Singapore
Hire with ease with an Employer of Record in Singapore
Singapore is one of Asia-Pacific’s leading business hubs, making it an attractive location for organisations expanding into the region. Hiring local employees can strengthen regional operations and provide access to a highly skilled workforce. However, employing staff in Singapore also brings payroll and regulatory responsibilities that overseas businesses need to manage carefully.
EPG helps businesses hire employees through Employer of Record (EOR) services that can support local employment without first establishing your own local employing entity, where an EOR arrangement is appropriate.
We manage agreed employer-side employment administration, onboarding, payroll and statutory processes, with responsibilities confirmed for each engagement.
Expert Support for Employment in Singapore
Expanding into Singapore should not require your team to become experts in local employment administration before making a hire.
Through our EOR services in Singapore, EPG manages agreed employer-side responsibilities for each engagement. The respective responsibilities of EPG and the client are confirmed based on the proposed role, working arrangement and applicable local requirements. Our team supports onboarding and administers payroll and statutory processes throughout the engagement as your workforce grows.
How EPG Supports Employment Administration in Singapore
Employment Act Coverage
Employment Act Coverage Employment relationships in Singapore need to account for local employment protections, salary practices, employment records and required documentation under the relevant employment framework. Managing these requirements carefully helps businesses establish employment arrangements that reflect applicable Singapore requirements while reducing administrative work.
CPF Contributions
CPF Contributions The Central Provident Fund (CPF) is an important part of Singapore’s payroll administration for eligible Singaporean citizens and permanent residents. Contribution obligations depend on factors including employee status, age, wage type and current CPF rules. Eligible employees aged 55 and below may have a total CPF contribution rate of up to 37% of wages, comprising 17% employer contributions and 20% employee contributions, subject to applicable wage ceilings and eligibility requirements.
Payroll, Payslips and Employment Records
Payroll, Payslips and Employment Records Employers are required to administer payroll accurately, provide itemised payslips, maintain appropriate employment records and comply with statutory reporting requirements. For businesses without an existing Singapore payroll function, these recurring obligations can create a considerable workload.
IRAS Reporting
IRAS Reporting When applicable, employers are required to prepare and submit employment income information through the Inland Revenue Authority of Singapore (IRAS) reporting processes. This forms part of broader payroll administration and requires accurate payroll information and timely reporting.
Leave, Public Holidays and Employee Entitlements
Leave, Public Holidays and Employee Entitlements Employers also need to manage annual leave, public holidays, sick leave and other ongoing employment entitlements in accordance with applicable employment requirements. These recurring obligations form part of everyday workforce administration and payroll planning throughout the employment relationship.
Offboarding and Employment Changes
Offboarding and Employment Changes Employment changes should be managed carefully and consistently. Businesses must consider contractual obligations, payroll administration, employment records, notice requirements and final pay before employment ends. An EOR helps support these processes but does not remove the need for appropriate employment management.
Trusted by more than 1,000 businesses internationally
Hire in Singapore Without Immediately Setting Up Your Own Local Employing Entity
An Employer of Record in Singapore may suit businesses looking to hire employees without immediately establishing their own local employing entity or payroll infrastructure, where an EOR arrangement is appropriate.
This approach is commonly used by organisations hiring their first Singapore employee, building an APAC leadership role, testing the market before setting up an entity, reviewing whether an employment model may be more appropriate than an informal contractor arrangement or supporting local payroll without creating an internal HR function.
Where contractor engagement is more appropriate than direct employment, EPG also provides Agent of Record (AOR) services to support contractor administration where an AOR arrangement is appropriate.
Support Across the Employment Lifecycle When Hiring in Singapore
Expanding into Singapore is easier when employment administration is managed through one coordinated service.
EPG's Employer of Record solution supports businesses with coordinated employment administration, allowing internal teams to focus on building their operations.
Support for Local Employment Administration and Compliance
EPG manages agreed employer-side responsibilities such as employment documentation, payroll administration, employee records and local employment processes.
The responsibilities of EPG and the client, including operational and employment-related responsibilities, are documented for each engagement with regard to the proposed working arrangement and applicable local requirements.
Structured Onboarding from Day One
Onboarding covers role setup, employment documentation, payroll details, tax and CPF information when applicable, work pass considerations and complete employee records, so your hire is ready to start smoothly.
Employment and Payroll Developments Monitored Over Time
EPG monitors relevant employment and payroll developments, helping reduce the burden of tracking changes to CPF, MOM requirements, IRAS processes, public holidays or record requirements while you manage teams across jurisdictions.
Ongoing Employment Administration and Advisory Support
Support continues from onboarding through day-to-day payroll administration, leave management and employment records to offboarding support.
