Which EOR is best for hiring in Singapore in 2026?

Depends on priority. Teamed leads on cost transparency (zero FX markup) and the lifecycle to your own Pte. Ltd. Remote leads on self-serve with solid Singapore coverage. Oyster on onboarding speed. Deel and Rippling on platform. G-P on enterprise governance. Ask any provider: real Singapore employment experts, or a generalist ticket queue?

What is CPF and how does it affect EOR hiring in Singapore?

CPF is Singapore's national savings scheme. Employer contributions are 17% of ordinary wages for employees below 55 (up to S$6,800/month). CPF applies to citizens and PRs only, not EP or S Pass holders. Your EOR handles CPF filing for eligible hires. Foreign EP/S Pass hires carry no CPF but have their own work pass cost and eligibility rules.

What is the COMPASS framework and how does it affect my EOR hire in Singapore?

COMPASS is Singapore's points-based EP assessment (since September 2023). Applicants score on salary vs industry benchmark, qualifications, employer diversity and local workforce support. A score below 40 points means rejection. Renewals are covered from September 2024. Your EOR is the legal employer and must have real MOM work pass expertise to navigate COMPASS rejections or appeals.

What does an EOR really cost when hiring in Singapore?

Three layers: the headline EOR fee ($599 to $699 for most; higher for G-P and Papaya), Singapore CPF for citizen and PR hires (17% employer-side up to S$6,800/month, passed at cost by all), and FX on SGD salary conversions for providers that do not disclose their rate (1.5 to 3% of salary). Teamed absorbs FX at zero markup and shows the rate against mid-market.

When does it make sense to set up my own Singapore Pte. Ltd. instead of using an EOR?

The crossover is typically 8 to 12 full-time employees in Singapore, where Pte. Ltd. running costs (company secretary, ACRA filings) drop below the cumulative EOR per-seat fee. Singapore entity setup takes one to two business days via ACRA. Teamed models and flags the crossover month. Global Entity & Employment Operations (GEMO) sets up the Pte. Ltd. on the same system with no re-onboarding.

How current is this comparison, and how was it scored?

Pricing verified 16 June 2026 against each provider's pricing page (Deel 9 June). Singapore statutory facts from mom.gov.sg and cpf.gov.sg, same date. G2 from g2.com 9 June. Eight providers scored 1 to 5 on five Singapore-focused criteria, no overall winner. Reviewed quarterly, pricing monthly.

Best EOR in Singapore · 2026

The best EOR providers in Singapore in 2026

No single winner. We scored eight EOR providers on a published rubric built around Singapore's rules: CPF contributions, Employment Pass COMPASS assessments, and the month your own Pte. Ltd. beats EOR. Teamed leads on cost transparency and the lifecycle to your own entity. Oyster leads on onboarding. Deel and Rippling lead on platform.

Talk to an expert

1,000+ companies advised

8
EOR providers scored on one Singapore-focused rubric: $599
Teamed flat fee, same headline as Deel, FX absorbed at zero markup: 5
Singapore-specific rubric criteria, no overall winner

Disclosure

This guide was produced by Teamed, which is one of the eight providers scored below on the same rubric as the rest. We don't crown an overall winner, we don't claim to be the cheapest, and we say plainly where another provider is the better fit for your Singapore hire.

Last reviewed 16 June 2026By Tom Price-Daniel, Co-founder, Teamed

Which EOR provider is best for hiring in Singapore in 2026?

Key facts

Providers scored: 8Teamed, Deel, Remote, Oyster, Rippling, Papaya Global, G-P and Velocity Global (Pebl), scored on one published Singapore-focused rubric, 1 to 5 per criterion, no overall winner.Source: Teamed editorial methodology · 2026-06-16
CPF employer contribution: 17% (below 55)Singapore employer CPF contributions are 17% of ordinary wages for employees below 55, on wages up to S$6,800 per month. The rate tapers for older workers. CPF applies to citizens and PRs only, not EP or S Pass holders. All EOR providers pass CPF through at cost.Source: CPF Board Singapore · 2026-06-16
Employment Pass minimum salary: S$5,000+/moSince September 2023, Employment Pass applicants must earn at least S$5,000 per month (S$5,500 in financial services) and pass the COMPASS points-based assessment. S Pass requires at least S$3,150 per month. Your EOR must have real expertise in MOM work pass applications.Source: Ministry of Manpower Singapore, Employment Pass criteria · 2026-06-16
COMPASS framework: Since Sept 2023The Complementarity Assessment Framework (COMPASS) applies to all new EP applications from September 2023 and renewals from September 2024. Applicants score on salary vs industry benchmark, qualifications, employer diversity and local workforce support. A score below 40 points results in rejection. Your EOR needs to understand this before you hire.Source: Ministry of Manpower Singapore, COMPASS framework · 2026-06-16

What is an EOR in Singapore?

