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Singapore Labor Overview

 In the dynamic landscape of the Singaporean labor market, businesses seeking to expand globally can leverage the advantages of an Employer of Record (EOR) service. These entities, such as Impact Best Pte Ltd, handle various aspects of HR services, managing clients' HR and payroll needs with compliant employment contracts.

Whether hiring independent contractors or opting for direct employment, the EOR allows companies to establish a presence in new markets without the complexities of setting up legal entities.


Choosing an Employer of Record provider ensures a seamless global expansion, meeting the unique employment requirements in each country while mitigating the risk of employment and tax violations.

Optimizing EOR Workforce Solutions: Understanding the Benefits of Employer of Record in Singapore

What Is an Employer of Record? 

Understanding the role of an Employer of Record (EOR) is crucial for businesses aiming at global employment. An EOR service serves as the legal employer, handling various aspects of HR services, including payroll processing and employment relationships. This allows companies to outsource and efficiently hire employees in multiple countries, establishing a global workforce without the need to establish legal entities in each location.

Choosing an EOR provider, such as Impact Best Pte Ltd, ensures compliance with local payroll regulations and employment laws, providing a seamless experience for businesses looking to grow internationally while minimizing the complexities and costs associated with direct employment.

What does an employer of record (EOR) do? 

An Employer of Record (EOR) service takes the reins when companies want to hire international employees and expand their business into new global markets. Acting as the client company's registered employer, the EOR handles various aspects of employment, providing global HR and payroll services.

This allows businesses to establish a presence without the need to establish legal entities in each country. Working with an EOR minimizes complexities, ensuring compliance with local payroll regulations and employment laws.


The EOR becomes the legal employer, dealing with payroll, employment costs, and thousands of global employment processes, allowing companies to focus on their global growth objectives.

When to use an EOR Service?

Choosing an Employer of Record (EOR) is essential when expanding globally. When opting for an EOR service, look for an employer with local expertise to navigate legal complexities seamlessly.


An EOR is particularly beneficial when dealing with a diverse, international workforce, ensuring compliance with local regulations and providing efficient support for various employment needs.

Benefits and Advantages of an Employer of Record service


Employing an Employer of Record (EOR) service offers a multitude of benefits for businesses looking to expand globally. Acting as the entity in the country, EORs streamline the process of establishing a presence in new markets, allowing companies to focus on growing their business.

Unlike Professional Employer Organizations (PEOs), the global Employer of Record handles the intricacies of employment needs, providing clients with a global team and managing HR and payroll services.

Choosing an EOR ensures a seamless and compliant employment experience in the country of operation, minimizing costs and legal responsibilities. Opting for an EOR allows businesses to enter new global markets without the need to establish legal entities, providing an efficient and cost-effective solution for managing contractors and ensuring a direct employment experience for new hires.


Compliance with local employment laws / Reduced Compliance risks

Choosing an Employer of Record (EOR) is essential to growing your business while mitigating compliance risks. The EOR takes responsibility for local employment laws, reducing compliance risks for the client company.


With the EOR providing HR and payroll services, new employees are seamlessly integrated, ensuring compliance with legal employment regulations. Opting for an EOR minimizes costs, offers a global hiring solution, and handles contractors on your behalf, making it a strategic choice for businesses aiming for expansion.



Utilizing an Employer of Record (EOR) is a time-saving strategy for businesses. The EOR, unlike establishing a local entity, handles HR, payroll services, and employment responsibilities.


This eliminates the need for the employer to manage numerous EOR service providers and navigate the complexities of establishing local entities. Opting for an EOR streamlines processes, reduces costs, and allows businesses to focus on growth rather than the intricacies of payroll and employment management.


Costs savings

Selecting an Employer of Record (EOR) is a strategic move for cost savings. Unlike establishing a local entity, an EOR partner manages payroll and HR responsibilities, reducing employer costs.


Opting for an EOR minimizes the financial burden associated with handling various EOR service providers and the complexities of establishing local entities. This way, the company can focus resources on growth, and the EOR assumes responsibility for payroll and HR costs.


Onboarding of new team members

Effectively onboarding new team members is streamlined when you use an Employer of Record (EOR). Unlike the complexities of establishing a local entity, the EOR, with its clients' HR and payroll services, takes charge of the onboarding process.


