Home Employer of Record Singapore

Best 10 Employer of Record Services in Singapore [2026]

Updated 5 January 2026 9-minutes read

By Courtney Pocock

Verified review

Table of Contents

Quick Verdict
Why Trust Us
In-Depth Review
How We Score
Hiring Guide
FAQ

Compare the Best Singapore Employer of Record (EOR) Services

Hiring in Singapore requires more than choosing a well-known Employer of Record (EOR). While many EOR providers advertise broad international coverage, actual service delivery in Singapore depends heavily on local payroll accuracy, CPF handling, and compliance with MOM regulations.

Singapore is one of Asia’s most structured and closely regulated employment markets. In fact, EOR services for expats requiring Work Permits are forbidden since 2023. Furthermore, errors in payroll timing, CPF contributions, tax reporting, or contract terms can quickly lead to penalties or employee dissatisfaction – even when using a “global” EOR.

In this guide, we rank the best Employer of Record services in Singapore based on how they perform globally and how reliably they deliver on the ground in Singapore.

If you are hiring across multiple countries, you may also want to review our Best Global Employer of Record guide, which compares providers purely on overall global quality. For Singapore-specific hiring decisions, however, local execution is what matters most.

Quick Verdict: Best 10 EOR Services in Singapore

Based on a weighted analysis of global EOR capabilities (40%) and Singapore on-the-ground execution (60%), these are the best Employer of Record services in Singapore for 2026.

Global EOR

$604

Ø price p.m.

4.5/5

4.7/5

Ø price p.m.

4.6/5

4.5/5

Ø price p.m.

4.3/5

4.6/5

Ø price p.m.

3.8/5

4.7/5

Ø price p.m.

3.8/5

4.7/5

Ø price p.m.

4.1/5

4.5/5

Ø price p.m.

4.2/5

4.3/5

Ø price p.m.

4.0/5

4.4/5

Ø price p.m.

3.9/5

4.4/5

Ø price p.m.

4.0/5

Global Score

4.2/5

Singapore EOR Score

Website

Why Trust Our Best Singapore EOR Guide

We are 100% independent. Employsome is not owned by or affiliated with any Employer of Record provider. No EOR can pay to appear higher in our rankings. We show both strengths and weaknesses so companies can make a genuinely unbiased decision.

Data-driven EOR scoring. Every provider is evaluated using our structured scoring model consisting of a global EOR score and a local, Singapore EOR score. This ensures providers with strong software or branding but weak local delivery do not rank above those with real operational strength in Singapore.

Verified Singapore EOR data. We independently validate each provider’s Singapore operations, including entity ownership versus partner models, compliance with MOM regulations, payroll execution, CPF contributions, and employment contract practices. Where relevant, we also assess how providers handle EP and Sing Pass onboarding processes.

Built by people who ran EORs. Employsome was created by former EOR operators who have managed global payroll and APAC hiring projects at scale (yes, including Singapore). We’ve seen firsthand where EORs tend to overpromise in Singapore and where operational gaps typically appear. Our mission is to bring transparency and hands-on industry experience to a market that often relies too heavily on marketing claims.

Best 10 EOR Services in Singapore – In-Depth Review

Deel

Visit Website

Deel regularly ranks as one of the top EOR providers because of its extensive reach, high level of service, and comprehensive support. Whether you want to expand into multiple countries or simply need a partner in Singapore, Deel is an excellent partner to work with.

Global

Most Popular

$705

Ø Fee per Employee per Month, First Year

View Full Pricing

Advantages:

Strong global entity infrastructure
Transparent (but high) pricing
Extensive immigration offering

✓ Global Coverage & Services (4.2/5): Leading global EOR coverage across core hiring markets with consistent, high-touch onboarding support. 65 own entity worldwide and 35 local partners. Well-suited for standard international hires, though invoicing and payroll complexity has been reported once companies operate across multiple markets.

✓ Pricing & Transparency (4.5/5): Clear and predictable pricing with good upfront cost visibility. Significant migration credits when transitioning from another EOR. Only downside: 3% FX markup & high bank wire fees.

✓ Payment & Contract Terms (4.2/5): Open-ended contracts without minimum commitments. Payroll cut-off on the 10th of each month with invoice issued on the 20th, payment due in 7 days. Standard, overall. If one commits to a one-year annual contract, then monthly fee drops to $599 instead of $699,

✓ Customer Experience & Support (4.3/5): 24h SLA in response times. Solid responsiveness for day-to-day operations, handled through off-shore support teams. No support offered via WhatsApp.Teams in 65+ countries, 43 languages spoken, with local experts who help you hire and support talent.

✓ Platform & Integrations (4.3/5): Modern platform designed to handle the basic EOR workflows. However, by far not as strong as its competitors. It feels Pebl is still playing “catch-up”. Integration ecosystem is solid but not as extensive as larger enterprise HR suites.

4.3/5

🇸🇬 Singapore EOR Score

Very Good

✓ Entity Ownership (5.0/5): Operates through Pebl Pte. Ltd. and Velocity Global SG Pte. Ltd. as an owned entity.

✓ Onboarding Speed (5.0/5): Hiring possible within 24 hours.

✓ On-Site HR Support (4.5/5): High-touch, locally based HR and payroll support.

✓ Visa & Work Permit Support (-/5): Not ranked for Singapore due to regulatory limitations for an EOR.