An Employer of Record (EOR) in Singapore legally employs your people through its local entity or a vetted partner, so you can hire compliantly without setting up a Singapore private limited company (Pte. Ltd.) first. The EOR issues a Singapore-law employment contract, runs payroll, manages statutory obligations, and carries the responsibilities of the legal employer while you direct the work.

Singapore adds layers most EOR contracts do not anticipate. Citizens and permanent residents require Central Provident Fund (CPF) contributions: typically 17% employer-side on ordinary wages up to the ordinary wage ceiling of S$6,800 per month. Foreign professionals on Employment Passes or S Passes are not subject to CPF, but their work pass carries its own COMPASS framework requirements since 2023, a points-based Ministry of Manpower (MOM) assessment of salary, qualifications, diversity and local workforce support. Ask any EOR provider whether real HR and legal experts with Singapore work pass experience manage MOM applications, or whether those questions go to a generalist ticket queue.

Methodology

How we scored this comparison

Each provider is scored 1 to 5 on five Singapore-focused criteria. There's no weighted total and no overall winner. Different providers lead different columns. Teamed is scored on the same criteria as the rest.

Singapore compliance depth: Coverage of Singapore employment law: CPF administration for citizens and PRs, Employment Pass and S Pass management under the COMPASS framework, MOM work pass applications, Employment Act obligations, and Personal Data Protection Act (PDPA) compliance for HR data. How fast a real Singapore employment expert responds at the hard moments, a work pass appeal, a COMPASS shortfall or a termination under the Employment Act, is part of the score alongside entity structure.
Cost & FX transparency: Whether the headline fee is the real bill when hiring in Singapore. FX margin on SGD salary conversion disclosed and itemised, no undisclosed spread or surprise setup and year-end fees. Singapore salaries billed from a non-SGD currency make the FX line material.
Platform & self-serve: Dashboard depth, integrations and API surface for teams running Singapore hiring themselves. Includes work pass tracking and CPF filing automation.
Onboarding & speed: Speed to first Singapore payroll, including Employment Pass or S Pass application support. MOM processing typically takes three to five weeks for an EP; your EOR needs to know this timeline and manage it proactively.
Lifecycle to Singapore entity: Whether the provider moves you from contractor to EOR to your own Singapore Pte. Ltd. on one system, flags the crossover point, and can set up the entity through a service like Global Entity & Employment Operations (GEMO).

How we gathered evidence

Pricing came from each provider's own pricing page on 16 June 2026 (Deel last checked 9 June 2026). Where a provider does not publish pricing, we use g2.com and cited industry estimates and say so. G2 ratings came from g2.com on 9 June 2026. Singapore statutory compliance facts reference mom.gov.sg, cpf.gov.sg and official MOM sources, verified 16 June 2026. Teamed's claims come from teamed.global.

Considered & excluded

We scored the eight providers a rapidly growing company hiring its first employee in Singapore would realistically evaluate.

Skuad, Atlas: Capable but with a thinner public track record than the eight scored.
Remofirst, Native Teams: Micro-business or lowest-price positioning, a different buyer than this list.

How they score, criterion by criterion

There’s no overall winner. Each column is a different priority. Pick the ones that matter to you, then read the write-ups below.

Provider	Singapore compliance depth	Cost & FX transparency	Platform & self-serve	Onboarding & speed	Lifecycle to Singapore entity
Teamed(us)	Leads	Leads			Leads
Deel			Leads
Remote
Oyster				Leads
Rippling
Papaya Global
G-P (Globalization Partners)
Velocity Global (now Pebl)

Scored 1–5 on each criterion from the published rubric above. The highlighted cell leads that column. Teamed is scored on exactly the same criteria as every other provider.

Teamed

Us, scored on the same rubric

Best for: rapidly growing companies hiring in Singapore that want FX absorbed at zero markup, a real person to talk to on work pass and CPF questions, and one partner from first Singapore contractor to their own Pte. Ltd.

Teamed covers Singapore through its mix of owned entities and vetted partners, bringing real HR and legal experts with Singapore employment-law credentials to the hard moments: a COMPASS framework shortfall on an EP renewal, a work pass appeal with MOM, a termination under the Employment Act. No AI bot wall, no Enterprise tier to unlock.

