AYP Group

EOR Singapore: Complete 2026 Guide for Global Companies

Access world-class talent in Asia's premier financial and innovation hub compliantly without an entity with EOR in Singapore.

Official
currency

English

Official
language

English

Public
holidays

11 national holidays

Employer
contributions

Up to 17% (CPF)

4.8

Google Reviews

Introduction EOR Employment landscape Laws & compliance Payroll & tax Working hours & Leave entitlements Work permit & Visas Termination & employee exit Why AYP

Introduction

Employer of Record Singapore enables international companies to access Asia's premier business hub with efficient, compliant hiring solutions. This comprehensive guide covers everything global businesses need to know about Singapore's Progressive Wage Model, CPF contributions, enhanced parental leave schemes, and Employment Pass requirements for 2026.

Employer of Record (EOR) Singapore 2026

Why Choose EOR Singapore in 2026

Singapore remains Asia's premier business hub, offering world-class infrastructure, transparent regulations, and access to ASEAN's 700 million consumers. However, the regulatory landscape continues to evolve with enhanced parental leave schemes, updated CPF ceilings, and stricter Employment Pass requirements under the COMPASS framework.

An Employer of Record (EOR) in Singapore legally employs your workers on your behalf, handling CPF contributions, Progressive Wage Model compliance, Skills Development Levy (SDL), and work pass applications while you maintain day-to-day management of your team.

Why the EOR Model is Critical in 2026

Economic Strength - Singapore's GDP growth forecast is 2.0-4.0% for 2026, upgraded from earlier projections due to strong AI-related investment and resilient manufacturing.
Enhanced Parental Leave - From April 2025, mandatory 4-week paternity leave and new Shared Parental Leave (6 weeks, increasing to 10 weeks from April 2026) create complex compliance requirements.
CPF Changes -The Ordinary Wage ceiling increased to S$8,000 in 2026, with higher contribution rates for workers aged 55-65. EORs manage these calculations automatically.
Stricter Work Pass Requirements - Employment Pass minimum salary increased to S$5,600 (S$6,200 for financial services), with COMPASS points-based assessment now mandatory.

Employment landscape

Singapore consistently ranks as one of the world's easiest places to do business, with a highly educated workforce, strong rule of law, and strategic location at the heart of Southeast Asia. The 2026 economic outlook remains positive despite global uncertainties.

Market Overview (2026 Projections)

Economic Indicator	2026 Data
GDP	~USD 515 billion
GDP Growth	2.0-4.0% (MTI upgraded forecast)
Population	~6.0 million
Labor Force	~3.9 million
Unemployment Rate	~2.0% (near full employment)
Currency	SGD ~1.32-1.35 per USD
Minimum Wage	No universal minimum; PWM for specific sectors
Inflation	1.0-2.0% (MAS forecast)
Business Language	English (official business language)

Singapore's economy is driven by financial services, technology, biomedical sciences, and trade & logistics. The government continues to invest heavily in AI capabilities and digital infrastructure, creating demand for skilled talent across multiple sectors.

Market overview (2026 projections)

Economic Indicator	2026 Data
GDP	~USD 19 trillion
GDP Growth	4.5% (IMF forecast)
Population	~1.41 billion
Labor Force	~780 million
Urban Unemployment	~5.0%
Currency	CNY ~7.2-7.4 per USD
Inflation	~0.8% (gradual recovery)
Key Industries	Manufacturing, tech, services, EVs, renewables

Laws & compliance

Singapore Employment Requirements

Singapore's employment framework is governed by the Employment Act (EA), the Central Provident Fund Act, and various sector-specific regulations. The Ministry of Manpower (MOM) oversees all employment practices and work pass matters.

Critical Compliance Framework (2026)

