20 Best Employer of Record in Singapore: Reviewed in 2025
10 Best Singaporean Employer of Record Service Shortlist
Here's my pick of the 10 best software from the 20 tools reviewed.
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Expanding into Singapore is a smart move—but it’s not always easy. Between navigating employment laws, registering with government bodies like the Ministry of Manpower (MOM) and the Accounting and Corporate Regulatory Authority (ACRA), and staying compliant while hiring remotely, the process can quickly become overwhelming.
That’s where an Employer of Record (EOR) service becomes invaluable. An EOR can help you legally hire, onboard, and pay employees in Singapore, without the need to set up a local entity. They handle payroll, taxes, benefits, and compliance so you can focus on growing your team instead of managing red tape.
Sounds like a hassle-free solution, right? The hardest part is figuring out which EOR partner is the best fit for your needs.
As someone who has evaluated hundreds of global HR service providers, I’ve curated this list of the top EOR solutions for hiring in Singapore. In this guide, I’ll walk you through the best options based on hands-on research and what each one does best, so you can hire faster, stay compliant, and avoid costly mistakes.
Market Details for Hiring in Singapore
- Capital City: Singapore
- Currency: Singapore Dollar (SGD)
- Official Language: English, Tamil, Malay, and Mandarin Chinese
- Payroll Frequency: Monthly
- Approx. Population: 5.9 Million
- Public Holidays: 12 days
Why Hire Employees in Singapore?
Singapore is an ideal location for hiring remote talent due to its strategic location in Southeast Asia, making it easier to access regional markets. The country boasts a highly educated and skilled workforce, especially in technology, finance, and biomedical sciences, thanks to its top-tier universities and research institutions.
Singapore's multicultural society offers a multilingual talent pool proficient in English, Mandarin, Malay, and Tamil, which is beneficial for global business operations. The country's stable economy, excellent infrastructure, and high quality of life also contribute to its appeal for expatriates and international talent, making it a prime location for sourcing the best global talent.
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Best Employer of Record in Singapore: Pricing Comparison Chart
This comparison chart summarizes pricing details for my top Employer of Record selections for hiring staff in Singapore to help you find the best EOR service for your budget and business needs.
| Tool | Best For | Trial Info | Price | ||
|---|---|---|---|---|---|
| 1 | Best for offering local health benefits to Singaporean EOR employees | Free demo available | Pricing upon request | Website | |
| 2 | Best for budget-conscious remote team expansion | Free demo available | From $25 - $199/user/month | Website | |
| 3 | Best AI-driven EOR platform | Free trial available | From $579/month | Website | |
| 4 | Best for hiring without setting up a local entity | Not available | From $29/contractor/month to $499/EOR employee/month | Website | |
| 5 | Best EOR partner for enterprise organizations | Free demo available | From $595/employee/month or $49/contractor/month | Website | |
| 6 | Best for compliance with local laws and regulations | Free trial available | From $39/employee/month | Website | |
| 7 | Best for navigating complex regulatory landscapes | Free demo available | Pricing upon request | Website | |
| 8 | Best for a flexible EOR contract with no termination fee | Free demo available | From $49/contractor/month | Website | |
| 9 | Best EOR in Singapore for quick employee onboarding | Not available | From $300/employee/month | Website | |
| 10 | Best EOR service for Asian market expertise | Not available | From $300/employee/month | Website |
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Rippling
Visit WebsiteThis is an aggregated rating for this tool including ratings from Crozdesk users and ratings from other sites.4.8 -
Guru
Visit WebsiteThis is an aggregated rating for this tool including ratings from Crozdesk users and ratings from other sites.4.6 -
Absorb LMS
Visit WebsiteThis is an aggregated rating for this tool including ratings from Crozdesk users and ratings from other sites.4.6
Reviews of the Best Employer of Record Services in Singapore
To help you find the best EOR service for hiring employees in Singapore, I’ve described my top 10 selections in detail, including the specific services each provider offers and how HR teams can use them effectively. Additionally, I’ve listed 10 more EOR service providers for Singapore below if you’d like more options to consider.
Deel
Best for offering local health benefits to Singaporean EOR employees
Deel is a well-established employer of record platform that helps companies rapidly employ workers in 150+ countries, including Singapore.
Deel owns a local entity in Singapore staffed with legal experts to keep track of regulatory changes and ensure all legal obligations are met on your behalf. To hire an employee in Singapore with Deel, the average onboarding time frame is 12 days.
Why I picked Deel: Deel excels as an EOR service provider in Singapore by offering streamlined contract management, ensuring compliance with Singaporean employment laws. Deel also helps organizations offer localized employee benefits for Singaporean staff, including private health insurance, a pension fund, life insurance, and a skill development levy (SDL).
