 weeks for citizens, 12 for non-citizens.
Paternity Leave: 2 weeks, plus shared parental leave options.
Sick Leave: Up to 14 days a year, with additional hospitalization leave if needed.
Probation Period: Not required by law but common, typically 3–6 months.
13th-Month Bonus: Commonly referred to as the Annual Wage Supplement (AWS), often paid at year-end.
Payroll and Statutory Contributions in Singapore
Running payroll in Singapore requires accuracy. Each deduction must be filed correctly and sent to the right authority. Your EOR manages this end-to-end, but it helps to understand what’s happening behind the curtain.
Contribution Type
Employer Share
Employee Share
Notes
Central Provident Fund (CPF)
Up to 17%
Up to 20%
Mandatory for citizens and PRs
Skills Development Levy (SDL)
0.25% of wages (min SGD 2, max SGD 11.25)
—
Applies to all employees
Income Tax (IRAS)
—
Progressive, up to 22%
Paid directly by employee
Foreign Worker Levy
Varies by pass and sector
—
Applies only to foreign hires
Most EORs handle CPF registration, filings, and payment submission directly. Employees receive itemized payslips, and the EOR files reports with MOM and the CPF Board automatically.
EOR vs. Setting Up a Local Entity
If you’re debating whether to open an entity or use an EOR, it usually comes down to time and risk.
Aspect
Employer of Record (EOR)
Setting Up a Legal Entity
Legal Setup
No registration required
Register with ACRA and MOM
Hiring Speed
1–2 weeks
2–3 months minimum
Payroll & Compliance
Fully handled by EOR
Managed in-house or outsourced
Cost
Flat monthly fee
High upfront legal and HR costs
Flexibility
Easy to scale up or down
Better for long-term presence
If you’re testing the market or building a small team, an EOR makes far more sense. Once you scale past a dozen employees or want a local brand presence, setting up your own entity becomes practical.
What an EOR Actually Manages in Singapore
A solid EOR goes beyond payroll. Here’s what they handle day to day:
Drafting and maintaining compliant contracts
Processing payroll and statutory filings
Managing leave, benefits, and insurance
Handling onboarding and offboarding documentation
Applying for work passes for foreign staff
Advising on HR compliance under MOM and IRAS regulations
In other words, they manage every legal and administrative part of being an employer, so you can focus on running your business.
Cost of Using an EOR in Singapore
Most EOR providers charge between USD 650 and 1,200 per employee per month. Prices vary based on role seniority, benefit structure, and total headcount.
It may sound like an added cost, but setting up a local company is far more expensive once you factor in registration fees, audits, and compliance management. For small or medium teams, the math almost always favors the EOR route.
The Changing EOR Landscape in Singapore
EOR services in Singapore are evolving fast. What began as a payroll compliance solution has grown into a full-scale workforce platform.
Today’s leading providers offer:
Real-time HR dashboards that integrate with your existing systems
Visa and work pass management for international hires
Localized benefits packages designed for Singapore’s workforce
Employee support and onboarding handled in English and Mandarin
Data protection aligned with GDPR and local privacy laws
It’s a model that’s shifting from simple compliance to complete employee experience, faster onboarding, better communication, and smoother operations across regions.
Final Thought
Hiring in Singapore opens doors to a talented, multilingual workforce and a stable, pro-business environment. The challenge isn’t finding people, it’s navigating the legal and administrative details that come with local employment.
That’s where an Employer of Record changes everything. It lets you hire legally, pay compliantly, and operate confidently, all without the overhead of a local setup.
Take your time when choosing a partner. Look for one that owns its Singapore entity, offers transparent pricing, and provides real local support. Once you find the right fit, expanding in Singapore stops feeling like a compliance project and starts feeling like a smart business move.
Before we check the list of top Employer of Record (EOR) in Singapore , here's a quick view of top solutions that you may use. Get on with our detailed list of products below in the article.
Employer of Record (EOR) in Singapore FAQs
Q1. What does an Employer of Record do in Singapore?
An Employer of Record (EOR) legally employs staff on your behalf in Singapore. The provider manages contracts, payroll, CPF contributions, taxes, and compliance with the Ministry of Manpower (MOM). You keep full control over the employee’s daily work, while the EOR ensures everything meets local legal standards.
Q2. Do I need a local entity to hire employees in Singapore?
No. If you use an EOR, you can hire employees in Singapore without setting up a company. The EOR’s existing local entity serves as the legal employer, allowing you to start hiring within days instead of months.
Q3. How much does it cost to hire through an EOR in Singapore?
Most EOR providers charge between USD 650 and 1,200 per employee per month. The final price depends on factors like seniority, benefits, and the number of employees you hire. It’s generally far cheaper than registering and maintaining a local company.
Q4. How long does onboarding through an EOR take?
Hiring through an EOR usually takes one to two weeks. The timeline depends on how quickly documents are submitted and benefits are confirmed, but it’s much faster than setting up a local entity.
Q5. Are EOR employees entitled to CPF and statutory benefits?
Yes. Employees hired through an EOR are enrolled in the Central Provident Fund (CPF) if they are Singapore citizens or permanent residents. The EOR also manages paid leave, public holidays, and other benefits as required by the Employment Act.
Q6. Can an EOR sponsor foreign employees in Singapore?
Yes, most EORs can assist with visa and work pass applications, including Employment Passes and S Passes. They manage the process with the Ministry of Manpower, ensuring the employee’s status is compliant before work begins.
Q7. When should a company move from EOR to its own entity?
Once you have a larger local team or plan to build a long-term office presence, setting up a local company can make sense. Many businesses, however, continue using their EOR for years because it keeps operations lean and compliant.
Q8. Is using an EOR compliant with Singapore’s labor laws?
Yes. Reputable EOR providers operate under MOM regulations and are fully compliant with the Employment Act. The EOR assumes all legal and administrative employer responsibilities while you focus on managing your team’s performance.
Manjuri Dutta
Manjuri Dutta is the co-founder and Content Editor of HR Stacks, a leading HR tech and workforce management review platform, and EmployerRecords.com, specializing in Employer-of-Record services for global hiring. She brings a thoughtful and expert voice to articles designed to inform HR leaders, practitioners, and tech buyers alike.
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