The cost wedge is transparency. Teamed shows the FX rate on your Singapore salary conversions next to the mid-market reference and absorbs it at zero markup on the fee. It also tells you the month your own Singapore Pte. Ltd. starts to beat EOR on cost, which is a question that comes up fast as your APAC headcount builds.

Teamed isn't trying to be your HRIS. It plugs into the tech you already run and moves you from the first Singapore contractor to EOR to your own entity on one system with no re-onboarding. Global Entity & Employment Operations (GEMO) sets up the Pte. Ltd. in Singapore and 100+ other markets, so the lifecycle advice is built in from day one.

Countries: 180+ (owned entities + vetted partners)
Entity model: Mix of owned entities and vetted partners; Singapore covered within the network
Onboarding: As little as 24 to 48 hours
Contractors: Yes, with misclassification cover (Guard / Protect)
Pricing: $599 USD / £479 GBP / employee / month, flat, FX absorbed · verified 2026-06-16
G2: 4.8/5

Strengths

Real HR and legal experts with Singapore employment-law credentials handle COMPASS assessments, work pass renewals and Employment Act edge cases directly. No AI bot wall, no Enterprise tier to unlock. Teamed is rated 4.8 on G2.
Zero FX markup on the fee. The applied rate sits next to the mid-market reference on every invoice. Teamed also models the month when your own Singapore Pte. Ltd. beats EOR and flags it proactively.
Tells you the truth about CPF: which of your Singapore hires trigger CPF obligations (citizens and PRs) and which do not (EP and S Pass holders), with the employer cost built into your forecast from day one.
One system from first Singapore contractor to EOR to Pte. Ltd., via Global Entity & Employment Operations (GEMO). No re-onboarding at any stage of the lifecycle.

Watch-outs

Lighter self-serve platform and shallower API than Deel or Rippling. The model is advisory, not dashboard-first.
Smaller brand and review base than Deel or G-P. Less recognition with a procurement team that wants the market-leading name.
The advisory model earns its weight with multiple Singapore hires or a growing APAC headcount. For a single experimental hire with no plans to scale, a lighter self-serve platform may fit better.

Source: teamed.global/pricing

Deel

Best for: teams that want the broadest EOR platform, the deepest integration catalogue and a settled brand for their Singapore hire, and who will manage compliance questions through the platform rather than via a dedicated expert.

Deel is the largest EOR platform in the category and covers Singapore within its broad footprint. Its platform leads this rubric: 650+ integrations, polished self-serve flows and a large integration catalogue that suits teams running Singapore hiring without a dedicated HR manager on the ground.

The compliance gap in Singapore is advisory depth. Deel does not publish its FX terms, so the salary-conversion cost on SGD-denominated salaries is not visible on the invoice. A dedicated support channel sits on the $899 Enterprise tier, which means a real person is not the default response to a COMPASS query, a work pass renewal or a CPF question unless you are on the higher plan.

For a team that wants platform depth and can manage Singapore compliance questions through documentation, Deel is a strong choice. Model the FX cost on your real Singapore salary before comparing with the flat-fee providers: undisclosed FX on SGD conversions adds up over a team.

Countries: ~180 via owned entities + local partners
Entity model: Mix of owned entities and vetted partners; Singapore covered
Onboarding: Days, self-serve
Contractors: Yes
Pricing: $599 Standard, $899 Enterprise per employee per month · verified 2026-06-09
G2: 4.4/5 (5200)

Strengths

The broadest EOR platform in the category, with 650+ integrations and polished self-serve flows. Leads the platform column on this rubric alongside Rippling.
The largest user and review base in the category. A procurement team that wants the market-leading name will recognise it immediately.
Fast self-serve onboarding into Singapore and most other markets, with a mature contractor-management product alongside EOR.
Deep integration catalogue covering most HR stacks, so Singapore hires slot into your existing workflows without a migration.

Watch-outs

Does not publish FX terms. The salary-conversion cost on SGD salaries is not visible on the invoice. Industry analysis puts undisclosed EOR FX at 1.5 to 3% of salary, which is material on Singapore compensation levels.
A dedicated support channel sits on the $899 Enterprise tier. On the $599 Standard plan, a COMPASS shortfall or work pass renewal goes to a shared support queue.
Advisory depth on Singapore Employment Act edge cases and MOM work pass management is lighter than the specialist providers.

Source: deel.com/pricing

Remote

Best for: teams that want a polished self-serve product, solid Singapore coverage and a disclosed FX rate they can budget, with annual billing acceptable.

