SING Employment Solutions 2018-04-22T08:12:46+00:00

What Do We Offer?

INS offers a comprehensive array of employment solutions to facilitate the start and growth of your operations in Singapore. Employees are the life-blood of an organization and critical to business success. As such, we aim to play a critical role in helping you get this part of your global expansion right. We help clients take care of payroll structure, negotiation of contracts, and other administrative HR procedures necessitated by the client’s business situation.

By outsourcing payroll and HR Management to INS, we give you the opportunity to focus on your core business, while we handle the administrative and legal nuances of operating in Singapore.

Features

  • No need to establish a local entity

  • Cost-effective way to expand in Singapore
  • Low risk and investment

  • Enables companies to focus 100% on their core activities

  • HR & administrative procedures managed by local experts

What Does Our Employment Solution Include?

Our mission is to ease your employees’ management

Post-Employment Responsibilities

Handling the future for your employees

How to Proceed

Our dynamic procedure will allow your business to add new team members at any time

1

HIRE

A Representative

2

DEFINE

 The Mission & Contract

3

SIGN

The Contract

START NOW
4

ON-BOARD

and Administrative Procedures

5

DEVELOP

Your Business

GOT A QUESTION?

We’d love to help. Call us at (+86) 21 6045 2377 or fill in the form below 

Tell us about your project

Frequently Asked Questions

Having a local entity is not required, as employment services are already using a compliant local “Employer of Record” company.

Yes, employment solution is possible for both local national and expatriate staff.

Staff can be home-based depending on their scope of activity, while the employer must always be aware of their residential address and direct contact information.

Staff can be employed in any city in order to have their employment status abiding by the local labor regulations.

Staff already on-site can be hired in record time depending on their actual professional situation, while a new immigration procedure lasts approximately 1-month prior arrival to the work location.

The employer of record is responsible for both the hiring and termination procedures, while informing the client of all costs involved at all time.

The standard procedure requires the employer of record to respect a minimum 1-month notice period prior termination, while the economic compensation is in general 1-month salary per year worked.

The employer of record is responsible at all time of all payroll compliance and necessary tax declarations to the local government authorities.

The employer of record is legally liable during all the staff employment duration.

Yes, your HR will keep it ‘inactive’ while your Employer of Record will provide you a local labor contract.

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