Compare the best EOR (Employer of Record) services in Singapore for hiring, payroll, compliance, pricing, and local support.
The best Employer of Record (EOR) for Singapore is the one that reliably handles your team’s employment and payroll without you needing to set up a local company.
A top provider combines expert knowledge of Singapore’s CPF and employment laws with the practical support you need to hire people smoothly. They manage the legal work so you can concentrate on finding the right talent.
Keep reading to compare the main providers and learn how to choose the right partner for your hiring plans.
Key Points For Choosing An EOR In Singapore
- Compliance is essential. The right EOR proves it has solid systems for CPF, MOM rules, and contracts, not just says it does.
- The best fit depends on your goals. A provider good for hiring only in Singapore is different from one built for scaling across Asia or globally.
- Look at the total cost. The monthly fee is just one part. Consider charges for adding or removing employees, benefits management, and the quality of local support.
Quick Comparison of the Best Employer of Record (EOR) Services in Singapore
| Provider | Main Focus | Best For | Key Strength | Things to Consider |
| Duellix | Singapore corporate services and EOR advisory | Foreign companies entering Singapore | Local business expertise and expansion guidance | EOR services are provided through trusted partner providers |
| Gloroots | Singapore and APAC EOR | Companies hiring mainly in Singapore or APAC | Strong knowledge of Singapore compliance and payroll | Regional focus compared to larger global providers |
| AYP Group | APAC HR, payroll, and EOR | Businesses expanding across Southeast Asia | Deep regional HR and payroll expertise | Best suited for APAC-focused hiring |
| Deel | Global EOR and payroll platform | Fast-growing international companies | Extensive global coverage and unified platform | May offer more features than companies hiring only in Singapore need |
| Remote | Global EOR with owned legal entities | Technology and IP-focused businesses | Strong compliance and intellectual property protection | Premium features may exceed smaller business requirements |
| Rippling | Workforce management with EOR | Mid-sized and enterprise organizations | Combines HR, payroll, IT, and EOR in one platform | Most valuable when using multiple platform modules |
| Multiplier | APAC-focused global hiring | Growing startups and regional employers | Competitive pricing and strong APAC presence | Enterprise customization may vary |
| RemoFirst | Budget-friendly global EOR | Startups and small businesses | Affordable pricing and simple onboarding | Advanced HR capabilities may be more limited |
| Asanify | HR software with EOR | SMEs wanting HR and EOR together | Integrated HR and payroll platform | More limited international coverage than larger providers |
| Oyster HR | Global hiring for remote teams | Distributed and remote-first companies | Strong support for international hiring | Less focused on Singapore-specific consulting than local specialists |
What Do You Gain by Working with a Strong Employer of Record (EOR) Partner?
Hiring employees in Singapore without local expertise can quickly become complicated. Between CPF contributions, employment contracts, payroll, and Ministry of Manpower (MOM) requirements, even small mistakes can create delays or compliance risks.
As noted by Ministry of Manpower (MOM), Singapore Government
“Work passes are for foreigners to work for Singapore-based companies… Employers of Record that apply work passes for foreigners to be based in Singapore while working for overseas companies would be committing an offence.” – Ministry of Manpower (MOM), Singapore Government
A strong Employer of Record (EOR) partner handles these responsibilities on your behalf, allowing you to hire faster while keeping employment compliant and predictable.
1. Start Hiring Without Setting Up a Local Company
Expanding into Singapore often meant incorporating a local entity, opening bank accounts, and completing administrative requirements before hiring your first employee.
An EOR already has the legal infrastructure in place, allowing you to onboard employees within days instead of waiting weeks or months. You can enter the market quickly while deciding whether establishing your own entity makes sense later.
2. Reduce Compliance Risk
Your team is responsible for understanding Singapore employment laws, CPF obligations, statutory leave, payroll reporting, and regulatory updates.
An experienced EOR manages these responsibilities using local compliance teams and established processes, reducing the administrative burden and helping you stay aligned with changing regulations.