Opting for an EOR eliminates the burden an employer must navigate, ensuring a seamless experience for new hires. The company is responsible for fewer tasks, reducing the employer of record costs.


Running payroll internationally & Global Employment

Running payroll internationally is a complex task; however, opting for an Employer of Record (EOR) simplifies the process. The key difference between an EOR and establishing an entity is that the EOR, like payroll, handles the intricacies.


When selecting an employer, companies must look for an EOR with global expertise to ensure smooth international payroll operations. Many EOR options cater to various company needs, bridging the gap between the company and the EOR.


Faster Expansion of Local Market

Opting for an Employer of Record (EOR) facilitates faster expansion by leveraging the EOR's local expertise. Companies looking for swift growth must look for an employer with a robust track record.


It's crucial to make sure your EOR aligns with your expansion goals, as the Employer of Record's local knowledge streamlines processes, ensuring a seamless and efficient expansion experience.


Remote Workforce

When managing a remote workforce, opting for an Employer of Record (EOR) is crucial. Look for an employer that understands the challenges of a global, remote team. Make sure your EOR provides the necessary support for a seamless transition to remote work.


The Employer of Record's local knowledge is invaluable in navigating the complexities of a remote workforce, ensuring compliance and efficient operations.

Our EOR services

Impact Best Pte Ltd  stands out as the preferred choice for Employer of Record (EOR) services due to our extensive global reach and in-depth understanding of local compliance requirements.


Our commitment to ensuring seamless international workforce management sets us apart. At Impact Best, we offer tailored solutions to meet the unique needs of your business, providing a reliable and efficient EOR service that empowers your global expansion efforts.


Trust us to navigate the complexities of employment, allowing you to focus on growing your business with confidence.

