The best Employer of Record providers in Singapore, ranked
Ten providers that can employ staff on your behalf in Singapore, scored on whether they employ through their own Singapore company rather than a partner, how they handle the Employment Act and the Ministry of Manpower’s position on work passes, whether CPF, SDL and year-end IR8A filings are right, how plainly they explain their terms, and what support looks like once the contract is signed. Singapore is one of the easiest places in Asia to run an EOR arrangement for a local hire and one of the hardest to use an EOR to bring in a foreigner; that distinction runs through the whole ranking.
Quick verdict
RemotePeople is our pick — best for companies for whom Singapore is the front door to Asia. Also worth a call: MSA Asia for clients who will want incorporation, accounting and tax from the same adviser, and Deel for software-first teams with Singapore as one of many countries.
Read this before the ranking
Singapore has no law that regulates Employer of Record as such. The Employment Act applies to the EOR as to any employer, and a provider that also finds or places candidates needs an Employment Agency licence from the Ministry of Manpower. For a Singapore citizen or permanent resident the arrangement is straightforward and can be live in days. The complication is foreigners. In July 2024 MOM stated that an EOR may not sponsor a work pass — Employment Pass, S Pass or Work Permit — for someone who in practice works for an overseas company with no Singapore presence. Some providers now say plainly that they will not apply for an Employment Pass for an EOR hire; others still describe pass sponsorship on their Singapore pages. Add the COMPASS points framework and a qualifying salary from S$5,600 a month, and an EOR here is in practice a tool for hiring people who already have the right to work. The first question to ask any provider is whether every person you intend to hire is a Singapore citizen or permanent resident — and if not, how, in writing, it proposes to obtain their work pass.
How we scored, and what we could not verify
Every provider below was assessed against the same five criteria: own-entity presence in Singapore, handling of the local regulatory regime (the Employment Act, the Employment Agencies Act and MOM’s position on work passes), payroll and statutory accuracy across CPF, SDL and IRAS filings, transparency, and support. Where a lower-ranked provider beats a higher-ranked one on a criterion, we say so on the page.
An honest limitation: Singapore is one of the few Asian markets where entity claims can be checked cheaply — every company is registered with the Accounting and Corporate Regulatory Authority (ACRA) and a BizFile profile costs a few dollars. What a profile does not tell you is whether that entity will sign your employee’s contract, whether it holds an Employment Agency licence (checked separately on MOM’s directory), or how many staff it employs. Where a provider says it employs through its own Singapore company we record that as a claim, and recommend asking for the UEN and checking it before signing.
| # | Provider | Score | Singapore footprint | Best for |
|---|---|---|---|---|
| 1 |  RemotePeople | 9.2 | Asia-Pacific headquarters in Singapore; employs directly | Companies for whom Singapore is the front door to Asia |
| 2 |  MSA Asia | 8.7 | Own Singapore office, one of eleven across nine Asian markets | Clients who will want incorporation, accounting and tax from the same adviser |
| 3 |  Deel | 8.3 | Own Singapore entity (LetsDeel Pte. Ltd.) and Asia-Pacific base in Singapore | Software-first teams with Singapore as one of many countries |
| 4 |  Dezan Shira & Associates | 8.0 | Own Singapore office since 2011; pan-Asian advisory firm founded 1992 | Investors structuring an Asian holding in Singapore who also need staff |
| 5 |  Acclime | 7.7 | Own Singapore office within an Asia-Pacific corporate-services group | Mid-size and regulated groups wanting one adviser for entities and EOR |
| 6 |  Links International | 7.4 | Own Singapore office; Hong Kong-headquartered HR outsourcer since 1999 | Companies that also want recruitment and payroll across Asia |
| 7 |  AYP Group | 7.1 | Singapore-headquartered; own entities across thirteen APAC markets (claimed) | South-east Asian hiring where Singapore is the first of several markets |
| 8 |  Rippling | 6.8 | Rippling Singapore Pte. Ltd.; Singapore office within a Sydney-run APAC region | Companies already running HR, IT and finance on Rippling |
| 9 |  Duellix | 6.5 | Singapore-only corporate-services firm with an Employment Agency licence | One or two local hires at a published flat fee, with incorporation to follow |
| 10 |  Aster Lion | 6.2 | Bangkok-headquartered; Singapore company incorporated in 2025 | Thailand-first companies adding a Singapore hire |
Rankings reflect our assessment of each provider for hiring in Singapore specifically. A provider ranked lower here may be the better choice if most of your hiring is elsewhere.