✓ In-Country Compliance (4.5/5): Strong handling of Employment Act, CPF, and tax obligations.

✓ Local Add-Ons (4.5/5): Statutory benefits and compliant payroll execution.

4.7/5

Pros

High-Touch Approach: If you want white-glove services and comprehensive support, Pebl is an excellent company to work with.
Owned Entity: As an owned entity, Pebl works directly with its customers.
Technology: The EOR provider’s AI-powered support ensures fast responses to your common issues. Additionally, its software integrations and digital platform make it easy to manage workers. For example, it has easy integrations with Upwork, Okta, Expensify, and ADP Workforce Now.
Compliance Support: Pebl ranks highly for its compliance and legal support, so you don’t have to worry about accidentally violating one of Singapore’s laws.

Cons

Inconvenient Interface: While there are advantages to its AI-powered interface, there have been some mixed reviews. When you need human support, getting an AI response is less than ideal.
Price Transparency: Compared to other providers, Pebl’s service fees are fairly high. The EOR provider could also be more transparent with prices than they currently are.

Pebl is excellent for a few different types of businesses.

Organizations that want the same EOR provider as they expand into multiple countries.
Businesses that want a tech-forward approach with many different software integrations.
Companies that prioritize white-glove services and comprehensive support.

BIPO

Visit Website

BIPO is a Singapore- fast-growing HR and payroll provider that has expanded into global Employer of Record (EOR) services in over 100 countries. With the strongest market in South-East Asia, BIPO built its reputation on strong regional payroll infrastructure before extending its technology and partner network worldwide. Today, BIPO positions itself as a unified HR platform offering EOR, global payroll, workforce management, and an all-in-one HRIS designed for companies hiring in APAC and emerging markets.

Global

$249

Ø fee per employee per month, first year

Advantages:

APAC Expert

✓ Global Coverage & Services (4.0/5): Broad EOR and payroll coverage across 100+ countries, with strongest execution in APAC. Services are compliance-led and regionally strong rather than software-first.

✓ Pricing & Transparency (3.5/5): Stable, quote-based pricing suitable for long-term engagements. Limited public pricing and add-ons often require contract-level confirmation.

✓ Payment & Contract Terms (3.5/5): Standardized EOR contracts with clear compliance responsibilities. SLAs and flexibility vary by country.

✓ Customer Experience & Support (4.2/5): Strong regional payroll and HR expertise across Asia-Pacific, with reliable but process-driven support.

✓ Platform & Integrations (3.5/5): Functional HR and payroll platform covering core needs, with limited automation and integrations compared to SaaS-first EORs.

3.8/5

🇸🇬 Singapore EOR Score

Very Good

✓ Entity Ownership (5.0/5): BIPO operates through its own Singapore legal entity, enabling direct employment, faster issue resolution, and full compliance without partner dependency.

✓ Onboarding Speed (4.5/5): Faster onboarding than most partner-based EORs, supported by streamlined local processes and experienced in-country teams.

✓ Local HR Support (5.0/5): Deep expertise in MOM regulations, CPF contributions, statutory filings, leave rules, and salary benchmarking. One of BIPO’s strongest local HR teams.

✓ Visa & Work Permit Support (-/5): Not ranked for Singapore due to regulatory limitations for an EOR.

✓ In-Country Compliance (5.0/5): Excellent compliance execution aligned with Singapore employment law, payroll accuracy, audits, and statutory reporting.

✓ Local Add-Ons (4.5/5): Strong local payroll services, benefits administration, and HR support. Fewer global-style perks, but very strong operational depth.

4.8/5

Pros

Strong APAC expertise: excellent compliance understanding in Singapore and other APAC countries.
Low fees: compared to the main global providers.
Solid Payroll Accuracy & Local Compliance: As BIPO started as a payroll provider.

Cons

Partner-Based EOR Model Outside APAC: Strong in Asia, less so outside the region
Mixed User Experience with Platform UI: Functional, but less UI/UX appealing.

BIPO is best suited for companies that want global HR infrastructure first, and EOR second. Unlike tech-first EORs such as Deel or Remote, BIPO markets itself as a workforce management platform with deep HRIS, payroll, and multi-country compliance capabilities. This makes it a strong fit for:

Mid-sized and enterprise companies needing a unified HR and payroll system across Asia, the Middle East, and emerging markets
Organizations expanding in APAC, where BIPO has strong in-country expertise and local entities
Businesses that prefer service-led HR outsourcing, including payroll operations, leave management, and time tracking
Companies that need integration-light, full-suite HR support rather than self-serve automation
Employers looking for regional workforce consolidation rather than hiring isolated remote workers

BIPO is not ideal for small startups or teams wanting frictionless onboarding, instant pricing, or developer-friendly integrations. It’s built for scale, structure, and operational control—not speed.

G-P

Visit Website

G-P is a well-established EOR provider that offers a range of payroll, HR, and tax support in Singapore. Because of its global coverage, it can also support companies as they expand into additional territories around the worldThanks to G-P’s extensive network of partners around the world, it is ideal for companies that want to expand into new regions. It offers SaaS platform integrations, onboarding support, and excellent customer service. However, there are some concerns about how transparent G-P is about their pricing, which can be challenging for companies that are operating on a limited budget.

