Singapore is a leading Asian hub with a skilled, English-speaking workforce and business-friendly rules. All-in employer cost runs around 1.17x the gross salary for locals. Here is what to know before your first Singapore hire.
Employment is governed by the Employment Act, with the Central Provident Fund (CPF) mandatory for citizens and permanent residents. Foreign employees are not on CPF but need a valid work pass. Written key terms are required.
There is no general minimum wage. A Progressive Wage Model sets floors for specific sectors and local-qualifying-salary rules apply for hiring foreigners*.
Monthly payroll. An annual wage supplement (a '13th month') is common by contract but not mandatory.
There are 11 gazetted public holidays a year, with a day off or extra pay if worked.
Written key employment terms are required. Probation is commonly three to six months, and a valid work pass is needed for foreigners.
For citizens and permanent residents, the employer pays CPF of up to 17% (tapering with age), plus a small skills levy. Foreign employees carry no CPF but require levies or passes.
CPF applies up to a monthly wage ceiling, and the employer rate steps down as employees get older. Foreign staff are outside CPF.
Singapore does not operate PAYE withholding for locals; employees settle their own income tax, though tax clearance is required for departing foreigners. CPF deduction is the employer's job, which under EOR means ours.
Seven to fourteen paid days a year under the Employment Act, rising with tenure; many employers offer more.
16 weeks of government-paid maternity leave for eligible mothers of citizen children (12 weeks otherwise).
Two weeks of government-paid paternity leave, plus shared and childcare leave for eligible parents.
Up to 14 days of outpatient and 60 days of hospitalisation sick leave a year once past the qualifying period.
Either side can end the contract with the notice stated in the contract, from one day to four weeks by tenure, or pay in lieu.
There is no statutory retrenchment benefit, but two weeks to a month per year of service is the norm for eligible employees under guidelines.
Commonly three to six months, often with shorter notice during the period.
Misclassifying an employee as a contractor can create back CPF and Employment Act liabilities; the authorities weigh control and economic dependence.
*All figures are estimates from public sources (2025-26), pending ops verification - same basis as the EOR cost calculator. Not tax or legal advice.
Compliant Singapore employment contract, payroll, CPF, and benefits, handled. One invoice, flat $399 per month.