In addition, Deel has launched several new offerings over the past year, including global payroll, global mobility support, integrated Slack tools, and advanced integrations. These services, all combined, facilitate efficient and compliant hiring processes within the Singaporean talent market.
Deel Key Services:
Deel offers end-to-end management for your employees based in Singapore, covering everything from hiring and onboarding to termination. Their web app is user-friendly and provides a range of features to help businesses manage their remote teams effectively, including contract management and expense tracking.
Their integrated contract management function supports advanced customizations such as stipends, signing bonuses, and stock options. You can also use Deel for visa and immigration support if you want to relocate existing employees to Singapore, with Deel managing the entire visa process for your organization in-house.
Deel offers 24/7 customer support and live chat and is known for its fast support.
Pros and cons
Pros:
- Comprehensive employee benefits
- Local compliance expertise
- Fast onboarding process
Cons:
- Potential complexity for first-time users
- Limited customization options
Remofirst is a global EOR service provider on a mission to free employers from geographical boundaries so they can build global teams with ease. They offer EOR services in 180+ countries, eliminating the need to set up multiple legal entities abroad.
Why I picked Remofirst: If you're looking to expand your remote team into Singapore but are on a budget, Remofirst is a great option. It handles the intricacies of Singaporean labor laws, such as the Central Provident Fund (CPF) contributions and income tax filings, ensuring you stay compliant while keeping costs in check. Additionally, to simplify your payroll process, Remofirst summarizes and aggregates your EOR invoices for review, showing each EOR employee’s salary in their local currency, including Singapore Dollars (S$).
They'll also automatically calculate your team’s hours, time off, holidays, bonuses, and commissions so you don’t have to worry about it. Instead, you only need to review a single monthly invoice and approve it for payment, rather than approving multiple individual invoices and payments.
Remofirst Key Services:
Their team of legal experts and HR professionals will ensure your business operations are always compliant with changing Singaporean regulations, with compliance documentation accessible at all times through your secure dashboard. Their customer support team is also available 24/7 in case you need additional help. All clients also receive a dedicated account manager as their main point of contact.
On top of their EOR services, Remofirst also provides international payroll and invoice management, global benefits management (including insurance and equity plans, plus time-off management), and employee support with obtaining visas and other immigration documentation. They can even help you allocate equipment to your global employees.
Pros and cons
Pros:
- Robust employee support
- User-friendly platform
- Comprehensive compliance management
Cons:
- Service availability may vary by region
- Dependence on third-party providers for some services
Borderless AI is an Employer of Record (EOR) platform built for companies that want to hire and pay employees in Singapore—without opening a local entity. The platform uses AI to automate onboarding, contract generation, payroll, and compliance in over 170 countries. With support from legal experts and one of the fastest payroll engines in the industry, you can focus on growing your team while Borderless AI handles the complexity of international employment.
Why I Picked Borderless AI: I picked Borderless AI because it makes hiring in Singapore both fast and worry-free. You don’t need to spend weeks navigating CPF contributions or tax codes. The platform handles that for you—while also generating compliant contracts in minutes. I especially liked how quickly I could onboard someone and get them paid without requiring upfront salary deposits or multiple third-party tools. And when I needed help, I got a response from a real person, not an outsourced support queue.
Borderless AI Key Services:
You can hire full-time employees in Singapore with locally compliant contracts, offer them market-aligned benefits, and run payroll in SGD—all from one dashboard. The platform also includes tools like HRGPT and a Compensation Checker to help you stay informed as regulations shift.
You get fast onboarding, automated document handling, and AI-powered alerts for compliance. It’s everything you need to build a global team without legal guesswork.
Pros and cons
Pros:
- Provides an AI-powered assistant
- Offers clear, flat-rate pricing
- Facilitates international expansion without the need for local entities
Cons:
- Does not offer direct recruitment or applicant tracking functionalities
- Reporting and analytics tools are not extensive
Omnipresent is a global employment partner that helps companies hire, manage, and pay remote workers in over 160 countries. They take care of all the legal, HR, and payroll tasks involved in international employment without the need for you to set up a local entity.
Why I picked Omnipresent: If you're looking to hire in Singapore, Omnipresent offers a smooth way to navigate local employment laws. Singapore has specific rules around tax, contributions to the Central Provident Fund (CPF), and mandatory employee benefits. Omnipresent handles all these requirements for you, ensuring your team stays compliant with local laws. Their EOR service takes care of tax filings, social security contributions, and employment contracts that align with Singapore's labor laws.
