10 Best Employer of Record (EOR) Services in Singapore (2026)
Surveys show that more than 40% of Singapore employees have changed jobs or plan to within a 12-month period.
Independently researched by Employ Borderless.
RemoFirst
#1
Low, flat pricing
EOR from $199 per employee per month, with flat pricing and fast human support across 193 countries.
- EOR from
- $199 per employee per month
- Countries
- 193
Also worth a look
Remote
Own entities, one platform
Own-entity model with strong IP protection, from $699 per employee per month.
Multiplier
Fast hiring and payroll
Fast (often same-day) global hiring, from $459 per employee per month.
How we make money: Employ Borderless earns commissions and pre-negotiated discounts when you choose a provider through us. You pay nothing for our recommendation. Our methodology is independent of partner economics. If a provider is wrong for you, we say so.
The best EOR providers for hiring in Singapore in 2026 are RemoFirst (starting at $199/mo), Remote (starting at $699/mo), and Multiplier (starting at $459/mo), scored on The Employ Borderless Standard, our 10-pillar framework, across 10 providers.
Surveys show that more than 40% of Singapore employees have changed jobs or plan to within a 12-month period. In a market that competitive, professional onboarding and clear benefits affect whether new hires stay.
Your EOR influences that decision more than most companies realize, from onboarding through every payroll run.
Based on The Borderless Standard, the 10-pillar framework Employ Borderless scores every provider on, the best EOR providers for Singapore in 2026 are RemoFirst, Remote, and Multiplier.
This guide covers 10 providers, so whether budget or compliance depth is the priority, the right fit for you is likely on this page.
Which providers made our shortlist?
Here's how all 10 providers on our shortlist compare. They're ranked by overall fit for this guide, not by score alone, so the highest-scored provider isn't always first. The Employ Borderless Standard score for each provider is in its review.
Scored on The Employ Borderless Standard →
| # | Provider | Best for | |||
|---|---|---|---|---|---|
| 1 | | teams where the monthly fee per employee decides it | From $199/mo | 193+ | Visit |
| 2 | | teams that want the provider to employ staff through its own Singapore entity | From $699/mo | 186+ | Visit |
| 3 | | teams shortlisting Singapore options on price and coverage | From $459/mo | 171+ | Visit |
| 4 | | teams shortlisting Singapore options on price and coverage | From $599/mo | 153+ | Visit |
| 5 | | teams hiring in Singapore through a provider-owned entity | From $199/mo | 160+ | Visit |
| 6 | | teams shortlisting Singapore options on price and coverage | From $179/mo | 193+ | Visit |
| 7 | | teams shortlisting Singapore options on price and coverage | From $399/mo | 10+ | Visit |
| 8 | | teams shortlisting Singapore options on price and coverage | From $699/mo | 132+ | Visit |
| 9 | | teams shortlisting Singapore options on price and coverage | From $499/mo | 163+ | Visit |
| 10 |  | teams shortlisting Singapore options on price and coverage | - | 83+ | Visit |
Why you can trust our reviews
We combine structured research with real-world global hiring experience. Our methodology is built by operators who've spent years working with EOR, PEO, and payroll providers across multiple markets.
- 10+ years in global hiring - hands-on experience selecting and working with EOR providers
- 5-layer research methodology - demos where providers grant access, review platforms (G2, Trustpilot, Capterra), communities, and provider validation
- The Employ Borderless Standard - our 10-pillar rating framework, scored out of 5 in half steps across features, country coverage, pricing, UX, support, integrations, mobile, analytics, security, and compliance
- Weighted review analysis - platforms with more reviews have higher impact (e.g. 2000 > 30)
- Independent - rankings are not influenced by affiliate partnerships
Built by practitioners, not publishers - so you can rely on it for real hiring decisions.
What it costs to employ in Singapore
Employer contributions itemized, a worked cost example, statutory leave and public holidays, and termination rules by tenure. Every figure sourced and dated in our Singapore hiring guide.
See the Singapore dataRanked by fit for Singapore: hands-on testing, customer feedback from teams hiring here, and pricing. Where a lower-scored provider sits higher, it is because customer feedback from Singapore favours it.