Global

$940

Ø Fee per Employee per Month, First Year

View Full Breakdown

Advantages:

White-glove services (with premium price-tag)
Enterprise-grade software

✓ Global Coverage & Services (4.5/5): EOR services across 125+ countries, covering compliant employment contracts, payroll processing, statutory filings, terminations, and benefits administration. Supports contractor management (USD 39/month per contractor), global payroll, immigration and visa services, insurance and pension support, background checks, equipment procurement, and equity & stock option administration.

✓ Pricing & Transparency (3.0/5): EOR pricing typically ranges around USD 940 per employee/month plus a one-time setup fee of USD 2,820. Security deposits of 1–2.5 months of total employment cost apply depending on credit checks. FX markup estimated at ~3%. Pricing is sales-led only, with no public or self-serve country-level cost breakdowns.

✓ Payment & Contract Terms (3.0/5): Enterprise-leaning contract structures, often requiring longer minimum commitments (up to 12 months). Invoices are issued around the 15th of the month with net-7 payment terms. Late payments incur 5% interest. Offboarding fees of USD 1,000 may apply. Contracts are standardized, compliance-driven, and relatively rigid.

✓ Customer Experience & Support (4.5/5): Enterprise-grade, consultative support model with dedicated account managers, live chat (≈2-minute first response), phone support, onboarding and termination assistance, compliance alerts, and AI-supported guidance. Strong depth across HR, legal, and compliance topics.

✓ Platform & Integrations (4.0/5): Stable enterprise platform covering payroll, employment documents, time-off, expenses, reporting, and compliance workflows. Includes G-P Assist AI. SOC 2 and ISO 27001 certified. Integrations available with major HRIS/HCM systems (Workday, SAP SuccessFactors, UKG, BambooHR, HiBob). Reliable, but less automation-heavy than newer tech-first platforms.

3.8/5

✓ Entity Ownership (4.5/5): G-P operates through an owned legal entity in Singapore and maintains a regional APAC hub, enabling direct operational control and compliant employment.

✓ Onboarding Speed (4.5/5): Singapore’s streamlined employment processes allow onboarding within days once documentation is complete, with clear and predictable requirements.

✓ On-Site HR Support (4.5/5): Strong local HR and legal expertise supporting Employment Act compliance, CPF contributions, payroll, and employee lifecycle management.

✓ Visa & Work Permit Support (-/5): Not ranked for Singapore due to regulatory limitations for an EOR.

✓ In-Country Compliance (4.5/5): Excellent handling of Employment Act requirements, CPF contributions, tax clearance (IR21), and MOM regulations.

✓ Local Add-Ons (3.5/5): Statutory benefits supported, including mandatory health insurance for S Pass and Work Permit holders; add-ons remain relatively standardized.

4.3/5

Pros

Efficient onboarding: With G-P, you can quickly onboard your new workers.
User-friendly design: G-P makes it easy for companies to staff their operations, run payroll, and navigate Singapore’s many regulations.
Global coverage: Because of G-P’s operations around the world, you can easily expand into new areas without switching your EOR provider. Currently, it offers services in 187 different countries.
Experience: G-P first opened up in 2012. Since then, it has developed a broad depth of experience in helping businesses expand into new areas.

Cons

Intransparent pricing: G-P’s pricing structure isn’t transparent. In order to figure out what you’ll pay, you will generally need to reach out to G-P’s team for a customized quote.
Limited contract customization: Unfortunately, there are only a handful of ways that you’re allowed to customize your contract, which may be an issue for some businesses.
Lack of integrations: There are other EOR providers that have better software. For instance, G-P offers a fairly limited number of integrations, which is challenging for today’s tech-heavy enterprises.

While there are some drawbacks, G-P is a good choice for a few specific types of companies.

Enterprise companies that need high-touch services and don’t mind a premium price.
Fast-growing businesses that need a partner to support their rapid expansion.

Safeguard Global

Visit Website

Safeguard Global is known for its robust platform, comprehensive compliance tools, and competitive pricing. While its in-house platform could use a tech update, it functions effectively for managing payroll, expenses, and time tracking.

Global

$460

Ø Fee per Employee per Month, First Year

View Full Breakdown

✓ Global Coverage & Services (4.4/5): Coverage across 100+ countries via partner entities. Supports full EOR scope: compliant employment contracts, payroll, statutory filings, terminations, and HR advisory. Proven experience with large, multi-country enterprise rollouts. Partner-led delivery means execution quality varies by country.

✓ Pricing & Transparency (3.7/5): No public pricing. Fees provided after sales scoping. Pricing varies by country and partner. FX fees and local employer burden not always disclosed upfront, impacting cost predictability for procurement-led buyers.

✓ Payment & Contract Terms (4.5/5): Jurisdiction-specific, enterprise-grade contract templates. Clearly defined payroll cut-offs and payment timelines. Payroll pre-funding required in some countries. Additional administrative steps apply in ICP-heavy jurisdictions.

✓ Customer Experience & Support (4.2/5): Dedicated client success managers for enterprise accounts. Strong experience handling complex, multi-entity, and regulated environments. No unified 24/7 global support model; responsiveness depends on local partner execution.

✓ Platform & Integrations (3.9/5): Provides payroll reporting, time tracking, and document management. Not a full HRIS and not automation-first. Limited integrations compared to SaaS-led EORs like Deel, Rippling, or Oyster.

