THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). G-P does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect G-P’s product delivery in any given jurisdiction. G-P makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.
Employer of Record in Singapore.
G-P’s employer of record (EOR) model allows your company to start hiring talent in minutes via our global entity infrastructure. Unlike a Professional Employer Organization (PEO), G-P allows your company to expand your global footprint without the hassle of entity setup and management.
Our global employment products, including G-P Meridian Prime™ and G-P Meridian Core™, are backed by the largest team of HR and legal experts in the industry. We handle the growing complexities of compliant global expansion — so you can focus on opportunities ahead.
As a global EOR expert, we manage payroll, employment contract best practices, statutory and market norm benefits, employee expenses, as well as severance and termination. You’ll have peace of mind knowing you have a team of dedicated employment experts assisting with every hire. G-P allows you to harness the talent of the brightest people in 180+ countries around the world, quickly and easily.
11Holidays per year
44hours per weekWorking hours per day or month
Payroll in Singapore.
With its central location in Southeast Asia and its status as a financial and commercial hub, Singapore is a great place to expand your company. The World Bank named Singapore the second easiest country in the world in which to do business. However, it’s critical to understand the country’s various employment laws, taxation rules, and how to stay compliant when setting up payroll.
Hiring in 
Singapore.
The Employment Act 1968 (Employment Act) is Singapore’s primary employment legislation that prescribes the basic terms and working conditions for all types of employees (including part-time, contract, and temporary employees). The Employment Act applies to both Singaporeans and international workers in Singapore.
Companies must make sure that they are staying compliant to avoid a fine or losing talented candidates. This includes following Singapore staffing and recruiting regulations to find the right candidates for open positions.
Compensation & Benefits in Singapore.
Compensation & Benefits in Singapore.
Once you recruit the perfect candidate, a well-crafted compensation and benefits plan can help seal the deal. Singapore’s compensation and benefits laws impact all workers, and you can also offer additional benefits that are not required but are common practice.
SGD6,254 per monthMinimum wage per month
7-25daysAnnual vacation leave (min)
Singapore Subsidiary.
Before you hire any employees, you need to learn how to set up a subsidiary in Singapore. The process to establish a subsidiary is based on complex Singapore subsidiary laws.
Singapore Visas & Permits.
Is your company planning an expansion to Singapore? If so, you need a talented team of employees to make the move with you. Current employees at your parent company, as well as candidates from other countries, will need a Singapore work visa to legally work.
Singapore Contractors.
Singapore Contractors.
If you’re considering hiring independent contractors from Singapore to work for your company, you need to understand the rules and regulations behind the process. With the right recruiting strategy, you can take advantage of extensive industry expertise from the broad pool of independent contractors available in the country.