RemoFirst
EOR from $199 per employee per month, with flat pricing and fast human support across 193 countries.
Why it ranks here: Best value: from $199 per employee per month, 193 countries.
- Pricing
- Country coverage
- Compliance
- Integrations
Third-party ratings
4.5(411)
4.1(74)
4.0(4)
3.8(36)Pricing and coverage
| Employer of record | From $199/mo |
| Contractors | From $25/mo |
| Country coverage | 193+ countries |
Pricing sourced from RemoFirst's pricing page · verified Sep 2026
Key features
Pros and cons
Pros
- One of the lowest published EOR prices
- You hire without setting up an entity
- Compliance handled end to end
- Free contractor management
- No setup fee, deposit or minimum term published
- One health insurance program
- A platform HR staff learn in a session
Cons
- Basic reporting
- Few integrations
- A young platform
- Limited contract customisation
RemoFirst runs EOR in Singapore through vetted in-country partners rather than its own local entity, and from $199 per employee per month it is the lowest headline rate of our Singapore picks. A 13th-month payment is customary in Singapore but is not legally required, so agree how it is handled before you sign.
Remote
Own-entity model with strong IP protection, from $699 per employee per month.
Why it ranks here: Best for owned entities: has its own local entity in Singapore, plus coverage across 186 countries.
- Pricing
- Country coverage
- Compliance
- Integrations
Third-party ratings
4.5(5,151)4.6(3,454)4.3(101)3.4(592)Pricing and coverage
| Employer of record | From $699/mo |
| Global payroll | From $29/mo |
| Contractors | From $29/mo |
| Country coverage | 186+ countries |
Pricing sourced from Remote's pricing page · verified Sep 2026
Key features
Pros and cons
Pros
- Own-entity model
- Superior IP protection
- Transparent flat-rate pricing
- Extensive human resources (HR) coverage
- Custom benefits packages
- Recently launched global payroll solution
Cons
- Costs more than budget options
- Limited customization options
- Basic reporting capabilities
Remote employs your Singapore hires through its own local entity rather than a partner, which takes a layer out between you and the legal employer. That direct model runs from $699 per employee per month, the top of our Singapore range.
Multiplier
Fast (often same-day) global hiring, from $459 per employee per month.
- Pricing
- Country coverage
- Compliance
- Integrations
Third-party ratings
4.7(1,484)4.9(2,870)4.4(44)4.2(352)Pricing and coverage
| Employer of record | From $459/mo |
| Contractors | From $40/mo |
| Global payroll | From $20/mo |
| Country coverage | 171+ countries |
Pricing sourced from Multiplier's pricing page · verified Sep 2026
Key features
Pros and cons
Pros
- Lower EOR rates
- Fast onboarding
- Multi-currency payroll
- Strong compliance handling
Cons
- Unintuitive platform layout
- Slower email support
- Limited customization
Multiplier covers EOR in Singapore and prices it from $459 per employee per month, the mid-point of our Singapore picks between RemoFirst and Remote.
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Deel
Contractor of Record (COR), where Deel handles contractor classification, not just payments, from $599 per employee per month.
- Pricing
- Country coverage
- Compliance
- Integrations
Deel is an Employer of Record (EOR) and a global payroll platform. Companies use it to hire, pay, and manage international contractors and full-time employees without setting up local entities.
Alex Bouaziz, Shuo Wang, and Ofer Simon founded the company in 2019. Deel is headquartered in San Francisco and has raised more than $980 million in seven funding rounds.
The platform is now valued at $17.3 billion.
How Deel works
Deel supports hiring and payroll across 150+ countries.Companies typically use the platform for the following services:
- Employer of Record (EOR): Deel becomes the legal employer in the target country while you manage the day-to-day work
- Contractor management: Allow clients to hire, manage, and pay independent contractors in multiple countries through a single platform.
- Contractor of Record (COR): Deel takes on the liability, manages all HR/admin, and handles the risk for you.
- Global payroll: Clients submit payroll data and approve it in one dashboard, and Deel handles taxes, deductions, and currency conversions automatically.
