Teamed appears first among the joint highest-scoring providers in Singapore, at 4.7/5 for overall score. Best for: Stretched HR teams that need reliable support and predictable fees. Decisive in-country HR support when employment questions need answers. The only major EOR that charges no FX fees on cross-currency payroll. Removing the provider FX spread can lower the full bill and make month-end reconciliation clearer. Management fee: USD 599 / employee / month. Expected provider fee: USD 599 / employee / month (planning estimate).
Start with the highest-scoring provider, then compare the service that fits the way you want to hire. A higher score helps order the shortlist; the service fit and final quote decide the hire.
Stretched HR teams that need reliable support and predictable fees.
Decisive in-country HR support when employment questions need answers. The only major EOR that charges no FX fees on cross-currency payroll. Removing the provider FX spread can lower the full bill and make month-end reconciliation clearer.
The displayed score is tied. Position alone does not establish a better fit.
For your Singapore hire: A named account specialist and direct employee support routes, with a stated 24/5 desk. The Singapore offer explicitly describes local employment assistance.
Teams prioritising an explained delivery model and integrations with their HR and finance systems.
Ranked 2 in this list, with a overall score of 4.7/5.
For your Singapore hire: Human messaging 24/5, tickets and a support monitor with escalation to specialists. The Singapore offer explicitly describes local employment assistance.
Teams that value broad integrations and want EOR employees and contractors within one workforce platform.
Ranked 3 in this list, with a overall score of 4.7/5.
For your Singapore hire: Dedicated onboarding and advertised multilingual support with access to HR and legal specialists. The Singapore offer explicitly describes local employment assistance.
Expected provider fees are planning estimates on USD 6,000 monthly payroll. The model adds 2% FX and a 1% reserve for occasional provider fees unless confirmed terms differ. Salary, employer costs and deposits are separate. Starting prices and contract conditions remain as published; these are not country-specific quotes.
On a small screen, scroll the table sideways to compare both fees.
Provider comparison for Singapore. Monthly fees per employee; expected fees use the planning model above.
Employers wanting international hiring administered alongside familiar HR and accounting workflows.
3.7 / 5
USD 599 / active employee / month
Quote needed to estimate
Make the right comparison
Start with the job you need done.
The overall list uses the existing six-criterion score. If you are hiring your first employee, scaling a team or changing providers, use the buyer guides above to give the relevant criteria more weight.
A provider's service fee is only one part of your budget. Request salary, employer costs, benefits, deposits and FX charges separately.
Ordered by overall score, using documented country coverage. Up to ten providers are shown. Expected provider fees use a planning model on USD 6,000 monthly payroll; salary, employer costs and deposits are separate.
1
4.7Overall / 5
Stretched HR teams that need reliable support and predictable fees.
Decisive in-country HR support when employment questions need answers. The only major EOR that charges no FX fees on cross-currency payroll. Removing the provider FX spread can lower the full bill and make month-end reconciliation clearer.
A named account specialist and direct employee support routes, with a stated 24/5 desk. The Singapore offer explicitly describes local employment assistance.
Ask about: Published response measures use different scopes; they do not establish local resolution performance.
Payroll & benefits
An itemised payroll model and a stated single platform for employment, with statutory and optional benefits separated. The Singapore offer explicitly describes local payroll and employee administration.
Ask about: Country payroll dates, correction procedures and insurer terms need the local schedule.
Employment delivery
Owned entities and vetted partners form the published delivery network, with a named transition team. The Singapore offer explicitly describes local employment delivery.
Ask about: Confirm the legal employer and who approves local employment decisions for the hire.
Based on the published service offer · Reviewed 2026-09-22
2
4.7Overall / 5
Teams prioritising an explained delivery model and integrations with their HR and finance systems.
Human messaging 24/5, tickets and a support monitor with escalation to specialists. The Singapore offer explicitly describes local employment assistance.
Ask about: 24/7 AI access is separate from human availability; local resolution timing is not established.
Payroll & benefits
Documented employee access, leave, expenses and detailed payroll reporting with country-specific cutoff rules. The Singapore offer explicitly describes local payroll and employee administration.