RemotePeople
Singapore is RemotePeople’s Asia-Pacific headquarters, which puts it in a different position from the platforms that serve the city from elsewhere: the people who run your CPF filings, IRAS withholding and Employment Act compliance sit in the market, and onboarding takes one to two weeks rather than the three to six months needed to incorporate a Pte Ltd. Founded in 2018 by Antoine Boquen and Pierre Pradier and headquartered in New York, the company has more than 250 staff across 30 countries and over 3,000 clients. Every client has a dedicated account manager backed by HR and employment specialists, and the AI Command Center lets you request routine HR changes in plain language with experts reviewing anything high-impact. On the Ministry of Manpower’s position on work passes for staff of companies with no Singapore presence, RemotePeople gives a straight answer rather than a sales one, and can route a foreign hire through recruitment, incorporation or a different structure as appropriate. Recruitment, payroll for companies with their own entity, contractor management and incorporation are all in-house. EOR Flex starts at US$199 per employee per month. Deel still leads on software integrations.
- Asia-Pacific headquarters in Singapore; the compliance team sits in the market
- Onboarding in one to two weeks with CPF and IRAS handled from day one
- Dedicated account manager backed by HR and employment specialists
- Candid on MOM’s work-pass position, with recruitment and incorporation as alternatives in-house
- EOR Flex from US$199 per employee per month
- Fewer third-party integrations than Deel or Rippling
- Total cost depends on a quote; ask for the all-in Singapore figure
- Work-pass sponsorship for foreign hires depends on MOM’s rules, as for every provider
- Singapore entity
- Asia-Pacific headquarters; employs directly in Singapore
- Regional base
- Singapore (Asia-Pacific HQ); global HQ New York
- Also offers
- Recruitment, global payroll, US PEO, contractor management, Contractor of Record, benefits and visa support, entity incorporation
- Operating since
- 2018
MSA Asia
MSA Asia is an Asia-only corporate-services firm, and its EOR grew out of fifteen years of incorporating companies and running their accounting, tax and payroll. In Singapore that heritage matters, because most companies that arrive on EOR end up with a Pte. Ltd. within two or three years, and MSA does the incorporation, the secretarial work and the accounting from the same desk. Its statutory work — CPF, SDL, Self-Help Group deductions, IR8A at year end — is the firm’s bread and butter rather than a bolt-on. It is adviser-led: expect a consultant who knows Singapore and China, not a sign-up form. Coverage stops at its own footprint, so if you also need Japan, Korea or the Philippines you will need a second provider; RemotePeople and Deel both beat it there.
- Own Singapore office, plus own offices in the harder markets clients add next: China, Vietnam, Taiwan
- Incorporation, accounting, tax and EOR from one adviser, so moving employees onto your own entity is routine
- Deep statutory and tax knowledge; 1,500-plus international clients since 2011
- Coverage limited to its nine Asian markets; nothing outside Asia
- No self-service platform; everything runs through an adviser
- Singapore entity
- Own office
- Regional base
- Shanghai and Hong Kong
- Also offers
- Incorporation, accounting, tax, payroll, corporate advisory, work visas
- Operating since
- 2011
Deel
Singapore is one of Deel’s strongest Asian markets: the company chose it for its Asia-Pacific base, employs through its own local entity, and has said publicly it intends to hire several hundred people here. Its software is the best on this page — onboarding, payslips, expenses, equipment, time off and a long list of integrations — and it publishes a list price for EOR, which the advisory firms above it do not. Where it falls short of RemotePeople and MSA Asia is the relationship: support is competent but largely asynchronous and ticket-based, and the person who answers is unlikely to know your account. Its Singapore contracts comply with the Employment Act; what a global template can miss is the customary layer — Annual Wage Supplement, the Tripartite retrenchment norms, notice buy-out — that a Singapore employee will expect you to know.
