PEO Service in Singapore
Hire, Onboard and Pay Employees in Singapore Quickly and Efficiently
Hiring in Singapore at a glance
Fines of up to SGD 60,000 and 6-12 months of prison time, plus back payment of employee’s entitlements
Singapore is the least corrupt city in Asia, and the fifth least corrupt in the world.
Horizons helps your business navigate Singapore’s labor laws and regulations. Horizons’ Singapore PEO solutions manage and process all employee payments and deductions, as well as absorbing all local employment liabilities. Partnering with our Singapore PEO & Employer of Record means a quick, cost-effective, and compliant way to enter the Singapore market.
Horizons helps your business navigate Singapore’s labor laws and regulations. Horizons’ Singapore PEO solutions manage and process all employee payments and deductions, as well as absorbing all local employment liabilities. Partnering with our Singapore PEO & Employer of Record means a quick, cost-effective, and compliant way to enter the Singapore market.
The Singapore PEO fees model is as simple as the service. Unlike some companies that charge a percentage of the payroll under management, Papaya Global’s prices are fixed – one price per employee, per month. You can plan your expansion budget well in advance because the total will always be predictable.
That fee is not just for the EoR service. It includes everything you need to run a payroll operation, including real time business intelligence, so you always know how much you’re spending on your global workforce and which locations have the best return on investment.
Singapore is desirable for multinational corporations interested in expanding their remote workforces. Not only does Singapore have tax rates that are among the lowest in the world, but English is also one of the country's four official languages, making it an excellent location for international employment opportunities.
In addition, during the past few years, the government of Singapore has made significant financial investments in the human capital of the country in an effort to produce a labour force that is highly skilled and capable of competing successfully on the international market. The Organization for Economic Co-operation and Development (OECD) places the nation at the top of the list when it comes to the numeracy abilities of its young workers.
Through the Gloroots’ Recrew platform, you can discover amazing talent in Singapore.
Growing a team means hiring the right employees at the right time and for the appropriate positions. Employers in Singapore must have a local legal organisation and use local resources to handle compliance, payroll, tax, and benefits management. The complexity of employment regulations in Singapore demands compliance with employment laws.
With Gloroots’s global Employer of Record (EoR) service, you can let Gloroots do the heavy lifting of payroll, tax, benefits, and compliance and concentrate on what matters to you most: your employees and company growth.
Singapore treats contractors, sole proprietors, self-employed individuals and full- time workers differently and there are significant risks associated with misclassification.
The Employment Act and common law are the two fundamental foundations upon which Singapore's employment law is built. The Child Development Co-Savings Act, the Employment of Foreign Manpower Act, the Work Injury Compensation Act, and the Workplace Safety and Health Act are a few examples of other pieces of legislation that have contributed to the development of employment law.
Employing workers in Singapore represents a significant financial investment and a long-term commitment due to the country's employment law, which guarantees high working standards and offers robust safeguards for workers. In a number of different fields, temporary employment agencies are common choices.
Employment contracts in Singapore can take a few different forms, and they are not required to be written down to be legally legitimate. However, a written employment contract is recommended for employees working in Singapore as it is the best practice.
It’s important for employers to understand the intricacies of these programs before making a hire.
This might sound overwhelming—but it doesn’t have to be. A solution like Gloroots eliminates the barriers for you. With Gloroots’ Employer of Record offering, hiring and managing employees globally is a piece of cake.
Get an overview of what you need to know when hiring in Singapore.
The Employment Act and common law are the two fundamental foundations upon which Singapore's employment law is built. The Child Development Co-Savings Act, the Employment of Foreign Manpower Act, the Work Injury Compensation Act, and the Workplace Safety and Health Act are a few examples of other pieces of legislation that have contributed to the development of employment law.
The Employment Act and common law are the two fundamental foundations upon which Singapore's employment law is built. The Child Development Co-Savings Act, the Employment of Foreign Manpower Act, the Work Injury Compensation Act, and the Workplace Safety and Health Act are a few examples of other pieces of legislation that have contributed to the development of employment law.
The Employment Act and common law are the two fundamental foundations upon which Singapore's employment law is built. The Child Development Co-Savings Act, the Employment of Foreign Manpower Act, the Work Injury Compensation Act, and the Workplace Safety and Health Act are a few examples of other pieces of legislation that have contributed to the development of employment law.
The Employment Act and common law are the two fundamental foundations upon which Singapore's employment law is built. The Child Development Co-Savings Act, the Employment of Foreign Manpower Act, the Work Injury Compensation Act, and the Workplace Safety and Health Act are a few examples of other pieces of legislation that have contributed to the development of employment law.
