Top 10 EOR Providers for Hiring in Singapore (2027)
Singapore is the APAC EOR control market. Clean ACRA registry, transparent CPF rates, well-defined EP and S Pass categories, the easiest IRAS filing in the region. Almost every global EOR claims Singapore; the real question is whether they own the Pte. Ltd. or use a partner. Every UEN verified on ACRA. Ten providers operate their own Pte. Ltd.
How I scored this list
Four things weighted unequally. A Singapore Pte. Ltd. verified by UEN on ACRA is a precondition for inclusion, not a scoring dimension.
Singapore depth and entity tenure, 30%
All ranked providers have a verified Singapore Pte. Ltd. Within that, Singapore-headquartered providers and longer-tenured entities (earlier UEN year) score higher — a provider that runs its global business from Singapore, or has held a Singapore entity for many years, has deeper local roots.
Singapore compliance handling, 30%
Correct handling of CPF for Citizens and PRs only (not foreigners), SDL for all employees, IRAS income tax with IR8A filing under the Auto-Inclusion Scheme, and MOM work-pass processing — Employment Pass under COMPASS, S Pass, Work Permit — with the Foreign Worker Levy where it applies.
Global product strength and coverage, 25%
Platform quality, multi-product depth, country coverage, and independent review standing — relevant for companies pairing Singapore with hiring in other markets.
Customer evidence, 15%
Independent reviews and named clients referencing Singapore or APAC operations.
The three I'd flag before you scroll.
Spotlight #1
Multiplier is Singapore-headquartered and runs a top-tier global EOR product — the strongest combination of local roots and platform quality in this ranking. Two verified Singapore entities: MULTIPLIER TECHNOLOGIES PTE. LTD., UEN 202020851R (8 Marina View) and MULTIPLIER TECHNOLOGIES SG PTE. LTD., UEN 202112422H. 150+ owned entities globally, 100+ currencies, transparent $459 per employee per month pricing, and a G2 rating of 4.7. For a company hiring in Singapore, the home-market provider that also scales globally.
Spotlight #2
BIPO is Singapore-headquartered and the clearest APAC payroll specialist in this ranking. The Singapore entity is BIPO SERVICE (SINGAPORE) PTE. LTD., UEN 201410040G, registered 2014 at 77 Robinson Road — one of the longer-tenured EOR entities in Singapore. 40+ owned entities, an HCM and global payroll platform, listed on the Hong Kong Stock Exchange, and recognised as a Major Contender in the Everest Group Multi-Country Payroll PEAK Matrix.
Spotlight #3
AYP Group is Singapore-headquartered with the longest entity tenure in this ranking — AYP HR SOLUTIONS PTE. LTD., UEN 200608037E, registered 2006, part of a cluster of AYP entities at 114 Lavender Street including AYP PTE. LTD. (UEN 200904491Z) and AYP STAFFING PTE. LTD. (UEN 201100680R). APAC-owned entities in 13+ markets, the JuzTalent HRIS included, no minimum headcount, and transparent pricing from $488 per month.
Multiplier
Multiplier. Singapore Pte. Ltd. verified by UEN on ACRA. Singapore HQ — runs APAC from home. 150+ countries, 100+ currencies, $459/month billed annually, ESOP and equity admin included. Best for buyers wanting a Singapore-headquartered global EOR at transparent flat pricing.
Deel
Deel. Singapore Pte. Ltd. verified, 150+ countries, broadest contractor and payment infrastructure, Legalpad-acquired immigration covers Singapore EP. Best for buyers wanting Singapore alongside a global EOR programme with verified ACRA entity.
Remote
Remote. Singapore Pte. Ltd. verified, 100% owned-entity in core markets, #1 Global Employment Platform on G2, no setup fee. Best for compliance-first buyers where Singapore is part of a wider global EOR programme.
BIPO
BIPO. Singapore Pte. Ltd. verified, Singapore HQ since 2010, Workday Global Payroll Connect (GPC) Certified — Workday's top tier. 170+ countries, proprietary HRMS. Best for Workday-anchored buyers where Singapore payroll must sync to Workday at the certified standard.
Rippling
Rippling. Singapore Pte. Ltd. verified, single-platform HR + IT + payroll + EOR with device shipping. Best for tech-forward buyers wanting Singapore hires with day-one MDM-enrolled device provisioning under one schema.
