Smart payroll solutions that fit your tech growth in Singapore.
IT payroll outsourcing in Singapore that just works.
$527.3 billion in 2025
English and Mandarin
Singapore Dollar ($, S$)
S$60k – S$120k/year (US$44k–$88k)
0%–22% progressive resident tax; 15% flat for non-residents.
Up to 17% Central Provident Fund (CPF) for residents; none for non-residents.
Up to 20% CPF, deducted from salary (residents only).
No CPF; subject to 0%–22% personal tax, 8% GST registration if turnover exceeds S$1M.
Monthly CPF submissions and annual IRAS income tax filing.
Plug into our ready-made system.
No statutory minimum wage; market-driven salary benchmarks apply for IT roles.
1.5x regular rate after 44 hours/week; capped for certain roles.
Monthly, unless a contract states otherwise.
Mandatory itemized pay stub, digital or printed, required with each payment.
Not all payroll rules apply equally across sectors. Here’s what matters most for tech employers hiring in Singapore.
In Singapore, IT staff fall into two categories: employees and contractors. Understanding the difference helps structure the right contract, especially when remote work or foreign status is involved.
Hired under Singaporean employment law with CPF and leave entitlements: paid vacation, medical leave, maternity/paternity benefits, and termination safeguards.
Independent professionals engaged through service agreements. They handle their own taxes, CPF (if applicable), and business expenses.
The main rule to avoid legal consequences: contractors must clearly operate with independence.
Contractors may be deemed employees if they:
Physical location is not the only rule. Remote contractors also risk reclassification if they:
Remote and hybrid teams in Singapore are treated just like in-house staff. To stay compliant, you’ll need proper contracts, clear classification, and full payroll registration.
If you offer stock options or RSUs to your Singapore team, they’re considered taxable income and must be reported.
Employers are legally required to issue itemized pay stubs with every salary payment. Digital or printed formats are both accepted. Records must be retained for at least 2 years.
Mandatory details include:
Key payroll details and edge cases worth knowing before you start.
Singapore does not enforce a universal minimum wage. Pay is set by agreement between employer and employee, guided by market benchmarks. In tech:
Salaries are highest in areas like One-North, CBD, and Changi Business Park.
Common pitfalls and hidden rules that catch IT employers off guard.
Freelancers treated as employees may cause legal risks and backdated obligations.
Wages not paid within 7 days breach the Employment Act.
RSUs and options are often taxed incorrectly or excluded from payroll.
Missing or inaccurate tax forms delay clearance and result in audits.
Employers may only deduct wages for specific reasons and only with written approval.
Underpayments or wrong caps, especially on bonuses, can result in penalties.
Errors in payout or tax treatment of unused leave are common.
Failure to store payroll data for 6 years breaches local law.
Bonuses often misfiled under Basic instead of Additional Wages.
Only Singapore Citizens and Permanent Residents qualify for CPF contributions.
Streamlined monthly payroll services with expert local handling, CPF logic, and bank-grade processing, designed for fast-scaling software teams.
Single platform for salaries, equity, CPF, tax reporting, and IR8A submissions.
Employee setup, salaries, contributions, and compliant pay stubs are processed every cycle.
Bank processing is done locally to simplify currency handling, reduce delays, and ensure transparency.
Add private healthcare, equity, bonuses, or remote work reimbursements, with ease.
All records are securely stored and aligned with Singapore’s PDPA requirements.
Our team submits every filing and provides nuanced guidance on exceptions and edge cases.
See how the Global Employer of Record platform helps you seamlessly manage your global workforce — from hiring and compliance to payroll and employee requests — all in one place.
We’ve helped tech companies run leaner teams, cut admin hours, and reduce legal risks. Here’s what efficient payroll can unlock in Singapore.
Our base plan is built for international companies hiring their first engineers or setting up distributed teams. It’s ideal for pilot teams, early tech hires, and converting contractors into full-time staff.
per employee/ month.
No hidden fees or extra charges.
You need to pay a team in Singapore, but the traditional route gives you brain fog? Book a call with us, and we’ll make it all click.
Compared to other payroll outsourcing companies in Singapore, our model is purpose-built for tech teams and software enterprises.
| Feature | GEOR | ADP |
|---|---|---|
| Local insights and software development focus | Deep understanding of Singapore tech workflows and regional hiring nuances. | Broad local experience; delivers across industries, not exclusive to IT. |
| Compliance framework | Tailored to Singapore regulations — CPF, IR8A, IR21, Additional Wages, etc. | Strong compliance tools; may be less specialized in tech payroll for local specifics. |
| Digital-first platform | Modern payroll integrated with CPF, tax, and benefits management. | Established digital platform with global features; may require customization. |
| Equity and bonus integration | Fully supports RSUs, stock options, and milestone bonuses within the payroll cycle. | Handles bonuses; equity plans may need manual setup or add-ons. |
| Speed of onboarding and support | Rapid 7-day setup with hands-on local team and personalized support. | Longer implementation cycles; standard support and local services available. |
After guiding about a hundred global software companies into new markets, we’ve cracked the code on lean and reliable operations. Our system untangles common Singapore hurdles, deadlines, and confusing expat taxation, helping you sidestep regulatory red tape entirely. Imagine personalized payroll for Singapore — with smart automation, local tax handling, workforce tools, and optional add-ons that adapt to your hiring plans.
Big results. Every time.
Tech-driven companies — fintech startups, AI platforms, multinational enterprises and global teams building a local presence — rely on payroll outsourcing services in Singapore.
Yes. We manage Singapore payroll for international employers with no Singapore entity.
No, you can legally hire, onboard, and pay employees in Singapore without opening a local office.
No, there is no need for local HR. GEOR handles employment agreements, CPF setup, monthly tax filings, and salary processing.
CPF and tax deductions must be itemised. Bonuses count as “Additional Wages.” Monthly Inland Revenue Authority of Singapore (IRAS) filings are mandatory. CPF applies only to citizens and PRs.
Income tax, CPF (citizens/PRs only), Skills Development Levy, Foreign Worker Levy (if applicable), Additional Wages, IR8A and IR21.
Yes. We manage RSUs, stock options, and performance bonuses under the Additional Wage category.
Yes. We cover remote hires, expense reimbursements, and ensure proper structuring for off-site arrangements.
Yes, we create compliant contracts for both and advise on structuring for both employment types.
We assess autonomy, payment method, and duration under Singapore’s legal tests for classification.
They register with IRAS, invoice for services, and manage their own CPF (if Singaporean) and GST obligations.
Digitally. Each pay stub includes gross salary, CPF, tax deductions, and bonus breakdowns.
All records are encrypted and processed in line with Singapore’s PDPA and EU’s GDPR.
We combine automation with local expertise. Our team ensures CPF compliance, handles IR21, and understands tech-sector payroll from the inside.
Beyond payroll, we offer end-to-end hiring solutions to simplify team setup and reduce your HR load.
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