PEO in 싱가폴

일반적으로, PEO를 이용하여 해외에 직원을 고용하는 데는1달의 기간이 필요합니다. 법인을 설립하여 직원을 고용 할 때는 4-12개월까지 지연될 수 있습니다.

A Singapore EOR is a secure, legal, and effective way to manage employer duties in Singapore without having to set up a particular company structure there. This is done by EORs employing legal experts in the target market and providing excellent HR support. 

Your team members are fully protected by the law, have access to all Singaporean employee perks, can receive even higher benefit packages, and receive accurate and timely payments each month with an EOR service agreement.  

Independent contractors that interact with their clients within a Singaporean EOR framework may enjoy many or all of the same benefits as regular employees while maintaining complete control over their work, just as if they were working through an umbrella organization.  

By utilizing their in-depth knowledge of local business resources and benchmarks, extensive professional networks, and persistent dedication to ethical hiring practices, our team of skilled recruitment consultants can locate the best local talent in Singapore for your needs. The integration of these new hires into our EOR framework will thereafter be simpler and more efficient than if hired through traditional means. 

Through INS Global, you can obtain comprehensive compliance-assured employment outsourcing support that meets all local, regional, and national requirements from a truly global EOR services provider. As a result, you may confidently hire workers in Singapore wherever you need them because all regional requirements and standards are met through the EOR. 

There can be minimum recruiting standards or a cap on the number of employees you can hire at once with some PEO or EOR service providers in Singapore. However, INS Global is aware that you may need to scale up or down swiftly at any time as part of your international expansion strategy. Because of this, working with us gives you the flexibility to hire however many or few personnel you require to pursue your objectives. 

Salary, recruiting service fees, signing bonuses, and other direct and indirect expenditures like incentive programs, foreign employee tax, and social insurance should all be factored into the total cost of hiring in Singapore.  

Using Singaporean PEO services means you are not required to have an address in the country, sidestepping lengthy incorporation requirements.  

However, it’s still a good idea to provide your employees the choice to work in a shared workspace or to give them the freedom to do so whenever and wherever it’s most convenient. 

Yes, we guarantee total compliance by connecting persons with the required visa and work permit requirements where local employment regulations, tax regimes, or employee benefits differ for Singaporeans or foreigners.  

EOR and PEO solutions are perfect for businesses of all sizes, from SMEs to multinational organizations, to ensure the effective and secure employment of international or local staff. This is due to the fact that they can quickly scale up to meet growing employment demands as you need, and because they can replace more complicated internal HR requirements.  

Businesses in a number of industries that either don’t have their own structures in a target country (or desire to avoid cost-scaling issues while focusing on expansion) would benefit greatly from the legal expertise offered by PEO and EOR services.  

Two examples of third parties that may be used to directly or indirectly engage independent contractors are staffing companies and umbrella companies.  

Most independent contractors in Singapore are either self-employed or have small businesses of their own. According to Singaporean legislation, contractors must be recruited in line with a work agreement rather than an employment contract. 

An independent contractor may be asked to submit a CV, portfolio, verified references, and possibly a signed NDA before work begins.  

Employers in Singapore organize payroll for their workers, usually on a monthly cycle. Each worker should be given an itemized payslip including all deductions for income tax (IIT), social security contributions (including a worker’s CPF, pension, and potentially a foreign worker’s levy), and employee compensation insurance. 

All employers have to be registered with the various employee funds and government departments in order to organize payroll.  

Lacking a single, national minimum wage, Singapore instead has several minimum amounts according to the sector. In addition, foreign workers will be subject to specific minimums in order to meet work permit requirements.   

When considering transferring or hiring foreign workers in Singapore, it should be noted that the country provides a number of visa options with complex requirements.  

Short-term work passes are available for up to 60 days to allow workers to perform limited business duties such as attending meetings or conferences.  

Work permits for foreign workers are available to workers from a limited list of countries in a limited number of industries for 1-2 years. 

An S-Pass allows mid-level workers earning above a minimum threshold to live and work in Singapore for up to 2 years at a time. 

Employment passes allow high-level professionals earning a higher minimum threshold to live and work in Singapore for 2-3 years at a time. 

EntrePasses are available to entrepreneurs meeting minimum starting capital requirements to open businesses in Singapore. They are valid for up to a year at a time. 

In Singapore, employers are responsible for making additional contributions to each employee’s combined social security funds. These employer contributions equate to 17% of an employee’s typical salary.  

Employees in Singapore are entitled to a state pension, paid leave, and a safe working environment.  

Additional health insurance is only mandated for specific worker types, including foreign workers. Singaporean citizens get their healthcare through access to the government healthcare scheme.  

Employers need an employee’s informed consent to make any changes to their work contract with all changes made through signed amendments.  

Local citizens have access to Medisave, the government-run healthcare system. This is not free, but offers care for small user fees.  

Companies with foreign employees are obliged to provide additional forms of health insurance that give these workers access to healthcare. 

Contract termination notice periods in Singapore depend on the length of service of the employee. Notice periods range from 1 day for short-term or casual contracts, all the way up to 4 weeks for service periods above 5 years.  

Severance pay in Singapore is typically 2 weeks to 1 month of standard salary per year of service.  

The Ministry of Manpower (MoM) oversees the implementation of the Employment Act (EA) and all other labor-related regulations in Singapore. 

Employees in Singapore are eligible for paid leave on the country’s 11 public holidays.