Behind the scenes, an EOR typically manages:
- Employment contracts
- CPF calculations and submissions
- Payroll processing
- Statutory leave administration
- Compliance monitoring
3. Give Employees a Better Onboarding Experience
International hiring often involves multiple spreadsheets, manual paperwork, and inconsistent onboarding processes that can confuse new employees.
Employees receive localized employment agreements, clear payroll information, and a structured onboarding process. This creates a smoother experience from day one and helps new hires become productive sooner.
4. Gain Clear Employment Cost Visibility
Employment costs can be difficult to estimate when salaries, employer CPF contributions, benefits, and service fees are managed separately.
Most EOR providers consolidate these costs into a transparent monthly invoice, making budgeting, forecasting, and financial reporting much easier.
5. Scale Your Team More Confidently
Every new hire increases the administrative workload and requires additional compliance research.
A reliable EOR gives you a repeatable hiring process that can scale with your business, allowing HR and leadership teams to focus more on growth than employment administration.
How Did We Build This List of Employer of Record (EOR) Services for Singapore?
Many “best EOR” rankings look more like advertisements than objective comparisons. To create a more balanced overview, we reviewed publicly available information from provider websites, buyer guides, comparison platforms, and industry resources.
The goal is to provide a practical starting point rather than declare a single provider as the best choice for every business.
1. Clear Positioning
We looked at how each provider positions its services. Some focus on Singapore and APAC hiring, while others specialize in global employment or broader HR platforms.
Understanding a provider’s primary focus helps businesses narrow their options based on expansion plans rather than marketing claims.
2. Coverage of Core and Advanced Singapore Needs
Every provider should support payroll, employment contracts, and statutory compliance. We also considered whether providers clearly explain services related to CPF, MOM requirements, work passes, benefits administration, and local employment practices.
Providers with stronger Singapore-specific information generally make it easier for buyers to understand their capabilities.
3. Technology and Workflow
The technology platform affects both employers and employees every day.
We considered whether providers offer employee self-service portals, payroll reporting, onboarding tools, and integrations that simplify HR and payroll administration.
4. Fit for Different Business Stages
The right EOR for a startup may not be the right choice for a multinational company.
We considered whether each provider appears well suited for startups, SMEs, growing businesses, or larger enterprises with more complex operational needs.
5. Reputation and Market Visibility
We reviewed each provider’s visibility across comparison websites, customer review platforms, business publications, and the broader international hiring market.
While reputation alone should not determine your decision, it can provide additional context when comparing providers.
6. Transparency of Scope and Pricing
Pricing is only part of the total cost of using an EOR.
We looked for providers that clearly explain what their services include, how pricing is structured, and whether additional services, such as onboarding, offboarding, or work pass support, may involve extra costs.
This list is intended as a curated starting point for evaluating Employer of Record providers in Singapore. Before making a decision, compare each provider based on your hiring plans, compliance requirements, budget, preferred level of support, and long-term business priorities.
10 Best Employer of Record (EOR) Services in Singapore (2026)
Several well-known EOR providers can help you hire employees in Singapore. They each offer different strengths in compliance, payroll, technology, and the other countries they cover. The right one for you depends on your specific hiring plans and how you want to operate.
1. Duellix
Overview
Duellix is a corporate services firm based in Singapore. They help businesses expand into the country by setting up companies, handling legal paperwork, managing payroll, and providing Employer of Record (EOR) solutions.
Instead of being a global EOR platform itself, Duellix advises clients and connects them with established EOR partners. This consultative approach helps businesses decide if an EOR, setting up a local company, or another model is best for their long-term goals.
Key Features
- Expertise in Singapore corporate services.
- Advisory services for Employer of Record solutions.
- Access to established EOR partner networks.
- Payroll and compliance support.
- Guidance on company incorporation.
- Corporate secretarial services.
Strengths
- Deep understanding of Singapore’s business regulations.
- Helps companies choose the right hiring structure for their needs.
- Combines EOR advice with broader corporate support.
- Local expertise for businesses new to Singapore.
Weaknesses
- EOR services are provided through partner companies, not directly by Duellix.
- Less suited for businesses that want a single, unified platform to hire employees in many countries at once.
Ideal For
- Foreign companies entering the Singapore market.