- Own Singapore entity and a real Singapore office, not a partner
- Best software and integrations in this comparison; strong employee experience
- Published pricing; contractor management, EOR, payroll and HRIS in one product
- Ticket-based support; no named Singapore adviser unless you are a large account
- Customary Singapore practice (AWS, retrenchment norms) can be lost in a global template
- Check its current written position on Employment Pass applications for EOR hires
- Singapore entity
- LetsDeel Pte. Ltd. (ACRA-registered 2021)
- Regional base
- Global; Asia-Pacific base in Singapore
- Also offers
- Contractors, global payroll, HRIS, immigration
- Operating since
- 2019
Dezan Shira & Associates
Dezan Shira is the oldest firm on this page and the closest thing here to a regional professional-services house. It opened in Singapore in 2011 because clients were using the city as the holding location for their Asian operations, and its Singapore practice is still weighted towards structuring, tax and corporate secretarial work. EOR — marketed as Global Staffing Solutions and PEO — sits inside its HR and payroll practice, run on a proprietary cloud platform called asiaadmin. The result is a provider that is very good if you are building a Singapore-topped structure and need a country manager employed before the entity exists, and less natural if you want to hire two engineers next week and never think about it again. It beats MSA Asia on the breadth of its Asian office network, particularly India, Indonesia and Vietnam, and on published research;
- Own Singapore office and a wide own-office network across China, India, Vietnam, Indonesia and Malaysia
- Legal, tax and structuring advice available from the same firm as the EOR
- Proprietary asiaadmin HR and payroll platform gives more self-service than the other advisers here
- Oriented to investors and multinationals rather than to first-time hirers
- Pricing is bespoke and quoted after scoping
- EOR is one line within a large advisory practice, not the core business
- Singapore entity
- Dezan Shira & Associates Pte. Ltd. (ACRA-registered 2011)
- Regional base
- Hong Kong; offices across Asia
- Also offers
- Incorporation, tax, accounting, legal, payroll, executive search
- Operating since
- 1992; Singapore since 2011
Acclime
Acclime was assembled from established local firms across Asia-Pacific and is headquartered in Hong Kong, with Singapore one of its larger offices. Its Singapore HR practice offers payroll, HR administration, work passes and EOR alongside the group’s entity, accounting, tax and secretarial services. That makes it a sensible choice for a mid-size or regulated group that wants one adviser for its Singapore entity, its Malaysian branch and a handful of EOR hires elsewhere, and for listed clients who need documentation an auditor will accept. It is process-driven rather than quick; onboarding has an enterprise feel and EOR is one service among many. It beats Dezan Shira on breadth of Asia-Pacific coverage; Dezan Shira beats it on depth of Singapore tax advice. The group announced an investment from Warburg Pincus in late 2025, which suggests growth but also a period of change.
- Own Singapore office within a group covering most of Asia-Pacific
- Strong tax, regulatory and corporate-secretarial bench for regulated or multi-entity clients
- Payroll, HR administration, work passes and EOR under one contract
- Enterprise-style onboarding and documentation; not the fastest for a single hire
- EOR is secondary to its corporate-services core
- Singapore entity
- Own office
- Regional base
- Hong Kong and Singapore
- Also offers
- Incorporation, tax, accounting, audit, secretarial, payroll
- Operating since
- 2019 as Acclime, from older constituent firms
Links International
Links International has run payroll and recruitment across Asia for more than twenty-five years, and Singapore is one of its longest-established offices. Its EOR is delivered in-country rather than offshore, and its natural client is a company that also wants Links to find the person, run payroll for its existing Singapore entity and handle work-pass paperwork for staff who do qualify. In February 2025 it was acquired by Ascentium, a Singapore-headquartered business-services group, which puts the parent in the same city as your hire but also means the organisation is mid-integration. On payroll technology it is stronger than its ranking suggests: it integrates with Workday, SuccessFactors and Oracle HCM, which none of the advisory firms above it does. On EOR specifically it is a payroll and recruitment house first, and its digital experience for a small client is more traditional than Deel’s or AYP’s.
