Bring the company’s annual obligations into one disciplined close. Navcore Global coordinates financial statements, corporate records, tax inputs and annual-return preparation so directors can review a complete picture before key filings are made.
Annual compliance should be the conclusion of a well-run year, not a last-minute collection exercise. We work back from the company’s financial year end to coordinate records, reviews, approvals and filing readiness.
An accepted offer needs a clear route to employment. Confirm the local employing entity, agreed terms and required records, then give the employee and hiring manager a practical joining plan.
Bring approved salary inputs, deductions and employer costs into a consistent monthly cycle. Confirm statutory coverage and relevant state requirements, with payroll reports and payment records that your finance team can follow.
Give employees a defined route for questions about pay, leave and employment records. Coordinate agreed benefits and approved changes, keeping your managers informed when a decision or additional information is needed.
Plan for the decisions that follow the first hire: additional employees, changes to terms and eventual exits. If your business later establishes an Indian entity, agree a transition plan that addresses employment continuity and the records required.
Set out the roles, work locations, headcount, proposed start dates and work eligibility. Review how the team will operate in India before confirming that EOR is suitable.
Confirm the employing entity, salary structure, benefits, notice provisions and responsibilities. Separate employment costs from service fees, with funding and approval terms in writing.
Collect the required records, complete employment documents and arrange payroll and benefit setup. Confirm the joining date once the necessary checks and approvals are complete.
Agree input cut-offs, approve salary changes and arrange funding. Process the pay cycle, provide the agreed reports and track applicable statutory payments and filings.
Coordinate changes to pay, role or location before they take effect. For an exit, review the required process, notice, final pay and employment records with the local employer.
A first hire, a growing team and a future subsidiary call for different plans. Match the employment arrangement, reporting and commercial terms to the people you need and how your India presence is expected to develop.
Put a defined employment arrangement around an initial India role, with the employer, monthly cost and onboarding requirements clear before the employee joins.
Create a consistent process for additional hires, monthly payroll and employee queries, with each new role assessed and start dates agreed against the hiring plan.
Coordinate a move to your own Indian entity when it is ready to employ, with the required documentation, employee arrangements and payroll handover reviewed in advance.
Name the employing entity, included services and escalation contacts in the agreement, with the responsibilities of Navcore and your business clearly recorded.
Set input deadlines, authorised approvers and funding dates. Review salary movements, employer costs and outstanding items before the pay run is finalised.
Agree access, confidentiality and retention arrangements for contracts, payroll and employee data, including any cross-border sharing required for delivery.
Route changes and exits through the agreed process. Confirm the required approvals, employee communications, notice and final-settlement treatment before action.
The service agreement records employment responsibilities, client approvals, funding obligations and escalation routes. An EOR arrangement does not by itself resolve corporate tax, permanent-establishment, licensing or immigration questions for your business; these depend on the activities and circumstances involved.
Keep approved payroll inputs, salary outputs, funding confirmations and applicable statutory payment records connected. The agreed reporting should show what is complete, what remains outstanding and who owns the next action, so your finance team can reconcile the cost of its India workforce.
Work back from the planned payment date. Allow time to confirm the deliverable, validate the invoice, review the applicable tax treatment and obtain the right approval.
A useful engagement starts with the company’s actual situation—not a generic checklist. We assess the ownership, activities, records, financial year and intended timetable, then set a service scope that is practical to run.
The agreed Singapore annual compliance services scope is shaped by the company’s actual facts, including ownership, activities, records, financial year and regulatory position. Navcore sets out the required information, responsibilities, review points and any specialist advice needed before work begins.
The agreed Singapore annual compliance services scope is shaped by the company’s actual facts, including ownership, activities, records, financial year and regulatory position. Navcore sets out the required information, responsibilities, review points and any specialist advice needed before work begins.
The agreed Singapore annual compliance services scope is shaped by the company’s actual facts, including ownership, activities, records, financial year and regulatory position. Navcore sets out the required information, responsibilities, review points and any specialist advice needed before work begins.
The agreed Singapore annual compliance services scope is shaped by the company’s actual facts, including ownership, activities, records, financial year and regulatory position. Navcore sets out the required information, responsibilities, review points and any specialist advice needed before work begins.
The agreed Singapore annual compliance services scope is shaped by the company’s actual facts, including ownership, activities, records, financial year and regulatory position. Navcore sets out the required information, responsibilities, review points and any specialist advice needed before work begins.
The agreed Singapore annual compliance services scope is shaped by the company’s actual facts, including ownership, activities, records, financial year and regulatory position. Navcore sets out the required information, responsibilities, review points and any specialist advice needed before work begins.
The agreed Singapore annual compliance services scope is shaped by the company’s actual facts, including ownership, activities, records, financial year and regulatory position. Navcore sets out the required information, responsibilities, review points and any specialist advice needed before work begins.
The agreed Singapore annual compliance services scope is shaped by the company’s actual facts, including ownership, activities, records, financial year and regulatory position. Navcore sets out the required information, responsibilities, review points and any specialist advice needed before work begins.
Tell us where the company is today, what must be completed and the decisions ahead. We will map the relevant workstreams, information needs and the most sensible sequence for your Singapore requirement.
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.