- Businesses that need local advice on how to expand.
- Companies deciding between using an EOR or setting up their own local entity.
- Organizations wanting ongoing support with corporate compliance.
2. Gloroots
Overview
Gloroots focuses on Employer of Record (EOR) services in Singapore and across the Asia-Pacific (APAC) region. Their emphasis is on local compliance, handling payroll, and helping international companies hire employees quickly while following Singapore’s employment laws.
Key Features
- Singapore payroll processing.
- CPF (Central Provident Fund) administration.
- Local employment contract setup.
- Employee benefits management.
- Support for hiring in other APAC countries.
Strengths
- Strong focus on compliance in Singapore.
- Expertise across the APAC region.
- A clear process for onboarding new hires.
- Good knowledge of local regulations.
Weaknesses
- A smaller global presence compared to some larger, worldwide EOR providers.
- Best for companies whose hiring is focused on the APAC region.
Ideal For
- Businesses hiring mainly in Singapore.
- Companies expanding within the Asia-Pacific region.
- Small and medium-sized enterprises (SMEs) that need reliable local compliance support.
3. AYP Group
Overview
AYP Group is an HR and payroll company founded in Singapore. They offer Employer of Record (EOR) services across Southeast Asia. Their regional experience makes them a popular option for businesses expanding into several APAC markets at once.
Key Features
- Regional payroll processing.
- Employer of Record (EOR) services.
- HR advisory and consulting.
- Support for work passes and visas.
- Multi-country payroll management.
Strengths
- Deep expertise in Southeast Asian markets.
- Provides local HR support alongside payroll.
- Integrated payroll and EOR services.
- Strong presence across the APAC region.
Weaknesses
- Less global coverage compared to large, international EOR platforms.
- Better suited for companies hiring within the Asia-Pacific region.
Ideal For
- Businesses expanding across multiple Southeast Asian countries.
- Companies that want local HR advice along with payroll services.
- Employers with a regional focus in APAC.
4. Deel
Overview
Deel is a major global Employer of Record (EOR) provider. They support hiring in over 100 countries through a single platform that handles payroll, compliance, and contractor management.
Key Features
- Global Employer of Record services.
- International payroll processing.
- Contractor management and payments.
- An integrated HR platform.
- Compliance support worldwide.
Strengths
- Very wide country coverage.
- A mature, user-friendly technology platform.
- A well-known and trusted global brand.
- Strong automation for managing employees and contractors.
Weaknesses
- Can be more expensive than some regional providers.
- For a company only hiring in Singapore, it represents one part of a much larger global system.
Ideal For
- Fast-growing companies hiring internationally.
- Remote-first or distributed organizations.
- Teams managing a global workforce.
5. Remote
Overview
Remote is a global Employer of Record (EOR) provider. They place a strong focus on using their own legal entities in each country, protecting intellectual property, and ensuring fully compliant employment.
Key Features
- Operates using owned legal entities worldwide.
- Global payroll processing.
- Tools and contracts for intellectual property (IP) protection.
- Employee benefits management.
- Compliance support across countries.
Strengths
- Strong emphasis on legal compliance and risk reduction.
- Clear focus on protecting company IP.
- A transparent model for how employees are hired and managed.
- Capabilities for hiring in many countries.
Weaknesses
- May offer more complex features than a small business needs.
- The pricing can be higher than what’s required for simple hiring needs.
Ideal For
- Technology and software companies.
- Businesses where protecting intellectual property is a major concern.
- Organizations sensitive to legal and compliance risks.
6. Rippling
Overview
Rippling combines Employer of Record (EOR) services with a wider workforce platform. This single system handles HR, payroll, IT device management, and finance tools together.
Key Features
- Global payroll.
- HR management and onboarding.
- Company device and software management.
- Employee identity and access controls.
- Employer of Record services.
Strengths
- A highly integrated, all-in-one platform.
- Strong automation for employee workflows.
- Centralized management for all employee data.
- Broad capabilities beyond just hiring and payroll.
Weaknesses
- The wider platform can require more setup time.
- The best value is realized when using several of its modules together.
Ideal For
- Mid-sized companies.