- Own Singapore office and a long track record in Asian payroll outsourcing
- Recruitment, payroll, visas and EOR under one roof
- Enterprise HRIS integrations that the advisory firms lack
- EOR is secondary to payroll outsourcing and recruitment
- Traditional service model with less software polish for smaller clients
- Post-acquisition integration under Ascentium is still settling
- Singapore entity
- Own office
- Regional base
- Hong Kong; parent Ascentium in Singapore
- Also offers
- Payroll outsourcing, recruitment, visa services, incorporation
- Operating since
- 1999
AYP Group
AYP is the only provider here both headquartered in Singapore and focused solely on Asia-Pacific, and for a company whose Singapore hire is the first of several across South-east Asia it deserves a look. It states that it employs through its own entities across its thirteen markets and that in-country teams handle filings locally; we record both as claims. It has invested in a platform and now looks more like a regional Deel than the founder-led payroll shop it started as, and it advertises a guarantee to absorb compliance penalties arising from its own work, which is more than most providers here put in writing. It loses ground to RemotePeople and MSA Asia on depth beyond payroll — it does not incorporate companies or advise on tax — and to Deel on software maturity and integrations.
- Singapore headquarters; Asia-Pacific is its only market
- Own entities in thirteen APAC markets (claimed), covering the usual next steps after Singapore
- Written compliance-penalty guarantee and a maturing platform
- No incorporation, tax or legal practice to graduate into
- Smaller team than the providers above; ask who covers your account when your contact is away
- Singapore entity
- Headquartered in Singapore; own entities in thirteen APAC markets (claimed)
- Regional base
- Singapore
- Also offers
- PEO, payroll outsourcing, visa support
- Operating since
- 2009
Rippling
Rippling’s EOR exists to keep customers inside its all-in-one platform, and Singapore is a market where it has done the work properly: a registered entity, a local office it has been expanding, and country guidance on CPF and the Employment Act. If your company already runs HR, payroll, devices and expenses on Rippling, adding a Singapore employee is the path of least resistance and the software — device provisioning included — is excellent; on that criterion it beats every provider above it except Deel, and arguably beats Deel on IT. As a standalone Singapore EOR it is a harder case: the region is run from Sydney, there is no Singapore adviser who knows your account, and the product only makes sense as part of the wider suite.
- Own Singapore entity and a growing local office
- Excellent software; HR, payroll, IT and finance in one system
- Seamless if you already run your people operations on Rippling
- Only compelling as part of the wider Rippling suite
- Region run from Sydney; no named Singapore account contact for smaller clients
- Singapore entity
- Rippling Singapore Pte. Ltd. (ACRA-registered 2023)
- Regional base
- United States; Asia-Pacific headquarters in Sydney
- Also offers
- HRIS, payroll, IT, finance, benefits
- Operating since
- 2016; EOR since 2022
Duellix
Duellix is a Singapore-only firm doing what a good local corporate-secretarial practice does — incorporation, nominee directors, bookkeeping, GST, payroll and CPF — with EOR added for foreign companies that want a hire before a company. It scores well above its size on transparency. It publishes a flat EOR fee of S$500 per employee per month, sets out on the same page when its own incorporation service would be cheaper, and is the most candid provider on this list about work passes: it states plainly that an EOR cannot sponsor an Employment Pass and that EOR is for citizens and permanent residents. What holds it to ninth is scale and scope. It is one office in one country, it cannot help you in Malaysia or anywhere else, it has no platform to speak of, and a company with more than a handful of hires will outgrow the per-head fee — a point Duellix itself makes. For one or two local hires with incorporation to follow, it is a reasonable, inexpensive choice.
