{"id":476,"date":"2024-02-19T04:08:12","date_gmt":"2024-02-19T04:08:12","guid":{"rendered":"https:\/\/www.info-tech.com.sg\/blog\/?p=476"},"modified":"2026-03-23T04:45:33","modified_gmt":"2026-03-23T04:45:33","slug":"hiring-employees-in-singapore-step-by-step-guide","status":"publish","type":"post","link":"https:\/\/www.info-tech.com.sg\/blog\/hiring-employees-in-singapore-step-by-step-guide\/","title":{"rendered":"Hiring Employees in Singapore | Step-by-Step Guide"},"content":{"rendered":"\n<h2 class=\"wp-block-heading\"><strong>Introduction: Hiring in Singapore Made Easy&nbsp;<\/strong><\/h2>\n\n\n\n<p>Once you&#8217;ve set up your company in Singapore, your next big task is <strong>to create your team<\/strong>. When you hire employees \u2014 both local and foreign \u2014 you need to follow a set of <strong>legal steps that MOM oversees<\/strong>.&nbsp;<\/p>\n\n\n\n<p>This guide takes you through each crucial step to make sure your hiring in Singapore stays legal, smooth, and mistake-free.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Get to Know Singapore&#8217;s Main Job Laws&nbsp;<\/strong><\/h2>\n\n\n\n<p>Two key laws shape how jobs work in Singapore:&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>a) The Employment Act 1968 (Updated 2024)&nbsp;<\/strong><\/h3>\n\n\n\n<p>The <strong>Employment Act<\/strong> is the big job law in Singapore. It spells out what employers and employees must do. This law covers <strong>all employees \u2014 from Singapore or other countries full-time part-time short-term, or on contract \u2014 except:<\/strong>&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>House helpers&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Ship employees&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>People working for the government&nbsp;<\/li>\n<\/ul>\n\n\n\n<p><strong>Key Point:<\/strong> When the Act covers your employee, your job contract can&#8217;t give worse terms than the Act states.&nbsp;<\/p>\n\n\n\n<p>The Act controls:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Work hours and extra pay&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Paid holidays and yearly time off&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Leave for illness and new parents&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>When to pay wages and clear pay slips&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Ending jobs and notice times&nbsp;<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>b) Employment of Foreign Manpower Act (EFMA)&nbsp;<\/strong><\/h3>\n\n\n\n<p>If you want to hire employees from other countries, the <strong>EFMA<\/strong> tells you what employers must do about work passes, fees, and keeping records.&nbsp;<\/p>\n\n\n\n<p>This law applies to employers who hire people from abroad with valid work passes such as:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Employment Pass (EP)<\/strong> \u2013 professionals and executives use this&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>S Pass<\/strong> \u2013 mid-skilled employees use this&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Work Permit (WP)<\/strong> \u2013 semi-skilled and unskilled employees use this&nbsp;<\/li>\n<\/ul>\n\n\n\n<p>Employers need to make sure all foreign employees <strong>have valid work passes<\/strong> and follow <strong>MOM&#8217;s Fair Consideration Framework (FCF)<\/strong> when hiring.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Create a Contract That Follows the Rules&nbsp;<\/strong><\/h2>\n\n\n\n<p>Every employee should get a <strong>written Contract of Service<\/strong> that states their job duties, pay, and benefits.&nbsp;<\/p>\n\n\n\n<p><strong>Key Employment Terms (KETs)<\/strong>&nbsp;<\/p>\n\n\n\n<p>From <strong>1 April 2016<\/strong>, employers must give KETs to all employees who:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Are protected by the Employment Act, and&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Have worked for <strong>14 days or longer<\/strong>.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p><strong>Your KET needs to include:<\/strong>&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Job title and responsibilities&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Employment start date&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Working hours and days off&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Pay extra money, and rewards&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Time off you can take&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>How long before you have to tell about quitting&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>CPF payment details (for Singaporeans\/PRs)&nbsp;<\/li>\n<\/ul>\n\n\n\n<p><strong>Check Out:<\/strong> <strong><a href=\"https:\/\/www.mom.gov.sg\/employment-practices\/contract-of-service\" target=\"_blank\" rel=\"noreferrer noopener\">Ministry of Manpower \u2013 Key Employment Terms (KETs)<\/a>&nbsp;<\/strong><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Get CPF Contributions Ready (for Singaporeans &amp; PRs)&nbsp;<\/strong><\/h2>\n\n\n\n<p>Companies that hire Singapore Citizens or Permanent Residents (PRs) must get a <a href=\"https:\/\/www.cpf.gov.sg\/employer\/making-cpf-contributions\/applying-for-a-cpf-submission-number\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>CPF Submission Number (CSN)<\/strong><\/a> and pay into the Central Provident Fund (CPF) each month.