- Larger enterprise organizations.
- Businesses are looking for a single, unified system to manage their entire workforce.
7. Multiplier
Overview
Multiplier focuses on international hiring, with a strong presence in the Asia-Pacific (APAC) region. They aim to offer competitive pricing and a straightforward process for onboarding new employees.
Key Features
- Hiring support across APAC countries.
- Global payroll processing.
- Compliance management.
- Employee benefits administration.
- Local employment contract setup.
Strengths
- Competitive and transparent pricing.
- Strong expertise and presence in APAC markets.
- An efficient and quick onboarding process.
- A user-friendly platform.
Weaknesses
- A smaller global network compared to the largest multinational EOR providers.
- The level of customization for very large enterprises may vary.
Ideal For
- Companies expanding within the Asia-Pacific region.
- Growing startups.
- Businesses that are conscious of cost and want a streamlined solution.
8. RemoFirst
Overview
RemoFirst is known for providing affordable Employer of Record (EOR) services. They focus on straightforward onboarding and support for hiring employees in multiple countries.
Key Features
- Global employment and EOR services.
- Payroll processing.
- Compliance support.
- Employee onboarding tools.
- Benefits administration.
Strengths
- Competitive and transparent pricing.
- A simple, easy-to-use onboarding process.
- Well-suited for smaller teams and companies.
- Expanding international coverage.
Weaknesses
- Offers fewer advanced features than more expensive, premium platforms.
- Advanced HR functionality may be more limited.
Ideal For
- Startups and small businesses.
- Companies with smaller, distributed teams.
- Employers who need a budget-friendly EOR solution.
9. Asanify
Overview
Asanify combines HR software with Employer of Record (EOR) services. This lets businesses manage their employees, run payroll, and handle compliance all within a single platform.
Key Features
- HR Information System (HRIS).
- Payroll processing.
- Employer of Record services.
- Leave and attendance management.
- Centralized employee records.
Strengths
- An integrated platform that combines HR and EOR tools.
- An easy-to-use interface.
- Streamlines employee management tasks.
- Well-suited for small and medium-sized enterprises (SMEs).
Weaknesses
- Global country coverage is more limited than larger, international providers.
- Best suited for smaller to mid-sized organizations.
Ideal For
- Small and medium-sized enterprises (SMEs).
- Startups.
- Businesses that want their HR software and EOR services in one place.
10. Oyster HR
Overview
Oyster HR is a global employment platform. It helps businesses hire employees internationally through Employer of Record (EOR) services, with a focus on managing distributed and remote teams.
Key Features
- Global hiring and EOR services.
- International payroll.
- Compliance support across countries.
- Employee benefits packages.
- Tools for managing a remote workforce.
Strengths
- Built specifically for remote-first companies.
- Wide international coverage.
- Focuses on the employee experience.
- A user-friendly interface.
Weaknesses
- May not offer the same depth of Singapore-specific advice as a local specialist firm.
- Best for companies hiring across multiple countries, not just in Singapore.
Ideal For
- Companies with distributed or fully remote teams.
- Remote-first organizations.
- Businesses expanding into several international markets at once.
What Are the Most Important Criteria for Selecting a Singapore EOR Provider?
The most important things to check are their Singapore compliance expertise, how they operate legally, and the full cost. Choose based on where you need the most support, not just a well-known name. A global provider might not have the specific knowledge for Singapore’s rules.
You must verify how they handle CPF contributions. Ask for a sample calculation and how they file the annual returns. Confirm their process for MOM regulations, including how they keep up with changes and if they can help with work passes. Review the employment contract they use. It must be specific to Singapore law, covering notice periods and leave clearly.
In a recent analysis by DLA Piper
“The Ministry of Manpower has clarified that non-Singaporean companies who want to employ an individual in Singapore who is not a Singapore national or permanent resident, can no longer use an Employer of Record (EOR) to sponsor the individual for a work pass.” – DLA Piper
Also check:
- Entity Ownership: Do they use their own registered company in Singapore, or a partner? Their own entity can mean more control.
- Pricing: Get a clear breakdown of all fees, monthly, setup, offboarding, and statutory costs.