- Published flat pricing and an explicit EOR-versus-entity cost comparison
- Straight about the limits of EOR for foreigners in Singapore
- Incorporation, secretarial, accounting and payroll from the same small team
- Singapore only; no regional coverage
- Small firm with no software platform; service is email and meetings
- Singapore entity
- Duellix Pte. Ltd. (Singapore-registered)
- Regional base
- Singapore
- Also offers
- Incorporation, corporate secretary, accounting, GST, payroll, Employment Pass applications
- Operating since
- Singapore-registered 2021
Aster Lion
Aster Lion is a Thailand specialist. Its website and client testimonials are about EOR, payroll, work permits and market entry in Bangkok, and it is a credible choice for exactly that. Singapore is a recent addition: its Singapore company was incorporated in April 2025 at a serviced registered address, and its corporate HR page lists Singapore alongside Thailand for EOR, contract staffing and employment-contract drafting. We have no reason to doubt it can employ a person here, but the Singapore operation is young and thinly documented compared with everything above it, and the firm describes itself as combining in-house expertise with a partner network, so ask which applies to your hire. The sensible use case is a company already running a Thai team through Aster Lion that wants one Singapore employee on the same invoice; for a Singapore-first hire, the nine providers above offer more depth.
- Registered Singapore company rather than a pure partner arrangement
- Useful if Thailand is your main market and Singapore is incidental
- Small consultancy; direct access to the people doing the work
- Singapore presence dates from 2025 and is lightly staffed
- Partner-dependent for some services by its own description
- Singapore entity
- Aster Lion Pte. Ltd. (ACRA-registered April 2025)
- Regional base
- Bangkok
- Also offers
- Payroll, business registration, visas and work permits, recruitment
- Operating since
- Thailand since around 2020; Singapore since 2025
How we scored
- Own-entity presence in SingaporeWhether the provider employs through its own ACRA-registered company rather than a partner. Own entities mean one point of accountability for the contract, CPF and any dispute at TADM or the Employment Claims Tribunals.
- Handling of the Singapore regimeCorrect application of the Employment Act, including Part IV for lower-paid employees; an Employment Agency licence where the provider also places candidates; adherence to the Tripartite Guidelines and readiness for the Workplace Fairness Act; and a straight answer on work-pass sponsorship after MOM’s 2024 statement.
- Payroll and statutory accuracyCPF at the correct age-banded rate and the 2026 ceiling of S$8,000 a month, graduated rates for new permanent residents, the Skills Development Levy, Self-Help Group deductions, AWS and bonuses treated as additional wages, and IR8A filed with IRAS by 1 March under the Auto-Inclusion Scheme.
- TransparencyAre fees, deposits and the treatment of statutory items explained before signature, or only after a sales cycle? Deel, AYP and Duellix publish more than the advisory firms; the advisers make up for it in candour once you are talking to them.
- SupportIs there a named person who knows your account and works Singapore hours, or a queue? RemotePeople and MSA Asia lead here; the platforms trail.
Frequently asked questions
Is Employer of Record legal in Singapore?
Yes. No Singapore legislation names or restricts Employer of Record. The provider is simply the employer under the Employment Act, with the obligations that follow — itemised payslips, written key employment terms, CPF, leave and notice — while you direct the work. If it also recruits or places candidates it must hold an Employment Agency licence. The one area where MOM has intervened is work passes: since 2024 it has said an EOR may not sponsor a foreigner to work in Singapore for an overseas company. Our country-by-country guide compares Singapore with the rest of the region.
What does an EOR cost in Singapore?