Omnipresent Key Services:
Beyond their EOR service, Omnipresent also provides global payroll solutions. They process payments in multiple currencies, handle tax deductions, and manage any local salary requirements, ensuring your team is paid accurately and on time. They also offer tailored employee benefits packages, adapting to local standards, so your team in Singapore gets the health insurance and retirement plans they need.
Another service Omnipresent offers is their in-depth support with onboarding new hires. They handle all the paperwork, contracts, and compliance-related tasks to ensure that every new team member starts off right. Additionally, they offer tools for managing HR processes like paid time off, sick leave, and performance management.
Pros and cons
Pros:
- Easy to manage payroll for global teams in one platform
- Handles tax compliance across multiple countries
- Strong local expertise in employment regulations
Cons:
- Lacks integration options
- Delays in customer support response times
Atlas HXM offers innovative companies the tools they need to compete in a global economy. As one of the largest, direct EOR service providers, Atlas HXM believes businesses should be able to employ whomever they want, wherever the talent exists.
Why I picked Atlas HXM: They're a popular choice across numerous industries, including non-profits, financial services, oil & gas, energy, life sciences, pharmaceuticals, technology, and government, and they can tailor their service offerings to your needs, whether you're a new startup, an SME, or an enterprise organization.
Atlas is committed to widening the margins of entrepreneurship and employment alike. As such, their business model helps startups and SMBs compete on the international playing field—turning commercial innovations into viable global enterprises. In doing so, Atlas brings opportunities to local economies and the people who work there.
Atlas HXM Key Services:
Services include Singaporean-specific compliance monitoring, employee engagement and productivity monitoring, and guidance on safety programs to minimize business risks.
Their technology platform is supported by international experts who deliver flexible services to companies wanting to expand across borders, including into Southeast Asia. Their services can help you onboard talent, manage compliance, and pay your global workforce without requiring a local entity or multiple third-party providers.
Pros and cons
Pros:
- User-friendly platform with localized support
- Comprehensive and customized onboarding
- Extensive local compliance expertise
Cons:
- Initial setup may require significant time and resources
- Limited customization options for specific HR policies
Agile Hero is a global employment platform that specializes in providing Employer of Record (EOR) services to businesses worldwide. With a strong emphasis on compliance and employment solutions, Agile Hero is ideal for companies looking to hire and manage employees in Singapore.
Why I picked Agile Hero: Their Employer of Record (EOR) services are particularly beneficial for employers in Singapore, as they handle all administrative tasks related to employment, including payroll, taxes, benefits, insurance, and compliance with local laws and regulations. This allows businesses to focus on their core operations while ensuring legal compliance and efficient management of their international workforce.
Agile Hero Key Services:
Key services offered by Agile Hero include comprehensive EOR solutions that cover every aspect of employment management. These services encompass payroll processing, benefits administration, and employee onboarding, ensuring that all HR functions are handled efficiently and in compliance with Singaporean regulations.
The platform also has a social mission, partnering with Caring for Cambodia to sponsor a child's education for every year of successful employment, adding a socially responsible dimension to their services.
Pros and cons
Pros:
- User-friendly interface
- Supports global mobility
- Employee self-service portals
Cons:
- Can be costly for smaller businesses or startups
- Limited customization options
Velocity Global is a well-known employer of record (EOR) and professional employer organization (PEO) provider that simplifies global hiring thanks to its network of on-the-ground experts in 185+ countries, including Singapore.
Why I picked Velocity Global: I included Velocity Global in this list because of their well-known reputation for global EOR services and their expertise in navigating complex regulatory environments. They stand out with their ability to handle intricate regulatory landscapes, ensuring companies can expand efficiently without legal hurdles.
Velocity Global Key Services:
Velocity Global offers comprehensive support for their EOR clients, including everything from onboarding to ongoing HR management, backed by a deep understanding of local employment laws. Key services include payroll, compliance, benefits management, employee training, and risk management for your Singaporean employee operations.
In addition to its EOR services, Velocity Global can also help you simplify your plans for global expansion or offer additional global immigration services in case you want to move international employees to another location.
Pros and cons
Pros:
- Strong understanding of the Singaporean regulatory environment
- Localized payroll management
- Efficient and thorough onboarding process
Cons:
- Pricing details are not transparent
- Limited customization options
Horizons offers streamlined global HR solutions including EOR and PEO services, international payroll and recruitment, and global mobility & immigration support.
Why I picked Horizons: I included Horizons in this list because their EOR service is cost-effective compared to others, and they offer flexible contract terms. You can end your EOR relationship with them at any time without worrying about costly termination fees or other penalties.