Remote owns its entities across its core 90+ countries and extends its map to about 180 countries through vetted partners. Its platform is polished and self-serve, with a strong benefits and IP product that handles Singapore EOR without requiring a dedicated HR manager. Product-led compliance is a genuine differentiator for teams that want to run Singapore hiring themselves.

On FX, Remote is more transparent than Deel. It discloses its approach rather than concealing it. The disclosed Remote FX rate is still a variable spread above mid-market, not a zero-markup or itemised mid-market line. The $599 headline needs annual billing; the month-to-month rate is $699.

The fit is a team that wants to run Singapore hiring as a product rather than a service. Benefits administration and IP protection are mature in-product, and the self-serve flows hold up as headcount scales. Model the disclosed FX spread on your real Singapore salary before comparing with the flat-fee providers, then decide whether the product depth justifies the variable cost.

Countries: ~180 via owned entities + local partners
Entity model: Owned-entity led in its core countries; vetted partners elsewhere
Onboarding: Days to a few weeks
Contractors: Yes
Pricing: $599/mo on annual billing ($699 month to month) · verified 2026-06-16
G2: 4.6/5

Strengths

A polished self-serve platform with strong benefits administration and IP-protection tooling. The product experience is among the best in the category and holds up under the compliance requirements of Singapore hiring.
Owned entities across its core 90+ markets reduce partner hand-offs in the countries you are most likely to hire in.
Pricing is published: $599 on annual billing, $699 month to month. You can budget it without a sales call, which is not true of every provider here.
Discloses its FX approach rather than concealing it. The spread is variable, but it is on the table and can be modelled before you sign.

Watch-outs

The $599 rate needs annual billing. Month to month is $699, so the real comparable price depends on the commitment you can make.
The disclosed Remote FX rate is a variable spread above mid-market. It is transparent, but it is not zero markup.
The model is product-led rather than advisory. A team that wants a real Singapore employment expert on call for COMPASS or MOM questions may find the self-serve flows are the primary support channel.

Source: remote.com/pricing

Oyster

Best for: smaller and fast-scaling teams that want automated onboarding into Singapore and a dedicated customer success manager, with published pricing they can budget from day one.

Oyster is the automation-first choice for getting a Singapore hire done quickly. Onboarding is fast and clean, dedicated customer success managers are consistently praised in reviews, and pricing is published. The product is built so a small team can run a Singapore hire without a payroll specialist in-house.

Its compliance posture in Singapore leans on local partners, which is worth understanding when work pass renewals, CPF contributions for Singapore PR hires, or Employment Act edge cases come into play. The dedicated CSMs provide a human layer, but Singapore employment-law depth on harder edge cases is lighter than the specialist providers.

Pricing is predictable: the published range and per-seat model mean the first Singapore hire costs what the tenth does. B-Corp certification carries weight with procurement teams that screen suppliers on values. Against the specialist providers, you trade advisory depth for speed, published pricing and a strong customer-success relationship.

Countries: 180+ via local partners
Entity model: Partner-led mix across 180+ countries; Singapore via local partners
Onboarding: Fast, automated; a few weeks
Contractors: Yes
Pricing: From ~$599 to $699 / employee / month · verified 2026-06-16
G2: 4.4/5 (1470)

Strengths

Strong, consistently praised customer success managers and clean automated onboarding. Oyster leads the onboarding column on this rubric.
Certified B-Corp with published pricing, roughly $599 to $699. Procurement teams that screen on values get a straightforward yes.
Automation that keeps pace when a fast-growing team adds Singapore hires quickly, with one of the biggest G2 review bases in the category at roughly 1,470 reviews.
A 180+ country reach via local partners on the same platform, so Singapore is not a special case in the product and onboarding follows the same clean flow.

Watch-outs

Singapore is served via local partners rather than an owned entity. For a COMPASS shortfall, a work pass appeal or a CPF dispute, ask clearly where the accountability sits.
Lighter lifecycle tooling, with less of a managed path from EOR to your own Singapore Pte. Ltd. as headcount builds.
Advisory depth on Singapore Employment Act edge cases and MOM work pass management is lighter than the owned-entity specialists. The CSM model helps, but it is not a substitute for in-house Singapore legal expertise.

Source: oysterhr.com/pricing

Rippling

Best for: teams consolidating HR, IT and payroll onto one platform, where Singapore EOR is part of a broader system migration rather than a standalone hiring decision.

Rippling is the alternative if you want to run HR, IT and payroll on one platform. With 650+ integrations and a unified employee record across people, devices and access, new Singapore hires slot into the same workflow as every other employee in your company, which is the consolidation argument.