Regulatory Area	Key Requirement & 2026 Updates
Employment Act	Covers all employees under a contract of service. Managers/executives earning >S$4,500 basic salary have limited EA coverage (mainly wrongful dismissal protection). Working hours: Max 44 hours/week or 88 hours/fortnight for non-workmen.
CPF (Central Provident Fund)	Mandatory for Singapore Citizens and PRs. 2026 rates: 17% employer + 20% employee (for workers under 55). OW ceiling increased to S$8,000/month from Jan 2026. Senior worker rates (55-65) increased by 0.5% employer and 1% employee.
Progressive Wage Model (PWM)	Sector-specific minimum wages for cleaning, security, retail, food services, waste management, and administrators/drivers. Applies to Singapore Citizens and PRs. Annual wage increases tied to skills development.
Local Qualifying Salary (LQS)	S$1,600/month (increasing to S$1,800 from July 2026). Required for local employees to count toward foreign worker quotas.
Skills Development Levy (SDL)	0.25% of monthly wages (minimum S$2, maximum S$11.25). Applies to all employees including foreign workers.
Parental Leave (2025-2026)	Maternity: 16 weeks GPML. Paternity: 4 weeks mandatory (from Apr 2025). NEW Shared Parental Leave: 6 weeks (Apr 2025), increasing to 10 weeks (Apr 2026).

Payroll & tax

Employer Contributions (2026)

Singapore's employer costs are primarily driven by CPF contributions for local employees. Foreign employees do not require CPF contributions but are subject to SDL.

Contribution	Employer Rate	Employee Rate
CPF (Age ≤55)	17%	20%
CPF (Age 55-60)	15% → 16% (2026)	17% → 18% (2026)
CPF (Age 60-65)	11.5% → 12.5% (2026)	10.5% → 12.5% (2026)
CPF (Age 65-70)	9%	7.5%
SDL	0.25%	N/A

CPF Wage Ceilings (2026)

Ordinary Wage Ceiling - S$8,000/month (increased from S$7,400 in 2025). This is the final step of phased increases since 2023.
Annual Wage Ceiling - S$102,000 (unchanged). Additional Wage ceiling: S$102,000 minus total OW subject to CPF for the year.

Individual Tax Rates (2026)

Singapore has a progressive tax system with relatively low rates. Tax residency is determined by physical presence (183+ days in a calendar year).

Chargeable Income (S$)	Tax Rate
0 - 20,000	0%
20,001 - 30,000	2%
30,001 - 40,000	3.5%
40,001 - 80,000	7%
80,001 - 120,000	11.5%
120,001 - 160,000	15%
160,001 - 200,000	18%
200,001 - 240,000	19%
240,001 - 280,000	19.5%
280,001 - 320,000	20%
320,001 - 500,000	22%
500,001 - 1,000,000	23%
Above 1,000,000	24%

Working hours & Leave entitlements

Working Hours Regulations

Regulation	Requirement
Standard Hours	44 hours/week or 88 hours/fortnight
Daily Maximum	8 hours (or 9 hours with 5-day week)
Overtime Rate	1.5x hourly rate
Overtime Cap	72 hours per month
Rest Day	1 day per week (unpaid unless worked)

Leave Entitlements

Leave Type	Entitlement	Compensation
Annual Leave	7 days (1st yr) to 14 days (8+ yrs)	Full salary
Sick Leave (Outpatient)	14 days per year	Full salary (with MC)
Hospitalization Leave	60 days (inclusive of outpatient)	Full salary
Maternity Leave	16 weeks (GPML)	Govt-paid (capped at S$10,000/4wks)
Paternity Leave	4 weeks mandatory (from Apr 2025)	Govt-paid (capped at S$2,500/wk)
Shared Parental Leave	6 wks (Apr 2025) → 10 wks (Apr 2026)	Govt-paid
Childcare Leave	6 days/yr (child under 7)	Full salary (first 3 days)
Public Holidays	11 gazetted holidays	Full salary (2x if worked)

Public Holidays 2026

New Year's Day (Jan 1)
Chinese New Year (Jan 29-30)
Good Friday (Apr 3)
Labour Day (May 1)
Vesak Day (May 12)
Hari Raya Puasa (Mar 31)
Hari Raya Haji (Jun 7)
National Day (Aug 9)
Deepavali (Oct 20)
Christmas Day (Dec 25)

Work permits & Visas

Singapore's work pass system is managed by the Ministry of Manpower (MOM). The Employment Pass framework was significantly updated with the COMPASS points-based system in 2023, with salary thresholds increasing for 2025-2026.