4.1/5

🇸🇬 Singapore EOR Score

Very Good

✓ Entity Ownership (5.0/5): Operates through an owned Singapore entity, Safeguard Global SG Pte. Ltd., enabling full control over employment, payroll, and compliance execution.

✓ Onboarding Speed (4.5/5): Fast onboarding, often completed within 3-7business days for local hires.

✓ On-Site HR Support (4.5/5): High-quality, locally based HR and payroll specialists with deep Singapore market expertise.

✓ Visa & Work Permit Support (-/5): Not ranked for Singapore due to regulatory limitations for an EOR.

✓ In-Country Compliance (4.5/5): Strong compliance with the Employment Act, CPF contributions, IR21 tax clearance, and MOM requirements.

✓ Local Add-Ons (4.5/5): Statutory benefits, compliant payroll execution, and common market add-ons well supported.

4.6/5

Pros

Owned Entity: Safeguard Global is an owned entity, ensuring a higher level of customer service and support.
Fast Payroll Processing: Payroll can be processed in over 90 different currencies. It is always processed quickly and accurately.
No Deposit: With Safeguard Global, there are no salary deposit requirements.
Recruitment: Many global EORs leave the recruiting up to the client, but Safeguard Global offers help with performing background checks, creating job descriptions, and handling other recruitment tasks.

Cons

Pricing not clear: You can’t find a clear pricing list on Safeguard Global’s website. There is some pricing information available on G2, but that’s it. If the G2 data is correct, the EOR’s pricing is around average.
Limited Integrations: If you have an extensive tech stack, you probably won’t be able to get all of the integrations you want.
Confusing for new clients: Safeguard Global has a lot of options available on its platform, such as analytics, payroll features, and HR tools. However, all of these options can be daunting for new client companies to navigate.

Safeguard Global is likely a good fit if your business fits one of the following descriptions.

Companies that are well-established in multiple jurisdictions that need extra payroll and HR tools.
Businesses that want Safeguard Global’s experience as they move into new areas.

Oyster HR

Visit Website

Oyster is a good EOR in Singapore if you’re a remote business trying to scale quickly. Started in 2020, this company has expanded into more than 180 different countries. Today, it primarily serves mid-market to enterprise clients.

Global

$635

Ø Fee per Employee per Month, First Year

View Full Breakdown

Advantages:

Great product UI/UX
Owned entity infrastructure in most markets

✓ Global Coverage & Services (4.0/5): EOR services in 100+ countries covering employment contracts, payroll, statutory filings, expense reimbursements, and offboarding. Standardized, compliance-first delivery model.

✓ Pricing & Transparency (4.0/5): Flat EOR pricing of USD 699 per employee/month. Pricing is public and predictable. FX markups are not disclosed and can be significant depending on currency.

✓ Payment & Contract Terms (4.0/5): Invoices are net 7 days. A minimum one-month security deposit applies and may increase based on risk. Late payments accrue 1.5% daily interest.

✓ Customer Experience & Support (4.5/5): Guided onboarding, strong compliance documentation, and structured support processes. Onboarding speed varies due to regulatory checks.

✓ Platform & Integrations (4.3/5): Clean UI with core HRIS features (leave, expenses, invoicing, reporting). Fewer native integrations and automations than Deel or Remote.

4.2/5

🇸🇬 Singapore EOR Score

Very Good

✓ Entity Ownership (4.5/5): Operates through Oyster HR’s own Singapore legal entity, Oyster HR SG Pte. Ltd., allowing direct employment.

✓ Onboarding Speed (4.0/5): Predictable onboarding timelines aligned with CPF and MOM registrations.

✓ On-Site HR Support (4.5/5): Strong local HR expertise covering CPF, statutory leave, and termination rules.

✓ Visa & Work Permit Support (-/5): Not ranked for Singapore due to regulatory limitations for an EOR.

✓ In-Country Compliance (4.5/5): Consistent compliance with MOM regulations and payroll filings.

✓ Local Add-Ons (4.5/5): Benefits coordination, expense reimbursements, and equipment provisioning.

4.4/5

Pros

Oyster academy: With Oyster Academy, employees can access cultural integration and professional development tools.
Contractor support: If you are hiring a blend of employees and contractors, Oyster can support both options.
Strong compliance: This EOR provider in Singapore is also known for having a strong approach to compliance, so you don’t have to worry about accidentally breaking a local law or regulation.

Cons

Add-on costs: Oyster charges extra for things like salary bands, extra benefits, and other services that other EOR companies include in their standard pricing.
Ineffective self-service features: While there are some self-service options available, many Oyster users have pointed out that they have to call for assistance instead of being able to use the self-service features to get help.

There are a few kinds of businesses that can benefit from working with Oyster.

Companies that are interested in providing a holistic, high-quality employee experience as well.
Businesses that are trying to improve their employee satisfaction and retention rates.

AYP Group

Visit Website

AYP, headquartered in Singapore and founded in 2009, is a regional HR and Employer of Record provider with deep coverage across Southeast Asia. Their platform, AYP Global Pay, focuses on helping companies hire and manage employees across APAC without needing local entities. AYP differentiates itself through strong in-country support in Singapore, Malaysia, Indonesia, Thailand, Vietnam, and the Philippines, while also offering wider global hiring through partner networks.