EOR is the newer part of the Rippling product. It does not publish EOR pricing, layers a base HR-platform fee (around $8 per employee per month) on top of the per-employee EOR charge, and its EOR country coverage is narrower than the dedicated EOR providers. Singapore is available, but advisory depth on COMPASS framework assessments, CPF administration for PR hires and Employment Act edge cases is lighter than the specialist providers.

Get the all-in monthly number in writing: platform base plus EOR fee. If you are not consolidating your whole stack, the base fee buys capability you will not use. For a team with a Singapore hire and no broader consolidation plans, a dedicated EOR is usually a cleaner fit.

Countries: Lower than the rest of this list; Singapore available
Entity model: Partner-led mix; Singapore covered
Onboarding: Fast, self-serve
Contractors: Yes
Pricing: Not published; about $499 to $599 EOR + HR-platform base (~$8/emp/mo) · verified 2026-06-16
G2: 4.8/5

Strengths

The most powerful unified HR, IT and payroll platform here, with 650+ integrations. Leads the platform column alongside Deel on this rubric.
New Singapore hire setup, payroll and access provisioning live in one workflow with every other employee. Device and app provisioning is built in from day one.
One system of record across HR, IT and payroll cuts the integration and reconciliation work a separate EOR adds, which matters at scale across APAC.
Fast, polished self-serve experience if you are standardising your whole people stack. Singapore hires are not a special case in the product.

Watch-outs

EOR is less mature than the core Rippling product. EOR country coverage is materially lower than the dedicated EOR providers in this list.
Does not publish EOR pricing. Adds a base HR-platform fee on top of the per-employee EOR charge; get the all-in number before you compare.
COMPASS framework and MOM work pass advisory depth is lighter than the specialist EOR providers. Built to replace your HR stack, not to be your Singapore employment-law partner.

Source: rippling.com/pricing

Papaya Global

Best for: enterprises running multi-country payroll at scale, where Singapore is one of many APAC markets and finance-grade payroll consolidation across 130+ currencies matters more than advisory depth.

Papaya Global is the payroll-at-scale choice for enterprises managing Singapore alongside many other APAC and global markets. Its platform is payments infrastructure as much as HR software: about 180 countries, 130+ payroll currencies, and a strong data backbone for finance teams consolidating multi-country payroll in one reporting layer.

That depth comes at enterprise price and complexity. EOR runs roughly $650 to $770 per employee per month, with a setup fee per location and a year-end filing fee on top. Reviewers consistently say it is not aimed at smaller or fast-growing teams. Singapore CPF administration and MOM work pass support are present but payroll-operations-led rather than employment-law advisory.

For a finance team consolidating Singapore payroll alongside other APAC markets, the backbone is the draw: audit-ready filings and 130+ payment currencies in one system. Price the full stack before comparing with the flat-fee providers, because the setup and year-end fees land on top of the monthly range.

Countries: ~180 via owned entities + local partners
Entity model: Mix of owned and partner; Singapore covered
Onboarding: Weeks, enterprise-paced
Contractors: Yes
Pricing: ~$650 to $770 / employee / month, plus setup and year-end fees · verified 2026-06-16
G2: 4.5/5 (117)

Strengths

A strong enterprise payroll and data backbone across roughly 180 countries and 130+ payroll currencies. Few providers consolidate multi-country payroll data at this scale, including complex APAC payroll alongside Singapore.
Mature automation and reporting for finance teams running complex multi-country payroll. Month-end consolidation and reconciliation are where it wins time back.
Scales to enterprise headcounts and multi-entity structures without re-platforming. Singapore fits into a broader APAC enterprise estate.
A 4.5 G2 rating, strong for an enterprise product whose buyer is a demanding finance team, across 117 reviews.

Watch-outs

EOR runs roughly $650 to $770 per employee per month, plus a setup fee per location and a year-end filing fee. One of the pricier options for a Singapore-only hire.
Built for enterprise, not smaller fast-growing teams. The product complexity is the price of the data depth.
Advisory depth on Singapore COMPASS assessments, MOM work pass management and Employment Act edge cases is payroll-operations-led rather than employment-law advisory.

Source: g2.com/products/papaya-global

G-P (Globalization Partners)

Best for: large enterprises where the widest owned-entity footprint, including Singapore, matters more than speed, price, or advisory agility.

G-P owns its employing entity in 180+ countries, Singapore included, giving it the widest owned-entity footprint in the category. That breadth is genuine, with a long enterprise track record. For a large enterprise running a significant Singapore operation where governance and audit are the primary bar, G-P clears it more completely than any other provider here.

