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Minimum wage in Singapore
Singapore’s payroll
Statutory benefits in Singapore
Other employee benefits in Singapore
Compliant, seamless payroll and benefits in Singapore and beyond
Managing payroll and employee benefits in Singapore requires a deep understanding of local regulations to ensure full compliance and enhance workforce satisfaction. Singapore has specific payroll regulations, including requirements for timely salary payments, CPF (Central Provident Fund) contributions, tax deductions, and compliance with statutory leave entitlements. Employers must also provide mandatory insurance, such as work injury compensation and medical coverage, to protect employees.
Given the complexities of payroll management, many companies, especially those unfamiliar with local labour laws, opt for payroll outsourcing. Outsourcing allows businesses to delegate payroll tasks to experienced providers, reducing administrative burdens, and ensuring compliance with Singapore’s strict payroll regulations. By partnering with a reliable global payroll provider, such as CXC, companies can streamline payroll operations, minimise compliance risks, and save valuable time. Whether you need comprehensive payroll outsourcing or a dedicated payroll management solution, expert support ensures smooth handling of complex HR tasks. This allows businesses to focus on growth while maintaining a compliant and supportive workplace.
In this guide, we cover everything you need to know about managing payroll in Singapore, including statutory and supplementary.
While Singapore does not have a universal minimum wage, there are specific wage policies and programs in place that employers need to be aware of.
Unlike many countries, Singapore does not have a minimum wage law that mandates a universal minimum wage applicable to all workers. Instead, the country adopts a sector-specific approach, setting minimum wages for industries such as cleaning, security, and landscaping. These wage benchmarks aim to ensure fair pay for workers in these essential sectors.
For workers outside these regulated industries, there is no legal minimum wage in Singapore per hour or per month. Employers have the flexibility to determine wages based on the role, skills, and market conditions.
In Singapore, the Local Qualifying Salary (LQS) is a key factor for determining the number of local employees who can be used to calculate a company’s Work Permit and S Pass quota entitlement. As of today, the LQS is set at $1,600 SGD for full-time employees working 35–44 hours per week. Part-time employees must earn a gross hourly wage of at least $10.50 SGD to meet the LQS requirements.
The LQS serves as a safeguard to ensure that local workers are employed meaningfully, rather than being hired on token salaries solely to meet quota requirements for foreign workers. Companies hiring foreign workers, such as Work Permit or S Pass holders, must ensure that local employees either earn the LQS or, if applicable, the prescribed Progressive Wages (PWs) for their sector or occupation.
For quota calculations, a Singaporean or Permanent Resident earning at least $1,600 SGD per month counts as one local worker. Those earning between $800 SGD and below $1,600 SGD count as half a local worker. Firms hiring employees who work overtime beyond 44 hours per week must meet increased LQS requirements for the extra hours worked.
The Progressive Wage Portal can be used to verify wage and job details, ensuring compliance with LQS and PW requirements. This structured approach helps maintain fair labour practices while supporting a balanced workforce in Singapore.
Starting 1 January 2025, Singapore has implemented revised minimum salary thresholds for foreign workers under the Employment Pass (EP) framework. These requirements vary by sector and the applicant’s experience. For general roles, the minimum monthly salary is set at $5,600 SGD (approximately $4,196 USD), while applicants in the financial services sector must meet a higher threshold of S$6,200 SGD (approximately US$4,646).
For mid-career professionals in their mid-40s, the minimum salary increases to S$10,700 (approximately US$8,000) for general roles and $11,800 SGD (approximately US$8,800) in the financial services sector. These thresholds will apply to new EP applications from January 2025 and to renewals starting in January 2026.
Singapore’s Workfare Income Supplement (WIS) is a government initiative aimed at providing financial support to lower-wage workers through cash payments and contributions to their Central Provident Fund (CPF).
This program is designed to improve the financial security of eligible workers, encouraging them to remain employed, build their CPF savings, and reduce income inequality in the country.
Eligible workers benefit from:
The WIS program is an essential tool for ensuring that lower-wage workers in Singapore receive the support they need to lead a more secure and sustainable life, while also promoting personal and professional development.
Managing payroll in Singapore comes with a unique set of challenges and responsibilities for employers. Understanding the intricacies of payroll is essential, especially for companies expanding into the country.
