SINGAPORE PEO & EOR
Hire in Singapore without a local entity today
As a Global PEO & EOR service provider, we pride ourselves on our global reach, in-country knowledge, and ability to swiftly and efficiently mobilize workers around the world. Our robust PEO/EOR covers everything from global HR, payroll, compliance, in-country support, immigration, visas, and more.
Get started and hire in Singapore today with Gibson Watts Global.
DID YOU KNOW
- Alongside its main island, Singapore is made up of an additional 63 islands, most of which are uninhabited.
- Chewing gum has been banned in Singapore since 1992.
- Singapore’s time zone has changed 6 times since 1905.
- Singapore is the largest port in Southeast Asia, and one of the busiest in the world.
Forget software,
this is expansion
with a human touch
Singapore EOR Services
The Solution to Hiring in Singapore
Hiring talent from Singapore offers numerous advantages for foreign companies looking to expand their operations in Asia. As a global business hub with a highly educated and skilled workforce, Singapore provides access to top-tier professionals across various industries, particularly in technology, finance, and research. The country’s strong emphasis on education, innovation, and continual skills development ensures that its workforce remains competitive on the global stage.
Furthermore, Singapore’s strategic location in Southeast Asia, combined with its excellent infrastructure and connectivity, allows businesses to tap into a vast regional market. The politically stable environment, robust legal framework, and transparent business policies make Singapore an ideal place for foreign companies to hire talent whilst ensuring compliance with labor regulations. Additionally, Singapore’s unique cultural blend of Eastern and Western influences fosters a dynamic, collaborative work environment that facilitates seamless communication between international teams.
At Gibson Watts Global, we help businesses seamlessly hire Singapore nationals through our Employer of Record (EOR) services, allowing companies to expand their workforce in Singapore. Our EOR solution takes care of all legal, compliance, and payroll responsibilities, ensuring that businesses can quickly onboard talent whilst adhering to local labor laws. With our expertise in managing employment contracts, taxes, and social contributions, we simplify the process and enable businesses to focus on growth and operations in the dynamic Singaporean market.
Whilst Singapore’s strict regulations and labor laws make it difficult for EORs to hire expat workers, with Gibson Watts Global’s PEO services, you can focus on running your business and growing your operations, whilst we handle the complexities of local labor laws, employment contracts, and other HR responsibilities in Singapore. Our team ensures that your business complies with Singapore’s regulations, helping you avoid any legal issues or delays that can arise from international expansion.
Working in Singapore
Financial Year Dates
In Singapore, the financial year typically follows the calendar year, from 1st January to 31st December. Businesses may choose to adopt a different financial year depending on their accounting needs, but the calendar year is the most commonly used for tax purposes.
Minimum Wage
Singapore does not have a national minimum wage. However, the government encourages businesses to offer fair compensation through the Progressive Wage Model (PWM), which ensures that workers in specific sectors, such as cleaning, security, and landscaping, receive fair pay in line with the industry’s standards.
Key Principles of the PWM:
- Wage Progression: The PWM sets a clear pathway for wage increases based on workers’ skills and the complexity of their jobs. As workers gain experience and acquire new skills, their wages gradually increase.
- Skills Upgrading: The model emphasizes the importance of continuous learning and skills development. Employers are encouraged to invest in training programs to help their workers improve their skills and advance their careers.
- Productivity Improvement: The PWM is linked to productivity gains. By investing in training and technology, employers can improve their workers’ productivity, which in turn justifies higher wages.
- Tripartite Collaboration: The PWM is developed and implemented through collaboration between the government, unions, and employers. This tripartite approach ensures that the needs and concerns of all stakeholders are considered.
Standard working hours
Singapore follows a standard 9-hour work schedule per day for a 5-day work week. Employers must provide break times of at least 45 minutes per working day after 6 to 8 hours of work.
Overtime
Employees in Singapore are entitled to overtime pay for any hours worked beyond the standard 44 hours per week. Overtime pay is calculated at a minimum of 1.5 times the employee’s regular hourly rate. Overtime applies only to non-managerial and non-executive employees who earn a monthly salary of less than SGD 2,600. Generally, employees can work up to 72 hours of overtime per month.
Holiday Allowance
Singaporean employees are entitled to a minimum of 7 days of paid annual leave after their first year of service.
This entitlement increases by 1 day each year, up to a maximum of 14 days after 8 years of service.
Sick Leave
Employees in Singapore are entitled to paid sick leave, which is typically 14 days for outpatient treatment and 60 days for hospitalization if they have been employed by the same employer for at least 3 months. Employees must provide a medical certificate to receive paid sick leave.