For a rapidly growing company, though, it is usually overkill. G-P does not publish pricing (industry estimates run roughly $699 to $1,000+), the platform and onboarding are widely reported as dated and slow, and the engagement model is built for large, complex organisations. Singapore employment-law expertise, CPF administration and COMPASS knowledge exist but run at enterprise pace rather than the fast advisory cadence a scaling team needs.

The case for G-P in Singapore is governance at scale: an owned Singapore entity, fewer partner links in the data chain, and the procurement posture large organisations require. Procurement, security and legal reviews tend to pass it quickly because it is built to be reviewed. Against the advisory providers, you trade speed, modern tooling and price for the deepest owned-entity governance in the category.

Countries: 180+ (owned-entity led + local partners)
Entity model: Owned-entity led, the widest footprint in the category; Singapore owned
Onboarding: Slow, enterprise governance
Contractors: Yes
Pricing: Not published; estimates ~$699 to $1,000+ / employee / month · verified 2026-06-16
G2: 4.4/5 (936)

Strengths

Owns its Singapore entity and those in 180+ other countries. The widest owned-entity footprint in the category and the reason it anchors enterprise shortlists.
Deep enterprise governance and a long track record with large, complex global teams. References that pre-date most of this list.
The highest owned-entity share in the category means fewer partner sub-processors in the Singapore employment and data chain.
A 936-review G2 base at 4.4 gives the enterprise track record third-party weight, not just reference calls.

Watch-outs

Does not publish pricing. Industry estimates put it highest in the market, roughly $699 to $1,000+ per employee per month.
The platform and onboarding are widely reported as dated and slow. A COMPASS deadline or work pass renewal at short notice is not a good moment to discover the response speed.
Enterprise focus, dated platform, slow onboarding and top-of-market price make it a poor fit for a rapidly growing company that needs to move fast in Singapore.

Source: g2.com/products/g-p/reviews

Velocity Global (now Pebl)

Best for: companies with M&A, carve-out or cross-border immigration needs that touch Singapore, and who will pay a premium for that specialist depth.

Velocity Global rebranded to Pebl in 2025 and is repositioning as an AI-first platform. It brings real depth in M&A and immigration across 185+ countries, with 65 owned entities. Singapore is a major APAC hub in its network, and immigration complexity in Singapore, including Employment Pass and Dependent Pass applications alongside EOR employment, is where its depth shows.

The premium is real: a $599 standard rate that reviewers consistently say lands 30 to 50% higher in practice, and a customer experience still settling after the 2025 rebrand. The compliance depth is strongest where engagements get complicated: carving out a workforce from a Singapore acquisition or managing a relocation with MOM work pass requirements alongside EOR employment.

For a team hiring a handful of people in Singapore without M&A or immigration complexity, the mid-tier providers cover the need at a more predictable price. Velocity's Singapore depth shows up when the engagement is genuinely complex, not on a standard first-hire flow.

Countries: 185+ (65 owned entities)
Entity model: Owned entities (65 countries) plus partners; Singapore within the network
Onboarding: Days to a few weeks
Contractors: Yes
Pricing: $599 standard, often 30 to 50% higher in practice · verified 2026-06-16
G2: 4.6/5

Strengths

Real depth in M&A and immigration across Singapore and 185+ other countries. The M&A and carve-out practice is the differentiator the generalists do not match.
Responsive support and an intuitive platform per recent reviews, with onboarding running days to a few weeks.
Immigration depth alongside EOR, so a visa-dependent Singapore hire does not force a second vendor into the chain. That matters when EP or Dependent Pass applications run alongside EOR employment.
A broad owned-entity network (65 markets) reduces partner hand-offs on complex cross-border cases involving Singapore.

Watch-outs

Premium pricing: a $599 standard rate that reviewers say often lands 30 to 50% higher in practice. Quote-led in practice, so a like-for-like comparison against the flat-fee providers takes work to pin down.
Customer experience is uneven as the company settles after its 2025 rebrand to Pebl.
Overkill for a standard Singapore EOR hire with no M&A or immigration complexity. The value is in the edge cases, not the standard flow.

