Hire eligible local employees in Singapore without first setting up your own employing entity. Navcore Global coordinates contracts, SGD payroll and employee administration for suitable local hires, while your business leads the work and manages daily performance.
Give each hire a sound employment foundation and your finance team a dependable monthly process. Start with the candidate’s status and the role, then agree the contracts, payroll, benefits and records needed to support them.
Set out the employment terms before the employee joins. For suitable Singapore citizen and permanent resident hires, coordinate the contract, key employment terms and joining records around the role your business has approved.
Translate approved salary inputs into SGD payroll and itemised payslips. Calculate Central Provident Fund (CPF) contributions for eligible employees and maintain the records needed for statutory payments and annual employment-income reporting.
Employees should know where to take a payroll question, how to request leave and which benefits apply. Keep statutory entitlements and contractual benefits documented, with a defined route for queries that need an employer or manager decision.
Keep the employment arrangement current as responsibilities, compensation or headcount change. Plan exits and any future move to your own Singapore entity with the local employer, allowing time to address employee terms, payroll and the records that must follow.
Review the candidate’s citizenship or residency status, proposed duties, work location and your Singapore activities. Establish whether local EOR employment is suitable before a start date is promised.
Record salary, working arrangements, leave, benefits, probation and notice. Identify the legal employer and separate employment costs from service fees, with the funding and approval process in writing.
Complete identity and bank records, employment documents and benefit setup. Confirm the employee’s joining instructions alongside your arrangements for equipment, systems access and management support.
Approve salary inputs and changes by the agreed cut-off, arrange funding and process payroll. Reconcile pay, employer costs and applicable contributions, with reports available to your finance team.
Document changes before they take effect. For an exit, coordinate notice, leave balances, final salary and any applicable tax-clearance steps, with employee communications owned by the right party.
An initial local appointment needs a focused plan. A growing team needs continuity. If a Singapore entity is on the horizon, factor that into the employment arrangement from the outset, alongside the roles and people you intend to hire.
Build the employment arrangement around a suitable Singapore citizen or permanent resident, with the contract, full monthly cost and onboarding requirements settled before joining.
Bring additional eligible local hires into a consistent process for contracts, payroll, leave and employee support, with the hiring schedule and reporting reviewed as the team develops.
Prepare for direct employment through your own Singapore entity when it is ready, with employee arrangements, statutory registrations and payroll handover considered together.
The agreement identifies the employing entity, service coverage and decision-makers. It should also explain how questions move between your managers, Navcore and the employer.
Set clear cut-offs, funding dates and approval authority. Review salary movements, CPF treatment and employer costs before payroll is finalised, with exceptions tracked to resolution.
Define access, permitted use, retention and transfer arrangements for employee information. Keep contracts, pay records and approved changes available to the people responsible for them.
Assess notice, leave balances, final pay and any tax-clearance requirement before confirming an exit. Keep the employment documents and payroll instructions consistent with the decision.
MOM prohibits EORs from applying for work passes for foreigners based in Singapore while working for overseas companies. This service is scoped around suitable local hires. Any foreign-hire plan needs a separate assessment of the lawful employment route.
The agreement records who employs, approves, funds and reports. Corporate tax, permanent-establishment exposure and any business-registration or licensing requirements still depend on your activities. Review those questions alongside the hiring plan, with the payroll and employment responsibilities documented separately.
Work back from the intended joining date. Candidate checks, signed terms, payroll records and funding should be ready alongside your equipment and systems access. A shared checklist gives the employee and hiring manager a reliable view of what remains to be done.
For an overseas business hiring Singapore citizens or permanent residents, a defined EOR arrangement can provide local employment administration while the business develops its plans. Compare the actual service scope, employer structure and total cost against the needs of the team.
An Employer of Record, or EOR, is the local entity that employs an individual under an arrangement with your business. Your managers direct the work, while the employer undertakes the agreed employment administration and its legal obligations. The proposal should identify that entity and explain the responsibilities of the employer, Navcore and your business.
For suitable Singapore citizen and permanent resident hires, a local EOR arrangement can support employment before your business establishes its own employing entity. The role and your business activities still need to be assessed. Employment administration does not settle separate company-registration, licensing or corporate tax questions, and the foreign-hiring restriction is addressed below.
No. MOM states that EORs cannot apply for work passes for foreigners to be based in Singapore while working for overseas companies. A foreign-hire plan requires a lawful employment structure and the relevant work authorisation; an EOR contract cannot substitute for those requirements.
The scope can include SGD payroll, itemised payslips, CPF for eligible citizen and permanent resident employees, SDL, and annual IR8A or AIS employment-income reporting. CPF treatment depends on factors including age, wages and permanent-resident status. Benefits, employee records and any tax-clearance support should be specified in the engagement, with the employer’s filing and payment responsibilities made explicit.
Compare the full employment cost: gross salary, employer CPF where applicable, SDL, contractual benefits and the EOR service fee. Ask for deposits, funding requirements, currency conversion and any additional onboarding, exit or transition charges to be shown separately. A useful proposal prices the actual employee profile and service scope, rather than presenting the service fee as the entire cost.
Timing depends on eligibility checks, complete employee records, agreed terms and the payroll funding schedule. An existing employment notice period may also affect the joining date. Navcore can coordinate a practical schedule after reviewing the proposed hire, with the start confirmed once the required documents, approvals and arrangements are ready.
With payroll outsourcing, your existing employing entity remains the employer and a provider processes pay and related administration. In an EOR arrangement, the entity named in the employment contract is also the local employer. If your Singapore company is already ready to employ, compare payroll and HR administration support with EOR against your actual operating needs.
A move can be planned when your entity is ready to employ. Review the required employee agreements, continuity of service, leave and benefit balances, employer registrations and any tax-clearance implications. The local employer and your advisers should settle the documentation and payroll handover before the transition date; incorporation alone does not transfer the employment.
Share the roles, candidate status, expected headcount, proposed salaries and joining dates. We can then discuss the appropriate employment route, a clear cost breakdown and the practical steps to support your Singapore team.
Thank you for your interest in our services. Our experts are analyzing your requirements, and we will share a detailed quotation with you as soon as possible.