They position themselves between a traditional HR outsourcing firm and a modern EOR platform strong on compliance and payroll, but less advanced in automation and onboarding experience compared to global players like Deel or Remote. For companies scaling across Southeast Asia, AYP’s local expertise is typically stronger than global-first EOR competitors.

Regional

$298

Ø Fee per Employee per Month, First Year

View Full Breakdown

✓ Global Coverage & Services (3.8/5): Asia-Pacific–focused EOR with coverage across 15+ APAC countries. Provides full EOR delivery including compliant employment contracts, payroll, statutory filings, benefits administration, and strong visa & work permit support across the region. Coverage is deep locally but limited outside APAC.

✓ Pricing & Transparency (4.4/5): Flat, all-inclusive pricing with no hidden fees. Pricing covers payroll, taxes, benefits, and compliance management, with transparent FX handling and a single contract structure across APAC. No public price list and an initial compliance deposit may apply.

✓ Payment & Contract Terms (4.0/5): Flexible contract arrangements with local-currency payroll across APAC countries. No rigid long-term lock-ins, supports complex compensation structures, but some countries require traditional banking rails and do not support alternative payment methods.

✓ Customer Experience & Support (4.5/5): High-touch, service-led support model with dedicated local HR experts in each country. Strong compliance advisory, fast issue resolution, and proactive guidance. Support infrastructure is smaller than large global EORs but highly specialized regionally.

✓ Platform & Integrations (3.7/5): Functional platform supporting onboarding, payroll, compliance monitoring, and reporting. Suitable for APAC payroll complexity, but automation depth, integrations, and advanced analytics lag behind SaaS-first global EORs.

4.0/5

🇸🇬 Singapore EOR Score

Very Good

✓ Entity Ownership (4.5/5): AYP operates through its own legal entity in Singapore, enabling direct employment, strong compliance control, and no dependency on third-party partners.

✓ Onboarding Speed (4.5/5): Employees can typically be onboarded within 5–10 business days, including MOM-compliant contract issuance, payroll registration, and statutory setup.

✓ On-Site HR Support (4.5/5): Local, Singapore-based HR and payroll specialists provide hands-on support for employers and employees. While not embedded on-site at client offices, support is clearly in-country and responsive.

✓ Visa & Work Permit Support (-/5): Not ranked for Singapore due to regulatory limitations for an EOR.

✓ In-Country Compliance (4.5/5): Excellent coverage of Singapore labor law, CPF contributions, SDL, tax compliance, leave entitlements, termination rules, and ongoing regulatory changes.

✓ Local Add-Ons (4.0/5): Comprehensive benefits administration (health, dental, life), payroll outsourcing, and mobility support. More advanced equity structuring or bespoke benefit designs may require additional scoping.

4.4/5

Pros

Strong regional compliance & payroll handling: AYP Group ensures full legal compliance and correct payroll/tax/benefits in all supported Asian jurisdictions.
Fast market-entry without entity setup: You can hire in Asia without establishing a local entity, significantly speeding up expansion.
Operational familiarity with high-complexity markets: Experience in markets like China, Indonesia, and the Philippines where onboarding and payroll rules are intricate.

Cons

Software platform is relatively basic: Limited automation, integrations, and analytics compared with global EOR leaders.
Asia-only focus limits scalability: Not suitable for companies planning multi-continent hiring through a single provider.
Onboarding can feel manual: Workflows in some countries rely on offline steps, increasing lead times.

AYP is best suited for Asia-focused scaleups, regional SMEs, and operational teams expanding into multiple APAC jurisdictions that require reliable compliance execution and consistent payroll handling. Companies prioritizing in-country HR guidance, regional labor-law expertise, and a single vendor for multi-country Asia hiring will benefit most. It also fits organizations that value predictable baseline pricing signals, even if full pricing is not publicly disclosed. In contrast, businesses needing advanced automation, global multi-continent coverage, or deeply customized enterprise workflows may find AYP’s Asia-only scope and more manual processes limiting.

Papaya Global

Visit Website

Started in 2016, Papaya Global has quickly expanded around the world. Today, the EOR provider operates in more than 160 countries. The Singapore EOR provider ranks highly for its fast payments, high-level payroll analytics, and excellent compliance.

Global

$557

Ø Fee per Employee per Month, First Year

View Full Breakdown

Advantages:

Strong global payroll engine
Global coverage through partners

✓ Global Coverage & Services (4.0/5): Global EOR and payroll platform combining employer of record, contractor management, and global payroll in a single system. Coverage is broad but primarily delivered through local partners rather than owned entities.

✓ Pricing & Transparency (3.5/5): Sales-led pricing with higher-than-average costs. FX fees, partner margins, and security deposits may apply depending on country.

✓ Payment & Contract Terms (3.8/5): Standardized global contracts with secure pre-funding requirements. Reliable but less flexible than product-led EORs.

✓ Customer Experience & Support (3.8/5): Dedicated account management with strong payroll expertise. Service quality can vary by country due to partner dependency.

✓ Platform & Integrations (4.6/5): One of the strongest global payroll engines available, offering advanced reporting, compliance tooling, and enterprise-grade integrations.

3.9/5

🇸🇬 Singapore EOR Score

Very Good

✓ Entity Ownership (3.5/5): Operates in Singapore via a local partner rather than a wholly owned entity, adding an extra coordination layer for issue resolution.

