Global Expansion Guide

Hire in Singapore

Hire, manage, and pay easily with BIPO in Singapore and 160+ other markets. Build your international teams today with our global Employer of Record service! We’ll take care of the complexities.


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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.

Singapore Employment Regulations

Singapore’s main labour law is the Employment Act, which provides the basic terms and conditions for employees covered by the Act. Employees who are not covered by the Employment Act are to refer to their employment contract’s terms and conditions.
Description Who is Covered Who is Not Covered
Employment Act All employees working under a contract of service with an employer, exclusion applies (refer to Not Covered column)
  • Seafarers
  • Domestic Workers
  • Statutory Board Employees or Civil Servants
Part IV of the Employment Act (Rest Days, Hours of Work, Other Conditions of Service)
  • Workman earning a monthly basic salary of SGD 4,500 or less
  • Non-workman, but who is covered by the Employment Act, earning a monthly basic salary of SGD 2,600 or less
  • Managers
  • Executives
  • Professionals with tertiary education, specialised knowledge or skill:
    • Advocates and Solicitors
    • Chartered Accountants
    • Practicing Doctors and Dentists
Source: Ministry of Manpower Key areas include:

Statutory Contributions

The Central Provident Fund (CPF) is a mandatory pension savings scheme for Singaporeans and Permanent Residents, where both employers and employees contribute a percentage of the monthly salary according to employees’ age and subject to a salary ceiling. Compliance with CPF contributions is essential for businesses operating in Singapore. Contribution rates from 1 January 2024 (monthly wages > SGD 750)
Employee’s age (years) Employer contribution (% of wage) Employee contribution (% of wage) Total contribution (% of wage)
55 and below 17 20 37
Above 55 to 60 15 16 31
Above 60 to 65 11.5 10.5 22
Above 65 to 70 9 7.5 16.5
Above 70 7.5 5 12.5
Source: Central Provident Fund (CPF)

Income Tax

Singapore’s income tax system is progressive, and businesses must ensure accurate and timely tax deductions for their employees. Understanding the tax regulations is crucial to remain compliant and optimise tax obligations. Income tax rates from YA 2024 onwards
Chargeable Income Income Tax Rate (%) Gross Tax Payable ($)
First $20,000 Next $10,000 0 2 0 200
First $30,000 Next $10,000 3.50 200 350
First $40,000 Next $40,000 7 550 2,800
First $80,000 Next $40,000 11.5 3,350 4,600
First $120,000 Next $40,000 15 7,950 6,000
First $160,000 Next $40,000 18 13,950 7,200
First $200,000 Next $40,000 19 21,150 7,600
First $240,000 Next $40,000 19.5 28,750 7,800
First $280,000 Next $40,000 20 36,550 8,000
First $320,000 Next $180,000 22 44,550 39,600
First $500,000 Next $500,000 23 84,150 115,000
First $1,000,000 In excess of $1,000,000 24 199,150
Source: Inland Revenue Authority Singapore (IRAS)

Minimum Wage

While Singapore does not have a universal minimum wage policy, some sectors such as cleaning and security have specific wage requirements under the Progressive Wage Model (PWM). Businesses must stay informed about these sector-specific regulations to ensure compliance. For the full list of sectors included in the Progressive Wage Model (PWM), refer to MOM’s website.


Managing the payroll cycle in Singapore requires accurate salary calculations, deductions, and statutory contributions. Timely and accurate payroll processing may foster compliance and employee satisfaction. The payroll cycle in Singapore is typically once a month. However, employers can also choose to pay employees at a shorter interval so long as the following conditions are met,
  1. Salary: must be paid within 7 days after the last day of the salary period
  2. Overtime work: must be paid within 14 days after the last day of the salary period
It is important to note that mandatory contributions such as the Central Provident Fund (CPF), Skill Development Levy (SDL), and Self-help Group Funds (SHG) are part of employees’ salary contributions. It is also mandatory to provide itemised pay slips to employees covered by the Employment Act. Source: Ministry of Manpower

Working Hours

The standard working hours in Singapore are capped, with regulations stipulating maximum working hours per day and week, including stipulations for overtime compensation.
If you work Your contractual hours of work are
5 days or less a week Up to 9 hours a day or 44 hours a week
More than 5 days a week Up to 8 hours a day or 44 hours a week
Source: Ministry of Manpower Employees in Singapore are entitled to various forms of paid time off, including annual leave, public holidays, and sick leave, each with specific eligibility criteria and entitlements.


Beyond the basic leave entitlements, Singapore’s employment law also covers annual, maternity, paternity, childcare, adoption, and extended sick leave, requiring businesses to manage a range of leave administration processes.
Types of Leave Entitlement
Annual Leave Mandated by the Government: minimum of 7 days, starting from first year of service. Typically, 14 – 18 days.
Sick Leave Outpatient: 14 days Hospitalisation: 60 days
Maternity Leave 16 weeks Requirements:
  • Child is a Singaporean citizen
  • Mother is legally married to the child’s father
  • Child is born on or after 1 January 2017
  • Parent have worked for an employer or are self-employed for at least 3 continuous months before the birth
Paternity Leave 2 weeks Requirements:
  • Child is a Singaporean citizen
  • Father is or had been legally married to the child’s mother between conception and birth
  • Parent have worked for an employer or are self-employed for at least 3 continuous months before the birth
Shared Parental Leave Fathers can share up to 4 weeks of the wife’s maternity leave, subject to wife’s agreement. Requirements:
  • Child is a Singaporean citizen
  • Mother qualifies for Government-Paid Maternity Leave (GMPL)
  • Parent have worked for an employer or are self-employed for at least 3 continuous months
Childcare Leave 6 days Requirements:
  • Child is a Singaporean citizen
  • Age of youngest child is below 7 years old
  • Father is lawfully married to the child’s mother
Source: Ministry of Manpower


Termination of employment in Singapore is regulated, with specific procedures for notice periods, severance pay, and dispute resolution. Compliance with termination regulations is critical to avoid potential legal issues. In Singapore, a termination letter in writing is compulsory to confirm the termination. Without a termination letter, the individual will still be considered an employee. For more details on termination in Singapore, please refer to the Ministry of Manpower website. Notice Period If the employment contract specifies the notice period, the individual must either serve the notice period or pay compensation in lieu of notice to the employer. The notice period can be waived by mutual consent between the employer and employee. With BIPO’s Employer of Record services, you can confidently navigate the complexities of Singapore’s employment landscape. Our expertise ensures full compliance with local laws, allowing you to focus on growing your business while we manage the intricacies of HR and payroll.

Additional Information

In Singapore’s context, key employment terms (KETs) are a must-have when hiring employees (including part-time and casual workers) who are employed for a continuous period of 14 days or more. Employers should include the following items in the KETs:
  1. Details of Employment
  2. Working Hours and Rest Day
  3. Salary
  4. Leave and Medical Benefits
  5. Others (Probation and Notice Period) – add padding
Please note that the information listed above does not constitute legal or professional advice. For more information, please refer to Singapore’s Ministry of Manpower website.

BIPO as your Employer of Record

BIPO’s Employer of Record services in Singapore 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 Minimum Wage and Working Hours: We guarantee that your employment practices adhere to Singapore’s minimum wage and 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 varies.

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.

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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 150+ 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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