G-P (Globalization Partners)
Globalization Partners. Singapore Pte. Ltd. verified, 100+ wholly owned entities, EOR category creator, SOC 2 Type II + ISO. Best for enterprise buyers entering Singapore as part of a multi-country owned-entity programme.
AYP Group
AYP Group. Singapore HQ since 2009, 13+ owned APAC entities including Singapore, $488/month flat, JuzTalent HRIS, 500,000+ employees processed. Best for ASEAN-anchored buyers pairing Singapore with the rest of APAC at transparent flat pricing.
Atlas
Atlas HXM. Singapore Pte. Ltd. verified, 100% direct-entity 160+ countries, 2025 GPA EOR Organization of the Year. Best for enterprise buyers wanting Singapore via sole-source delivery as part of a global rollout.
People Profilers
People Profilers. Singapore-native boutique recruitment + EOR with verified Pte. Ltd., MOM-licensed, WPL:READY certified, 5 ASEAN country offices. Best for buyers wanting a Singapore-native boutique with integrated work-pass and recruitment alongside EOR.
TRIIDE
TRIIDE. APAC corporate services across 5 markets including Singapore with 35+ service lines (company registration, M&A, ESOP, accounting). Best for buyers wanting EOR alongside corporate services under one Singapore-anchored APAC vendor.
Ranked here? Show it.
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The badge links to the ranking it refers to, is not altered, and comes down if the provider leaves the list.
How to verify a Singapore EOR before signing.
Six tests to verify a Singapore EOR provider before signing.
Step 1
Ask for the exact name and UEN of the Singapore Pte. Ltd. that will employ your staff, then verify it on the ACRA BizFile register or via sgpbusiness.com. The entity should appear as a Live Company. A mismatch between the registered entity and the entity invoicing you is a non-starter.
Step 2
Confirm CPF handling in writing. CPF (Central Provident Fund) applies only to Singapore Citizens and Permanent Residents — not to foreign-pass holders. Ask the provider to confirm, on sample payslips, that CPF is applied for a Citizen or PR hire and correctly omitted for an Employment Pass or S Pass hire. Misapplied CPF is the most common Singapore payroll error.
Step 3
Confirm the SDL (Skills Development Levy) is applied for all employees regardless of nationality, and that IRAS income tax is handled with IR8A filing under the Auto-Inclusion Scheme (AIS), so employee earnings are reported directly to IRAS.
Step 4
For foreign hires, confirm MOM work-pass processing — Employment Pass under the COMPASS points framework, S Pass, or Work Permit — and the Foreign Worker Levy where it applies. Ask for the provider's track record on COMPASS-stage Employment Pass applications, since the points framework has tightened.
Step 5
Request a redacted sample Singapore employment contract under the Employment Act and a redacted payslip showing salary, CPF where applicable, SDL, and any FWL. Confirm whether the provider holds an Employment Agency Licence from MOM where its activity requires one.
Step 6
Get the all-in cost in writing for one Singapore employee including the per-employee fee, FX margin on SGD disbursement, employer CPF where applicable, SDL, work-pass and FWL costs for foreign hires, and any termination reserves. Ask for two reference customers with Singapore headcount of similar size and contact them directly about onboarding speed and work-pass handling.
How to Choose the Right EOR Provider
When evaluating EOR providers, consider these critical factors: compliance track record (zero violations is non-negotiable), transparent pricing (watch for setup fees, termination costs, and currency conversion markups), country coverage in your target markets, customer support quality (24/7 availability and response times matter), and platform usability for both HR teams and employees.
Also assess local expertise (do they have in-country specialists?), benefits administration capabilities, payroll accuracy (late payments damage employee relationships), contract flexibility (minimum commitments and exit terms), and technology integrations with your existing HR tech stack.
Don't overlook scalability (can they grow with you from 5 to 500+ employees?), data security (GDPR compliance and SOC 2 certification), and customer reviews from companies similar to yours. The cheapest option often becomes expensive when compliance issues arise or service quality suffers.
Find a better EOR — without risk
Compare EOR providers to gain insights on cost, coverage, and contract flexibility, ensuring compliance and payroll continuity.
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