✓ Onboarding Speed (4.5/5): Structured and efficient onboarding supported by contract lifecycle management (CLM) tools and clear documentation workflows.

✓ On-Site HR Support (4.5/5): Strong local payroll and HR expertise delivered through partners, backed by centralized account management.

✓ Visa & Work Permit Support (-/5): Not ranked for Singapore due to regulatory limitations for an EOR.

✓ In-Country Compliance (5.0/5): Very strong compliance handling for CPF contributions, payroll tax, statutory filings, and employment regulations.

✓ Local Add-Ons (5.0/5): Comprehensive local add-ons including benefits administration, contractor management, enterprise reporting, and payroll analytics.

4.5/5

Pros

Instant payouts: Papaya Global offers instant payouts to the employee’s wallet, ensuring faster access and happier workers.
Workforce analytics: Compared to other EORs on this list, Papaya Global really stands out when it comes to its workforce analytics. These tools have advanced reporting features, such as the ability to break down employer costs by country, cost center, time, or category.
AI support: Many of Papaya Global’s tools, such as its data validation, are powered by AI to ensure a better level of accuracy.
Global payroll: As you expand, you can continue to use Papaya Global because it provides end-to-end payroll processing in more than 160 countries and counting.

Cons

Local partners: Papaya Global uses an aggregator model for its EOR services, which means a local partner is the entity actually handling your worker contracts and on-the-ground support. This adds an extra go-between layer, which often worsens the quality and timeliness of services.
Limited HR functions: While Papaya Global has good data analytics and payroll processing services, the EOR provider’s HR functions are fairly limited.
Fee transparency: Papaya Global is fairly opaque with its fee structure, so it’s important to ask for clarification and read through the contract before signing up for its services.
Cost: This Singapore EOR provider charges a premium price for its services. If cost is a concern, you may want to go with a different option.

Papaya Global is a solid EOR provider in Singapore that has a number of advantages for the following types of businesses.

Companies that want an enterprise-grade payroll solution.
Tech-based businesses that like having access to high-quality data analytics.

EPG Group

Visit Website

EPG Group is a Singapore based employment services firm offering EOR, payroll administration, contractor management, and HR outsourcing for companies hiring in Singapore and selected APAC markets. Their model focuses on compliant onboarding, structured payroll delivery, and support with local statutory obligations. EPG operates with a strong emphasis on local HR knowledge and established processes rather than high automation. This makes them suitable for companies that value compliance stability over advanced software features.

Regional

$540

Ø fee per employee per month, first year

Get Custom Quote

✓ Global Coverage & Services (4.0/5): Strong coverage in Australia and New Zealand with full EOR service delivery, including compliant contracts, payroll, statutory filings, and HR support. Coverage outside core regions exists but scalability and execution depth are more limited, making EPG less suitable for multi-continent hiring strategies.

✓ Pricing & Transparency (4.1/5): Clear and straightforward pricing structures once engaged, with predictable invoicing and payroll funding mechanics. However, pricing benchmarks are less standardized across countries, making global cost comparisons more difficult for procurement-led teams.

✓ Payment & Contract Terms (4.0/5): Flexible contracts with no minimum employee commitments. Payroll cycles and termination handling are clearly defined, though customization is limited for highly complex or non-standard legal structures.

✓ Customer Experience & Support (4.0/5): Dedicated account management with personalized support and strong local expertise in core markets. Response times may be slower for US or EU clients due to time-zone differences.

✓ Platform & Integrations (3.7/5): Functional platform covering essential payroll and HR workflows. Automation depth and integrations with HRIS, ATS, or finance systems are more limited compared to SaaS-first EOR providers.

4.0/5

✓ Entity Ownership (4.0/5): EPG operates with a strong local setup in Singapore with its own legal entity, Easy Payroll Global Employment Services Pte. Ltd., enabling reliable execution and accountability, though flexibility is lower than providers offering highly modular structures.

✓ Onboarding Speed (4.0/5): Consistent, well-managed onboarding with clear guidance, typically completed within standard Singapore timelines.

✓ On-Site HR & Payroll Support (4.5/5): High-quality HR and payroll guidance with strong local expertise, exceeding what many non-local or partner-led EORs offer.

✓ Visa & Work Permit Support (-/5): Not ranked for Singapore due to regulatory limitations for an EOR.

✓ In-Country Compliance (4.5/5): Accurate payroll execution and strong adherence to MOM requirements and CPF contributions, ensuring high compliance reliability.

✓ Local Add-Ons (3.5/5): Core statutory benefits handled well, but limited flexibility for custom benefits, equity plans, or non-standard employment structures.

4.1/5

Pros

Deep Singapore compliance knowledge: Strong understanding of CPF, MOM rules, local leave standards, and statutory benefits.
Reliable payroll execution: Structured workflows support accurate reporting and timely monthly processing.
Local HR advisory: Practical guidance on hiring norms, job classifications, and benefit expectations in Singapore.
Stable onboarding for standard roles: Efficient for common professional roles using standard employment terms.

Cons

Limited global coverage: Focused mainly on Singapore with only partial support in selected APAC markets.
Basic software platform: Minimal automation and fewer integrations compared with larger global EOR competitors.
Low pricing transparency: Public pricing is not available and requires sales engagement.
Less suited for complex setups: Custom benefits, equity, or enterprise level frameworks may require manual workarounds.