&nbsp;<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Age Group<\/strong>&nbsp;<\/td><td><strong>Employer CPF Contribution <\/strong><\/td><td><strong>Employee CPF Contribution<\/strong>&nbsp;<\/td><td><strong>Total CPF Contribution<\/strong>&nbsp;<\/td><\/tr><tr><td><strong>Below 55 years<\/strong>&nbsp;<\/td><td>17%&nbsp;<\/td><td>20%&nbsp;<\/td><td>37%&nbsp;<\/td><\/tr><tr><td><strong>55\u201360 years<\/strong>&nbsp;<\/td><td>14.5%&nbsp;<\/td><td>15%&nbsp;<\/td><td>29.5%&nbsp;<\/td><\/tr><tr><td><strong>60\u201370 years<\/strong>&nbsp;<\/td><td>11%&nbsp;<\/td><td>9%&nbsp;<\/td><td>20%&nbsp;<\/td><\/tr><tr><td><strong>Above 70 years<\/strong>&nbsp;<\/td><td>7.5%&nbsp;<\/td><td>5%&nbsp;<\/td><td>12.5%&nbsp;<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p><strong>CPF Contribution Deadline:<\/strong> The <strong>last day of each month<\/strong>. Payments made after the 14th of the next month have a <strong>1.5% monthly interest<\/strong> added to amounts not paid on time.&nbsp;<\/p>\n\n\n\n<p><strong>Tip:<\/strong> Make CPF submission automatic with <strong>Info-Tech&#8217;s Payroll Software<\/strong>, which links to CPF e-submission to prevent mistakes.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Get Work Injury Compensation (WIC) Insurance&nbsp;<\/strong><\/h2>\n\n\n\n<p>Every employer needs to have <strong>Work Injury Compensation (WIC) insurance<\/strong> for:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>All <strong>employees who do manual labor<\/strong> (no matter how much they earn), and&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Employees not doing manual work who earn $2,600\/month or less<\/strong>.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p>While not required for employees with higher salaries, MOM advises coverage for all staff members. Buy insurance from <strong>MOM-approved insurance companies<\/strong>.&nbsp;<\/p>\n\n\n\n<p><strong>Purpose:<\/strong> Safeguards both employer and employee against medical costs and compensation claims for injuries or diseases related to work.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Pay the Skills Development Levy (SDL)&nbsp;<\/strong><\/h2>\n\n\n\n<p>The <strong>Skills Development Levy Act<\/strong> requires employers to pay SDL for <strong>all employees<\/strong>, including staff from other countries.&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>SDL Rate:<\/strong> 0.25% of total monthly wages&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Minimum:<\/strong> $2\/month (for wages &lt; $800)&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Maximum:<\/strong> $11.25\/month (for wages &gt; $4,500)&nbsp;<\/li>\n<\/ul>\n\n\n\n<p><strong>Where it goes:<\/strong> SDL payments support <strong>SkillsFuture Singapore (SSG)<\/strong> programs \u2014 helping companies improve their staff&#8217;s skills through training funds and classes.&nbsp;<\/p>\n\n\n\n<p><strong>Use:<\/strong> \u202f<strong><a href=\"https:\/\/go.gov.sg\/sdl-calculator\" target=\"_blank\" rel=\"noreferrer noopener\">SDL calculator<\/a>&nbsp;<\/strong><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Give Out MOM-Approved Detailed Pay Statements&nbsp;<\/strong><\/h2>\n\n\n\n<p>From <strong>April 1, 2016<\/strong>, all employers must provide <strong>detailed pay statements<\/strong> for each paycheck. These statements can be on paper or digital, but need to show:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Company and employee names&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Pay period and date of payment&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Base pay and extra money&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Extra hours pay, rewards, and money taken out&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>CPF payments (employee &amp; company)&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Take-home pay&nbsp;<\/li>\n<\/ul>\n\n\n\n<p><strong>Best Practice:<\/strong> Use a <strong>digital payroll system<\/strong> that creates and delivers payslips to employees \u2014 making sure they&#8217;re accurate and follow the rules.