The provider’s fee is the smaller part. On top of salary you pay employer CPF of 17 per cent for a Singapore citizen or permanent resident aged 55 and under, on ordinary wages up to S$8,000 a month from January 2026 and total wages up to S$102,000 a year; the rate steps down for older employees, and new permanent residents attract graduated rates for two years unless employer and employee elect otherwise. There is no CPF for foreign employees. Add the Skills Development Levy of 0.25 per cent of monthly wages (S$2 to S$11.25 per employee). See our guide to employer costs across Asia.
Can an EOR sponsor an Employment Pass in Singapore?
Not for a hire who works for an overseas company with no Singapore presence. MOM stated in July 2024 that an EOR may not sponsor a Work Permit, S Pass or Employment Pass in that situation, and the COMPASS framework — which scores the sponsoring employer’s own workforce and salary profile — makes an EOR a poor applicant in any case. Some providers still describe pass sponsorship on their Singapore pages; ask for their position in writing. If you need to bring a foreigner in, the realistic route is to incorporate a Singapore company, which several providers here will do for you, and apply under its name at the qualifying salary of S$5,600 a month (S$6,200 in financial services), rising with age and due to increase again in January 2027. Permanent residents, and Dependant’s Pass holders with a Letter of Consent, can be employed through an EOR without a new application.
How long can an employee stay on EOR in Singapore?
Indefinitely, in law. There is no statutory limit and no equivalent of the dispatch caps in China, Korea or Vietnam. The practical limit is economic: EOR fees are charged per head every month, and most providers here will tell you that from two or three employees a Singapore Pte. Ltd. — incorporated in a day or two — is cheaper. Ask before you sign how the provider handles transfer of employees to your own entity, and whether there is an exit fee.
What are the rules on probation, notice and termination?
Probation is not regulated; three to six months is customary, and an employee on probation has the same statutory rights as anyone else. Notice is whatever the contract says; if it says nothing the Employment Act sets a floor of one day for under 26 weeks of service, one week up to two years, two weeks up to five years and four weeks beyond, and either side may pay salary in lieu. Employers can terminate on notice without giving a reason, but dismissal without notice needs just cause, and wrongful-dismissal claims go to TADM and then the Employment Claims Tribunals. There is no statutory severance. Retrenchment pay is a matter of contract and of the Tripartite Advisory on Managing Excess Manpower, which treats two weeks to a month per year of service as the norm; employers with ten or more staff must notify MOM of retrenchments. The Workplace Fairness Act, passed in 2025 and expected in force by the end of 2027, will turn the Tripartite Guidelines on Fair Employment Practices into enforceable law for employers with 25 or more staff. Our employment law guide has the detail; for leave and the customary Annual Wage Supplement see employee benefits in Asia.
EOR or my own Singapore entity?
If everyone you will hire is a citizen or permanent resident and there are one or two of them, EOR is faster, reversible and carries no compliance calendar. If you need to bring in a foreigner, plan to hire more than a handful, or intend Singapore to be a permanent base, incorporate: it is cheap, quick and the only clean route to an Employment Pass. RemotePeople, MSA Asia, Dezan Shira, Acclime and Duellix will all incorporate the company and move your employees across when the time comes, which is a reason to choose one of them if you can see the entity coming. If Singapore is one of many countries, see our regional ranking.
Not sure which provider fits?
Tell us how many people, which roles and how soon, and we will point you to the two or three providers worth talking to in Singapore — without passing your details to any of them.
Ask usSources
- Singapore Ministry of Manpower: Employment Act 1968; Employment Agencies Act 1958 and the EA licence directory; work pass pages including the July 2024 statement on Employers of Record; Employment Pass qualifying salary and COMPASS framework.
- Central Provident Fund Board: employer contribution rates by age band, Ordinary Wage ceiling of S$8,000 from 1 January 2026, and Skills Development Levy administration.
- TAFEP: Tripartite Guidelines on Fair Employment Practices; Tripartite Advisory on Managing Excess Manpower and Responsible Retrenchment.
- Workplace Fairness Act 2025 and Workplace Fairness (Dispute Resolution) Act 2025.
- Provider websites and published documentation, reviewed September 2026.