Their Singapore-based EOR services are administered by their local experts who are well-versed in Singapore’s employment laws, including statutory benefits such as vacation leave, maternity leave and paternity leave. Their onboarding process for new employees in Singapore is also very quick, with a minimum onboarding time of just 12 hours.
Horizons Key Services:
In addition to their standard EOR services, they offer additional niche service offerings such as tips for doing business in Singapore, guides to help with global expansion, resources for strategic mergers & acquisitions, and advice on accessing new and emerging markets.
Horizons also provides cultural training and support to help employees integrate seamlessly into their new work environment. This service enhances employee satisfaction and retention by addressing cultural nuances and fostering a positive workplace culture.
Pros and cons
Pros:
- Cultural integration support
- Strong focus on compliance
- Deep knowledge of Singapore labor laws
Cons:
- Service offerings may vary by region
- Dependence on local partners for some services
Links International is a well-known EOR service provider that offers HR outsourcing solutions across numerous Asian countries, including Singapore.
Why I picked Links International: They provide detailed support for onboarding and offboarding processes, ensuring smooth transitions for employees. This service includes document preparation, orientation, and exit interviews, enhancing the employee experience and maintaining operational efficiency. Their onboarding process is also very quick, with the ability to hire employees in Singapore in as little as 48 hours.
Links International Key Services:
Their services include payroll management, compliance assurance, and employee benefits administration, tailored to meet the unique needs of businesses in the Singaporean market. Links International stands out with their extensive local expertise and personalized service approach, ensuring seamless HR operations for companies expanding into Singapore.
Their extensive network of benefit providers also helps organizations craft competitive packages that can attract and retain top talent in Singapore.
Pros and cons
Pros:
- Personalized and responsive customer service
- Extensive network of employee benefit providers
- Strong local market expertise in Singapore
Cons:
- Smaller scale operations might affect scalability for very large enterprises
- Limited to specific regions in Asia
AYP Group is a leading EOR service provider in Singapore, specializing in helping businesses manage their HR needs with ease and compliance. They offer a range of services tailored to the Singapore market, including payroll processing, benefits administration, and regulatory compliance. AYP Group's local expertise ensures that businesses can navigate the complexities of Singaporean employment laws effortlessly.
Why I picked AYP Group: AYP provides a dedicated support team for each client, offering personalized assistance and quick resolution of any HR-related issues. Their expertise in local compliance matters allows businesses to focus on growth without worrying about regulatory pitfalls. This level of service ensures that businesses receive the attention they need to manage their workforce effectively.
AYP Group Key Services:
They are noteworthy for their user-friendly platform and dedicated customer support, which makes managing international employees straightforward. AYP’s ability to handle complex HR tasks efficiently and their focus on providing personalized service makes them a top choice for businesses looking to hire in Singapore.
AYP also offers a robust benefits administration service, providing access to a variety of employee benefits, including health insurance and retirement plans. This helps businesses attract and retain top talent by offering competitive benefits packages.
Pros and cons
Pros:
- Strong benefits administration capabilities
- Dedicated account managers for personalized service
- Extensive expertise in Singaporean labor laws
Cons:
- Dependence on AYP's platform for HR management
- Limited global presence compared to larger EOR providers
Other Singaporean Employer of Record Services
Here are some other EOR service providers in Singapore that didn’t make it into my top 10 shortlist, but are still worth considering:
- Globalization Partners
For an AI-driven global employment platform
- Remote
For competitive benefits packages
- Skuad
For hiring and paying talent in Singapore
- Papaya Global
For an AI-based payroll engine
- Oyster HR
For EOR-related educational resources for clients
- Native Teams
For local payroll and tax compliance
- Rivermate
EOR service for managing the local social security system
- Safeguard Global
EOR service for NGOs and non-profit organizations
- Mercans
For flexible payment systems, including cryptocurrency
- Sky Executive
For corporate expansion across Southeast Asia
Hiring in Singapore: Important Details
Here are some key details to note if this is your first time hiring staff located in Singapore. Your EOR provider will manage these compliance details on your behalf. However, proactively informing yourself of these details is always recommended before you invest your resources into sourcing staff based in Singapore.
In Singapore:
- Employment laws in Singapore are set by the Ministry of Manpower (MOM).
- You can hire employees (full-time, part-time, temporary, or seasonal) or contractors. Your Singaporean EOR provider can help you determine the best hiring option depending on your needs while helping you mitigate the risk of employee misclassification.
- Singapore has both mandatory payroll deductions and social security contributions that must be collected, including the following:
- Central Provident Fund (CPF) contributions
- Skills Development Levy (SDL)
- Foreign Worker Levy (SDL) if employing foreign workers not native to Singapore.