Ask about: Late changes can move to the next cycle; confirm the local schedule and urgent correction path.
Employment delivery
Published employer decision authority and country legal arrangements, including worksite restrictions. The Singapore offer explicitly describes local employment delivery.
Ask about: Country local terms and role approvals can override the general offer.
Based on the published service offer · Reviewed 2026-09-22
3
4.7Overall / 5
Teams that value broad integrations and want EOR employees and contractors within one workforce platform.
Dedicated onboarding and advertised multilingual support with access to HR and legal specialists. The Singapore offer explicitly describes local employment assistance.
Ask about: Confirm direct local access and who owns an escalated case.
Payroll & benefits
Documented employee documents, leave approvals, contract amendments and eligible off-cycle corrections. The Singapore offer explicitly describes local payroll and employee administration.
Ask about: Country availability and processing stage affect off-cycle options; actual workflow performance was not tested.
Employment delivery
Documented eligibility review and employer-led control of onboarding and employment exits. The Singapore offer explicitly describes local employment delivery.
Ask about: Confirm the local employer, permitted role and operative country agreement.
Based on the published service offer · Reviewed 2026-09-22
4
4.3Overall / 5
Employers who want documented hiring, payroll and employee self-service workflows across several markets.
Human escalation during the stated 24/5 hours and a local-team payroll investigation route. The Singapore offer explicitly describes local employment assistance.
Ask about: The response target is not a resolution deadline; confirm weekend and urgent local coverage.
Payroll & benefits
Document checks, payroll review and a documented route for corrected payslips and adjustments. The Singapore offer explicitly describes local payroll and employee administration.
Ask about: Payroll can approve by default; some countries use partner portals and correction timing varies.
Employment delivery
Hiring and employee-care teams coordinate with local employers for contracts and employment changes. The Singapore offer explicitly describes local employment delivery.
Ask about: Obtain the named employer, role eligibility and settlement-approval responsibilities.
Based on the published service offer · Reviewed 2026-09-22
6
4.3Overall / 5
Employers considering a broad EOR service with established employment administration, benefits and HR-system connections.
An international onboarding manager, local consultants and assigned international Customer Success Manager.
Ask about: Confirm country contact hours and escalation; response targets are not resolution guarantees.
Payroll & benefits
Documented international onboarding, invoice correction, local-currency expenses and reporting.
Ask about: Actual pay dates and correction commitments need country confirmation.
Employment delivery
The international team controls formal employment notices and coordinates local employment steps.
Ask about: Confirm the named employer and full EOR customer responsibility schedule for the country.
Based on the published service offer · Reviewed 2026-09-22
Before you choose
Your Singapore hiring questions, answered.
Updated
How much does it cost to employ someone in Singapore through an EOR?
A citizen aged 55 or below on S$6,000 monthly costs S$7,031.25 per month before EOR fees in this example: salary + S$1,020 employer CPF + S$11.25 SDL allocation.
The annual planning budget is S$96,506.25 after an assumed S$800 monthly service fee and a 3% FX/extras allowance. The salary is paid evenly without a bonus; optional benefits are excluded.
Annual salary is S$72,000, paid evenly without a bonus. Employer CPF adds S$1,020 a month. SDL is allocated at S$11.25 per month for this employee; the employer rounds its aggregate SDL payment down to a whole dollar. The allocation may therefore slightly exceed the actual payment.
Employee CPF is deducted from gross salary, not added again as an employer expense. Paid leave is already funded in salary.
Singapore cost example · one citizen aged 55 or below · 2026 · all amounts in SGD
Scroll across for the calculation and annual amounts →
Singapore cost example · one citizen aged 55 or below · 2026 · all amounts in SGD
Yes. An EOR can employ eligible Singapore citizens and permanent residents. It cannot obtain work passes for foreigners based in Singapore while working for an overseas company.
For a citizen or permanent resident, confirm the Singapore employer, employment contract, payroll and CPF responsibilities under the Employment Act 1968 and Central Provident Fund rules. The provider’s presence alone does not establish that every proposed arrangement is suitable.
