Compliantly hire your distributed team members in
Singapore
To hire new employees in
Singapore
, your business must have a local legal entity or an Employer of Record like Borderless in place already. Then there’s the management of local employment compliance, taxes, benefits, payroll, and more. Hiring contractors poses similar challenges.
Borderless handles all of that for you, so you can focus on getting to work with your new team member in
Singapore
while staying fully compliant with local laws and compliance.
English, Malay, Mandarin, & Tamil
Singapore dollar (S$, SGD)
Monthly
11 days
17.25%
85.9 (2023)
7 days
Up to 14 days
16 weeks
In many countries like
Singapore
, the treatment of employees and contractors is different. If you misclassify a new team member, you could be subjected to penalties and fines. Let Borderless get this right for you, so you don’t have to worry.
Singapore has no statutory minimum wage.
Instead, Singapore's Local Qualifying Salary (LQS) for local employees is at least SGD 1,400 per month and SGD 9 per hour. Its Progressive Wage Model (PWM) for the following sectors per month also apply:
Working hours are typically 9 hours per day, 45 hours per week. Monday through Friday is the standard workweek.
Overtime pay is optional and is assumed to be included in the employee's salary.
In Singapore, fathers are entitled to two weeks of paternity leave. To be eligible for government-paid paternity leave, the child must be a Singapore citizen, and the father must have been legally married to the mother between the child's conception and birth. Paternity leave is available even if the child is adopted if the child is a Singapore citizen.
For all Borderless customers, employee payments will be made in equal monthly installments on or before the last working day of each calendar month, payable in arrears.
According to Singapore's Employment Act, either party may give the other a notice to terminate the employment contract.
Employers may exercise summary dismissal (without notice) under strict regulations.
If an employee resigns and serves the required notice period, their final salary must be paid on the last day of employment. If they resign without notice and doesn't serve the notice period, then they must be paid within 7 days of the last day of employment. If an employee resigns without waiting for the notice period to end, they must compensate their employer in lieu of the notice period the amount of salary they would have earned during the required notice period.
Employers typically terminate employees with just cause or excuse. Either an employer or employee may terminate employment without notice when the terms of employment have been breached. If an employee is terminated for misconduct (a type of termination for cause) or an employer terminates the contracts for reasons other than misconduct, an employee's salary must be paid on the last day of work. If this is not feasible, the employee must be paid within 3 business days.
In Singapore, the statutory notice period is determined by the length of employment.
For less than 26 weeks of employment, one day's notice is required.
One week's notice is required for employees who have been with the company for more than 26 weeks but less than two years.
Two weeks' notice is required for employment lasting more than two years but less than five years.
Four weeks' notice is required for more than five years of service.
In Singapore, probation periods are not mandatory. Common practice is for probation periods to last from three to six months.
There is no obligation to pay severance in Singapore.
When the world is your competition, it pays to incentivize new hires and existing alike. Borderless benefits packages typically include:
Book your demo of Borderless to help you hire, pay, and take care of new employees and contractors in 170+ countries.