Onboarding
In most cases, contracts are generated automatically based on the country, reviewed right on the platform, and approved in a few steps.What this means for you: you can hire in established markets within days. They’re also likely to find better contract standardization, clear compliance guidance, and faster onboarding compared to smaller regional providers.
Payoneer Workforce Management
Pays out in dozens of currencies on its own payment rails, so people get paid on time, with EOR from $199 per employee per month.
- Pricing
- Country coverage
- Compliance
- Integrations
Payoneer Workforce Management is an Employer of Record (EOR) and contractor management platform that lets companies hire employees and pay contractors in 160 countries without setting up local legal entities. It started in 2019 as Skuad, a Singapore-based global employment startup, and became the workforce arm of publicly traded Payoneer (NASDAQ: PAYO) after the acquisition in August 2024.
The platform bundles three services: full EOR employment from $199 per employee per month, a Contractor Management System (CMS) from $19 per contractor per month, and an Agent of Record (AOR) tier from $99 per contractor per month that adds misclassification protection. Payroll runs in 70+ currencies, and payouts travel over Payoneer's own payment network, which is the main thing separating it from other budget EOR providers.
Hire with Columbus
Employ people in 193 countries with clear, published pricing from $179 per employee per month, no surprises.
- Pricing
- Country coverage
- Compliance
- Integrations
Hire with Columbus is an Employer of Record (EOR) service that enables companies to hire and pay international employees without establishing local legal entities. Operating as a high-volume discount provider, Columbus has positioned itself on price by buying capacity in bulk.
When you use Hire with Columbus, they technically employ workers through their partner entities in 193 countries. Columbus manages the legal employment paperwork, local tax compliance, payroll processing, and benefits administration, while you handle day-to-day work management. This arrangement saves the 3-6 months and $15,000-$50,000 typically required for foreign entity establishment.
The platform serves two primary functions:
- Full EOR services for companies hiring employees internationally
- Contractor management for businesses working with global freelancers
Hire with Columbus operates through strategic partnerships with established EOR providers, negotiating bulk rates based on aggregate client volumes. That is how the price is lower without the service being thinner, and compliance still runs through the partner in each country.
Glints TalentHub
Combines recruitment with EOR in Asia and Latin America, backed by local HR teams who know the region's rules and culture, from S$399 per employee per month.
- Pricing
- Country coverage
- Compliance
- Integrations
Glints TalentHub is a regional HR platform that handles recruitment, Employer of Record (EOR) services, and team management across 13 markets.
The company started as Glints, a recruitment platform founded in Singapore in 2013, and evolved into TalentHub to serve businesses expanding into Indonesia, Vietnam, Philippines, Malaysia, Singapore, Thailand, and Taiwan.
The company has raised $82.17 million in funding and currently serves over 40,000 organizations across the region.
The platform works differently from global EOR providers.
Instead of offering worldwide coverage, Glints focuses on 13 markets across Asia and Latin America with dedicated local HR teams in each market.
They combine three services in one package:
- Access to their 10 million+ talent database for recruitment
- EOR services for companies without local entities
- Ongoing HR management with professionals who understand local employment regulations and workplace culture
How Glints TalentHub works
Glints operates as a service-led provider rather than a self-serve platform.Their team includes local HR professionals and recruiters in each country who handle payroll calculations, tax withholdings, benefits administration, and compliance updates.
Companies typically use Glints when they want to build Southeast Asian teams quickly without managing multiple vendors or learning each market's employment laws.
Oyster
Oyster guides you through onboarding, then lets employees self-serve on pay, benefits, and compliance, in 116 countries from $699 per employee per month.
- Pricing
- Country coverage
- Compliance
- Integrations
Oyster HR is an Employer of Record (EOR) and a global employment platform that allows companies to hire and manage international workers in 132+ countries without setting up local legal entities. Founded in 2020, the company focuses on supporting distributed teams.
Oyster’s services include international employment contracts, payroll processing, benefits administration, and ongoing local compliance in each country where it operates.
Focus on employee experience
Oyster places more emphasis on the employee experience than traditional EOR providers.Alongside core employment services, the platform includes Oyster Academy for professional development, as well as tools designed to support onboarding and cross-cultural collaboration.