  • What to look for when outsourcing payroll?
    When outsourcing payroll, consider the provider's reputation, experience, and expertise. Look for a service that aligns with your business size and needs. Check for compliance with local regulations, data security measures, and the flexibility to adapt to your evolving payroll requirements.
  • What are the pros and cons of outsourcing payroll?
    Pros: Outsourcing payroll can save time, reduce errors, and ensure compliance with ever-changing tax regulations. It also allows for access to expert knowledge and the latest payroll technology. Cons: Costs may be a consideration, and there could be concerns about data security and potential loss of control over the payroll process.
  • How can Impact Best help in payroll service?
    Impact Best specializes in providing comprehensive payroll services tailored to your business needs. Our expertise includes payroll processing, tax and statutory compliance, and precise record-keeping. By choosing Impact Best, you ensure accurate and efficient payroll management, allowing you to focus on your core business operations.
  • How much does it cost to outsource payroll in Singapore?
    The cost of outsourcing payroll in Singapore varies based on factors like the size of your business, the complexity of payroll needs, and the specific services required. Impact Best offers transparent pricing structures to ensure you receive a customized solution that fits your budget.
  • Is it better to outsource payroll?
    Outsourcing payroll can be advantageous for many businesses. It allows for efficiency, accuracy, and compliance with regulatory requirements. By partnering with a reputable service like Impact Best, businesses can leverage expertise, reduce the burden on internal resources, and ensure a streamlined payroll process. However, the decision depends on the unique needs and priorities of each business.
  • How do I hire an overseas foreign worker?
    To hire an overseas foreign worker, follow these steps: Identify your staffing needs. Engage a reputable employment agency such as Impact Best Pte Ltd that specializes in foreign worker recruitment. Work with the agency to complete necessary documentation, such as obtaining work permits. Facilitate the worker's arrival and integration into the workplace.
  • How do I search for employment agencies?
    To find employment agencies, consider these steps: Conduct online searches for agencies in your industry and location. Check government-approved lists of employment agencies from MOM Seek recommendations from industry peers. Visit agency websites, review testimonials, and assess their track record.
  • What company hires foreign workers?
    Many companies in Singapore hire foreign workers across various sectors, including manufacturing, construction, hospitality, and healthcare. Connect with reputable employment agencies to find companies seeking foreign talent.
  • How long is the hiring process for foreign workers in Singapore?
    The hiring process duration varies. It involves steps like sourcing, documentation, and work pass issuance. Typically, it can take a few weeks to several months, influenced by factors like the industry, worker's origin, and administrative procedures.
  • How many years can a foreign worker work in Singapore?
    The duration a foreign worker can stay in Singapore depends on their work pass. Typically for up to 2 years.
  • What happens to PR application if EP is Cancelled?
    The cancellation of an Employment Pass may impact your PR application, as it is often linked to your current employment status. It is recommended to check with immigration authorities for specific guidance. The cancellation of an Employment Pass may impact your PR application, as it is often linked to your current employment status. It is recommended to check with immigration authorities for specific guidance.
  • How long can I stay in Singapore after cancellation of employment pass?
    You can stay for a brief period with a 30 to 90 day Short Term Visit Pass (STVP) after the cancellation.
  • Can an employer refuse to cancel an EP?
    Employers are obligated to cancel work passes when the employment relationship ends. Refusal to do so may lead to legal consequences. The pass holder can request cancellation, and the employer should comply based on terms of employment.
  • Can I cancel my IPA?
    Yes, an IPA can be cancelled. However, once the IPA is issued, it cannot be canceled. It is advisable to complete the process and cancel the issued pass if needed.
  • How long can I stay after EP expires?
    After the EP expires, individuals are allowed to stay in Singapore for an additional 30 to 90 days as per the short term visit pass
  • How do I check employment pass application status
    You can check the status of your Employment Pass application online through the MyMOMPortal for employers
  • How long can EP holder stay in Singapore without a job?
    An EP holder can stay in Singapore for up to the duration in the short term visit pass/special pass.
  • Can I change jobs while I hold an Employment Pass?
    Yes, EP holders can change jobs, but they need to apply for a new EP for the new position.
  • Are employers (Singapore Company) required to buy medical insurance for Employment Pass holders?
    No, it is it is highly recommended, but not a must, for employers in Singapore provide medical insurance for their Employment Pass holders. However,
  • What is the minimum salary for Singapore Employment Pass?
    The minimum salary for an Employment Pass (EP) holder in Singapore is SGD 5,000.
  • Are there any quota restrictions for the Employment Pass (e.g., per country or per company)?
    There are no specific quota restrictions for Employment Passes; approvals are based on individual merit.
  • How long is the processing time for employment pass?
    The processing time for an Employment Pass typically takes around 2 to 3 weeks from the date of submission.