The Employment of Foreign Manpower Act 1990 governs foreign-worker permissions. The work-pass answer below explains the restriction and the available routes.
Can a Singapore EOR sponsor an Employment Pass for a foreign hire?
No. A Singapore EOR cannot obtain an Employment Pass for a foreign employee based in Singapore while working for an overseas company. The Ministry of Manpower expressly prohibits that arrangement. Buying an EOR package does not create an exception to the work-pass rules.
This restriction does not prevent EOR employment of Singapore citizens or permanent residents. For a foreign hire, assess a suitable local business setup or another eligible employer before committing to the hire. The actual employer, duties and working arrangement must qualify; a provider’s advertised visa service is not sufficient.
How do you hire a foreigner in Singapore if an EOR cannot sponsor them?
Use a genuine Singapore employer that can apply for the appropriate work pass, or employ the person in another country where they can legally work. A licensed agency may handle recruitment and the application; its licence does not make labour supply lawful.
Incorporate and employ directly
ACRA’s government fees total S$315: S$15 for the name and S$300 for registration. Resident-director, corporate-service and address costs are additional. A corporate-owned subsidiary normally uses a private company limited by shares; exempt-private-company status has shareholder restrictions.
The company needs a locally resident director. Its employer or appointed agency applies for the Employment Pass, subject to salary, COMPASS and any advertising requirements. Company registration and pass approval are separate decisions. Incorporation does not guarantee approval.
Most ACRA registrations clear soon after payment; complex cases can take 15 working days and referrals 14–60 days. Allowing one to three weeks for setup is a planning assumption, not an EP timeline.
Commission a genuine outsourced service
MOM permits work at client premises where the duties match the pass occupation, sector and employer’s declared business, and the employer supervises and pays the worker. The arrangement must be a qualifying service, not simply someone supplied to supplement your workforce.
Employ the person outside Singapore
If the job can be performed abroad, hire where the person actually works and has work rights. The employment arrangement must be lawful in that country. An overseas EOR contract does not give permission to work from Singapore.
How does an employer of record in Singapore handle CPF for citizens and permanent residents?
The Singapore employing company calculates and pays CPF for eligible citizens and permanent residents, recovering the employee share through payroll. The rate depends on age, wages and PR year.
At full rates for an employee aged 55 or below earning above S$750 monthly, the employer contributes 17% and the employee 20%, subject to ceilings. First- and second-year PRs normally use graduated rates unless an approved higher-rate arrangement applies.
What should the Singapore employment contract cover?
Agree salary, duties, hours, leave, probation, notice and the identity of the employing company before the start date.
The Employment Act 1968 sets minimum protections for covered employees. A contract of service creates employment; a contract for service is a different relationship. Do not assume a probation label removes employment rights. Include benefits, intellectual property, payroll dates and the person responsible for employment decisions, then reconcile those terms with the provider’s commercial agreement.
Does the 44-hour working week apply to every hire?
No. The statutory hours and overtime rules apply to employees covered by Part IV of the Employment Act.
Managers and executives are outside Part IV. Coverage also depends on duties and basic salary: the cited MOM guidance distinguishes workmen from non-workmen. For covered employees, the usual weekly limit is 44 hours and overtime attracts at least 1.5 times the hourly basic rate, subject to the relevant arrangement and limits. For other employees, agree hours and overtime terms in the contract.
When should I incorporate a Singapore Pte Ltd instead of using an EOR?
Incorporate when the operation needs a genuine Singapore employer for work-pass sponsorship or sustained local activity, or when direct administration becomes economical.
In this page’s stated planning model, the cost crossover is seven employees in year one or six over two years. Those are model results, not legal thresholds. Incorporation does not guarantee a work pass, and salary and statutory employment costs remain under either route.
The EOR cost is S$12,131.25 per employee per year: S$9,600 management plus S$2,531.25 allowances from the worked example. Entity administration assumes S$6,000 total setup (including, not in addition to, the S$315 ACRA fees), S$9,600 annual accounting, S$48,000 for half of an internal role, S$4,800 for address, banking and incidentals, and S$1,200 payroll/HR per employee per year.