What this means for you: Oyster acts as more than a compliance partner. The platform is designed to help companies build and maintain engaged global teams, not just employ them on paper.
Typical customers
Oyster primarily serves mid-market and enterprise companies with 50 or more employees, but I've also seen a few startups in their customer base.The limiting factor here is the higher rate for Employer of Record (EOR) services.
The platform attracts companies that value consistency, employee satisfaction, and long-term retention, even when that means paying more than low-cost EOR alternatives.
Papaya Global
Payroll and payments are unified on Papaya’s licensed platform, built on J.P. Morgan infrastructure, from $499 per employee per month.
- Pricing
- Country coverage
- Compliance
- Integrations
Papaya Global is a global workforce platform that helps companies manage payroll, payments, and employment across multiple countries.
Founded in 2016 by Eynat Guez, Ruben Drong, and Ofer Herman, Papaya Global later raised roughly $440 million, including a $250 million Series D in 2021.
On the product side, Papaya covers:
- Global payroll: Runs payroll and workforce payments in 163+ countries
- Employer of Record: Allows companies to hire employees in countries where they don’t have a legal entity
- Contractor management: Supports compliant onboarding and payments for international contractors
- Compliance support: Handles local tax rules, labor laws, and reporting requirements
- Benefits administration: Offers benefits for employees (including health coverage) that are matched to each country
- Integrations: Connects with tools like Workday, NetSuite, and other HRIS and ERP systems
Note: HRIS (Human Resources Information System) manages employee data, payroll, benefits, and HR functions. ERP (Enterprise Resource Planning) integrates core business processes, including finance, accounting, supply chain, and human resources, into one platform.
Rippling
Rippling connects HR, payroll, IT and finance in one platform, so your data never lives in disconnected tools.
- Pricing
- Country coverage
- Compliance
- Integrations
Rippling is a workforce management platform that runs HR, IT and finance off one employee record. Companies use it to manage payroll, benefits, devices and software access from a single system, and it acts as employer of record in 80 countries.
It was founded in 2016, is headquartered in San Francisco, and Parker Conrad is its CEO.
How Rippling works
The point of the shared employee record is that systems which normally run separately move together. Adding someone to payroll is also what provisions their laptop, their email and their software access, because all of it reads the same record rather than being keyed in three times.
What this means for you: the work you stop doing is the re-keying between tools. That is worth most to a company that currently runs HR, payroll and IT provisioning as three separate jobs, and worth least to one that has already solved it.
Who Rippling suits
The fit is a growing company with people in several countries that wants enterprise-grade HR and IT tooling without an enterprise IT department to run it. The breadth is the product.
What this means for you: that breadth is also the learning curve reviewers describe. Budget setup time, and be honest about whether you will use enough of the platform to justify configuring it.
How do these providers compare?
| # | Provider | Best for | EOR from | Countries | Support hours |
|---|---|---|---|---|---|
| 1 | | teams where the monthly fee per employee decides it | $199 | 193 | 24/7 |
| 2 | | teams that want the provider to employ staff through its | $699 | 186 | 24/7 |
| 3 | | teams shortlisting Singapore options on price and coverage | $459 | 171 | 24/7 |
| 4 | | teams shortlisting Singapore options on price and coverage | $599 | 153 | 24/7 |
| 5 | | teams hiring in Singapore through a provider-owned entity | $199 | 160 | 24/5 |
| 6 | | teams shortlisting Singapore options on price and coverage | $179lowest | 193 | 24/7 |
| 7 | | teams shortlisting Singapore options on price and coverage | $399 | 10 | 24/7 |
| 8 | | teams shortlisting Singapore options on price and coverage | $699 | 132 | Business Hours |
| 9 | | teams shortlisting Singapore options on price and coverage | $499 | 163 | 24/7 |
| 10 | | teams shortlisting Singapore options on price and coverage | n/a | 83 | Business Hours |
Ranked by fit for Singapore; the Employ Borderless Standard score for each provider is in its review.
How do we evaluate EOR providers?
