Employer of Record Singapore

Think of it like this: Agility EOR becomes the legal employer of your employees, taking care of all the paperwork and compliance headaches.

Agility EOR

• We manage the onboarding process and ensure everything’s in order before your employee starts
• We make sure your employees are treated fairly and compliantly in their relevant territory
• We take care of all HR matters, and can answer any and all HR queries you may have e.g. maternity/paternity leave, holidays, sick pay, and more
• We provide compliant contracts, process local payroll, and file taxes
• We issue payslips and handle payments to the employee and authorities

Your Company

• You find and manage your employees’ daily tasks
• You support their development through their work
• You follow our guidance on employment laws and best practices
• You ensure payroll bills are paid to Agility EOR on time

Benefits of using an Employer of Record (EOR)

• Faster and easier hiring: No need to set up your own legal entity.
• Reduced risk and compliance burden: We handle the legal and administrative complexities.
• More time and resources: Focus on your core business while we manage your employees.

There are various ways to employ people in Singapore, each with differing levels of costs and compliance:

Employee is employed by you and paid by you from your overseas Company

• Pros: It seems to be the most economical and convenient option.
• Cons: Failure to comply with mandatory social security contributions as required by law, with Singapore employment regulations affecting the employee.

Entity Set-up

• Pros: Choosing this option may be the most cost-effective solution for recruiting a significant number of employees, typically exceeding 15.
• Cons: Establishing a legal business entity and complying with Singapore’s labor and tax regulations can require a significant investment of both finances and time, especially for smaller businesses. This approach is often impractical for companies with fewer than 15 employees.

Using an Employer of Record

• Pros: Employing an Employer of Record service in Singapore is the best way to efficiently handle payroll, HR, and compliance tasks, especially for small teams with less than 15 members.
• Cons: It can be expensive when hiring many employees. Selecting the right Employer of Record provider can also be challenging.

Hire a contractor in Singapore

• Pros: This option is budget-friendly when the employee is not tied to your company and can have someone else cover their responsibilities on days off.
• Cons: Hiring a full-time employee exclusively for your company without the correct employment status is against the law in Singapore. The consequences for misclassifying employees can include fines and criminal charges.

Yes, if a worker is exclusively dedicated to your company and follows your organization’s instructions, they must be categorized as an employee according to Singapore employment laws.

Failing to do so is a violation of the law and can result in severe penalties, including unpaid vacation pay and social security contributions, the requirement to set up a local office, and potential legal action from the employee for violating their employment rights.

Setting up your business in Singapore starts with registering it with the Commercial Register and getting a trade license from the appropriate authorities. However, beyond the initial steps, tasks like setting up a physical office for tax purposes, opening a local bank account (often requiring in-person presence), using payroll software that complies with Singapore regulations, and meeting tax filing requirements can make the process more complex.

Hiring people in Singapore means adhering to specific legal obligations is crucial for HR compliance. In essence, it means ensuring your company strictly adheres to all employment and work practice regulations. However, HR compliance in Singapore is more than just following rules; it protects both your employees and your business. By complying with employment regulations, you ensure fair treatment for your workforce, covering areas such as sick leave, annual leave, minimum wage, and proper working hours. This not only promotes a positive work environment but also reduces the chances of facing financial penalties, legal consequences, and potential lawsuits due to non-compliance.

By teaming up with Agility EOR as your Employer of Record in Singapore, you can streamline tax and social security responsibilities. We take care of all employee-related paperwork and payments, guaranteeing full compliance and allowing you to concentrate on managing your business worry-free.

Agility EOR manages Singapore employment law and compliance, while your company is accountable for daily team management, handling performance concerns, implementing disciplinary measures, and promoting a positive work environment through transparent communication.

Agility EOR handles the legal side of things in Singapore , so you can focus on managing your team and their daily tasks.

In Singapore, both employers and employees have to pay taxes. Employers make contributions to the Central Provident Fund and Skills development fund for all employees who are Singapore citizens or Permanent Residents. Employees contribute to the Central provident fund and pay personal income tax.

Employees under a Singapore Employer of Record are entitled to legal protections and a standard employment contract. This encompasses statutory benefits such as maternity leave, annual leave, and sick pay, as well as relevant tax credits. It’s crucial to highlight that the Singapore public healthcare system offers coverage to all residents, not just employees.

Agility EOR handles the administrative burden of HR compliance for you:

Trusted Partners: Agility EOR works closely with top Singapore employment lawyers and advisors to ensure strict adherence to local legal requirements in employment contracts and other essential documents.

Comprehensive Understanding: We possess extensive knowledge of various aspects of Singapore employment law, such as payroll, social security, data privacy, notice periods, and remote work regulations.

Timely Response: Our internal team is readily available to provide immediate assistance whenever an issue arises.