- Singapore has four official languages: English, Mandarin (simplified Chinese), Tamil and Malay. Most international business is conducted in English.
- The standard working week in Singapore is 44 hours per week for a 5-day work week. The maximum number of consecutive working days per week is 6-days.
- Overtime is allowed under the Singapore Employment Act and is calculated differently depending on whether the employee is classified as a workman or non-workman.
- In Singapore, the 13th-month payment is called the Annual Wage Supplement (AWS). It is a single annual payment that employees receive in addition to their total annual wage.
- Paid vacation in Singapore starts at 7 days of annual leave per year, for employees who have worked for three consecutive months. An additional vacation day is accrued for each additional year of service, up to a maximum of 14 days.
- There are 11 national public holidays in Singapore that employees are paid for. Understanding and complying with employment norms and legal requirements surrounding Singaporean public holidays is one area where your EOR service will shine, managing these occurrences hassle-free on your behalf.
- National public holidays in Singapore include:
- New Year's Day
- Chinese New Year (days 1 and 2)
- Hari Raya Puasa
- Hari Raya Haji
- Good Friday
- Labor Day
- Vesak Day
- National Day
- Deepavali
- Christmas Day
- Singapore offers maternity leave and paternity leave.
- The maternity leave entitlement is 16 weeks if the child is a citizen of Singapore, or 12 weeks if the child is not a citizen.
- The paternity leave entitlement for fathers is 2 weeks.
- The MOM also grants Singaporeans up to 4 weeks of shared parental leave and up to 6 days of childcare leave for parents with children under age 7.
- Paid sick leave is 14 days in Singapore.
- A probationary period is not a statutory requirement in Singapore. However, probationary periods are permitted and often set between 3 to 6 months.
- The termination terms in Singapore are mandated by the Employment Act. The required notice period depends on the employee’s length of service. This is another area where a local Singaporean EOR can provide assistance to ensure the probation period and related severance are handled correctly.
- Severance pay is not a statutory requirement. However, many employment contracts do stipulate an employee’s entitlement to severance payments depending on the terms of the termination.
Selection Criteria for Employer of Record Singapore
Uncovering the best EOR services for this list required a deep understanding of how these services can alleviate common challenges, such as legally hiring employees abroad, managing international payments, ensuring compliance with local labor laws, providing competitive benefits, and facilitating smooth onboarding.
Here are the specific criteria I used to carefully compare the service offerings for each provider in this list:
Core Employer of Record Services (25% of total score): To be considered for inclusion in this list, each EOR provider had to offer the following basic services first:
- The corporate structure to legally and compliantly hire employees in multiple countries without a local entity
- The ability to manage global workforce payroll and taxes in compliance with local regulations
- Assistance with offering competitive and locally compliant benefits packages
- Assistance with navigating visa and work permit processes for expatriate employees
- Robust procedures to ensure data privacy and security that comply with international standards, including GDPR and other requirements
Additional Standout Services (25% of total score): To help me narrow in on the best EOR services out of the numerous options available, I also took note of any unique or less common services, including:
- Advanced technology platforms that streamlined payroll and HR processes while still offering ease of use
- Specialized experience in hiring employees within specific new countries or key industries
- Services that enhance remote work compliance and global mobility needs
- Specialized customer support for complex immigration cases
- Assistance with international IT requirements, including managing computer equipment, software licenses, and other asset-tracking requirements
- A focus on eco-friendly and sustainable employment practices
Industry Experience (10% of total score): To evaluate the industry experience of each EOR service provider, I considered the following:
- How many years their business has operated in the EOR space
- Any industry recognitions or certifications the provider may hold in international HR and payroll
- Their depth of knowledge in local labor laws across multiple jurisdictions
- Their expertise in new markets, including how many different countries they offer local expertise in
- Evidence of a strong track record managing global expansion processes
- The combined experience and credentials of their team members, if available
Customer Onboarding (10% of total score): To get a sense of each provider's customer onboarding process, I considered the following factors:
- The availability of comprehensive onboarding materials, such as fact sheets, guides, FAQ repositories, or other training resources
- Support for integrating the EOR provider's software with existing HR systems
- Direct access to onboarding specialists, customer support, or a dedicated account manager during the setup phase
Customer Support (10% of total score): Since the EOR provider will act as your remote workers' legal employer, it's important to ensure you'll receive timely communications and top-level support. To evaluate the level of customer support each company offered, I considered the following:
- The availability of a multilingual support team that covers different time zones
- Multiple support channels, including phone, email, and live chat
- Evidence of responsiveness and effectiveness in resolving issues, as inferred from customer reviews
- The existence of dedicated account managers to provide assistance as needed
Value for Price (10% of total score): To gauge the overall value of each service, I considered the following factors:
- Transparent pricing models without hidden fees
- Comparative analysis of service offerings versus cost
- Flexibility in service packages to suit different business sizes and needs
Keep in mind that EOR services are complicated, and because of that the price tag can sometimes be high. However, the prices for their services still offer a good ROI considering the complexity of the premium-grade services you're gaining.