We compared each provider on the things that decide whether an EOR works in Singapore: whether they employ through their own registered entity or a partner, how they handle CPF contributions up to the monthly ceiling with age-based rates, whether they can advise on Employment Pass and S Pass qualifying salaries and file with MOM, whether their contracts carry the required key employment terms within 14 days, and how they document a termination to reduce Employment Claims Tribunal risk.
Why use an EOR in Singapore?
An employer of record in Singapore takes on CPF registration, the 17% employer contributions, and MOM-compliant contracts for you, so you can hire in 2 to 4 weeks without opening a local entity.
Hiring in Singapore means taking on real legal obligations from day one. As the employer of record, you're responsible for registering with the Central Provident Fund (CPF), contributing 17% of each employee's wages (up to a monthly ceiling of SGD 6,800), and providing written key employment terms within 14 days of their start date. Miss any of these and you're exposed to penalties from the Ministry of Manpower.
Termination is another area where mistakes are costly. Singapore gives employers reasonable flexibility, but wrongful dismissal claims can still land you at the Employment Claims Tribunal if you can't show documented grounds. Protected categories include pregnancy, union membership, and statutory leave. Without a local HR setup, it's easy to get this wrong.
An EOR handles the entity, the contracts, the CPF filings, and the compliance. You get your hire onboarded in 2 to 4 weeks instead of months. For a full breakdown of labor laws, payroll, and benefits, read our Singapore hiring guide.
How to evaluate an EOR for Singapore
Evaluate a Singapore EOR on six things: CPF processing, work pass support, MOM-standard contracts, leave accuracy, a documented termination process, and whether it owns a local entity. Not every provider handles Singapore equally well.
- CPF compliance and processing. Ask how they handle CPF contributions and whether they manage submissions directly to the CPF Board. Employer contributions are 17% of wages up to SGD 6,800 per month, and rates shift by age group, so you need a provider that tracks this automatically.
- Employment Pass and S Pass support. If you're hiring foreign nationals, minimum qualifying salaries apply. Employment Pass holders need at least SGD 5,600 monthly in non-finance roles (SGD 6,200 in finance), and those thresholds rise with age. Check whether the EOR can advise on pass eligibility and handle MOM applications.
- Contract drafting to MOM standards. Singapore requires 15 key employment terms in writing within 14 days of a hire's start date. Make sure the EOR produces contracts that meet this standard, not generic templates that miss local specifics like overtime rates or the Annual Wage Supplement.
- Leave policy accuracy. Statutory annual leave starts at 7 days in year one and increases by 1 day per year up to 14 days. Maternity leave is 16 weeks, paternity is 2 weeks. A highly rated EOR builds these into the contract and tracks accrual correctly from the 3-month mark.
- Termination and offboarding process. Ask what happens if you need to let someone go. The EOR should be able to walk you through notice periods, payment in lieu, and how they document terminations to reduce tribunal risk.
- Own entity in Singapore. Some EORs operate through local partners rather than their own registered entity. That adds a layer of distance between you and compliance. Confirm whether they have a direct legal presence in Singapore.
Questions to ask during provider demos
These questions will quickly show you who knows Singapore and who's reading from a script.
- How do you handle CPF contributions for employees who cross the age threshold where rates change, for example at 55?
- What's your process for issuing key employment terms within the 14-day statutory window?
- Can you support Employment Pass applications for foreign hires, and how do you handle the age-adjusted salary thresholds?
- How do you manage the Annual Wage Supplement, and do you include it in the employment contract or handle it separately?
- If we need to terminate an employee, what documentation do you require from us, and how do you protect against wrongful dismissal claims at the Employment Claims Tribunal?
- How do you track leave accrual for new hires, given that statutory leave doesn't kick in until after 3 months of service?
- What's your policy on permanent establishment risk, and do you indemnify us if a claim arises?
- Do you operate through your own legal entity in Singapore, or through a local partner?
- Can you walk me through exactly what's included in your monthly fee and what gets billed as an add-on?
Tip: Book calls with at least 2-3 providers. A 30-minute conversation will tell you more about their Singapore expertise than any website or feature list.
Red flags to watch for
The biggest red flags in a Singapore EOR are fuzzy CPF knowledge, template contracts that skip the 15 key employment terms, and operating through a partner instead of its own local entity.