These are publisher assumptions, not supplier quotations or statutory charges. The half-role includes capacity to manage English-language filings and local employment administration; add specialist or other language support where needed. Both routes retain salary and statutory employment costs. Include any extra benefits, required director services, setup taxes, transition overlap and closure costs in an actual decision. Immigration needs can determine the route before price does.
People Ops Buyer planning model · SGD · same salary and benefits excluded from both sides
Scroll across for the calculation and annual amounts →
People Ops Buyer planning model · SGD · same salary and benefits excluded from both sides
Budget for notice or pay in lieu, outstanding salary and leave, any retrenchment benefit, and the provider’s exit charges.
Follow the agreed notice period; where the contract is silent, the statutory schedule in the facts box applies. Retrenchment benefits depend on the contract or collective agreement and the circumstances; do not treat a market norm as a universal fixed severance entitlement. The EOR’s service cancellation and the employee’s dismissal are separate processes. Agree final-pay timing and deposit reconciliation before giving notice.
Does switching EOR providers automatically transfer employment?
No. A provider switch does not automatically qualify as a statutory transfer of employment.
Employment Act transfer protections concern qualifying business restructuring. MOM specifically distinguishes replacement service providers during competitive tendering from such transfers. Assess the actual transaction, then agree continuity of service, accrued leave, benefits, payroll cutover and employee communications. Do not tell the employee to resign until the employment route and any required consent are resolved.
Yes, if the worker is eligible for the proposed employment and the new arrangement reflects the real working relationship.
Compare the contractor invoice with gross salary, employee deductions, benefits and employer costs before agreeing a package. The label on an agreement does not settle whether the earlier relationship was employment. Review past classification and payment obligations separately; a new EOR contract does not erase them. The work-pass restriction also applies when a foreign contractor is being converted.
How does the COMPASS framework affect EOR Employment Pass applications?
COMPASS does not override the EOR work-pass restriction. For a legitimate Employment Pass application, the candidate must first meet the age- and sector-based salary threshold and then achieve forty COMPASS points unless exempt. Candidate attributes and the employing firm’s workforce profile both matter.
Does a Singapore EOR need an MOM employment agency licence?
Not merely because it employs its own staff. MOM says a licence is not required to recruit for your own business or outsource your own staff to customers’ premises. Placing jobseekers with other employers generally requires an employment agency licence. Assess the activities actually performed.
What are the 2026 Employment Pass salary thresholds?
In 2026, the Employment Pass salary floor starts at S$5,600 monthly outside financial services and S$6,200 in financial services for candidates aged 23 or below.
It rises with age, reaching S$10,700 and S$11,800 respectively from age 45. Meeting salary alone is insufficient: COMPASS and the legitimate employment arrangement still matter. Higher floors start for new applications on 1 January 2027.
Do foreigners on an Employment Pass get CPF contributions through an EOR?
No. Foreign employees who are neither Singapore citizens nor permanent residents do not receive CPF contributions, including Employment Pass holders. CPF begins under the applicable rules if the employee becomes a permanent resident.
SDL is a separate employer obligation and generally applies to foreign employees working in Singapore.
What leave and notice rules apply under the Employment Act for Singapore EOR employees?
Covered employees qualify for paid annual leave after three months: seven days in the first service year, rising to fourteen from year eight, with prorating where applicable.
Notice follows the employment contract and must be the same for both sides. If the contract is silent, statutory notice ranges from one day to four weeks according to service. EOR service cancellation terms do not replace employee notice rights.
How does an EOR handle IR21 tax clearance when a foreign employee leaves Singapore?
The employing company generally files Form IR21 at least one month before a non-citizen employee stops work, goes on an overseas posting or leaves Singapore for more than three months.
It must withhold monies due from the point it knows about the departure or cessation, pending IRAS clearance. Exemptions exist, so apply the IRAS checklist rather than assume every departing foreign or PR employee needs clearance.
Separate salary and employer costs from the EOR fee, currency charges and deposits. Use the country cost planner to turn a written quote into monthly spending and upfront cash.