Customer Reviews (10% of total score): Evaluating customer reviews is the final element of my selection process, which helps me understand how happy real users are with a service. To determine this, I considered the following factors:
- Consistently high ratings across various consumer review platforms
- Specific feedback on the ease of use of the EOR services
- Testimonials highlighting exceptional customer support and problem resolution
Using this assessment framework helped me identify the employer of record services that go beyond basic requirements to offer additional value through unique services, deep industry experience, smooth onboarding, effective support, and overall value for price.
What is an Employer of Record in Singapore?
An Employer of Record (EOR) in Singapore is a third-party service that hires employees on your behalf, managing all the legal, tax, and HR responsibilities, while you retain control over day-to-day work.
From payroll and benefits to compliance with Singapore’s labor laws, your EOR acts as the legal employer, so you don’t need to set up a local entity or navigate complex regulations alone.
An EOR partnership simplifies the process of hiring staff in Singapore considerably. Instead of requiring your HR team to master Singapore’s employment laws and regulations, you can delegate these responsibilities to a local EOR and gain peace of mind that your global operations will be compliant.
EOR vs Legal Entity
If you're hiring in Singapore for the first time, you'll need to decide whether to use an EOR or set up a local legal entity. While both paths can get you to the same destination — legally hiring staff in Singapore — the time, cost, and complexity involved are dramatically different.
Here’s a quick comparison to help clarify what each approach requires:
| Requirement | Using an EOR | Setting Up a Legal Entity |
|---|---|---|
| Legal Registration | Not required | Must register with ACRA and MOM |
| Time to Hire | Days to onboard employees | Several weeks to months for setup |
| Payroll Management | Handled by the EOR | Must manage payroll locally or outsource independently |
| Compliance Responsibility | EOR ensures local compliance | Full legal responsibility is on your company |
| Upfront Costs | Low startup cost | High legal, accounting, and setup costs |
| HR & Admin Burden | EOR manages onboarding, benefits, and taxes | Requires in-house or third-party HR/admin support |
| Flexibility for Testing Market | High → ideal for short-term or low-risk expansion | Low → better suited for long-term commitments |
Using an EOR is a faster, lower-risk way to hire in Singapore without the administrative complexity of creating a legal entity. If your goal is to test the market, scale quickly, or reduce compliance risk, partnering with an EOR makes the process far more efficient.
How to Choose an Employer of Record in Singapore
Choosing the right EOR partner in Singapore starts with knowing your own needs. The best fit depends on your hiring goals, internal workflows, and the outcomes you’re trying to achieve — not just price or popularity.
Here are five key questions to guide your decision:
- What problem are you solving?
Whether that's sourcing staff in Singapore who speak specific languages, managing compliance with Singapore’s employment laws and tax regulations, paying employees in Singapore Dollars (S$), or offering competitive health benefits, clarify your biggest pain points first. - Who will benefit the most?
Think about who on your team will manage the EOR relationship and how it will improve their workload, communication, or compliance efforts. - What's your budget?
Estimate how many people you plan to hire in Singapore. EORs charge monthly per employee, so understanding your hiring volume will help you forecast costs. - What outcomes matter most?
Instead of comparing features endlessly, focus on what success looks like. Are you aiming for faster onboarding, smoother payroll, or reaching new customers through multilingual talent? Define your success metrics up front to avoid wasting time on mismatched options. - Will it work with your HR systems?
Make sure the EOR’s platform integrates with your current HR tools and won’t create data silos or extra admin work.
Remember, every business is different — so choose an EOR that aligns with your hiring strategy, not just one that checks the most boxes.
Trends in Employer of Record Services
As global hiring becomes more common, the demand for smooth, compliant, and tech-enabled solutions is surging. In response, today’s EOR providers are evolving fast, offering smarter tools, broader support, and greater flexibility to simplify cross-border employment.
Here are some of the latest trends shaping the EOR space:
- Immigration Support: There is a growing demand for assistance with immigration services like visa and work permit sponsorships, simplifying global talent acquisition processes for client companies immensely.
- Specialized Services for Diverse Needs: Several EOR providers have begun to offer IP and invention rights protection and equity incentive planning services, to cater to the specific needs of their client companies.