  • What happens if my application for Employment Pass / EP Application is rejected?
    If your Employment Pass application is rejected, you may need to reassess and address any issues before reapplying.
  • What is the minimum salary for S Pass renewal?
    The minimum salary for S Pass renewal depends on your qualifications and experience and MOM guidelines. Make sure you meet the qualifying salary set by MOM for S Pass renewals. Can refer to this link for salary guideline:
  • How long does it take to renew the S Pass?
    The processing time for S Pass renewal varies depending on any changes and supporting documents required by MOM, but it's advisable to apply at least 6 months before your current pass expires to ensure a smooth transition.
  • How do I renew my S Pass in Singapore?
    To renew your S Pass in Singapore, your Employer or Appointed Employment Agent such as Impact Best Pte Ltd, will need to submit an online application through MOM's portal. Ensure you meet the qualifying salary and other criteria for S Pass renewal.
  • Does the employer need to provide insurance?
    Yes, employers are required to provide medical insurance coverage for S Pass holders.
  • Can I bring my family members to Singapore with an S Pass?
    Generally, S Pass holders can bring family members to Singapore under the Dependent Pass.
  • Do I have to pay any levy for S Pass holders?
    Employers are also responsible for paying the levy for S Pass holders. The levy amount depends on the worker's skill level and is set by MOM.
  • Can I stay in Singapore if my S Pass expired?
    If your S Pass has expired, you must leave Singapore immediately. Overstaying is a violation of immigration rules and can have serious consequences.
  • How do I check the status of my S Pass renewal?
    You can check the status of your S Pass renewal application online through MOM's portal :
  • How long does it take to cancel S Pass?
    The cancellation process usually is immediate.
  • How long can you stay in Singapore after the cancellation of S Pass?
    After the cancellation of the S Pass, the pass holder can typically remain in Singapore for between 30 to 90 days. During this period, it's essential to settle personal affairs and make arrangements for departure.
  • How do I cancel my Singapore S Pass?
    To cancel your S Pass, you must notify your employer or the pass holder's authorized representative to submit a cancellation request through the Ministry of Manpower (MOM) eServices portal. Ensure that all outstanding employment matters are settled before initiating the cancellation process.
  • How do I cancel my IPA S Pass?
    To cancel an In-Principle Approval (IPA) for an S Pass, your prospective Employer should request the cancellation of IPA through MyMOMPortal. Provide all relevant information, and ensure that the pass is not issued if the pass holder no longer intends to work in Singapore.
  • How long does the application process for the HR Consultancy EDG Project typically take?
    Due to overwhelming applications through Enterprise Singapore, each application process can take approximately 4 to 12 weeks, including evaluation.
  • What kind of outcomes can I expect from implementing the HR Consultancy EDG Project recommendations?
    By implementing the project's recommendations, you can expect improved HR processes, enhanced employee engagement, talent retention, and a more competitive workforce. All these initiatives will positively impact the company performance directly and indirectly.
  • How much does each project cost?
    The project cost will varies accordingly to the project scope and company HR analysis. Each project can range from SGD 2,000 to 150,000 depending on the project scope.
  • Who is eligible to apply for the HR Consultancy EDG Project?
    Business entity registered and operating in Singapore Company has at least 30% local equity held directly or indirectly by Singaporean(s) and/or Singapore PR(s), determined by the ultimate individual ownership Company is financially ready to start and complete the project
  • Can I choose my own HR consultancy service provider for the project?
    Yes, you can choose your own HR Consultancy service provider. In fact, we will advise you to seek multiple quotations and analysis to understand and evaluate the proposals that eac solution provider provide you, in order for you to make a more informed decision.
  • How can HR outsourcing to Impact Best benefit my business?
    Outsourcing HR to Impact Best allows you to offload time-consuming tasks, reduce costs, and gain access to HR expertise, helping you scale and thrive.
  • What are examples of HR services offered in Singapore?
    In Singapore, HR services encompass a wide range of offerings, such as: Recruitment and staffing solutions Payroll processing and management Employee benefits administration HR advisory and consulting services Talent acquisition and management Workforce planning and development Compliance with Singaporean MOM labor laws and regulations
  • What HR functions can be outsourced in Singapore?
    Small and large businesses in Singapore commonly outsource various HR functions, including: Payroll processing and tax reporting Recruitment and talent acquisition Benefits administration HR compliance and legal matters Employee training and development programs Employee relations and conflict resolution Performance management and appraisals
  • What is a HR services company in Singapore?
    An HR services company in Singapore specializes in providing a wide range of human resources solutions to businesses. These services may include recruitment, payroll management, talent acquisition, employee benefits administration, and HR advisory services tailored to meet the specific needs of organizations operating in Singapore.
  • What are HR advisory services in Singapore?
