How do you hire a Singapore employee in 2026?
Foreign hires in Singapore need an approved Employment Pass before they can start work. The Ministry of Manpower issues the pass. No pass, no start date. Teamed coordinates the application, the employment contract, and CPF registration across the full five-step onboarding sequence.
· Singapore guide
Illustration · Marina Bay, Singapore
The Singapore hire process has five steps. Offer letter, work pass check or application, written employment contract, CPF registration, first payday.
Foreign hires need a Ministry of Manpower work pass approved before they can start. This is not a check done on day one. It must happen in advance.
Singapore citizens and permanent residents are hired without a pass. The employer registers them for CPF from day one. Probation runs up to 6 months by convention. Notice during probation is 1 day by law.
What does the end-to-end Singapore hire process look like?
Five steps take you from accepted offer to first payslip: offer letter, work pass check or application, written employment contract, CPF registration, first payday.
The ordering matters in Singapore. For foreign hires, the work pass must be approved before the contract takes effect and before a start date is set.
| Step | What happens | Owner | Timing |
|---|---|---|---|
| 1. Offer letter | Written offer with role, salary, start date (conditional for foreign hires), and key terms | Client / Teamed drafts | Same day after verbal accept |
| 2. Work pass check or application | Confirm Singapore citizen or PR status, or apply to MOM for Employment Pass, S Pass, or work permit before the employee starts | Teamed | Before start date; EP applications typically 3 to 5 weeks |
| 3. Written employment contract | Key employment terms in writing, covering salary, hours, leave, notice, and probation | Teamed (legal employer) | Before or on day one |
| 4. CPF registration and onboarding admin | Register for CPF contributions (Singapore citizens and PRs only), collect NRIC or FIN, bank details, and benefits setup | Teamed | Days 1 to 7 |
| 5. First payday | First payslip issued; salary paid by the 7th of the following month at the latest | Teamed | End of first pay period |
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Issue the offer letter
Send a written offer the same day as verbal acceptance. Include role, salary, start date (conditional on pass approval for foreign hires), probation of up to 6 months, notice during probation of 1 day, and any conditions such as references or medical checks.
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Confirm work authorisation
Verify NRIC or PR status for local hires, or apply to the Ministry of Manpower for the Employment Pass, S Pass, or work permit before setting a start date. The pass must be approved before the employee starts work.
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Issue the written contract
Give the Key Employment Terms document before or on day one. Teamed's standard Singapore contract meets all current Employment Act requirements. Clients choose commercial terms; Teamed signs as the legal employer.
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Complete onboarding admin
Register the employee for CPF (citizens and PRs only), collect their NRIC or FIN, bank details, and benefits choices. Set up the Skills Development Levy. This runs across days one to seven.
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Issue the first payslip
Run the first payroll and pay salary by the 7th of the following month at the latest. Submit CPF contributions to the CPF Board by the 14th. The employee receives their payslip and is on the payroll record.
What must a Singapore offer letter include?
An offer letter is not the binding contract. It is the document the candidate decides against.
Include role title, reporting line, start date (marked conditional on work pass approval for foreign hires), gross monthly salary, working hours, location, probation period of up to 6 months, notice during probation of 1 day, and any conditions such as references or medical clearance.
Three traps to avoid in Singapore offer letters:
- Setting a firm start date for a foreign hire before the pass is approved. The Ministry of Manpower EP approval typically takes three to five weeks. A firm start date before approval is in hand creates a conflict that can force a reschedule or expose you to a breach claim. State start date as conditional on MOM approval.
- Quoting an annual salary without a monthly breakdown. Singapore employment contracts and payslips use monthly figures. A candidate who joins expecting one annual number and receives a different monthly amount is already off to a poor start. Quote both and make sure they reconcile.
- Omitting the CPF position for a foreign hire. Employees on an Employment Pass or S Pass are not CPF contributors. Permanent residents and citizens are. If a candidate is transitioning from a pass holder to PR, the CPF obligation changes. Clarify status in the offer to avoid payroll confusion from day one.
Teamed's standard Singapore offer letter template covers all required ground and flags the work pass condition where applicable. Clients choose the commercial terms. Teamed holds the legal-employer position.
Singapore work pass and employment authorisation checks
Singapore does not use a right-to-work check in the UK sense. Instead, employers must ensure the employee holds the correct work pass issued by the Ministry of Manpower before they start.
Singapore citizens and permanent residents need no pass. All other nationals need an Employment Pass, S Pass, or work permit, depending on their salary level and role.
Singapore citizens and permanent residents
No work pass is required. The employer verifies the NRIC (for citizens) or the blue IC or re-entry permit (for PRs). CPF contributions are mandatory for both groups and must start from the first month of employment.
Foreign nationals: Employment Pass
The Employment Pass is for professionals, managers, and executives earning above the MOM minimum qualifying salary (which rises annually). The employer or EOR applies to MOM through the EP Online portal. An approval in principle is issued first; the physical card follows. The employee cannot start work until approval is confirmed. Applications typically take three to five weeks for straightforward cases.
Foreign nationals: S Pass and work permits
The S Pass covers mid-skilled workers. The Work Permit covers semi-skilled workers in specific sectors including construction, marine, and services. Each category has its own salary floor, eligibility criteria, and levy obligations for the employer. Teamed assesses the right pass category before applying.
Employers in Singapore are responsible for ensuring every foreign employee holds a valid work pass before starting work. Employing a person without a valid pass is an offence under the Employment of Foreign Manpower Act and can result in prosecution and fines.
Source: Ministry of Manpower Singapore: Work passes and permits
Renewals and pass changes
Work passes have a fixed term, typically one to two years for EPs. Teamed tracks expiry dates and initiates renewals in advance. A pass expiry with no renewal in place means the employee cannot legally continue working. Teamed manages the renewal calendar so no expiry is missed.
