Employer of record services in Singapore

Grow your team in Singapore without an entity. Payroll, benefits, taxes and compliance, all handled in one easy-to-use platform.

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Quickly & easily employ in Singapore without an entity

Need to hire in Singapore without setting up a local entity? An Employer of Record (EOR) lets you employ people legally, quickly, and without the cost or complexity of opening a subsidiary. We handle compliance, payroll, and HR admin — so you avoid misclassification risk, stay on the right side of Singapore’s employment laws, and get your team onboarded and paid without delays.

Entity-free employment

Seamlessly employ in Singapore and 179 other countries without needing to set up an entity.

Stay compliant

Using an EOR ensures compliance with changing tax, labor and payroll laws.

Dedicated support

Get instant answers all your employment questions, with access to a named account manager just a phone call away.

Sync with your HR systems

Effortlessly sync your employees data for attendance, leave, onboarding, and benefits systems via our dedicated API. Easily setup by our hands-on onboarding team.

“Their expertise and understanding of the unique hiring, payment, and human resource practices in each country has been nothing short of outstanding. Our Client Success Manager, has done just that … ensured our success. Her availability and willingness to engage on a personal level has made all the difference.”

Director of Research Operations,

“Excellent service, especially from our account manager who has gone above and beyond to help us use the platform effectively. Our manager, significantly simplifies my workload. It is like having your own TopSource HR representative on your team.”

Chief Human Resources Officer,

“TopSource has been our go-to resource for international hiring. They are responsive, thorough, respectful and knowledgeable. The Client Success team has provided us with the utmost customer service, and the more we use TopSource, the more, it gives us access to more resources and knowledge.”

Senior Manager, Human Resources ,

Employing in Singapore

Growing your workforce in Singapore doesn’t need to be complex. Speak with our team to see how TopSource EOR makes it easy to hire in new countries, without setting up entities or getting lost in local regulations.

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Global Employee Cost Calculator

Estimate the cost of your new hire with our calculator. Simply enter their location and salary information in to this handy tool to see what will be spent in employment costs each month.

Employment Cost Calculator

*Indicative figures only and not definitive legal advice. Local regulations change frequently. Consult an expert

Singapore

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More than an Employer of Record.

Employer of Record services are only one way that we help you accelerate your global growth goals. From talent advisory to entity management, we give you the tools you need to research, enter and expand into your key markets.

Market Selection Advisory

Compare available talent, compensation, additional costs and regulations across different countries

Salary Benchmarking

Identify and prioritize markets for growth based on talent, cost & regulations

Global Skills Analysis

Map skill availability by region to align talent strategies with business goals..

Talent Acquisition

Find, hire & onboard the highly skilled team members you need in each locality.

Talent Strategy Optimization

Optimize your talent strategy to enable your organization to achieve it’s global ambitions.

Global Benefits Review

Benchmark your global benefits to boost employee retention.

Frequently
asked questions

Yes. For Singapore citizens and Permanent Residents, we manage CPF (Central Provident Fund) contributions, which are shared between employer and employee up to a monthly wage ceiling. For foreign hires, we manage the appropriate work pass, typically an Employment Pass or S Pass, which is a separate and distinct compliance requirement from CPF and often the more time-sensitive step for international hires.

Since CPF only applies to citizens and PRs, foreign hires generally need alternative retirement or savings support to remain competitive, alongside private medical and dental insurance, which is close to standard in Singapore’s professional job market. An Annual Wage Supplement (a customary though not strictly mandatory 13th month payment) is also widely expected across most sectors.

Under the Employment Act, if a contract doesn’t specify notice, the statutory default ranges from one day to four weeks based on length of service. Singapore is generally considered an employer-friendly jurisdiction for termination compared with much of Europe, though contracts should still clearly define notice periods and termination terms to avoid disputes, particularly for Employment Pass holders where cessation of employment must also be reported to the Ministry of Manpower.

For local hires, onboarding can happen within a few days. For foreign hires needing an Employment Pass or S Pass, timelines depend on Ministry of Manpower processing, typically a few weeks, which is often faster and simpler through an EOR that already holds the necessary employer registrations than setting up a new Singapore entity and applying for pass quotas as a new employer.

While incorporating in Singapore is relatively straightforward compared with many markets, work pass applications for foreign staff are easier to manage through an entity with an established track record with the Ministry of Manpower. An EOR lets you hire both local and foreign talent in Singapore quickly, without the incorporation process and without building a new pass-application history from scratch.