EPG Group is well suited for SMEs and mid market companies hiring their first employees in Singapore and seeking reliable compliance, stable payroll execution, and access to local HR expertise. It also fits regional teams that want a provider focused specifically on Singapore’s statutory and administrative requirements. Companies needing multi continent hiring, high automation, or extensive customisation may find EPG too limited in scope.

How We Score & Rank Best Singapore EOR Services

While Singapore is often seen as a comparably “easy” market in Asia (which, frankly speaking, it is), mistakes in CPF contributions, payroll timing or MOM compliance can still create real legal and operational risk for any company aboard.

For this reason, our Singapore EOR rankings are based on two independent assessments that reflect both overall provider quality and real on-the-ground performance in Singapore.

🌍 Global EOR Score

The Global EOR Score measures how strong an EOR provider is across all markets, independent of any Singapore operations. It reflects overall provider maturity and how well the EOR performs once you are actively using it across one or more countries.

We assess five core categories:

Global Coverage & Services. Breadth of country coverage, delivery model (owned legal entities vs. in-country partners), and availability of services such as global payroll, contractor management, immigration support, equipment provisioning, and other scale-enabling offerings.
Pricing & Transparency. Clarity of the full cost structure, including base EOR fees, FX mark-ups, security deposits, onboarding or offboarding fees, and optional add-ons.
Payment & Contract Terms. Minimum commitments, notice periods, payroll cut-offs, invoicing cycles, security deposits, and overall flexibility to amend or exit contracts.
Customer Experience & Support. Responsiveness, escalation handling, and consistency of service delivery across regions and time zones.
Platform & Integrations. Maturity of the EOR platform, including automated contract generation, employee and manager self-service, integrations, reporting, and workflow automation.

Each category is rated from 1–5 stars, and the final Global EOR Score is the average of these ratings.

🇸🇬 EOR in the Singapore Score

The Singapore EOR Score is the more important metric for this guide. It measures how effectively an EOR executes employment locally under Singapore’s employment, payroll, and tax framework.

We evaluate the following Singapore-specific criteria:

Entity Ownership. Does the EOR operate through its own Singapore legal entity, or does it rely on local third-party partners to employ staff?
Onboarding Speed. How quickly employees can be onboarded with compliant Singapore employment contracts and payroll set up without delays.
On-site HR & Payroll Support. Availability of Singapore-based HR or payroll specialists who understand local employment practices, CPF rules, and employee relations, versus support handled offshore.
Visa & Work Permit Support. Not scored in Singapore due to regulations.
In-Country Compliance. Correct handling of MOM requirements, CPF contributions, payroll filings, tax reporting, and statutory leave obligations. In this section, we also investigate whether an EOR is offerring work permit services regardless of the regulations against it, showcasing if a provider is playing by the rules.
Local Add-Ons. Singapore-specific services such as CPF administration, private medical insurance, equipment provisioning, payroll-only services, and local HR advisory.

Each category is scored from 1–5 stars, and the Singapore EOR Score is the average of these ratings.

For the Best Employer of Record in Singapore rankings, we apply a weighted model:

Global EOR Score: 40%
Singapore EOR Score: 60%

This weighting makes sure that:

EORs with strong global branding or software but weak Singapore execution do not rank at the top
Providers with reliable local payroll, CPF handling, and MOM compliance are properly recognised
Rankings reflect long-term operational reliability, not just onboarding speed

As we continue to assess more providers and monitor service delivery in Singapore, scores are updated to reflect real-world performance, not marketing claims. Providers cannot pay to influence rankings, and affiliate relationships never affect scoring.

If you are comparing providers across multiple countries, we recommend reviewing our Best Global Employer of Record services guide, where rankings are based exclusively on global provider quality.

Hiring in Singapore: What you Need to Know

Before hiring a Singapore EOR, it’s important to learn how EORs work and which services to look for. There are a variety of contracts, payroll services, and HR support options available. By carefully considering your company’s needs and the EOR provider’s offerings, you can make the best decision for your company.

How EORs in Singapore Work

While the EOR is in charge of payroll and similar tasks, the client company must handle the day-to-day oversight of the employee’s activities. For example, the EOR must enroll the worker in the Central Provident Fund and make monthly contributions. All S Pass and Work Pass employees must also be provided with medical insurance. Meanwhile, MediSaves contributions must be made for citizens and permanent residents.

It’s important to note that there is a restriction in Singapore on using an EOR for work permit and Sing Pass purposes. Currently, Singapore only allows EORs to hire Singaporean citizens and permanent residents. They aren’t allowed to sponsor work visas. If you need a work visa for your employee, consider incorporating a local subsidiary instead.

Legislation Around Employer of Record

For a long time, foreign employers used EORs to hire employees in Singapore and get work permits. In recent years, new legislation has tightened foreign hiring. However, companies can still hire expats if they incorporate locally, get the worker to apply for permanent residency on their own, or use a few other legal routes to expat employment. For an easier option, Malaysia offers work visas through EORs and a variety of excellent EOR providers.

Holiday Pay & Work Hours

If you hire workers through a Singapore EOR, you’ll need to be mindful of holiday pay and work hours. There are 11 public holidays in Singapore that workers must be given off. If you don’t give workers these days off, they must be granted an extra day’s salary or provided with a different day off in lieu of the holiday they worked.

