Singapore, officially the Republic of Singapore, is a sovereign island city-state in maritime Southeast Asia. According to the World Economic Forum’s Global Competitiveness Report 2019, Singapore is the world's most competitive economy, having overtaken the United States.
Singapore also ranks highly on the United Nations’ Human Development Index (HDI) and finds a place among the top 10 countries in per capita nominal GDP, as estimated by the International Monetary Fund.
5,850,342 (est. Dec 2020)
$$$$ (11 of 139 nations)
Singapore has established itself as a hub for tech talent in Southeast Asia. The country boasts a highly skilled community of software developers, engineers, and IT professionals. Singaporean universities and educational institutions provide top-notch technical education, and the city-state's strategic location and business-friendly policies have attracted a thriving ecosystem of tech startups and multinational tech companies. Singapore's commitment to research and innovation, as well as its world-class infrastructure, make it an attractive destination for tech talent. Singaporean tech professionals are renowned for their expertise, innovation, and adaptability, contributing significantly to the country's status as a regional and global tech powerhouse.
Looking to employ workers in Singapore? Companies hiring in Singapore must either own a legal entity in the country or work with a global employment solutions provider, usually one that provides employer of record services.
Outstaffer can employ your team in Singapore on your behalf through our local legal entity in the country and handle payroll, benefits, taxes, and compliance for your Singapore team. You can also pay contractors now in Singapore with Outstaffer.
Looking to employ workers in Australia? Companies hiring in Australia must either own a legal entity in the country or work with a global employment solutions provider, usually one that provides employer of record services.
Outstaffer makes it easy for companies of all sizes to employ workers in Australia using our employer of record solution. We can help employ your Australian team using our local Australian entity, as well as handle your payroll, benefits, taxes, and local legal compliance.
The primary sources of employment law in Singapore are the Employment Act and common law. Other sources of employment law include the Child Development Co-Savings Act, the Employment of Foreign Manpower Act, the Work Injury Compensation Act, and the Workplace Safety and Health Act.
Singapore’s employment law provides strong labor conditions and protections for employees, so employing workers in the country is an important investment and commitment. Temporary agencies are popular options in certain industries.
To employ workers in Singapore, contact Outstaffer to learn more about your options.
Singapore, like many other countries, treats self-employed individuals or contractors and full-time employees differently. Misclassification of contractors in Singapore may lead to fines and penalties for the offending company.
Below are national public holidays applicable for all regions in this country
Outstaffer supports our clients by offering competitive benefits packages that will help you attract and retain the best talent across the globe! Our benefits specialists have done the research on norms and requirements in each local market and have crafted packages that will allow your employees to thrive, no matter what country they live in.Our benefits packages in Singapore are tailored to fulfil the local needs of your employees. Typically, our packages contain some or all of the following benefits:
As per the employment act in Singapore, either party can give the other a notice to terminate the contract of employment. In the event of a termination of a local employee, the employee’s salary must be paid on the last day of employment.
In case the employee resigns without notice and no notice period is served, the employee’s salary for the period he or she worked must be settled within 7 days of the last day of employment. In case of termination due to misconduct, the employee’s salary must be settled on the last day of employment. However, if this is not possible, the employee must be paid within 3 business days.