    HR advisory services in Singapore involve expert guidance and consultation on various HR matters. This can include compliance with local labor laws and regulations, talent management strategies, organizational development, and employee relations. HR advisory services help businesses navigate complex HR challenges and make informed decisions to drive growth.
  • What areas of HR does Impact Best cover?
    We cover a wide range of HR functions, including payroll, benefits administration, employee relations, compliance, and more. Contact us to find out more of our services.
  • How do I get started?
    Getting started is easy! Get a Quote from Impact Best through the button. Let's embark on a journey of HR excellence together.
  • Can Impact Best customize its services to fit my company's unique needs?
    Certainly! We understand that each business is unique. Our approach is flexible, adapting to your specific requirements for a seamless partnership.
  • Is HR outsourcing suitable for small businesses?
    Absolutely! Impact Best HR Outsourcing service is tailored to meet the needs of businesses of all sizes, ensuring efficient HR management regardless of your scale. Our clients range from headcount sizes of 5 to 200.
  • What happens if my work pass transaction application fails?
    Not to worry. Impact Best provides a obligatory one-time appeal based on the reason of rejection (if provided) tapping onto our vast experience of past applications and rejections.
  • What do I need to prepare for the application?
    Impact Best will provide you a detailed checklist on the documents to be prepared.
  • How long does it take to process a work pass application?
    It takes between 1 week to 6 weeks, depending on the type of work passes being applied for.
  • Why can't I do the application on my own?
    Yes, businesses are able to apply work passes on their own. The company will need to set up their EPOL / WPOL and prepare all necessary documents. By outsourcing the work pass transactions to Impact Best, we will work closely with the applicant and follow through the whole process until the results are out.
  • How much do you charge?
    We charge ranging from SGD 400 to SGD 1600, depending on the complexity and nature of the work pass transactions
  • Is my employee data safe with Impact Best?
    Impact Best safeguard employee data using payroll software which paractices encryption, secure storage, and access controls to ensure confidentiality. Impact Best software partners employ encryption, secure storage, and strict access controls to protect sensitive employee information from unauthorized access or breaches.
  • What factors should I consider when choosing a payroll outsourcing provider?
    Choose a payroll outsourcing provider based on reputation, experience, services offered, technology capabilities, and expertise in regulatory compliance.
  • How can my business benefit from Impact Best payroll outsourcing services?
    Payroll outsourcing streamlines operations, reduces errors, and ensures compliance, freeing up resources for core business activities. Our services can benefit your business by reducing administrative burdens, minimizing errors, and ensuring compliance with tax regulations. Outsourcing to Impact Best allows you to focus on core operations while experts handle payroll complexities.
  • How does payroll outsourcing with Impact Best help with regulatory compliance?
    Impact Best keep up with legal changes, ensuring accurate tax calculations and timely compliance, which minimizes legal and financial risks.
  • What is payroll outsourcing?
    Payroll outsourcing is when a business entrusts the responsibility of managing employee compensation and related financial tasks to an external service provider. This includes tasks such as calculating wages, processing payments, and ensuring compliance with tax and statutory employment and labor laws.
  • Who is eligible for work permit in Singapore?
    Eligibility for a work permit in Singapore depends on factors such as your job sector, qualifications, and the specific conditions set by the Ministry of Manpower (MOM). Typically, semi-skilled foreign workers from approved source countries working in sectors like marine shipyard and construction are eligible.
  • Can I apply for Singapore work permit without job offer?
    No, you cannot apply for a Singapore work permit without a valid job offer from a Singaporean employer. The work permit application must be initiated by your prospective employer.
  • How much is work permit application in Singapore?
    The work permit application fee in Singapore varies depending on factors like the type of permit and the worker's nationality. Typically it is SGD 35 for each application. For the most up-to-date fee information, please visit the Ministry of Manpower (MOM) website.
  • What is the minimum qualification for Work Permit in Singapore?
    The minimum qualification for a Work Permit in Singapore can vary by sector and job type. Some jobs may not require formal qualifications, while others may necessitate specific educational or professional credentials. The eligibility criteria are determined by the Ministry of Manpower (MOM) and differ across sectors. It's important to check MOM's guidelines and sector-specific requirements for the most accurate information pertaining to your specific job category.
  • What is the minimum salary for work permit in Singapore?
    The minimum salary for a work permit in Singapore varies by sector and job type. MOM sets specific minimum salary requirements based on industry standards and the nature of the work. Employers must ensure that they pay their foreign workers at least the specified minimum wage.
  • How long does work permit application take Singapore?
    The processing time for a work permit application in Singapore can vary, but it typically takes between few working days to several weeks. The exact duration depends on factors like the sector, completeness of documents, and the worker's nationality and background checks by the authorities.