- Enhanced Employee Benefits Packages: There's a growing trend in EOR providers going beyond standard healthcare coverage to offer a full spread of enterprise-level medical and health benefits, stock options, and even one-time benefits like moving bonuses. This trend demonstrates an understanding of the importance of attracting and retaining top talent globally.
- AI-Backed Knowledge Bases: Some EOR providers (including Deel) are beginning to offer legally vetted knowledge bases or information wikis that use artificial intelligence to surface answers to common questions quickly. This helps customers source details on hiring within a specific country fast, without relying on human-run support systems.
As the market continues to evolve, these trends are likely to shape the future of international employment, making it easier for businesses to navigate the challenges of global expansion. For a closer look at specific EOR providers that are capitalizing on these trends, I recommend reading our in-depth reviews of Oyster HR, Skuad, and Deel.
Key Employer of Record Services
An Employer of Record (EOR) simplifies hiring and compliance in Singapore by managing payroll, tax obligations, and labor laws. Key services include:
- Payroll in SGD: Ensures accurate salary payments in compliance with Singapore’s Employment Act, covering wage rates, overtime, and record-keeping, helping to prevent penalties from the Ministry of Manpower (MOM).
- Tax Compliance and Central Provident Fund (CPF) Contributions: Handles income tax (IRAS) and mandatory CPF contributions, including payments to pension, healthcare, and housing funds, ensuring adherence to the requirements of Singapore’s Inland Revenue Authority (IRAS) and the CPF Board.
- Labor Law Compliance: Provides expertise on Singapore’s labor regulations, including working hours, overtime, paid leave, and termination procedures, as outlined in the Employment Act and other relevant legislation, mitigating employment-related risks. This ensures compliance with regional, national, and international workforce laws and conventions.
- Talent Acquisition and Background Checks: Conducts industry-specific credential verification and background checks to ensure new hires meet Singapore’s legal standards and professional certification requirements.
- Visa and Work Permits: Assists with securing the necessary employment passes and work permits for foreign employees, ensuring compliance with MOM guidelines, including Employment Pass (EP) and S Pass requirements.
- Onboarding and Offboarding: Manages compliant onboarding and terminations in line with Singapore labor laws, reducing the risk of disputes related to severance, notice periods, and employee entitlements.
- Benefits Administration: Provides competitive benefits packages, including health insurance, CPF contributions, transportation allowances, and meal vouchers, tailored to the Singaporean labor market.
- HR Support: Offers ongoing consultation on Singaporean employment laws, workplace safety regulations, and compliance with mandatory employee-related documentation, such as payroll and CPF filings.
- Risk Management and Insurance: Oversees workers’ compensation and ensures compliance with local insurance requirements, such as the Work Injury Compensation Act (WICA) and additional private health coverage, mitigating legal and financial risks.
- Multi-Language Support: Facilitates communication with Singapore’s diverse workforce through translation and localization of employment contracts, legal documents, and HR materials.
Benefits of an Employer of Record Service
Expanding globally doesn’t have to mean navigating legal landmines or setting up costly foreign entities. An EOR takes the complexity off your plate so you can hire international talent quickly, stay compliant, and scale with confidence.
Here are the key advantages of using an EOR:
- Quick Market Entry: For organizations aiming to test new markets or hire talent in new countries where they have no legal presence, an EOR offers a swift and efficient solution to initiate operations, saving time and resources.
- Enhanced Benefits Negotiation: By leveraging their extensive networks and purchasing power, EORs can negotiate better international insurance rates and secure competitive benefit packages on your behalf, enhancing your ability to attract and retain top talent worldwide.
- Improved Cost Effectiveness: Using an EOR service is a cost-effective way for businesses to enter new markets, compared to the significant costs of establishing a new foreign entity. The latter option involves significant upfront legal fees, plus other costs related to office infrastructure, staffing, and local benefits and insurance coverage.
- Simplified Global Payroll: Using an EOR service simplifies the complex process of managing international payroll, including tax deductions, withholdings, and currency conversions for your employees worldwide.
- Global Compliance & Risk Mitigation: By managing compliance, an EOR service provides expertise in navigating the intricacies of employment laws, tax regulations, and insurance requirements in multiple jurisdictions, helping businesses safeguard their operations against compliance-related risks.
Understanding the benefits of an EOR service is crucial for strategic planning and operational efficiency. As businesses look towards international markets for growth opportunities, partnering with an EOR provider offers a streamlined, cost-effective, and compliant pathway to global expansion.
Need a stronger argument to get leadership to consider an EOR? Focusing on the costs of hiring foreign workers and EOR efficiency in global recruitment may work in your favor.
