🇸🇬 Hiring in
Singapore
What every employer needs to know before hiring in Singapore — contracts, payroll setup, social security, and HR compliance obligations.
Key Employment Facts — Singapore
Minimum Wage
—
Annual Leave
7 days
Notice Period (min)
1 day
Probation Period (max)
3 days
Maternity Leave
16 weeks
13th Month Pay
Not required
How to Hire in Singapore — Step by Step
Verify your hiring structure
Decide whether to hire via a local legal entity, a Professional Employer Organisation (PEO), or an Employer of Record (EOR). An EOR lets you hire in Singapore without setting up a local company.
Issue a compliant employment contract
All employees in Singapore must receive a written employment contract. It must cover job title, salary, working hours, notice period, and leave entitlements before or on the first day of employment.
Register for payroll and tax
You must register with the relevant Singapore tax authority before making any salary payments. Payroll must be run in local currency and employer contributions must be filed on time.
Enrol in social security
Employers in Singapore are required to enrol employees in the national social security scheme from day one. Both employer and employee contributions are mandatory.
Run compliant payroll
Pay must meet the statutory minimum wage, be paid on the agreed frequency, and include all mandatory deductions. Keep payslip records for the legally required retention period.
Understand termination rules
Notice periods, severance, and redundancy rules in Singapore are governed by employment law. Always seek local legal advice before terminating an employment contract.
Contractor Classification Rules — Singapore
How Singapore distinguishes employees from independent contractors, and the risks of misclassification.
Classification Test
Multi-factor test — MOM Tripartite Guidelines on Wrongful Dismissal + Employment Act scope
Key Classification Factors
- ✓Control over work performance
- ✓Integration into business
- ✓Tools and equipment
- ✓Economic risk
- ✓Exclusivity
- ✓Continuity of engagement
Misclassification Penalties
Back-payment of CPF contributions (employer and employee shares) for up to 1 year. CPF Board can impose late payment interest. MOM can investigate and order remediation. Civil court claims for employment entitlements.
Off-Payroll / IR35 Equivalent
Singapore has no IR35 equivalent. CPF Board rules determine CPF contribution obligations.
Platform Worker Law
Platform Workers Act 2024 — enacted September 2024. Requires CPF contributions for platform workers (ride-hail, delivery) from 2025. MOM estimates 70,000+ platform workers affected.
Safe Harbour Criteria
Written service agreement, UEN registration for business entity, GST registration (if turnover >SGD 1 million), invoicing, multiple clients, own work tools, SDL payment where applicable.
Singapore's Platform Workers Act 2024 is landmark legislation requiring CPF contributions for ride-hail and delivery platform workers from 2025. This brings Singapore closer to treating platform workers as employees for social protection purposes. Traditional contractor classification follows MOM guidelines. Self-employed persons (SEPs) must contribute to Medisave (CPF) but are not eligible for CPF Ordinary Account contributions unless they are platform workers from 2025.
Work Permits — Singapore
Main visa and work permit routes for hiring foreign nationals in Singapore.
Employment Pass (EP)
Processing
3–8 days
Validity
24 months
Cost
Varies
Sponsor Needed
Yes
Main work pass for foreign professionals in Singapore. Minimum fixed salary SGD 5,000/month (SGD 5,500 for finance sector) from 2024. Candidates assessed via COMPASS (Complementarity Assessment Framework) points system. Employer must advertise on MyCareersFuture for 28 days before applying (Jobs Growth Incentive waiver available). Tied to employer.
Official source ↗S Pass
Processing
3–8 days
Validity
24 months
Cost
Varies
Sponsor Needed
Yes
For mid-skilled foreign workers. Minimum fixed salary SGD 3,150/month (SGD 3,650 for financial services) from 2024. Quota: max 10% of workforce for services sector, 15% for most other sectors. Employer must pay MOM monthly levy (SGD 450-650 per S Pass holder). Diploma/degree or relevant experience required.
Official source ↗Personalised Employment Pass (PEP)
Processing
3–8 days
Validity
36 months
Cost
Varies
Sponsor Needed
No
For high-earning EP holders or overseas foreign professionals. Minimum last drawn salary SGD 12,000/month or overseas fixed salary SGD 22,500/month. Not tied to employer — can switch jobs freely. Valid 3 years, not renewable. Must earn at least SGD 144,000/year while on PEP.
Official source ↗EOR Intelligence
Skip the entity setup — hire via EOR in Singapore.
An Employer of Record handles all local compliance on your behalf.
This guide is for informational purposes only and does not constitute legal or HR advice. Employment law in Singapore is subject to change. Always consult a qualified local employment lawyer before hiring.
About This Guide
- ✓ Sourced from official government publications
- ✓ Updated monthly — always current rules
- ✓ For guidance only — not legal advice
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