Glints TalentHub is part of Glints, a Southeast Asia talent platform.
An employer of record (EOR) in Singapore is a locally registered company that legally employs workers on behalf of another business. It issues the contract, pays salary and CPF, and handles HR compliance, while you direct the work. In Singapore, EOR employment suits Singapore Citizens and Permanent Residents.
Four steps from offer to first payslip. Timing depends on how fast your hire's details come in.
Share the role, salary and start date. We check that an EOR fits, including your hire's residency status.
Day 1: scoping call
We issue a Singapore employment contract with Glints as the employer and collect your hire's documents.
Before the start date
We register the employee for CPF contributions and set up payroll and IRAS reporting.
Around the start date
We run payroll, pay CPF and send payslips. You approve each run before payment.
Every pay cycle
The legal employer's work, so you do not need your own Singapore company for local hires.
Employment contracts and key employment terms, plus amendments and renewals.
Monthly payroll in Singapore dollars with itemised payslips.
Employer and employee CPF contributions calculated and paid on time.
Payroll reporting for IRAS and the Skills Development Levy (SDL).
Statutory leave and optional private health insurance.
Documents, handbook, resignation and termination steps.
MOM does not allow EORs to apply for work passes for foreigners who will be based in Singapore while working for overseas companies. See the legality section below.
Registering a Singapore company is quick compared with many markets, but it still brings ongoing obligations.
| What matters | Employer of record | Your own entity |
|---|---|---|
| Time to first hire | Start once the contract and onboarding documents are in. | Incorporation and employer registrations come before your first hire. |
| Cost drivers | A per-employee service fee on top of salary, CPF and SDL. | Incorporation, a registered address, corporate secretary, accounting and annual filings. |
| Compliance burden | The EOR handles CPF, payroll reporting and employment records. | You own filings, deadlines and records. |
| Foreign hires | Not available for foreigners who need a Singapore work pass (see MOM position). | Your own entity can apply for work passes for the foreign hires it employs. |
If your hire needs a work pass, a Singapore entity is the route MOM points to. For citizens and PRs, an EOR can be the faster way to start.
EOR pricing is typically a fee per employee on top of salary, CPF and levies. We scope your hires first, then send a clear quote.
Tell us about your hires for a tailored quote. See pricing.
Last reviewed: November 2026
A quick orientation, not legal advice. Check current rules with us, MOM or local counsel before hiring.
Using an EOR to employ Singapore Citizens and PRs is a recognised model. MOM's published position is on work passes: its FAQ (updated 9 July 2024) says work passes are for foreigners to work for Singapore-based companies, and that EORs applying for passes for foreigners to be based in Singapore while working for overseas companies would be committing an offence.
The Employment Act sets core terms such as pay, hours, leave and termination. Coverage and some provisions depend on the employee's role and pay.
Employers contribute to CPF for Singapore Citizens and PRs. Rates depend on age and residency status.
Employers pay the Skills Development Levy on employees' monthly remuneration.
Notice follows the contract or the Act's minimums by length of service. Severance is not generally required unless the contract provides it.
Foreigners based in Singapore must be employed by a Singapore-registered company that holds their work pass. Overseas firms can use an entity, a representative office or other routes.
Official sources: MOM EOR work pass FAQCPF BoardIRASMOM Employment Act
See how companies enter Southeast Asian markets with Glints EOR and no local entity.
Read customer storiesUsing an EOR to employ Singapore Citizens and PRs is a recognised model. MOM's published position is narrower: EORs may not apply for work passes for foreigners based in Singapore while working for overseas companies. For foreign hires, you need your own Singapore entity.
An employer of record in Singapore is a local company that legally employs staff for another business. It signs the contract, pays salary and CPF and handles HR compliance, while you direct the work. It works best for Singapore Citizens and Permanent Residents.
Not on a Singapore work pass. MOM says work passes are for foreigners working for Singapore-based companies, and EORs that apply for passes for foreigners based in Singapore while working for overseas companies would commit an offence. Foreign hires need your own entity or a different route.
Check that the provider is clear about what it can legally do, especially around work passes. Ask who the legal employer is, how CPF and tax are handled, how pricing works and who supports your employees. Be wary of promises that skip the MOM rules.
Pricing is usually a fee per employee on top of salary, CPF and SDL. Headcount, salary level and optional benefits change the total. Book a consult, tell us about your hires and we will send a clear quote rather than a generic range.
An EOR is quicker for hiring citizens and PRs and needs no company setup. A Singapore entity suits longer-term operations and is required if you need to sponsor foreign hires on work passes. Many firms start with an EOR and incorporate later.
The EOR calculates and pays the employer and employee CPF contributions each month. The employer's share is passed through to you with salary, so you see the full employment cost of each hire on one invoice. We also handle payslips and the related IRAS reporting.
Share the role and your hire's residency status. We will tell you whether an EOR fits and send a clear quote.
