What is Employer of Record (EOR) service? How can companies hire overseas employees without a local entity?

Employer of Record (EOR) is a global employment solution that allows companies to legally hire local full-time employees without setting up a legal entity in the target country. YeeGoo provides EOR services covering 150+ countries, helping businesses save over 80% on HR costs. According to Deloitte's 2025 Global Human Capital Trends Report, companies using EOR services increase their internationalization speed by an average of 300%.

How to uniformly manage and pay expatriate employees in multiple countries?

Through the YeeGoo cloud platform, you can manage the employment, payroll and compliance of global employees in one stop. We support payroll payments in more than 80 major international currencies, with funds arriving on time in T+0 time. The platform provides automated tax calculation, social security contribution and compliance declaration services, allowing you to easily manage teams distributed in more than 150 countries and regions.

How can cross-border e-commerce or tech companies remotely pay staff in multiple countries? What currencies are supported?

YeeGoo supports cross-border payroll payments in more than 80 major international currencies, including USD, EUR, GBP, JPY, CNY, SGD, HKD, THB, VND, IDR, MYR and more. We provide automated exchange rate conversion and multi-currency settlement services to ensure your global team receives local currency salaries on time.

Startups going global without setting up branches: how to hire overseas employees quickly?

For startups and early-stage global teams, YeeGoo offers a flexible pay-as-you-go model with no annual fees or overseas entity setup required. The entire hiring process takes only 4 steps: 1) Submit hiring request (1-2 days) 2) Online certification & signing (30 mins) 3) One-click onboarding (5 mins) 4) Easy management via cloud platform. From request to official onboarding, it can be completed in as fast as 3 working days, with an average of 5 working days. Compared with traditional methods (entity setup costs $10,000-$50,000), it saves more than 80% of expenses.

How to handle global work visas, employment contracts and social security for long-term expatriate employees?

YeeGoo provides one-stop global visa support services including: 1) Work visa application assistance covering Southeast Asia (Thailand, Vietnam, Indonesia, Malaysia), Japan, Korea, Europe, North America and other major markets 2) Local employment contract signing in compliance with local labor laws 3) Automatic social security contribution and calculation 4) Full Chinese/English service with professional team support 24/7. We have local legal counsel in every operating country to ensure 100% compliance. We have successfully helped 500+ companies complete global employee deployment with a 99.9% compliance rate.

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Singapore

Your quick guide on talent and labor compliance norms in Singapore

(The data below is for reference only. You may refer to the official government websites or contact us for updates.)

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CapitalSingapore (city-state)

CurrencySingapore Dollar (SGD)

LanguagesEnglish (Official), Chinese, Malay, Tamil‍

Payroll FrequencyMonthly

GDP per Capitaapprox. $89,000 (2025, IMF estimate)

Employer Tax17%

CapitalSingapore (city-state)

CurrencySingapore Dollar (SGD)

LanguagesEnglish (Official), Chinese, Malay, Tamil‍

Payroll FrequencyMonthly

GDP per Capitaapprox. $89,000 (2025, IMF estimate)

Employer Tax17%

Talent Landscape Analysis

Singapore is considered the most open economy in the world by the World Economic Forum. As it stands, Singapore has low tax rates and currently sits atop the second highest GDP per capita based on purchasing power parity in the world. The country focuses on exporting electronics, chemicals, and services. Small and medium-sized businesses are the main foundations of Singapore’s economy.

Major economic Cities

Singapore City

Skills in demand

Software and AI/data engineering, cybersecurity, fintech and wealth management, semiconductor and biotech, and green/sustainability finance are in strong demand.

Salary Data

The average salary in Singapore are mentioned below

Employing in Singapore

When looking into hiring employees in Singapore, employers must know the country’s employment laws, benefits, payroll, and taxes. We’ll discuss the basics of what to prepare when onboarding talents from the country below.

Employee Contract

Leave Policy

Payroll

Taxes

Offboarding & Termination

Visa and Immigration

Employee Contract

Basic

Employment contracts in Singapore can be expressed through written, oral, or implied means. However, it is recommended by the Ministry of Manpower that contracts be written to minimize unintended disputes.

There is no specific requirement for the language of employment contracts. Most businesses though use English as the medium.