Work Pass Categories (2026)

Pass Type	Minimum Salary / Eligibility	Validity
Employment Pass (EP)	S$5,600/month (S$6,200 for financial services); must pass COMPASS assessment	Up to 2 years (new); 3 years (renewal)
S Pass	S$3,300/month (S$3,800 for financial services); subject to quota	Up to 2 years
Personalised EP (PEP)	S$22,500/month; not tied to employer	Up to 3 years (non-renewable)
ONE Pass	S$30,000/month or outstanding achievements	5 years
Work Permit	Semi-skilled workers; sector quotas apply	Up to 2 years
Dependant's Pass	EP holders earning ≥S$6,000/month	Tied to principal pass

COMPASS Framework

Since September 2023, all EP applications must pass the Complementarity Assessment Framework (COMPASS), a points-based system assessing: Salary vs. sector benchmark, Qualifications, Diversity, Support for local employment, and Shortage occupation bonus. Applicants need 40 points to pass.

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Termination & Employee exit

Singapore's termination laws are relatively employer-friendly compared to other jurisdictions, but proper procedures must be followed to avoid wrongful dismissal claims. The Employment Act provides protections for all employees against wrongful dismissal.

Notice Period Requirements

Employment Duration	Minimum Notice
Less than 26 weeks	1 day
26 weeks to 2 years	1 week
2 to 5 years	2 weeks
5 years or more	4 weeks

Note: Employment contracts typically specify longer notice periods. Either party may provide payment in lieu of notice.

Retrenchment Benefits

Severance pay is not legally mandated in Singapore but is commonly provided. Industry norm is 2 weeks to 1 month salary per year of service. Employees with less than 2 years of service typically do not receive retrenchment benefits unless stipulated in the employment contract.

Why AYP

AYP Group provides comprehensive EOR services in Singapore, combining deep local expertise with technology-driven compliance solutions. Our Singapore team understands the nuances of hiring in this sophisticated market.

Our Singapore Advantage (2026)

Capability	AYP Group Advantage
CPF Management	Automated calculations for the new 2026 OW ceiling (S$8,000) and updated senior worker rates. Seamless integration with CPF e-Submission.
Work Pass Expertise	Deep understanding of COMPASS framework. We optimize EP applications for maximum approval rates, including salary benchmarking and documentation.
Parental Leave Compliance	Full support for the new mandatory paternity leave and Shared Parental Leave schemes, including government reimbursement claims.
PWM Compliance	For businesses with workers in regulated sectors, we ensure Progressive Wage Model compliance including training requirements.
Local Entity	Direct presence in Singapore. Not an aggregator - we employ your staff directly through our own Singapore entity.

Get Started

Singapore's position as Asia's premier business hub makes it an essential market for companies expanding in the region. AYP Group's EOR services eliminate the complexity of Singapore's evolving employment landscape while ensuring full compliance.

Ready to hire in Singapore? Contact AYP Group today to discover how our local expertise and transparent pricing can accelerate your expansion into Southeast Asia's gateway market.

_{Legal Disclaimer: This guide provides general information about Singapore employment regulations and EOR services. Specific legal advice should be obtained from qualified professionals. Employment laws and regulations are subject to change. AYP Group maintains current regulatory knowledge and provides updates to clients as part of comprehensive EOR services.}

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Questions?
We're here to help

AYP’s pricing covers the end-to-end employment lifecycle for your employees in each country.

This includes payroll processing, statutory filings, compliance monitoring, local employment administration, and ongoing HR support. Our goal is to ensure your workforce is managed compliantly and smoothly, without you having to coordinate multiple vendors.

Before you start, we provide a clear breakdown of what is covered, so you know exactly what to expect.

We believe regional workforce management should be predictable, not full of surprises.

That’s why we walk you through a detailed cost breakdown before onboarding begins. This includes employer costs, statutory contributions, and service fees. If any scope changes arise, they are discussed with you in advance, so you stay in control of your budget.

In some countries, a security deposit is required as part of responsible employment and payroll risk management.

This deposit is typically aligned with local notice period obligations and helps ensure that final salary, statutory payments, and any end of employment costs are properly covered. The deposit remains in your company’s funds and is returned according to the agreed terms when employment ends.

Your AYP advisor will explain clearly if this applies in your chosen countries.

AYP charges a fixed monthly service fee per employee, rather than a percentage of salary.

This makes your costs more predictable and easier to plan across countries. Pricing is structured based on country requirements, workforce size, and the level of support needed. There is no long term lock in. We work with you based on your current workforce needs.

AYP combines in-country expertise with structured support across Asia.

Instead of routing requests through a general support system, you work with teams who understand local regulations and your workforce setup. We focus not only on payroll processing, but also on proactive compliance updates and practical HR advisory, so you can make informed decisions with confidence.