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Global Expansion Guide

Singapore

Manage and pay your employees easily with BIPO in Singapore and 170+ other markets. Build your international teams today with our global Employer of Record service!

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Currency

Singapore Dollar (SGD)

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Language

English
Chinese
Malay
Tamil

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Capital

Singapore

Employer of Record Singapore

Employment Contract

Statutory Contributions

Minimum Wage

Public Holidays

Working Hours

Leave

Termination and Compensation

BIPO as your Employer of Record

Benefits of BIPO EOR Service in Singapore

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  • Employer of Record
  • Singapore

Employer of Record Singapore

Embark on your business expansion in Singapore with BIPO’s Employer of Record (EOR) services. Designed to assist you in navigating the intricacies of local employment laws and regulations, we can help ensure a smooth transition for your business and workforce.

As an Employer of Record (EOR), we act as your legal employment entity, streamlining the process of business expansion. Allowing businesses to focus on their core business operations while the EOR manages all aspects of compliance, payroll, HR, and employee benefits when venturing into the Singapore market. An EOR provider addresses the common challenges associated with local employment laws, payroll regulations, and work permit requirements.

Employment Contract

1) Employment Contracts shall include below contents:

  • Full name of the company
  • Full name of the employee
  • NRIC or FIN Number of the employee
  • Position title and main job description
  • Commencement Date (and end date if it is a fixed-term contract)
  • Probationary period
  • Length of notice for resignation or required to terminate the contract
  • Working hours, such as: daily working hours in specific, weekly working days, lunch time, rest days etc.
  • Basic salary and pay date
  • Fixed allowance (if any)
  • Fixed deduction (if any)
  • Overtime pay
  • Other salary and benefits related items: such as bonuses, performance awards etc.
  • Leave entitlement: such as annual leave, sick leave, hospitalisation leave, maternity leave, parental leave etc.
  • Other benefits: such as supplemental medical insurance, medicine benefits, dental benefits etc.
  • Termination and end of employment services

Statutory Contributions

Item  Detail  Employer Contribution  Employee Contribution 
Central Provident Fund（CPF） Retirement, health, housing, education and investment Employees under 55 years of age, 17% Ceiling limit: 7,400 SGD / month Employees under 55 years of age, 20% Ceiling limit: 7,400 SGD / month
Skills Development Levy（SDL） Improvement of professional skills 0.25% – Lower limit：800 SGD, 2 SGD / month. – Upper limit：4,500 SGD, 11.25 SGD / month –
Donation Rates are varied by councils or associations – 0.5-30 SGD/month
Work Injury Compensation（WIC） Compensation for work injury Rates are varied by actual company statuses –
– Total About 17.25% About 20%

Minimum Wage

There is no legal requirement for minimum wage in Singapore.

Public Holidays

The National Public Holidays in Singapore in 2025 are shown as follows. Please refer to the announcement by the Ministry of Manpower (MOM).

Holiday Name  Date 
New Year’s Day 1 January 2025
Chinese New Year 29 January 2025
Chinese New Year 30 January 2025
Hari Raya Puasa 31 March 2025
Good Friday 18 April 2025
Labour Day 1 May 2025
Vesak Day 12 May 2025
Hari Raya Haji 7 June 2025
National Day 9 August 2025
Deepavali 20 October 2025
Christmas Day 25 December 2025

Working Hours

Normal Working Hours

  • No more than 8 hours per day, 44 hours per week. Working hours do not include rest time, tea breaks or meal breaks.

Rest Time

  • The Employee is generally not required to work more than 6 consecutive hours without a break.
  • However, if the nature of the work requires continuous work for up to 8 hours, breaks must be provided for meals. The breaks should be at least 45 minutes long.
  • The employer must provide one rest day per week to the Employee. The employer determines the rest day, which can be on a Sunday, or any other day of the week. It is not a paid day.
  • If the rest day is not a Sunday, the employer should prepare a monthly roster and inform employees of the rest days before the start of each month. The maximum interval allowed between 2 rest days is 12 days.

Overtime

An employee can only work up to 72 overtime hours in a month. Work on rest day or public holidays is not counted in the 72-hour overtime limit, except for work done beyond the usual daily working hours on those days. Such extra hours are included in the 72-hour limit.

  • Overtime pay during normal working days：

The employee can claim overtime if he or she is:

  1. A non-workman earning a monthly basic salary of $2,600 or less.
  2. A workman earning a monthly basic salary of $4,500 or less.

Overtime Pay = Hourly basic rate of pay × 1.5 × number of hours worked overtime

Hourly basic rate of pay = (12 x Monthly basic rate of pay) / (52 x 44)

  • Overtime pay during rest days:

Calculated by half day’s salary or 1 day’s salary

If work is doneFor up to half your normal daily working hoursFor more than half your normal daily working hoursBeyond your normal daily working hours
At the employer’s request1 day’s salary2 days’ salary2 days’ salary + overtime pay(1.5 times)
At the employee’s requesthalf day’s salary1 day’s salary1 day’s salary + overtime pay(1.5 times)
  • Overtime pay during holidays：

Overtime on a public holiday is calculated as follows:

(Hourly basic rate of pay × 1.5 × Number of hours worked overtime) + (Rest day or public holiday pay)

OR if the employer and employees have an agreement, time-off in lieu can be arranged on any other working day after the overtime work performed.

Other Regulations

  • Personal Data Protection Act (PDPA) Amendment had been taken effective from 1st of February 2021.

Probationary Period

No statutory provisions, normally it is 3 months in practice.

Employees are entitled to paid annual leave if he or she has worked for the employer for at least 3 months.