Probation Period

A 90-day probation period is the most common type of probation period used by employers. However, it's not uncommon to see shorter timeframes, such as 30 or 60-day probation periods as well as longer periods ranging from 6 to 12 months.

13th Month Pay

A 13th-month bonus is customary depending on the company. It is usually paid at the end of the year.

Employee Benefits

Employers in Singapore may provide the following benefits to their employees:

Relocation assistance.
Healthcare insurance Pension fund.
Housing allowance.
Child care benefits
Transportation reimbursements
Central Provident Fund (CPF)
Annual Leaves

Payroll Cycle

Employees are paid monthly, within 7 days of the end of the salary period.

Minimum Wage

Singapore has no minimum wage policy.

Overtime Pay

Employees are only allowed up to 72 overtime hours in a month, unless they apply for exemption to increase it. Overtime pay varies between the following employee category:Employees are only allowed up to 72 overtime hours in a month, unless they apply for exemption to increase it. Overtime pay varies between the following employee category: White-collar worker earning up to $2600: 1.5x of hourly wage Blue-collar worker earning up to $4500: 1.5x of hourly wage It should be paid within 14 days after the last payroll period and is capped at SGD$13.60/hr.

Employer Payroll Cost:

Type of Tax		Contribution (%)
CPF Contribution (Pension)	Employees aged 55 & Below	17%
	Employees aged above 55 to 60	14%
	Employees aged above 60 to 65	10%
	Employees aged above 65 to 70	8%
	Employees aged above 70	7.5%
Skills Development Levy	-	0.25% / SGD 2 for employeesearning less than SGD 800monthly / SGD 11.25 for employeesearning more than SGD 4,500
Worker’s Injury Compensation Insurance	-	Depends on Insurance Plan Offers

Employee Payroll Cost:

Type of Tax	Contribution (%)
CPF Contribution (Pension)	5%
Employee Age	-
55 & below	20%
Above 55 to 60	14%
Above 60 to 65	8.5%
Above 65 to 70	6%
Above 70	5%
Community Contribution	$0.50 – $30.00

Employee Income Tax

Taxable income (SGD*)		Year of assessment 2024
Over (column 1)	Not over	Tax on column 1 (SGD)	Percentage on excess (%)
0	20,000	-	-
20,000	30,000	-	2
30,000	40,000	200	3.5
40,000	80,000	550	7
80,000	120,000	3,350	11.5
120,000	160,000	7,950	15
160,000	200,000	13,950	18
200,000	240,000	21,150	19
240,000	280,000	28,750	19.5
280,000	320,000	36,550	20
320,000	500,000	44,550	22
500,000	1,000,000	84,150	23
1,000,000	NaN	199,150	24

VAT

The Goods and Services Tax/ VAT in Singapore is 7%.

Non-Resident Tax Rate: Fixed at 22% of income.

Termination Process

Termination of an employment contract in Singapore may happen in the following circumstances: Employee resignation Employer dismisses an employee due to misconduct Expiration of the contract or project A notice must be given by either of the parties when deciding to terminate a contract. It must follow the terms and conditions set out in the contract of service.

Notice Period

The notice period for Singaporean employees will be up to 30 days.

Severance pay

There is no law in Singapore that mandates severance pay, but it is usually offered based on the number of years of service of the employee, with a standard of 2 weeks to 1 month's salary for every year of service.

Visa and Immigration

Generally, Visas in Singapore are issued before entry into the country. It is not considered as an immigration pass but is needed in order to do business in the country. Many of the countries do not require a Visa to enter Singapore however those who do need Visas have individual requirements depending on the country. There are three types of passes (visas) to be able to have the authorization to operate a business or work in Singapore depending on the nature of your business.

Employee Contract

Basic

There is no specific requirement for the language of employment contracts. Most businesses though use English as the medium.

Probation Period

13th Month Pay

A 13th-month bonus is customary depending on the company. It is usually paid at the end of the year.

Employee Benefits

Employers in Singapore may provide the following benefits to their employees:

Relocation assistance.
Healthcare insurance Pension fund.
Housing allowance.
Child care benefits
Transportation reimbursements
Central Provident Fund (CPF)
Annual Leaves

Leave Policy

Public and Provincial Holidays

Leave Information

Payroll

Taxes

Offboarding & Termination

Visa and Immigration

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