EOR vs Setting Up a Singapore Entity
| Decision Factor | EOR in Singapore | Singapore Entity Setup |
|---|---|---|
| Speed to hire | Can reduce setup time by using existing local employment infrastructure | Local entity setup and registration may be required before direct hiring |
| Employment administration and compliance | Supported under the agreed EOR arrangement | Managed through the business's local employment structure |
| Payroll, CPF and IRAS administration | Payroll, CPF administration (when applicable) and IRAS support included | Managed through the company's own payroll processes |
| Upfront setup effort | Lower administrative commitment | Greater setup and ongoing governance requirements |
| Best suited to | First hires, market testing and smaller teams where EOR is appropriate | Larger long-term Singapore operations |
Businesses planning a long-term presence in Singapore may decide that establishing a local entity better suits their operational needs as their workforce grows. Information about registering a local company is available from the Accounting and Corporate Regulatory Authority (ACRA).
Why EPG Group
Why global clients choose EPG Group for Singapore EOR
Simplified workforce management in Singapore
EPG helps businesses reduce the operational burden of hiring and supporting employees in Singapore, especially when there is no existing local infrastructure or dedicated payroll capability.
Employment Administration and Compliance Support
Managing employment across another jurisdiction means coordinating multiple processes and local regulations. EPG brings agreed employer-side administration together through a single managed service, giving businesses one point of contact and consistent support throughout the employment lifecycle.
Faster APAC Market Entry with Local Employment Support
An Employer of Record in Singapore may help eligible businesses begin hiring more quickly than establishing their own local employing entity, subject to the proposed role, working arrangement, work pass requirements where relevant and applicable local requirements. As workforce requirements evolve, organisations can continue scaling through EPG's global staffing solutions while reviewing whether an in-country setup is more appropriate over time.
Rely on full visibility
Managing employees across multiple countries often means information is spread across different systems and teams.
Xemplo brings key workforce information into one place, giving businesses a clearer view of onboarding progress, payroll activities, employee records and compliance tasks without replacing the personalised support provided by EPG.
As your Singapore workforce grows, having one central source of workforce information can make it easier to coordinate HR, finance and operational teams. Explore our tech to see how it keeps your workforce connected.
faqs
Common questions about EOR in Singapore
What does an Employer of Record do in Singapore?
Where an EOR arrangement is appropriate, employees are engaged through the EOR's local employment structure and the EOR manages agreed employer-side responsibilities, such as employment administration and payroll. The respective responsibilities of the EOR and the client depend on the role, working arrangement, work location and applicable local requirements.
Can I hire employees in Singapore without setting up a local company?
Potentially. Where an EOR arrangement is appropriate, eligible employees may be engaged through an existing local employment structure without the client first establishing its own local employing entity. Suitability depends on the planned business activities, proposed role and employment arrangement, and separate business registration or professional advice may still be required.
What Singapore employment obligations can an EOR handle?
An Employer of Record can support day-to-day employment administration in Singapore. Depending on the arrangement, this may include payroll processes, employment documentation, statutory administration when applicable, employment records and ongoing workforce support throughout the employment lifecycle.
Does an EOR handle CPF contributions in Singapore?
Where CPF applies, an EOR can administer relevant CPF processes. CPF obligations apply to eligible Singaporean citizens and permanent residents, with contribution requirements varying according to employee status, age and wages. The applicable CPF requirements are assessed for each engagement.
How fast can you onboard an employee through EOR in Singapore?
Where an EOR arrangement is appropriate, it can often reduce setup time because local employment infrastructure already exists. However, onboarding still depends on employment documentation, payroll information, employee details, work pass considerations where relevant and any required approvals.
Is EOR better than setting up a Singapore entity?
It depends on how your business plans to operate in Singapore. An Employer of Record may be a practical option for businesses entering the market, supporting regional operations or hiring before deciding on a permanent local presence. Businesses with established Singapore operations or broader commercial activities may eventually find that setting up a business entity better aligns with their long-term plans.
What happens when employment ends in Singapore?
Employment changes should be planned and managed carefully to maintain compliance and minimise disruption for both the business and the employee. The process will depend on the employment contract, the circumstances surrounding the separation and the relevant employment requirements that apply at the time.
Your Singapore Workforce Starts Here
Singapore continues to be an important gateway for businesses building a presence across the Asia-Pacific region. If you're planning to establish a regional role or grow a local team, EPG provides practical support to help simplify employment administration.
EOR suitability and service availability depend on the proposed role, work location, supervision arrangements, work pass requirements where relevant and applicable Singapore requirements. The responsibilities of EPG and the client are confirmed for each engagement.
Planning to hire in Singapore? Let's connect to discuss solutions that align with your business objectives.