- They can't explain CPF contribution rate tiers by age. This is basic Singapore payroll knowledge, and if they stumble on it, that's a problem.
- Their contracts don't reference the 15 key employment terms required under Singapore's Employment Act. A template that skips overtime rates or leave entitlements puts you at risk.
- They don't have their own entity in Singapore. A partner-dependent model means slower responses, less accountability, and a longer chain between you and compliance.
- Pricing is vague or bundled in a way that makes it hard to see what you're actually paying per employee. You should be able to get a clear monthly cost before signing anything.
- They can't describe their termination process in detail. Singapore's Employment Claims Tribunal moves fast, and you need a provider that knows how to document exits properly.
- Long lock-in contracts with steep exit penalties. If they're confident in their service, they won't need to trap you.
Common mistakes to avoid
The most expensive mistakes when hiring in Singapore are misclassifying employees as contractors, offering below the Employment Pass salary threshold, and terminating without documentation. Each one is avoidable.
- Misclassifying employees as contractors to avoid CPF obligations. Singapore's MOM looks at the substance of the working relationship, not just the contract label, and misclassification can trigger back payments and penalties. A recommended EOR will flag this risk upfront.
- Offering salaries below the Employment Pass minimum without realising it. The threshold for non-finance roles is SGD 5,600 monthly, and it rises with age. Your EOR should review your offer before it goes out.
- Skipping the Annual Wage Supplement in offer discussions. The AWS is discretionary by law, and most candidates still expect it as part of total compensation. An experienced EOR will tell you this before you lose a candidate over it.
- Using fixed-term contracts for ongoing roles. Rolling fixed-term contracts can give rise to claims of permanent employment. The right EOR will default you to an indefinite contract unless there's a clear reason not to.
- Not documenting performance issues before terminating. Without a paper trail, a dismissal for poor performance can look like a wrongful one. Your EOR should guide you through the documentation process before you act.
Your next steps
Going from this list to a signed Singapore hire takes three steps: shortlist 2 to 3 providers, book 30-minute intro calls, and decide on pricing clarity plus Singapore expertise.
Price matters, but it's not the only thing. A provider that charges SGD 50 less per month but mishandles CPF filings, issues a non-compliant contract, or can't support you through a termination will cost you far more in the end. Compliance expertise is what you're paying for.
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Keep exploring
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Frequently asked questions
How much does an EOR cost in Singapore?
Do I need an EOR to hire in Singapore?
What are the employer obligations when hiring in Singapore?
How do I choose the right EOR for Singapore?
Which EOR is best for a 30-person startup hiring in multiple countries from Singapore?
Pick on three things in this order: coverage in the exact countries on your hiring plan (every provider above lists Singapore, so that is not the filter), the per-employee fee across the whole team rather than for one hire, and whether the provider employs through its own entity in your two or three main countries. At 30 people the fee difference between the cheapest and dearest providers above is several thousand dollars a month, so it is worth a call to the two that fit best rather than defaulting to the biggest name. The ranking above is our order for Singapore specifically; for a multi-country plan, start from the global EOR ranking.
Which EOR platforms have the best reviews from HR teams?
On G2 at our last check, among the providers above: Rippling 4.8 from 13,370 reviews, Deel 4.7 from 6,960, Multiplier 4.7 from 1,479, Payoneer Workforce Management 4.6 from 358, Remote 4.5 from 4,925, RemoFirst 4.5 from 403, Papaya Global 4.5 from 55 and Oyster 4.4 from 1,588. Hire with Columbus scores 5.0 from 16 reviews and Glints TalentHub 4.8 from 2, which are too few to compare against the others. Review volume matters as much as the score: a 4.5 from thousands of HR users says more than a 5.0 from a dozen.
Which EOR providers publish transparent fees?
Eight of the ten providers above publish a base EOR fee: Hire with Columbus from $179 per employee per month, RemoFirst and Payoneer Workforce Management from $199, Multiplier from $459, Papaya Global from $499, Deel from $599, and Remote and Oyster from $699. Rippling and Glints TalentHub quote per case. A published fee is a starting point, not the whole bill: ask every provider what is billed on top for onboarding, deposits, FX and offboarding before you compare.
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