On top of these mandatory holidays, companies are also required to give their employees annual leave after employees reach 90 days of service. This leave requirement starts out at seven days for the first year, and then a day is added for each subsequent year of service. The maximum amount of required leave is 14 days.

When employees work up to eight hours, they must be granted a 45-minute meal break. Workers are allowed to work up to nine hours a day and 44 hours a week if they work five days a week or less. Employees who work more than five days a week are limited to working eight hours a day and 44 hours a week. To work more than this, employers must follow special rules and obtain the worker’s written consent.

Sign-On Bonuses & Taxes

In Singapore, discretionary and annual bonuses are fairly common. Normally, the amount given is about a month’s salary, but these bonuses can add up to as much as two to three months’ salary during good economic times. Sign-on bonuses can also be given in Singapore, and they are taxed like normal income.

Employment Contracts

In a Singapore employment contract, you’ll typically see a few common employment terms and requirements.

Name of employee
Name of employer
Working arrangements
Job title and responsibilities
Base salary
Salary period
Fixed deductions
Fixed allowances
Overtime rate of pay
Overtime payment period
Leave options
Bonuses
Incentives
Medical benefits
Notice period
Termination period

Mandatory Health Insurance

For Singapore permanent residents and citizens, the employer must contribute to MediSave. Work Permit and S Pass holders must be provided with medical insurance worth $60,000. You are not allowed to pass this cost on to the worker.

Sick Leave Compliance

To qualify for sick leave, the worker must be certified as unfit for work by a registered medical practitioner. If the employee meets the eligibility requirements and notifies their employer within 48 hours, they can receive up to 14 days off. Singapore also requires employers to offer paid hospitalization leave, which can last up to 60 days.

Taxation & Payroll in Singapore

Singapore does not require income tax to be withheld from the monthly payroll. Instead, the employee is obligated to file and pay this tax each year. For workers who are Singapore permanent residents or citizens, employers must contribute to the Central Provident Fund (CPF). The contribution rate is based on the employee’s age and salary level. Currently, the employer’s portion of the contribution ranges between 7.5% and 17%.On top of the CPF, employers must contribute to the Skills Development Fund (SDF) and the Foreign Worker Levy (FWL). The SDF is 0.25% of the employee’s wages, with a minimum of $2. Meanwhile, the FWL is required from all employers who hire someone using a work pass or S pass.

Frequently Asked Questions (FAQs)

Setting up a business in Singapore can feel intimidating. There are many different employment laws to consider, and finding the right EOR can be challenging. To make this process a little easier, we’ve compiled some of the most frequently asked questions about Singaporean EORs.

While it’s possible for an EOR to create PE risk in Singapore, it all depends on how it is structured. For example, an EOR that has the power to negotiate on your behalf or that engages in your core business activities could create PE risk. To avoid establishing PE risk, you need to work with an EOR that understands Singapore’s rules.

In reality, EORs are an important way to avoid PE risk. As long as they set up your employment contracts correctly, they can help you avoid creating a fixed branch in the country and serving as the worker’s employer. EORs also prevent any direct connection between your local employees and your revenue generation.

Absolutely. Under the Employment of Foreign Manpower Act of 1990, the MOM has a duty to regulate work passes. The MOM will have oversight if you employ workers in Singapore. Since 2024, the MOM has also prohibited EORs from applying for work passes for foreign employees.

Under MOM rules, EORs have not been allowed to sponsor employment passes or work visas since 2024. EORs are only able to hire Singaporean citizens and permanent residents. However, there are more lenient visa options in Malaysia for expats who are looking for an accessible visa option in Southeast Asia.

If an EOR fails to pay CPF contributions and taxes, it can lead to significant fines and penalties. Late payments are charged 18% interest per year. The EOR also has to pay a penalty worth $1,000 to $5,000 per offense. For repeat offenders, this fine jumps to $2,000 to $10,000. If someone deducts the employee’s share of CPF contributions but fails to pay them, they can be charged $10,000 and receive a jail sentence of up to seven years.

Termination notices must be given in writing. Under Singapore law, the statutory notice period for termination depends on the employee’s length of employment. The following are the notice periods required for each length of service.

Under 26 Weeks of Service: 1 day
26 Weeks to Less Than 2 Years of Service: 1 week
2 Years to Less Than 5 Years of Service: 2 weeks
5 Years of Service or More: 4 weeks

Your EOR will process payroll and withhold the correct amount of taxes each month. Then, these taxes are remitted in accordance with the law. As the EOR, it is their duty to ensure the correct amount of CPF taxes has been paid. They will also make sure that health insurance benefits, leave, and other mandatory benefits are provided. By processing payroll, managing benefits, and remitting taxes, the EOR can ensure you are in legal compliance.

Written by

Courtney Pocock

Courtney Pocock is a Copywriter & EOR/PEO Researcher at Employsome with 15+ years of experience writing for the HR, corporate, and financial sectors. She has a strong interest in global business expansion and Employer of Record / PEO topics, focusing on news that matters to business owners and decision-makers. Courtney covers industry updates, regulatory changes, and practical guides to help leaders navigate international hiring with confidence.

Our content is created for informational purposes only and is not intended to provide any legal, tax, accounting, or financial advice. Please obtain separate advice from industry-specific professionals who may better understand your business’s needs. Read our Editorial Guidelines for further information on how our content is created.