Singapore PEO & Employer of Record Services
Global PEO Services (GPS) helps companies hire employees in Singapore without establishing a legal entity. All human resources, benefits, payroll, and tax needs for the employees are managed by our Singapore PEO, while the new hires and headquarter teams focus on your business goals. Using a Singapore PEO is the fastest and most efficient way to develop a workforce in Singapore.
When hiring employees in Singapore, establishing a subsidiary or branch office is not always the best route, as it’s often a lengthy and expensive process. Hiring via a Professional Employer Organization (PEO), or Employer of Record (EOR), is a faster and often more effective option – especially when starting up in a new country.
Global PEO Services hires the employees on your behalf, legally contracting them through our subsidiary in accordance with Singapore labor laws. As a result, the burden of compliance is on us and the employees can begin work for your company in a matter of days. PEOs/EORs provide you with a streamlined option for hiring employees, testing markets, and responding to growing business needs in Singapore. With Global PEO Services, you get control without taking on legal entity liabilities, contractor risks, or sacrificing on talent or speed to market.
Singapore - Country Overview
Singapore experienced rapid economic growth driven by its workforce and external trade. These changes have turned the country into a global center for technology, manufacturing, tourism, entertainment, education, and healthcare. With a population of less than six million, Singapore has one of the lowest unemployment rates in the world at 2.02%. Singapore ranks high in the World Bank’s Ease of Doing Business Rankings.
Singapore Dollar (S$)
English, Malay, Mandarin Chinese
Unitary State, Parliamentary Republic, Constitutional Republic
Employment Contracts in Singapore
In Singapore, an employment contract can be either in writing or verbal.
To minimize disputes on the terms and conditions of contracts, the Ministry of Manpower recommends writing contracts.
Some of the details typically mentioned in the written employment contract in Singapore include:
- Employer’s and employee’s full name
- Employment commencement date
- Employment duration
- Probationary period
- and more
The different types of employment relationships are:
- Permanent Employment – Per the Employment Act of Singapore, permanent employment is regular and continual that lasts more than 14 days. The employment contracts must include essential conditions, such as working hours and notice period.
- Fixed-Term Contracts – A fixed-term contract ends at the expiration of a specific term unless renewed.
- Temporary employment – There is no specific provision in Singapore’s Employment Act for temporary employment.
The Employment Act of Singapore does not regulate the length of probationary periods for employees. This is determined by the employment contract or collective bargaining agreement terms.
Working Hours in Singapore
Employees are required to work 8 hours per day or 44 per week.
Overtime in Singapore
The employer must pay at least 1.5 times the hourly basic rate in Singapore for overtime work. Overtime work is all work outside regular working hours for non-workers earning up to SGD 2,600 (Singapore dollars) per month and workers earning up to SGD 4,500 per month.
Employee Leave in Singapore
Employees are entitled to the following leaves:
- Annual leave in Singapore – Employees must work for at least three months to qualify for annual leave. Based on the employee’s years of service with their employer, the annual leave length varies as follows:
- After 1st year – seven days
- After 2nd year – eight days
- After 3rd year – nine days
- After 4th year – ten days
- After the 5th year – 11 days
- After the 6th year – 12 days
- After the 7th year – 13 days
- After the 8th year – 14 days
- Sick leave in Singapore – The length of sick leave is calculated based on the employee’s service length. For outpatient care, employees with more than six months’ experience can take up to 14 days, and for hospitalization, up to 60 days. Sick leave is prorated for those with less than six months of service.
- Maternity leave in Singapore – Female employees receive maternity leave for 12 weeks, four weeks before and eight weeks after the delivery. This leave is also available to employees not covered under the Child Development Co-Savings Act. However, the employer must pay for this leave.
- Paternity leave in Singapore – Per the Ministry of Manpower in Singapore, a working father receives two weeks of paternity leave.
The following are the statutory national holidays in Singapore:
- January 1 – New Year’s Day
- February 1 – Lunar New Year’s Day
- February 2 – Second Day of Lunar New Year
- April 15 – Good Friday
- May 1 – Labor Day
- May 2 – Day off for Labor Day
- May 3 – Hari Raya Puasa
- May 15 – Vesak Day
- May 16 – Day off for Vesak Day
- July 10 – Hari Raya Haji
- August 9 – National Day
- October 24 – Diwali/Deepavali
- December 25 – Christmas Day
- December 26 – Day off for Christmas Day
Employee Termination in Australia
Employers are required to provide employees with the following notice periods in Singapore based on their continuous service:
- Employment of 1 year or less – 1 day
- Employment of 26 weeks to two years – 1 week
- Employment of 2 to 5 years – 2 weeks
- Employment of more than five years – 4 weeks
Global Mobility in Australia
There are typically the following categories of visas in Singapore:
- Visa for professionals
- Visa for skilled and semi-skilled workers
- Visa for trainees and students
- Visa for family members
- Exemptions and passes for employment during a visit
Generally, work permits in Singapore are of the following types:
- Work permit (includes a training work permit)
- Employment pass (includes a training employment pass)
- Personalized employment pass
- S pass
- Work holiday pass
- Miscellaneous work pass
- Letter of consent
Employee Benefits in Singapore
Employers must to enroll employees in retirement and savings plans covered under the Central Provident Fund (CPF). Citizens and foreign workers can also contribute to a Supplementary Retirement Scheme (SRS).
Providing health insurance to employees is not a statutory requirement, but working professionals automatically qualify for a low-cost plan called Medishield which offers essential protection.
Accident and Hospitalization Benefits
Many organizations offer medical insurance plans that provide extended benefits to dependents that typically cover personal accidents and hospitalization.
Many organizations provide their employees a per-day allowance, transportation allowance or reimbursement of expenses for travel-related jobs. The per diem amount depends on the places employees are traveling for business purpose.
Most organizations in Singapore provide a relocation allowance to employees who need to move with their family from their country of origin to Singapore. An expatriate compensation package typically includes paid airfare, paid shipping of personal effects, free or subsidized accommodation, payment of utility bills, paid childcare, and school fees for children.
Employee Stock Option Plan (ESOP)
Most organizations offer employee stock purchase plans, particularly to senior employees, and these plans may have specific eligibility criteria.
Some examples of social insurance programs in Singapore are:
- Dependents’/Survivors’ Benefit – Upon the death of an employee, the Central Provident Fund of Singapore pays benefits to the named nominees and any savings that the deceased employee had in the Ordinary, Special, MediSave, or Retirement accounts as a lump sum.
- Life and Disability Insurance/Benefit – As part of its ElderShield program, the Central Provident Fund of Singapore offers severe disability insurance. People with a severe disability receive a monthly cash payout for up to 72 months without any registration or assessment. CPF members with MediSave Accounts will are enrolled in the program upon reaching 40 years of age.