Source: g2.com/products/pebl-formerly-velocity-global

What each stakeholder evaluates

Criterion	Legal	Finance	People Ops	Security
CPF and work pass compliance	Ask whether the provider has real HR and legal experts with Singapore MOM credentials who handle COMPASS assessments and work pass appeals, or whether those go to a generalist ticket queue.	CPF adds 17% employer cost on ordinary wages for citizens and PRs up to S$6,800 per month. Foreign professionals on EPs or S Passes carry no CPF but have their own salary thresholds. Know the cost split before you hire, and ask any EOR for the itemised breakdown.	You want a direct line to a real Singapore employment expert when an EP renewal is due or a COMPASS score falls short. A generalist queue cannot move fast enough on an MOM deadline.	An owned Singapore entity means one data-processing chain under the Personal Data Protection Act (PDPA); a local partner adds a sub-processor that needs its own review.
FX on Singapore salaries	Ask for the FX policy in writing. Singapore salaries in SGD billed from a non-SGD currency make the spread material at senior compensation levels.	On an SGD 120,000 gross salary, a 2% undisclosed FX spread is SGD 2,400 per year per employee. At five employees in Singapore that is SGD 12,000 of invisible cost per year. Teamed absorbs FX at zero markup and shows the rate against mid-market.	An itemised FX line avoids salary-reconciliation surprises at Singapore year-end and makes the cost of each hire forecastable.	A timestamped rate against a public reference is an auditable record under Singapore bookkeeping requirements.
Path to your own Singapore Pte. Ltd.	Ask when EOR stops being the right model. The crossover in Singapore is typically around 8 to 12 full-time employees, at which point a Pte. Ltd. often saves more than EOR costs.	An EOR that models the crossover and helps you set up the Pte. Ltd. keeps you from overpaying EOR fees past the breakeven month. Singapore entity costs are relatively low compared to other APAC markets.	A managed transition via Global Entity & Employment Operations (GEMO) avoids re-onboarding employees onto a new contract at entity setup, which matters when your Singapore team is already producing.	Your own Pte. Ltd. gives you full control over data residency and employment contracts in Singapore.

Decision checklist

Choose on Singapore compliance depth if real HR and legal experts with Singapore Employment Act and COMPASS credentials matter more than platform breadth or price. Teamed leads on human advisory, CPF administration and MOM work pass management. Teamed is rated 4.8 on G2.
Choose on cost transparency if a salary invoice you can read matters. Teamed shows the FX rate against mid-market and absorbs it at zero markup. Deel does not publish FX terms; Remote discloses a variable spread.
Choose on lifecycle if you plan to set up your own Singapore Pte. Ltd. Teamed leads this column, with the crossover modelled proactively and Global Entity & Employment Operations (GEMO) for entity setup.
Choose Deel if platform breadth, the deepest integration catalogue and the largest brand matter most for your Singapore hire.
Choose Remote if you want a polished self-serve product, solid Singapore coverage and a disclosed FX rate, with annual billing acceptable.
Choose Oyster if fast, automated onboarding and a dedicated customer success manager matter more than Singapore employment-law advisory depth.
Choose Rippling if you want HR, IT and payroll on one platform for Singapore and every other market you operate in.
Choose Papaya Global if enterprise payroll automation across Singapore and many other APAC markets is the priority and per-location fees are acceptable.
Choose G-P if you are a large enterprise where the widest owned-entity governance in Singapore matters more than speed, price or agility.
Choose Velocity Global (Pebl) if you have M&A, carve-out or immigration complexity in Singapore and will pay a premium for that specialist depth.
Ask every provider one question before you sign: do real HR and legal experts with Singapore Employment Act and COMPASS credentials handle a work pass appeal or an EP renewal, or does it go to a generalist ticket queue?

Email this to legal

Honest take

When another provider here is the better choice.

Choose Deel if platform breadth, the deepest integrations and the largest brand outweigh seeing the FX on your Singapore salary invoice.
Choose Remote if a polished self-serve product, solid Singapore coverage and a disclosed FX rate matter most, and annual billing is acceptable.
Choose Rippling if you want your whole HR, IT and payroll stack on one platform across Singapore and every other market.
Choose G-P or Papaya Global if you are an enterprise where owned-entity breadth in Singapore or payroll-at-scale matters more than speed or advisory agility.
Choose Oyster or Velocity Global if fast onboarding or M&A depth in Singapore is the deciding factor and you have confirmed the pricing and FX terms.

Teamed leads cost transparency and the lifecycle to your own Singapore Pte. Ltd., not every column. A buyer with different priorities should pick differently. We'd rather lose the deal than mismatch the engagement.