Costs & Pricing for Employer of Record Services
Typically, the cost of an EOR service follows a fee per-employee, per-month pricing model, which can vary widely depending on a range of factors. This model allows for scalability and predictability in budgeting for international expansion efforts.
In general, EOR services in Singapore cost between $200 to $2,000 per employee, per month.
Key factors that can influence the pricing of an employer of record service include:
- Geographic Location: Costs can vary significantly based on the country or countries you're hiring in. This is due to local economic conditions, labor laws, and the complexity of compliance requirements.
- Employee Seniority and Role Complexity: The level and nature of the roles being filled can also impact the monthly cost. Senior positions or roles requiring special qualifications may increase the price due to higher benefits and compensation management costs.
- Custom Requirements: Any specific needs beyond the standard service offering may also contribute to the monthly cost. This may include customized solutions for recruitment, specialized employee onboarding, or unique compliance requirements, all of which can affect pricing.
- Number of Employees: The total number of employees being managed can also impact the cost. In some cases, higher volumes may lead to volume discounts, making per-employee costs more economical.
Some EORs also operate under different pricing models, including a percentage of employee salary model, a fixed pricing model, and custom pricing models.
When considering an EOR service, it is crucial to understand how these factors impact the overall cost to ensure that the service aligns with your business's needs and budget constraints. Anticipating the specific requirements of your international expansion strategy will help you choose the most cost-effective and efficient EOR solution for your needs.
FAQs about EOR Services in Singapore
If you’ve got specific questions about the requirements to hire Singaporean employees or how EOR services work, these answers to frequently asked questions are a good place to start:
What does an Employer of Record do?
An Employer of Record (EOR) legally hires employees on your behalf in countries where you don’t have a local entity. They handle payroll, taxes, onboarding, and compliance—so you can access global talent without taking on the legal risk or administrative burden.
It’s a useful service for businesses that are expanding internationally but don’t have physical offices established yet, or don’t ever plan to establish them. Essentially, an EOR partnership helps organizations access global talent while reducing their legal liabilities and compliance risks.
What are the minimum wage requirements in Singapore?
In Singapore, there is no general minimum wage for all employees. Instead, minimum wage requirements are sector-specific and apply primarily to certain low-wage occupations.
The Progressive Wage Model (PWM) is intended to ensure that workers in these sectors receive fair wages while encouraging skills upgrading and productivity improvements.
For more detailed information, consult a Singapore EOR or refer to the MOM’s Progressive Wage Model.
Do EOR providers offer other types of global HR services?
Yes, most of the time they do. Many service providers in this space also offer professional employer organization services (also known as PEO services), as well as global payroll outsourcing services.
PEO services, offered by PEO companies, are a popular partner for HR outsourcing. They can help you with international compliance issues, benefits administration, workers’ compensation, and other HR administrative tasks.
What are some of the consequences of non-compliance?
Being non-compliant with local employment laws can lead to major issues, ranging from fines and legal action to revoked business licenses and reputational damage. Depending on the severity, you might also face corrective orders, increased government scrutiny, and a loss of trust from employees or the public.
Since claiming ignorance won’t protect you, partnering with an EOR helps you stay compliant and avoid costly risks when hiring internationally.
Are there any risks to using an Employer of Record service?
While EOR services simplify global hiring, they’re not entirely risk-free. Key risks include:
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Financial: Hidden service fees, charges for mandatory benefits, and currency exchange fluctuations can drive up costs.
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Operational: You’re trusting the EOR with sensitive employee data, so poor security practices or lack of certifications (like ISO 27001) could pose data risks.
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Strategic: Using an EOR means giving up some control over workforce processes, which may affect decision-making or your brand if issues arise.
Carefully vetting providers can help you avoid most of these challenges.
What is a nearshore vs offshore employee?
A nearshore employee is based in a country closer to the company’s location, typically within the same or a nearby time zone, making collaboration and communication easier due to the smaller time difference.
For North American companies, nearshore remote workers may reside in Canada, the Caribbean, or Central or South America.
An offshore employee is located in a country far from the hiring company’s home base, often in a different time zone, to capitalize on cost savings and increase access to a broader talent pool.
For North American companies, offshore remote workers may reside in Asia, Africa, or Europe.
Gain Access to the Best Talent with an EOR in Singapore
If you made it this far, I hope you have a better sense of how EOR services can simplify the process of hiring Singaporean employees. They're truly a valuable resource, whether you're an enterprise organization looking to snap up the top talent in Singapore, or a small business or startup trying to break into the Singaporean talent marketplace without launching your own entity.
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