- Support: Is there a local Singapore support team available when you need them?
What Are the Real Costs of Using an EOR in Singapore?
The total cost has two main parts: the EOR’s monthly fee and the mandatory employer costs you’d pay regardless.
The EOR’s management fee varies. Budget options can start around $199 per employee per month, while premium services can be $599 or more. Many mid-range providers charge between $300 and $500.
On top of that fee, you pay the employee’s salary and all required employer contributions. In Singapore, this is mainly the employer’s share of CPF, calculated as a percentage of the employee’s wages. You also pay for any extra benefits you offer, like private health insurance.
It’s important to get a full cost estimate that includes all these parts. This shows you the true cost of hiring someone, not just the EOR’s base fee.
When Does It Make Sense to Switch from an EOR to Your Own Entity?
Using an EOR is a smart choice when you’re first entering the Singapore market, hiring a small team, or testing your business there. It’s a flexible way to start without a big commitment.
The decision to set up your own Private Limited (Pte Ltd) company usually comes later. This makes sense when you have a stable, growing team and a clear long-term plan for Singapore.
Having your own company gives you more control, can become more cost-effective as you grow, and lets you build your own corporate identity.
Switching from an EOR to your own company involves registering the new entity and moving your employees from the EOR’s payroll to yours.
This needs careful planning with your corporate services provider to make sure the change is smooth for your team and that you stay compliant every step of the way.
FAQ
How does an Employer of Record help companies hire in Singapore?
An employer of record Singapore service allows businesses to hire in Singapore without entity setup. It manages compliant employment contracts, employee onboarding in Singapore, EOR payroll services, and Ministry of Manpower compliance.
Many Singapore EOR providers also support work pass sponsorship, Singapore Employment Pass applications, S Pass handling, and statutory benefits while reducing compliance risks.
What should I compare before choosing an EOR provider?
Compare each provider’s compliance depth scoring, local market expertise, onboarding speed, monthly EOR fees, per-employee EOR pricing, in-country support, and 24/7 customer service.
You should also review employee lifecycle management, document management, employee records systems, and whether the provider offers startup-friendly EOR or enterprise EOR solutions that match your business needs.
Can an EOR support hiring across multiple APAC countries?
Yes. Many providers support global workforce expansion through multi-jurisdiction EOR coverage and multi-country payroll services. They can assist with Singapore + Malaysia hiring, Singapore + Indonesia hiring, Singapore + Thailand hiring, and Singapore + Philippines hiring.
This approach simplifies cross-border employment while helping businesses expand across Southeast Asia from an APAC hiring hub.
What employment compliance does an EOR usually manage?
An EOR typically manages Singapore labour law compliance, CPF contributions, Central Provident Fund compliance, Singapore tax withholdings, statutory benefits in Singapore, paid leave tracking, benefits administration, health insurance benefits, and compliant terminations.
Many providers also handle probation period management, redundancy and severance rules, performance documentation, and outsourced HR administration.
Is an EOR suitable for startups and growing businesses?
Yes. A startup-friendly EOR helps businesses hire quickly while reducing administrative work and compliance risks. It can support contractor-to-employee conversion, localised pay packages, bonus and allowance workflows, FX transparency, and risk mitigation for Singapore hiring.
Businesses also benefit from local payroll experts, a global HR platform, and a reliable Singapore global expansion partner.
Choose The Right Employer Of Record In Singapore
Finding the right Employer of Record is about more than comparing features. Look for a provider with clear pricing, strong local knowledge, and a proven approach to compliance. The right partner can help you hire in Singapore with confidence while making the process easier for both your business and your employees.
Take time to choose a service that fits your hiring goals today and can support your growth in the future. If you’re exploring Employer of Record services in Singapore, the team at Duellix is ready to answer your questions and help you find the right solution.
References
- https://www.mom.gov.sg/faq/work-pass-general/can-eor-in-sgp-apply-for-work-pass-for-foreigner-to-be-based-in-sgp-while-working-for-overseas-coys
- https://www.dlapiper.com/en-cn/insights/publications/2024/09/singapore-employment-law-update-september-2024