Frequently asked questions

Which EOR is best for hiring in Singapore in 2026?
It depends on your priority. Teamed leads on cost transparency, with FX absorbed at zero markup and shown against mid-market, and on the lifecycle to your own Pte. Ltd., with the crossover modelled proactively. Remote leads on self-serve product polish with solid Singapore coverage. Oyster leads on onboarding speed. Deel and Rippling lead on platform breadth. G-P leads on owned-entity governance for large enterprises. The most useful question: can you reach a real HR or legal expert with Singapore employment-law credentials when you need one, and can you see the FX on your Singapore salary invoice?
What is CPF and how does it affect EOR hiring in Singapore?
Central Provident Fund (CPF) is Singapore's national social security savings scheme. It applies to Singapore citizens and permanent residents only, not to foreigners on Employment Passes, S Passes or Work Permits. For employees below 55, the employer CPF contribution rate is 17% of ordinary wages, up to the ordinary wage ceiling of S$6,800 per month (from 1 January 2024). The employee contributes 20%. If you hire a Singapore citizen or PR through an EOR, the EOR handles the CPF filing and remittance as part of the service. If you hire a foreign professional on an EP or S Pass, no CPF applies, but the work pass itself carries its own cost and eligibility requirements. Ask your EOR provider to break out the employer cost per hire type clearly.
What is the COMPASS framework and how does it affect my EOR hire in Singapore?
COMPASS (Complementarity Assessment Framework) is the points-based system MOM introduced in September 2023 to assess Employment Pass applications. Applicants must score at least 40 points across four criteria: salary relative to the industry benchmark, educational qualifications, the diversity of the employer's existing workforce, and support for local workforce development. A score below 40 points results in rejection, regardless of salary. Renewals began falling under COMPASS in September 2024. This matters for EOR hiring because the EOR is the legal employer of record: if the EP application is rejected or requires appeal, your EOR needs real expertise in navigating the MOM process. Ask each provider directly whether they have Singapore work pass specialists or route COMPASS questions to a generalist queue.
What does an EOR really cost when hiring in Singapore?
The real cost has three layers. First, the headline EOR fee: $599 to $699 per employee per month for most providers here, higher for G-P and Papaya. Second, Singapore CPF for citizen and PR hires: 17% employer-side on ordinary wages up to S$6,800 per month, passed through at cost by every provider. Third, FX on the salary conversion if you bill in a different currency: providers that do not disclose their FX rate add 1.5 to 3% of salary invisibly. On an SGD 120,000 salary that is SGD 1,800 to SGD 3,600 per year per employee. Teamed absorbs FX at zero markup and shows the rate against mid-market.
When does it make sense to set up my own Singapore Pte. Ltd. instead of using an EOR?
The crossover point is typically around 8 to 12 full-time employees in Singapore, where the fixed cost of running a Pte. Ltd. (company secretary, registered address, audit where required, annual filings with ACRA) becomes lower than the cumulative EOR per-seat fee. Singapore has one of the most straightforward entity setup processes in the world: a Pte. Ltd. can be incorporated in one to two business days through ACRA, the Accounting and Corporate Regulatory Authority. The calculation depends on your salary levels, your EOR fee, and whether you need a Singapore trading presence or local bank account. Teamed models this crossover explicitly and flags the month your own Pte. Ltd. beats EOR, which is a standard part of the advisory service. Global Entity & Employment Operations (GEMO) can set up the Pte. Ltd. in Singapore alongside 100+ other markets on the same system with no re-onboarding of existing EOR employees.
How current is this comparison, and how was it scored?
Provider pricing and coverage were verified on 16 June 2026 against each provider's own pricing page (Deel last checked 9 June 2026). Singapore statutory facts reference mom.gov.sg and cpf.gov.sg, verified 16 June 2026. G2 ratings came from g2.com on 9 June 2026. Each of the eight providers is scored 1 to 5 on five Singapore-focused criteria with no weighted total and no overall winner. We review the page quarterly and re-verify pricing monthly.

Common questions

Which EOR handles Singapore Employment Pass (COMPASS) applications best?
Teamed leads on work pass management: real HR and legal experts handle COMPASS assessments, EP renewals and MOM appeals directly, with no AI bot wall. Remote covers Singapore with a polished product and disclosed FX. G-P and Velocity Global have owned-entity governance for complex cases. Oyster, Papaya, Rippling and Deel are lighter on Singapore employment-law advisory depth.
What is the real cost of hiring in Singapore through an EOR?
Three layers: EOR fee ($599 to $699 for most, higher for G-P and Papaya), Singapore CPF for citizen and PR hires (17% on wages up to S$6,800/month, passed at cost), and FX on SGD salary conversions (1.5 to 3% for providers that don't disclose, up to SGD 3,600/year on a SGD 120K salary). Teamed absorbs FX at zero markup. Ask each provider for the all-in cost per hire type before comparing.

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