PEO & Employer of Record (EOR) in Singapore

Expand Your Business With Our Singapore PEO

GlobalPEO delivers a top tier employer of record service for clients that are looking to recruit, hire, and operate payroll services without first setting up their own subsidiary in Singapore.

How it Works: Our Singapore PEO & Employer of Record (EOR) hires your candidate while abiding by local labor laws and cultural customs. The newly hired employee will communicate directly with your company and perform all job functions as if they were your own employee. We act as your in-country HR department and handle the entire onboarding, payroll, and benefits process in strict accordance to China’s regulations.

Why Choose our Singapore PEO?

Market Entry Cost Savings

Without needing to setup a local entity in Singapore, companies save thousands when expanding with GlobalPEO. From $400 USD.

Quicker Time to Hire

Scale and onboard your workforce in days, not months by using our local entities and experts in Singapore.

Mitigate Risk

Minimize risk by ensuring your company is compliant with local laws and cultural customs and protecting your business from potential fines and legal fees.

Convenience + Flexibility

Streamlined process for managing your payroll, benefits, and HR responsibilities with full flexibility to make changes at any time.

Singapore PEO & Employer of Record

Hire, onboard, and manage employees in Singapore quickly and easily with GlobalPEO. Working with our Singapore PEO and Employer of Record solution eliminates the headaches that come with establishing a foreign legal entity and guarantees full compliance with local regulations.

Local Employer of Record

Your employees based in Singapore will sign a local employment contract with GlobalPEO's in-country entity. Labor contracts are available in English and Malay, with employee payments processed in the local Singapore Dollar currency. As the local Employer of Record, GlobalPEO operates with full compliance to the laws and regulations of Singapore's Bureau of Labor.

Payroll Processing

GlobalPEO's complete payroll processing includes:

- New employee setup
- Social Insurance contributions
- Individual income tax declaration
- Expenses declaration
- Payslip provision
- Dedicated payroll officer
- Support for standard employment documents

Employee Onboarding

After officially hiring your local candidate, our Singapore HR team will schedule an onboarding conference call with both the candidate and client. The onboarding process typically takes between 3-5 days.

Legal Liability Coverage

Our PEO solution covers the following functions to take legal liability as the local employer of record:

- Obligatory social and pension insurance enrollment.
-Employee income tax withholding
- Liabilities of early-termination, including severance calculation and mediation.
- Onsite health and safety liability coverage, which is shared with the client

Termination Guidelines

In the event a client decides to pause or end their presence in Singapore when employing staff through our PEO and Employer of Records service, there are no termination fees to be paid as long as the client adheres to the 60 day termination-notice period.

#1 - Fast Facts For Hiring in Singapore

Ranked #1 Worldwide in Ease Of Doing Business

With an unemployment rate under 2% and a quickly growing GDP, Singapore has become a hotspot for new businesses and international companies expanding their operations to Asia.

Understand The Cultural Norms

Singaporeans place high value on punctuality and respecting the dignity and honor of themselves and their peers. Tardiness is seen as a sign of disrespect, so make sure to always be mindful of being punctual for any and all appointments set in this country.

Be Aware Of Strict Laws

It is important to be knowledgable on local laws and regulations, which include serious penalties for acts like jaywalking, littering, and smoking in public.

#2 - Working Hours in Singapore

Weekly work time in Singapore is limited to 8 hours per day and cannot exceed 44 hours in a week. Overtime may be paid at 150% of the regularly employee payment depending on the employee’s workman status and if their salary rests below the relevant wage cap.

#3 - Singapore Employment Contracts

Employment contracts in Singapore must clearly state the employees’ responsibilities, compensation details, benefits, grievance procedures, and requirements for termination. All offer letters, compensation details, and any document where employee income is discussed should be stated in Singapore Dollars. GlobalPEO includes all these services along with everything else in the jurisdiction of international expansion in Singapore through our Employer of Record service.

#4 - Singapore Holidays

Singaporeans celebrate 10 national public holidays annuals. They include New Year’s Day, Chinese New Year (2 days), Good Friday, Labor Day, Vesak Day, Hari Raya Puasa, National Day, Hari Raya Haji, Deepavali, and Christmas.

#5 - Bonus Payments in Singapore

While it is not required by law, the common practice in Singapore is to grant all employees with a 13th month salary or similar annual bonus. It is common for the annual bonus to be more generous in value when the Singaporean economy is performing particularly well.

#6 - Health Insurance & Employment Benefits

The Singaporean national system provides health insurance to everyone who is a resident or has a working visa in Singapore. Employers have the option to provide their employees with supplementary health insurance as an additional benefit if requested by the employee in the contract negotiation. Stock options are frequently sought after by executives and high level managers working for US based companies while located in Singapore.

#7 - Sick Leave in Singapore

People working in Singapore have the right to receive sick leave if they have been working for a company longer than 3 months and provide a notice from a certified medical professional. As customary with sick leave policy, employees are entitled to longer durations of leave the longer they have been with the company. Once an employee has reached the six month mark of employment with a single company in Singapore, they are entitled to 14 days of outpatient leave along with 60 days of hospitalization leave. The number of days of paid sick leave is dependent on the length of service. Employees who have worked for at least six months are eligible for 14 days of outpatient, non-hospitalization leave and 60 days of hospitalization leave, which includes the 14 days of outpatient leave.

#8 - Maternity Leave in Singapore

Female employees who are citizens of Singapore, are legally married to the father of the child, and have worked for her employer for a minimum three months are entitled to 16 weeks of paid maternity leave. For the maternity leave expenses for the employee’s first two pregnancies, the employer pays for eight weeks of the leave and the government pays for the second eight weeks. The government then pays for the entirety of the maternity leave for employees having their third child and all children to follow. If an employee is working in Singapore but is not a citizen or are not married to the father, the maternity leave will typically be 12 weeks long instead of the 16 afforded to citizens and married women. Fathers are entitled to Paternity leave if they are legal citizens of Singapore and are married to a woman who has given birth.

#9 - Termination & Severance in Singapore

When negotiating employee probationary periods during the initial contract discussions, the standard practice is to provide a 3-6 notice period. The common practice is to give one months’ termination notice to employees or employers. However, there is no legal requirement to allow a period of probation. A probation period of 3-6 months may generally be agreed to in the employment contract, during which there is a shorter notice period. This is not a statutory requirement. One month’s termination notice on behalf of the employer or employee is the generally agreed term, but this is not fixed. If the notice period is not specified in the employment contract, the following applies:

#10 - Singapore's Tax Laws

We suggest that companies looking to operate in Singapore set aside a budget of 15% – 20% of their employee’s salary to provide benefits that will be paid into the employees CPF (Central Provident Fund) by the employer.

Why Choose GlobalPEO?

Global expansion is a great step for your business – and now it’s easier than ever. Setting up your own entity in each country where you wish to operate can be expensive, complicated, and requires deep knowledge of the specific rules and regulations. Let GlobalPEO take care of everything. From International PEO & EOR, Global Payroll and International Recruiting we deliver our exceptional services at an affordable price.