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Singapore

Employing and managing employees in Singapore involves following specific procedures and regulations.

Here's what you need to know

  • Type of Contract:
    The most common types of employment contracts in Singapore are permanent, fixed-term, and part-time contracts.

  • Contract Requirements:
    Employment contracts in Singapore must be in writing and include specific terms, such as job description, salary, working hours, and duration of the contract.

  • Probationary Period:
    Employers are allowed to include a probationary period in employment contracts. The maximum length of the probationary period is 3 months for non-executive employees and 6 months for executive employees.
  • Minimum Wage:
    There is no official minimum wage in Singapore, but employees must be paid a salary that is reasonable for the type of work they are performing.

  • Central Provident Fund (CPF):
    Employers are required to contribute to the CPF for their employees. The contribution rate is a minimum of 17% of the employee's gross salary, with the employer contributing 9% and the employee contributing 8%.

  • Income Tax:
    Employees in Singapore are subject to income tax. The amount of tax depends on the employee's salary and other factors.
  • Employment Pass:
    If you're employing foreign workers in Singapore, they may require an Employment Pass (EP) or S Pass. These passes are issued by the Ministry of Manpower (MOM) and have specific requirements and eligibility criteria.

  • Leave Entitlements:
    Employees in Singapore are entitled to various types of leave, such as annual leave, sick leave, and maternity leave. Employers must comply with the specific requirements and regulations for each type of leave.

  • Termination of Employment:
    Employment contracts in Singapore may be terminated by either the employer or the employee. The process for terminating employment must follow specific legal requirements.
Overall, employing and managing employees in Singapore requires attention to specific regulations and requirements. Working with a local expert in employment and payroll can help ensure that you’re meeting all the legal requirements and providing a positive employment experience for your staff.

Looking to take on the global marketplace with confidence?

Contact us today to discover how Agile HRO can fast-track your EOR quickly and compliantly with the local laws of any country. Expansion is not an easy process, but we are here to help your business overcome those challenges.

Quick Hassle-Free Market Entry

Agile will help you hire and onboard talent across countries within a week and even less in many cases. So, you can get up and running in a completely new country in a short period.

Cost Effective

Hiring employees without the need to set up a legal entity in countries will help save a lot of time, sometimes up to 85%. In addition, you will not have to worry about establishing a foreign entity and all the maintenance costs that come with it.

Employee Onboarding
As an expert in local laws and regulations, we can help you adhere to the local and national regulations, including the market norms. We offer a ‘ready-made’ HR support infrastructure that takes the guesswork out of hiring international employees.
Payroll Management

Agile handles international payroll processing in adherence to the local rules of a country’s local jurisdiction. It includes utilizing manual as well as automated processes to ensure the local workforce gets their pay after allowing all the right deductions.

Onsite HR & Legal Team
Our team comprises experts who offer local legal guidance through employee onboarding, benefits distribution, HR compliance, contract renewals, termination, and more.
Stay Compliant with Local Laws
By hiring us, you can outsource the complex task of regulatory compliance to the experts. We ensure your company, intellectual property, and support employees are all well-protected.

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