Employment
Legal employment for your global team
EOR (Employer of Record)
Your global team, locally employed
Work and Compliance
Global work management
HR, Payroll & Benefits
Manage all admin tasks from one place
Global Employee Benefits
Premium benefits for your global team
Relocation and Visa
Relocate your team anywhere
Employment Contracts
Localised employment contracts
Employer of Record (EOR) in Singapore
Looking to grow in Singapore without a legal entity? With Native Teams’ EOR services, you can hire employees in Singapore quickly and compliantly. We act as the legal employer on your behalf, so you can focus on operations and performance, while we take care of the paperwork.
How does an EOR in Singapore work?
When you use EOR services, the employment duties become the responsibility of the EOR provider. In other words, Native Teams takes on the role of a legal employer, managing payroll, taxes, and other administrative duties.
Your only responsibility would be to make payments so we can continue providing our services to you. In that way, you can continue to oversee your employees’ daily work without worrying about all the paperwork and compliance.
Who can use EOR services in Singapore?
Our EOR services are designed for businesses of all sizes — from startups testing new markets to established enterprises expanding global operations. Whether you're hiring one employee or building a local team, an EOR gives you the speed and flexibility to scale without the overhead of setting up a subsidiary.
If you're a company without an entity in Singapore, but need to hire full-time staff, manage distributed teams, or comply with local labour laws, EOR services are the most efficient solution.
Features of Native Teams EOR services in Singapore
By working with Native Teams, you can give your employees in Singapore a legitimate work status and compliant employment contracts.
Native Teams facilitates HR management and keeps employee documentation on the dashboard, which you can access instantly with one click.
Calculating pay, taxes, benefits, and deductions for your foreign employees can be challenging. Our payroll calculators simplify the process by allowing you to manage payroll for every employee worldwide on a single platform.
In Singapore, your recently recruited employees are eligible for all mandatory benefits, such as healthcare, worker’s compensation insurance and paid sick leave. Additionally, if you'd want, you can provide extra advantages like wellness options and gym memberships.
Explore Singapore’s labour laws in our hiring guide.
What legal requirements exist for employment in Singapore
Before hiring people or conducting business in Singapore, employers are required to register as a legal corporation.
Employers doing business in Singapore are required to be aware of and abide by the country's tax laws, which cover both corporate taxes and the withholding and repatriation of employee taxes.
Employers must give their staff employment contracts that adhere to Singapore labour regulations. Singapore has two kinds of employment contracts: contracts with restricted (fixed) terms and contracts with unlimited terms.
Employees have a right to a minimum of seven days of annual leave throughout their first year of employment. The annual leave rises by one day each year until it reaches 14 days in the eighth year.
Singaporean local labour laws regulate working hours, minimum wage requirements, termination procedures, and paid leave policies, which employers must follow. To reduce any legal risks, businesses should keep up with the latest laws and regulations.
Employers are required by law to precisely calculate, deduct, and send income taxes and social security contributions from their workers' paychecks to the appropriate Singaporean tax authorities.
Please note that Singaporean laws and regulations can change. So, it’s important to keep abreast of the latest developments regarding labour law.
Why choose Native Teams as your Singapore Employer of Record?
Native Teams has established its presence in 85+ countries, including Singapore, so you don’t have to go through the time-consuming process of opening a legal entity in the country. Our team of experts is knowledgeable about administrative matters such as tax compliance, crafting employment contracts, and ensuring full compliance with Singaporean labour laws. With the paperwork out of the picture, you can expand and work just like a local!
What you need to know?
An Employer of Record (EOR) is a third-party organisation that takes on the legal responsibilities of employing workers on behalf of another company. The EOR handles tasks such as payroll, tax compliance, benefits, and ensuring adherence to local labour laws.
The cost of EOR services in Singapore depends on the number of employees you plan to hire and the level of support you require. Native Teams offers simple, competitive pricing that includes full compliance, payroll, contracts, and benefits management. To know more about our plans, please visit our pricing page.
An EOR fully assumes the legal responsibilities of employment, including payroll, taxes, and compliance, while a PEO shares these responsibilities with the client through a co-employment arrangement. EORs are ideal for businesses expanding into new markets without setting up legal entities, while PEOs are better suited for companies already operating in a country that want to streamline HR operations.
EOR providers act as legal employer on behalf of companies, managing payroll, benefits, and employment contracts while ensuring compliance with labour laws. They mitigate risks by assuming liability for employment issues and provide HR support, allowing businesses to focus on their core activities.
Yes, using an EOR in Singapore is fully legal and complies with Singaporean labour regulations. International businesses often use EOR services to expand into the Singaporean market.
An EOR helps businesses avoid the complexities of establishing a legal entity in Singapore. It handles all legal employment responsibilities, such as payroll and compliance, and offers the flexibility to scale operations without the challenges of shutting down a company if business needs change.
There is no legal limit to the number of employees a company can hire in Singapore as long as labour laws are adhered to. The number you can hire depends on your business needs, financial capacity, and ability to manage your workforce effectively.