  • Can I apply for Singapore work permit without job offer?
    No, you cannot apply for a Singapore work permit without a job offer from a Singapore company. A valid job offer from an employer in Singapore is a prerequisite for obtaining a work permit.
  • What happens if I lost my work permit in Singapore?
    If you lose your work permit in Singapore, you must report the loss to your employer and the Ministry of Manpower (MOM) immediately. To replace a lost work permit, you will need to provide the necessary documents and details to facilitate the replacement process.
  • How long can you stay in Singapore after the cancellation of Work Permit?
    After the cancellation of your Work Permit, you can remain in Singapore temporarily, usually between 7 days to 30 days from the date of cancellation, provided your Special / STVP pass remains valid during this period.
  • Can I work while waiting for Work Permit in Singapore?
    No, you cannot work in Singapore while waiting for your new Work Permit application to be processed. You must await the issuance of the new pass before engaging in employment.
  • After my former employer canceled my Singapore work permit and before outbound, can I immediately apply to another company for a new work permit to avoid leaving Singapore?
    Yes, you can apply for a new work permit with a different employer in Singapore after your previous one has been canceled. However, the application process does not allow you to stay in Singapore or extend the validity of your STVP / Special Pass.
  • Who can cancel the Work Permit in Singapore?
    Work Permit cancellation is typically initiated by the employer or an authorized Employment Agent. It's a formal process that requires completion of specific paperwork and adherence to MOM guidelines.
  • What happens when you cancel Work Permit?
    When you cancel your Work Permit in Singapore, it signifies the termination of your employment. You must cut your Work Permit card in half or return it to your Employer. Upon cancellation, a Short Term Visit Pass/ Special Pass may be issued.
  • How do I know if my Work Permit is Cancelled?
    You can verify the status of your Work Permit by checking with your employer, consulting the Ministry of Manpower (MOM) website, or contacting an immigration officer when leaving Singapore or scanning the QR code at back of your work permit card with SGWorkpass application
  • Can Work Permit holder resign from the company?
    Yes, a Work Permit holder can resign from their company. In such cases, the termination of employment should be discussed and agreed upon with the employer, and the appropriate cancellation procedures should be followed.
  • Can you stay in Singapore without Work Permit?
    You can stay temporarily in Singapore without a Work Permit if you have a valid pass like a Short Term Visit Pass or Special Pass. However, for long-term employment in Singapore, you would need a valid Work Permit or Employment Pass.
  • Does an employment agency need the employer's authorisation before cancelling an in-principle approval (IPA)?
    Yes, in most cases, employment agencies require the employer's authorization to cancel an in-principle approval (IPA) for a Work Permit. It's essential to follow proper procedures and maintain clear communication between all parties involved to avoid any issues during the cancellation process.
  • What are the documents needed for Work Permit renewal?
    You'll generally need your passport, updated bond details, and medical insurance from the same bank or insurance company as your security bond. The specific requirements may vary depending on your circumstances.
  • When can I renew Work Permit?
    You can begin the renewal process around 6 to 8 weeks before your existing work permit's expiry date. It's essential to start early to avoid any disruptions in your employment.
  • What to do if Work Permit expire?
    If your Work Permit expires, you must stop working immediately. Initiate the renewal process or make arrangements to leave Singapore.
  • How long can I stay in Singapore after Work Permit expires?
    You should not stay or work in Singapore once your Work Permit expires, as it's illegal. Leave Singapore before it expires to avoid penalties.
  • How to appeal for renewal of Work Permit?
    To appeal for renewal, provide new information or documents that demonstrate your eligibility. Appeals are unlikely to be successful unless you can offer compelling reasons or updated details. Follow the guidelines provided by MOM during the renewal process. Engage the professional services of Employment Agents such as Impact Best Pte Ltd to increase your chances of success.
  • Who is eligible to apply for renewal?
    Workers eligible for renewal are typically those whose contracts are extended or who continue to meet the criteria set by the Ministry of Manpower (MOM).
  • What happens if work permit is not renewed?
    If your Work Permit is not renewed, you cannot work legally in Singapore, and you risk penalties or deportation. It's crucial to follow the renewal process to maintain your work status. Alternatively, an appeal can be done.
  • How long is the process to renew Work Permit?
    The duration varies but typically takes 6 to 8 weeks for standard cases and up to 12 weeks for exceptional situations.
  • How do I upgrade my work permit to S Pass?
    To upgrade from a Work Permit to an S Pass, you typically need to secure a job that meets the S Pass eligibility criteria, including the minimum monthly salary requirement and other qualifications. Your employer can then apply for the S Pass on your behalf, following the S Pass application process outlined by the Ministry of Manpower (MOM).
  • What is the minimum pay for S Pass?
    The minimum monthly salary for an S Pass holder in Singapore depends on the type of work and skill level. Generally, it should meet the minimum salary criteria set by MOM for the specific job category. Refer to above more for details