The Singapore written contract: what must it contain?
The Employment Act requires employers to give key employment terms in writing to employees covered by the Act. This document is sometimes called the Key Employment Terms (KET) document.
It must be given before or on the first day of work. It is not the same as the offer letter and it is the document that governs the employment relationship.
What the Singapore Key Employment Terms document must include:
- Full name of employer and employee
- Job title and main duties
- Start date of employment
- Duration of employment (if fixed term)
- Working arrangements: hours per day and per week (up to 44 hours for Part IV employees), days per week, and any shift arrangements
- Gross salary and all salary components (base pay, allowances, deductions)
- Fixed allowances and deductions
- Overtime pay rate, if applicable
- Leave entitlements: annual leave of at least 7 days in the first year of service (rising with tenure), and 11 public holidays
- Medical benefits, including outpatient sick leave and hospitalisation leave entitlements
- Probationary period, if applicable (up to 6 months by convention), and notice during probation of 1 day
- Notice period after probation, based on length of service
- CPF contribution obligations, where applicable
Not all employees are covered by Part IV of the Employment Act (which covers working hours and rest day protections). Managers and executives earning above a certain threshold are covered by Part III (salary and leave) only. Teamed's standard Singapore employment contract meets the requirements for both groups.
Key source: Ministry of Manpower: Key Employment Terms.
Onboarding admin in the first week
The first week in Singapore covers CPF registration (for citizens and PRs), NRIC or FIN collection, bank details, pass card collection (for foreign hires), and benefits setup.
Teamed handles the payroll and compliance side. The client handles the cultural and operational side.
| Onboarding task | Who does it | Day |
|---|---|---|
| Written employment contract signed | Employee and Teamed | Day 0 or 1 |
| Work pass card collected or NRIC verified | Employee presents to Teamed | Day 1 |
| CPF registration (citizens and PRs only) | Teamed | Day 1 |
| NRIC or FIN number recorded | Employee submits to Teamed | Day 1 |
| Bank account details (for FAST or GIRO payment) | Teamed collects | Days 1 to 3 |
| Medical or group insurance enrolment | Teamed (admin) and Client (decision) | Days 1 to 7 |
| Skills Development Levy (SDL) setup | Teamed | Day 1 |
| Equipment and system access | Client | Days 0 to 1 |
| Manager introduction and first-week plan | Client | Days 0 to 7 |
| 30-60-90 day plan documented | Client (manager) | Days 1 to 14 |
How does Teamed handle Singapore employment for you?
Teamed becomes your legal employer of record in Singapore for from $599 per employee per month, with zero FX mark-up in any currency.
CPF registration, the Employment Pass application, the written contract, and the full Singapore employment law stack run on one platform.
Real HR and legal experts handle your Singapore hires, from the EP application through every monthly CPF submission and IR8A filing. An actual person, not a chatbot or a pooled queue. There is no setup fee and no exit fee. Employer cost passes through at cost, itemised on every invoice.
EOR payroll, contractor onboarding, and entity setup all live on one platform. Teamed works well as the employer of record until it isn't the right structure anymore. Run the Crossover Calculator to see the month your Singapore hire is ready to graduate to your own entity. Start from the Singapore hiring overview; each guide here takes one layer of Singapore employment law.
Key sources: MOM work passes and permits, CPF employer obligations, and MOM employment practices.
Frequently asked questions
How long does it take to hire someone in Singapore through Teamed?
Singapore citizen and permanent resident hires can be onboarded within a few business days once the offer is accepted. The contract is issued on or before day one; CPF registration and payroll setup run in the first week. Foreign national hires take longer because the Employment Pass must be approved by the Ministry of Manpower before a start date can be confirmed. EP applications typically take three to five weeks for straightforward cases.
Do all employees in Singapore need a work pass?
No. Singapore citizens and permanent residents do not need a work pass. The employer verifies their NRIC or re-entry permit. All other nationals need a Ministry of Manpower work pass before they can start work. The right pass category depends on the employee's salary and role: Employment Pass for professionals, S Pass for mid-skilled workers, and work permits for specific sectors. Employing a foreign national without a valid pass is an offence under the Employment of Foreign Manpower Act.
What is the probation period and notice during probation in Singapore?
There is no statutory maximum probation period in Singapore. By convention, probation runs up to 6 months. During the probationary period, the minimum notice by law is 1 day, which reflects the statutory band for employees with under 26 weeks of service. Most Singapore employment contracts set a longer mutual notice during probation; Teamed's standard contract does this. After probation, statutory notice rises with length of service.
What is the minimum annual leave entitlement in Singapore?
Employees covered by the Employment Act are entitled to at least 7 days of paid annual leave in their first year of service. Leave entitlement increases by one day for each additional year of service, up to a maximum of 14 days. Singapore also has 11 paid public holidays per year. Employees who must work on a public holiday are entitled to an extra day off or pay in lieu.
When does wrongful dismissal protection apply in Singapore?
Managers and executives in Singapore can bring a wrongful dismissal claim after 6 months of continuous service. Other employees covered by the Employment Act can claim from an earlier point. Claims are heard by the Employment Claims Tribunal. The Workplace Fairness Act 2025, when it takes full effect, will add further protections against dismissal on discriminatory grounds.
The EP application is the step that collapses hiring timelines in Singapore. Companies assume they can hire first and sort the pass later. They cannot. We run the application in parallel with the offer negotiation, so the approval is in hand before a start date is even discussed. That is how you avoid a reschedule on week three.
Singapore's work pass system means foreign hires have a hard dependency before day one: MOM approval.
CPF registration, IR8A filing, and the Skills Development Levy all start from the first month on payroll.
The admin is what we handle. You focus on getting the hire into the role.