Alternatively, employers can offload payroll management and other regulation-related work to global payroll providers like CXC. This ensures compliance, not just to local labour laws, but to best practices as well.
The typical payroll cycle in Singapore is monthly. Employers are required to pay employees within seven days of the end of the salary period. This means that if your salary period ends on the last day of the month, employees should receive their salary by the 7th of the following month. If an employee resigns or is terminated, payment is due on the last day of work, and no later than that day. Employers must adhere to these timelines to avoid any legal complications.
Understanding payroll taxes in Singapore is crucial for compliance with local regulations. Employers are responsible for calculating and withholding the relevant taxes from their employees’ wages. The primary taxes related to payroll are:
Failure to meet these payroll tax obligations can lead to penalties and legal issues, so it is crucial to stay up to date with the current tax rates and deadlines.
In addition to salary, employers in Singapore often provide various payroll benefits to their employees. These benefits can include, but are not limited to:
These benefits are often factored into the payroll deductions in Singapore and should be calculated correctly to avoid discrepancies. The inclusion of these benefits also adds complexity to payroll calculations, making it important for employers to keep detailed records.
One of the distinctive features of payroll in Singapore is the 13th-month salary, which is often paid out at the end of the year. While it is not a statutory requirement, it is customary for employers to pay a 13th salary to their employees. This bonus is typically given as a lump sum in December, although some employers may distribute it earlier in the year.
The 13th-month salary is typically equivalent to one month’s salary, though some employers may offer a higher or lower amount depending on company policies or employee performance.
Employers in Singapore are required to provide certain statutory benefits to their employees as mandated by law. These benefits ensure social security, community support, and equal opportunity for all workers in Singapore.
Central Provident Fund (CPF) is the only government-mandated pension system in the country. This defined contribution system comprises funds contributed by the employee, the employer, and the interest accumulated on these contributions. The CPF ensures retirement adequacy and contributions are allocated across various accounts, including the Ordinary, Special, and Medisave accounts.
The CPF contribution rates vary based on the employee’s age, with higher rates for younger employees and reduced rates for older workers. Employers must deduct and contribute the correct amounts to remain compliant with the CPF Act.
Moreover, employees belonging to certain ethnic and community groups may be required to contribute to specific community funds:
Self-employed individuals in Singapore are also subject to statutory contributions. While they are not required to contribute to the CPF’s Ordinary Account, they must make contributions to the Medisave Account, which funds healthcare needs. The required Medisave contribution amount is based on the individual’s declared net trade income and age.
Self-employed persons who are also members of specific ethnic groups may opt to contribute to community funds like SINDA, CDAC, MBMF, or ECF to support their respective communities.
Providing comprehensive employee benefits in Singapore goes beyond meeting statutory requirements. As an employer, offering supplementary benefits not only boosts employee satisfaction but also helps attract and retain top talent.
Under Singapore law, employers must provide certain medical benefits for employees. These include entitlements under the Employment Act:
In addition to statutory requirements, many employers enhance their employee benefits programs in Singapore by offering supplementary healthcare benefits. These often include medical insurance, dental care, and wellness programs. Such initiatives demonstrate a commitment to employee well-being and help reduce absenteeism and turnover.
Employers in Singapore must also ensure their employees are covered by certain insurance policies, as required by law, including Work Injury Compensation Insurance. This mandatory insurance covers medical expenses, lost wages, and compensation for work-related injuries or illnesses. It applies to manual workers and non-manual workers earning up to $2,600 per month.
Many companies go beyond legal requirements by offering private health and life insurance policies as part of their employee benefits insurance package. These policies can cover hospitalisation, critical illnesses, and disability, providing financial security for employees and their families.
Offering comprehensive insurance benefits enhances your organisation’s reputation as an employer that values its workforce’s health and safety.
Aside from medical and insurance benefits, employers often provide additional perks to foster a supportive and engaging work environment. Some of the considered best employee benefits in Singapore include:
Providing these benefits not only improves employee morale but also strengthens your employer brand, making your organisation a top choice for talent.
Getting payroll and benefits right is not just a legal issue. Every country also has its own customs, norms, and expectations about employee compensation. And if your operations are not in line with your workers’ expectations, they may not stick around for long.
Thankfully, we know what we are doing. When you work with CXC to engage workers in Singapore, we will handle everything from tax withholding to employee bonuses on your behalf.
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