  • How long does it take for S pass to be approved?
    The processing time for an S Pass application varies, but it typically takes around three weeks. However, it can take longer if additional documentation is required or if there is a high volume of applications being processed by the Ministry of Manpower (MOM)
  • Why is my S Pass application taking so long?
    Several factors can contribute to a longer processing time, including the need for additional documentation, high application volumes, or a more complex application due to the specific job or industry. It's essential to ensure that all required documents are submitted accurately and promptly.
  • What is the difference between S Pass and EP?
    The Employment Pass (EP) is for higher-skilled foreign professionals, managers, and executives, while the S Pass is for mid-skilled workers. EP holders usually have higher minimum monthly salary requirements and different eligibility criteria compared to S Pass holders.
  • Can S Pass holder apply for Permanent Residency (PR)  in Singapore?
    Yes, S Pass holders are eligible to apply for Permanent Residency (PR) in Singapore, but they must meet certain requirements, such as holding an S Pass for a specified duration, demonstrating good conduct, and meeting other PR criteria set by the Immigration and Checkpoints Authority (ICA).
  • What is the difference between S Pass and work permit?
    S Pass and Work Permit are both types of work passes in Singapore, but they differ in terms of skill level and eligibility criteria. S Pass is for mid-skilled workers, while Work Permit is typically for lower-skilled workers. S Pass generally requires a higher monthly salary and more qualifications than a Work Permit.
  • How much does it cost to get an S pass in Singapore?
    The cost of obtaining an S Pass in Singapore includes the application fee, which is SGD 105 for each pass application. and issuance fee of SGD 100. Employers are also required to provide medical insurance for their S Pass holders.
  • How do I check my EP renewal?
    You can check the status of your Employment Pass renewal through your employer or through a licenced Employment Agency
  • Are there any quota restrictions for the Employment Pass (e.g., per country or per company)?
    There are no specific country-based quotas for Employment Passes.
  • What is the salary for employment pass renewal?
    The salary for Employment Pass renewal depends on factors such as the applicant's qualifications and experience. As of now, the Ministry of Manpower in Singapore sets a minimum monthly salary requirement for EP holders.
  • What is the salary bracket for EP in Singapore?
    The salary bracket for Employment Pass holders in Singapore varies, but it is generally based on qualifications and experience. Employers must adhere to the Ministry of Manpower's guidelines to ensure compliance.
  • Are employers required to buy medical insurance for Employment Pass holders?
    No, employers are not not required to provide medical insurance coverage for Employment Pass holders for issuance but it is recommended to.
  • How long does EP renewal take?
    The processing time for Employment Pass renewal typically takes up to three weeks. It's advisable to initiate the renewal process approximately six months before the pass expires to allow for a smooth transition.
  • Do I still need to have an Employment contract when I renew my Work pass?
    Yes, having an updated employment contract is crucial for the renewal process. Ensure that the contract adheres to current employment laws and includes relevant details about your role, responsibilities, and salary.
  • How much does Employer of Record (EOR) Cost ?
    EOR costs vary based on service providers and the scope of services. It typically includes fees for payroll processing, compliance, and additional services as needed.
  • Employer of record vs. PEO: What’s the difference?
    While both handle employer responsibilities, a PEO shares employment responsibility with the client company, whereas an EOR becomes the official employer, taking on full legal and payroll responsibilities.
  • Do I need to own an entity in this country, or do I outsource the employment and compliance to a third party?
    Outsourcing employment and compliance through an EOR is common, eliminating the need to establish and maintain legal entities in each country of operation.
  • Can we use an EOR for Independent Contractors? 
    Possible , depending on the nature of the contractors and project.
  •  How does an EOR differ from a staffing agency?  Employer of record vs. staffing agency: What’s the difference?
    An Employer of Record (EOR) assumes responsibility for legal employment, payroll, and compliance, acting as the official employer. In contrast, a staffing agency facilitates temporary placements and handles recruitment, but the client company retains employer responsibilities.
  • How to choose the right Employer of Record partner?
    Choose an EOR partner by assessing their experience, global presence, compliance track record, and their ability to customize services to align with your business objectives and requirements.
  • Do you need the whole EOR service package, or do you just need to plug in the deficiencies in your payroll system?
    The level of EOR service depends on your needs. You can customize the service to fill specific gaps in your payroll and employment management.
  • Can you employ international workers without an EOR? 
    Yes, but it involves navigating complex legal and compliance issues. Using an EOR streamlines the process, ensuring compliance with local employment laws.
  • How do you compare employer of record (EOR) services?
    Compare EOR services by evaluating their global reach, compliance expertise, customer support, and the flexibility to tailor services to your specific needs.
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