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Singapore PEO & Employer of Record

WeHG provides an International PEO and global Employer of Record services in Singapore to companies willing to infiltrate the Singapore market or employ local/expat employees in this country. 

Traditional strategy requires solidifying a subsidiary in Singapore.  However, our solution helps you to initiate operations in Singapore in a matter of days, thus conserving your time and money. WeHireGlobally would contract candidates on your behalf while you uphold full operational management of their work. Thus, legally they would be our workers, on our local payroll, 100% acquiescent but will work based on your interest.

Singapore fast facts

Population: 5,453,600

Land area, sq. km: 733.1 km²  

Capital: Singapore 

Local currency: Singapore dollar (SGD) 

GDP per capita:$ 102,742

GDP in currency:$ 600.063 Billion 

Economic growth percentage: -5.39% to -6.74%

 Inflation rate (consumer prices): 2.4% 

Volume of export: $ 390 billion

 Import of goods and services: $ 359.27 million

 Total population: 5,453,600

Population of working age (15-64): 68.1 % 

Singapore is a country that has quality working conditions, a low level of unemployment, and a high standard of living. It is made up of one main island. The country ranks third in having the greatest population density in the world.

All workers in the country are equally protected by both labor and criminal laws. Employers who take advantage of the services of external employees or their job responsibilities will be severely punished. Special conditions are imposed on employers by the ministry of labor as part of the issuance of a work permit to guard external workers and care for their wellbeing. First, the employer is responsible and bears the cost of technical and medical services. Secondly,  the employer is obliged to provide safe working conditions. Thirdly,  under no circumstances does a worker have the right to demand compensation from an external worker as a term for hiring. An employer also does not have the right to claim coverage of expenses related to the employment of a external employee.

Employment and labor Laws in Singapore

Employment agreement/contract 

An employment contract must be in writing form. The contract should include the following:

  • Benefits for the employee
  • Employee’s position
  • Work hours
  • Code of conduct
  • Employment date and duration.

Singapore Public holidays

There are 10 public holidays celebrated in Singapore, they are:

    • New Year’s Day – Jan 1 
    • Chinese New Year (2 days) 
    • Good Friday 
    • Labour Day – May 1 
    • Vesak Day 
    • Hari Raya Puasa 
    • National Day – Aug 9 
    • Hari Raya Haji 
    • Deepavali 
    • Christmas Day – Dec 25

Personal income tax

Top marginal resident tax rate of 22% kicks in at S$320,000 of taxable income. 

Non-residents are taxed at the flat rate of 15% – 22%.

Social Security

Central Provident Fund (CPF) Contributions CPF is a required retirement savings scheme for Singapore Citizens and Permanent Residents.

The employer and employees who are occupants or permanent residents of Singapore make payments to the CPF fund monthly until the 14th. The maximum CPF contribution rate for employers and employees is 16% and 20%. 

For foreign workers who hold a work permit or work permit, there are no CPF contributions. in Singapore.

Vacation leave

A maximum of 14 days paid leave is the entitlement of an employee who has been in service for not less than 3 months.

Singapore Sick Leave

An employee who has worked for his/her employer for at least 3 months is eligible for a paid sick leave. 

14 days of sick leave and 60 days of hospitalization leave is what an employee is entitled to depending on the duration of service.

Maternity and paternity leave in Singapore

The Government Paid Maternity and paternity leave is only meant for citizens.

The minimum paid maternity leave is 12 weeks, and if the child will be a Singaporean citizen it is 16 weeks. Work must commence at least three months before the child is born.

For citizens of Singapore, the employer pays for the first eight weeks and the government pays for the next eight weeks.


Overtime work must be made within 14 days after the due wages period. A worker can only work for 72 hours as overtime hours in a month.


It is not compulsory for an employer to give a worker bonus unless the employment contract states otherwise.

Termination of employment 

If an employee’s employment contract doesn’t specify the notice period, it will depend on the length of service of the worker:

  • 1 day notice period – less than 26 weeks in service.
  • 1 week notice period – 26 weeks to less than 2 years of service.
  • 2 weeks notice period – 2 years to less than 5 years of service.
  • 4 weeks notice period – 5 years or more.

Although the Employment Law provides that both parties can pay wages in lieu of notice, the Singapore courts are of the opinion that a worker cannot annul the contract by declaring his salary instead of notice, because of the practical complications faced by the employer in such a situation.


Singaporean authorities impose fines of S$ 5000 for companies or six months imprisonment for managers who fail to comply with the Act. In some cases both penalties are applicable.

Immigration procedure for foreign workers

A work visa is not used in Singapore rather a work permit or work pass is issued. For foreigners, a work permit is required before starting work, and for people who are in Singapore for a short time, they only need to send an email notification to inform IOM.

Singapore compensation and benefits

Singapore compensation laws

In Singapore, salary is paid once a month and the Law does not regulate the minimum wage. The employer makes the decision about the compensation of a worker. This should be included in a written employment contract.

Singapore benefits management

There is no statutory requirement under the Employment Act in Singapore to provide employees with private health insurance benefits. 

Citizens or permanent residents of Singapore who are employed professionals are automatically provided with low-cost health insurance called Medishield Life– the basic level of coverage for all Singaporeans. Medishield Life is the country’s public statutory insurance system.

Why Choose WeHireGlobally

WeHireGlobally takes into consideration all the onboarding drawbacks, payroll, earnings and privileges, tax filing, and cessation of employment. Our Employer of Record solution allows you to supervise your overseas teams efficiently while minimizing cost and risk.


FAQ Singapore

  • Working hours in Singapore

    For common work arrangements, the normal contractual hours of work are as follows: Up to 8 hours a day or 44 hours a week, if employees are required to work more than 5 days a week; Up to 9 hours a day, or 44 hours a week if employees are required to work 5 days or less a week. Break times are not included in the calculation of the hours of work.

  • What are the main holidays in Singapore?

    • New Year’s Day – Jan 1
    • Chinese New Year (2 days) – Jan 25-26 
    • Good Friday – Apr 10
    • Labour Day – May 1
    • Vesak Day – May 7
    • Hari Raya Puasa – May 24
    • National Day – Aug 9
    • Hari Raya Haji – July 31
    • Deepavali – Nov 14
    • Christmas Day – Dec 25
  • What are payroll taxes in Singapore?

    Top marginal resident tax rate of 22% kicks in at S$320,000 of taxable income.
    Non-residents are taxed at the flat rate of 15% or the resident rates whichever results in a higher tax amount. Tax filing due date for individuals is April 15 of each year.

    The employer is responsible for sending the monthly payment, which includes both the employer’s and the employee’s respective contributions, by the 14th of the following month. The employee’s portion is then deducted from the salary. The maximum CPF contribution rate for employer and employee is 16% and 20% respectively and can be lower depending on certain factors such as employee age, permanent resident status, etc.

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