Leave

Statutory leave in Singapore includes:

Type  Applicable to  Details 
Paid Annual Leave Employees employed ≥ 3 months 7-14 days, on a pro-rata basis if the length of employment is less than one year
Pregnancy and Maternity Leave Female employees 16 weeks [4-week could be used as shared parental leave by 31st March, 2025, from 1st of April, 6-week could be used as shared parental leave)
Paternity Leave Male Employees 4 weeks
Paid Sick Leave Employees employed ≥ 3 months Outpatient: 14 days, inpatient: 60 days (60-day hospitalisation leave include 14-day paid sick leave)
Parental Leave Parents whose youngest child < 7 years old 2-6 days
Extended Childcare Leave Parents whose children between 7 to 12 years of age 2 days
Adoption Leave Foster parents whose adopted children are less than 12 months of age 12 weeks (first two children：4 weeks paid by the employer, 8 weeks paid by the government；from the third child: all by the government)
National Service Reservist Training Leave Male Employees required to perform the military services According to notice from MINDEF / SPF / SCDF (NSman Make-Up Pay to be claimed with assistance of the employer)

Termination and Compensation

Termination Notice

  • When the specific work listed in the employment contract is completed or reaches the mentioned deadline, the contract is automatically terminated.
  • For an indefinite employment contract, both parties have the right to give advance notice and terminate it. The advance notice period shall be stated in the employment contract.
  • The employment contract can stipulate different notice periods of termination during the probation period and after the probation period, but the notice periods for both parties must be the same if they are not mentioned in the contract otherwise.
  • If the employment contract does not stipulate the advance notice period of termination, and the employee is not protected by the Employment Act, his or her employment contract can be terminated by either party with a reasonable length of advance notice period.
  • If the employment contract does not stipulate the advance notice period of termination, and the employee is protected by the Employment Act, the advance notice period of termination shall be set as following:
Length of Employment Compensation
Employed ＜ 26 weeks 1 day
Employed ≥ 26 weeks, but less than 2 years 1 week
Employed ≥ 2 years, but less than 5 years 2 weeks
Employed ≥ 5 years 4 weeks

Compensation

1. Retrenchment Benefits

  • MOM Guidance: Employees who have served the company for at least 2 years are eligible for retrenchment benefits. Those with less than 2 years’ service could be granted an ex-gratia payment out of goodwill.
  • The amount of retrenchment benefit depends on what is provided for in the employment contract or collective agreement (for unionised companies). If there is no provision, it will have to be negotiated between the employees (or their union) and the employer.2. Long Service Payment
  • An extra Long Service Payment can be granted to employees who have served the company for more than three years. The amount of Long Service Payment can be negotiated between the employee and the employer when he or she has joined the company.

BIPO as your Employer of Record

BIPO’s total HR solutions include our award-winning HR Management System, Global Payroll Outsourcing, Employer of Record service, and Athena BI.

As your EOR partner, our services are designed to provide a comprehensive, hassle-free experience:

  • Initial Consultation: The journey typically begins with an in-depth discussion to understand your specific business needs, ensuring our EOR services perfectly align with your objectives.
  • Payroll Management: We offer a streamlined payroll system that ensures timely and accurate salary disbursement, complete with statutory deductions and contributions in full compliance with Singaporean regulations.
  • Contributions and Taxes: Our expertise in managing Central Provident Fund (CPF) contributions and local income tax ensures your business complies with Singapore’s financial obligations.
  • Compliance with Working Hours: We guarantee that your employment practices adhere to Singapore’s working hours standards, safeguarding your business against potential legal issues.
  • Leave and Paid Time Off Management: Implement and manage leave policies that comply with Singaporean laws, ensuring a fair and transparent leave management system for your employees.
  • Regulatory Compliance: Stay ahead of local labour laws and regulations with our up-to-date compliance services, minimising legal risks for your business.
  • Other services: Work visa, permit applications, termination procedures.

Services may vary across countries.

Benefits of BIPO Employer of Record Service in Singapore.

Unlock your growth potential with BIPO’s Employer of Record service in Singapore. Our EOR service empowers businesses with seamless scalability while ensuring regulatory compliance.

From smooth onboarding to risk mitigation, BIPO handles the administrative HR tasks, enabling companies to concentrate on core business functions and accelerating growth. Our local expertise and global reach ensure efficient operations, enhancing flexibility and reducing operational complexities.

Stay up to date with the latest employment regulations.

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Frequently Asked Questions

An Employer of Record (EOR) is a partner company that acts as the official employer for your employees. 

An EOR company handles all the HR aspects and processes, including the legal complexities associated with regulatory and tax compliance.

As your EOR, BIPO supports your organisation by providing a comprehensive range of HR, payroll and advisory services to ensure your business stays compliant. These include end-to-end on/offboarding services for your employees (e.g.: payroll processing, HR and benefits administration, labour contracts, visa applications, payroll/tax compliance, and more).

By engaging BIPO as your EOR, your business benefits from: 

  • Compliance in the global markets where you operate
  • Reduced costs and risk mitigation
  • Overall workforce productivity, effectiveness, and efficiencies

A global EOR benefits organisations regardless of size or industry. It is especially useful for organisations that want to:

  • Scale their global business and be fully operational in foreign markets quickly
  • Reduce financial and HR complexities while expanding internationally
  • Minimise time spent trying to understand local labour laws and foreign tax systems
  • Stay compliant across global markets while reducing HR and administrative workflows
  • Benefit from a centralised and intuitive cloud HR platform to manage international teams

A global EOR enables businesses to fast-track their market entry into international market, and reduce the complexities of setting up multiple foreign entities.

When you partner with BIPO, we take on the the day-to-day administrative tasks, while you maintain full control of the business and delegate HR workflows and hiring needs.

Our vast network of business partners across 170+ markets globally supports your business expansion plans, with in-country HR experts providing localised support. Going global has never been easier!

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