Best EOR services in Singapore

In Singapore, the first question is whether the hire is a citizen, permanent resident, or foreign national who needs a work pass. The Ministry of Manpower allows EOR employment for citizens and permanent residents, provided there is a contract of service and the employee receives the required Employment Act entitlements.

The position is different for foreign nationals who need a work pass to live and work in Singapore for an overseas company. An EOR cannot obtain that work pass on the overseas company’s behalf. That makes immigration status the first filter before comparing fees, service levels, or platform features, because it determines whether the EOR route is available at all.

Among the nine providers covered, $199 per employee per month is the lowest published EOR price, offered by Boundless and RemoFirst. Published rates otherwise reach $699, while one provider uses quote-based pricing.

The Ministry of Manpower’s position has two parts. In a written parliamentary answer, it confirmed that a worker employed by an Employer of Record is considered an employee where there is a contract of service with the EOR and the worker receives Employment Act entitlements, even if the work is performed for the EOR’s client.

For foreign nationals, the position is different. The Ministry’s Work Pass FAQ says an EOR cannot obtain a work pass for a foreigner based in Singapore who will work for an overseas company. Work passes are intended for foreigners working for Singapore-based companies.

Visa, immigration, or work-permit support offered elsewhere does not change this Singapore-specific restriction. For a foreign national who needs a work pass, the employing company must be Singapore-based and meet the applicable sponsorship requirements.

For the hires the EOR route does cover, the employer’s obligations are well defined, which makes a provider’s handling of them easy to test. Written key employment terms are due within 14 days of the start date, and itemised payslips from the first salary period. CPF contributions apply to citizens and to permanent residents from their third year at age-based rates, and to newer permanent residents at graduated rates.

Singapore also regulates employment agency work under the Employment Agencies Act 1958, and submitting a work pass application on behalf of an employer or applicant is among the activities it lists. A provider that combines employment with recruitment or pass applications should be able to explain its licensing position in writing.

• Pricing: Boundless starts at $199 per employee per month, billed monthly, with no setup fees and no long-term or minimum commitments tied to country or headcount. Compared with the $459 to $699 published by most global platforms on this list, that represents a difference of $3,120 to $6,000 per employee per year before statutory costs and matches the lowest published price here.
• Service and payroll: Average response time is under one hour, average resolution is under one day, and annual payroll accuracy is 99.4%. Clients receive one monthly invoice in their chosen currency covering salary, employer contributions, and the service fee.
• Singapore support: Boundless handles the taxes and contributions attached to a Singapore EOR hire. Project-based contractors can also be engaged through Agent of Record from $99 per contractor per month. The full rate card is available on the pricing page.

RemoFirst starts employment pricing at $199 per employee per month, with no setup, onboarding, or termination fees, no annual contract, and no minimum headcount. Pricing can vary by local requirements.

It operates through local entities or exclusive partners, while health insurance, visa and immigration support, background checks, and equipment are priced separately. Contractor management is free, with payment processing at $25 per contractor per month.

Deel charges $599 per EOR employee per month on month-to-month terms, with no long-term commitment. Contractor engagement costs $49 per contractor or $325 as contractor of record.

Deel has employment coverage across 130+ countries and offers 24/7 support. For Singapore, companies should confirm which local entity will employ the worker and how the work-pass restriction applies to the proposed hire.

Remote charges $699 per EOR employee per month. It has no minimum headcount or fixed contract length, and Singapore dollars are among its billing currencies.

Singapore is included across Remote’s EOR, payroll, and contractor management coverage. Remote operates through its own entities without third-party handoffs, but companies should still confirm the Singapore employing entity and work-pass position for the proposed hire.

Papaya Global starts EOR pricing at $499 per employee per month, with contractor of record from $199 and a lighter contractor product from $5. It also accepts funding in SGD.

Papaya uses both direct employment and in-country partner models, so companies should confirm which structure applies in Singapore. Implementation typically takes four to eight weeks, and payments must be pre-funded at least five business days before the payment date.

Oyster charges $699 per employee per month, with no minimum headcount. A refundable deposit is required before the EOR engagement starts, and currency-conversion fees may apply where the payment currency differs from the contract currency.

For Singapore, Oyster quotes onboarding in as little as 48 hours. Visa sponsorship is offered as a separate add-on in some countries, so companies should confirm how the Singapore work-pass restriction affects the proposed hire.

Multiplier charges $459 per employee per month for Core on an annual contract, or $499 monthly. Growth costs $519 annually or $559 monthly, while Enterprise pricing is quote-based. Implementation fees and compliance-related add-ons may also apply.

Multiplier Technologies Pte. Ltd. is incorporated in Singapore, and SGD is one of its billing currencies. Companies should still confirm the employing entity, Singapore-specific terms, and work-pass position before proceeding.

G-P starts EOR pricing at $599 per employee per month, with contractor engagement from $39 per contractor per month. The platform fee is the same across its 180+ country coverage, while visa support is priced separately.

For Singapore, companies should confirm the local employing structure, Singapore-specific terms, and how any visa support aligns with the work-pass restriction before proceeding.

Rippling uses quote-based EOR pricing, and the core Rippling platform must also be purchased. Its EOR model includes a mix of wholly owned subsidiaries and partners that act as the legal employer. For Singapore, companies should confirm which entity will employ the worker, the applicable local terms, and how the work-pass rules affect the proposed hire.

The provider fee is separate from the full cost of the hire. CPF contributions, the Skills Development Levy, and any contractual benefits sit on top.

Provider pricing and service details are based on publicly available information, September 2026

1. A first hire who is a citizen or permanent resident: Start with price, then compare the provider’s written service commitments and confirm which Singapore entity signs the contract of service. Published pricing ranges from $199 to $699, with one provider using quote-based pricing.
2. A foreign national who needs a work pass: An EOR cannot obtain a work pass for a foreigner in Singapore who will work for an overseas company. The route instead requires a Singapore-based company sponsoring the person for its own business, or the individual working from outside Singapore.
3. Converting long-term contractors to employees: Start with classification. Where control, ownership of tools, and economic risk point towards employment, an EOR may be appropriate for a citizen or permanent resident. Where the work is genuinely independent, an Agent of Record arrangement may be more suitable.

Ask every provider the same five questions before signing:

1. Which Singapore entity signs the contract of service? Ask for its legal name and registration, and confirm that it provides Employment Act entitlements directly.
2. What is the position on work passes? Get written confirmation that the provider will not obtain a work pass for a foreign national working for an overseas client.
3. Is an employment agency licence required? Recruitment, candidate sourcing, or submitting pass applications for another employer can bring the Employment Agencies Act into scope.
4. How is CPF calculated for this employee? Ask for a sample CPF calculation based on the employee’s age and residency status, along with the relevant employment terms or payslip.
5. Who handles exit filings? Confirm who files tax clearance for a departing non-citizen employee and who handles retrenchment notification where required.

A Singapore hire starts with the candidate’s status, because citizenship or permanent residence determines whether an employer of record is available at all. Once that is clear, the decision comes down to the provider’s fee, written service commitments, and the five questions above. For leave, notice, CPF, and other statutory entitlements, refer to the Singapore guide.