&nbsp;<\/p>\n\n\n\n<p>Related: <strong><a href=\"https:\/\/www.mom.gov.sg\/passes-and-permits\" target=\"_blank\" rel=\"noreferrer noopener\">Comprehensive Guidelines Provided By MOM<\/a>&nbsp;<\/strong><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Extra Steps When Hiring Foreign Employees&nbsp;<\/strong><\/h2>\n\n\n\n<p>If you&#8217;re bringing on non-resident employee, you&#8217;ll need to follow <strong>more MOM steps<\/strong>:&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>a) Get a Valid Work Pass&nbsp;<\/strong><\/h3>\n\n\n\n<p>Based on the employees\u2019 skills and job, apply for:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Employment Pass (EP)<\/strong> \u2014 for skilled employees making $5,000 or more monthly<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>S Pass<\/strong> \u2014 for mid-level staff earning at least $3,150 each month&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Work Permit (WP)<\/strong> \u2014 for employees with some skills in building making things, or helping people&nbsp;<\/li>\n<\/ul>\n\n\n\n<p><strong>See If You Qualify:<\/strong> <strong><a href=\"https:\/\/www.mom.gov.sg\/passes-and-permits\" target=\"_blank\" rel=\"noreferrer noopener\">MOM Work Pass Framework 2025<\/a>&nbsp;<\/strong><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>b) Pay the Foreign Employee Levy (FWL)&nbsp;<\/strong><\/h3>\n\n\n\n<p>Companies that hire Work Permit or S Pass holders need to pay a <strong>monthly fee<\/strong> based on:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>How skilled the employee is&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>What kind of work they do&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>How many foreign employees the company can have (Dependency Ratio Ceiling)&nbsp;<\/li>\n<\/ul>\n\n\n\n<p><strong>Example:&nbsp;<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Service industry fees range from <strong>$300\u2013$700\/month<\/strong> for each employee.&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Factory sector fees range from <strong>$350\u2013$650\/month<\/strong>, based on employee expertise.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p><strong>Fee payment deadline:<\/strong> By the <strong>14th of every month<\/strong>. Late fees can cause work permit suspension.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Maintain Precise HR &amp; Payroll Files&nbsp;<\/strong><\/h2>\n\n\n\n<p>MOM and IRAS rules require employers to <strong>keep employee files for at least two years<\/strong> after job ends. Files should contain:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Job contracts&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Pay stubs and CPF reports&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Time off and work logs&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>IR8A, IR8S, and IR21 tax documents&nbsp;<\/li>\n<\/ul>\n\n\n\n<p>A digital HRMS like <strong>Info-Tech&#8217;s HRMS Software<\/strong> makes sure companies follow rules and can find information during checks.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Digital Transformation: Make the Hiring Process Automatic&nbsp;<\/strong><\/h2>\n\n\n\n<p>Doing HR tasks by hand can lead to breaking rules and wasting time. Companies in 2026 are starting to use <strong>digital HR and payroll systems<\/strong> to handle:\u00a0<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Getting new employees started &amp; online contracts&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>CPF &amp; SDL paperwork&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Keeping track of time off &amp; when people work&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Paying employees &amp; telling IRAS&nbsp;<\/li>\n<\/ul>\n\n\n\n<p><strong>Why Pick Info-Tech&#8217;s HRMS:<\/strong>&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Creates compliant KETs and payslips&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Links <a href=\"https:\/\/www.info-tech.com.sg\/cpf-calculator\"><strong>CPF<\/strong><\/a>, IRAS, and MOM submissions&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Stores data safely in the cloud following <strong>PDPA rules<\/strong>&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Offers a self-service portal for staff to access leave and payslips&nbsp;<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Employer&#8217;s Quick Guide to Hiring in Singapore<\/strong><\/h2>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Task<\/strong>&nbsp;<\/td><td><strong>Requirement \/ Law<\/strong>&nbsp;<\/td><\/tr><tr><td>Draft Employment Contract&nbsp;<\/td><td>Employment Act 1968&nbsp;<\/td><\/tr><tr><td>Register for CPF Contributions&nbsp;<\/td><td>CPF Act&nbsp;<\/td><\/tr><tr><td>Purchase WIC Insurance&nbsp;<\/td><td>Work Injury Compensation Act&nbsp;<\/td><\/tr><tr><td>Pay SDL for All Employees&nbsp;<\/td><td>Skills Development Levy Act&nbsp;<\/td><\/tr><tr><td>Issue Itemised Payslips&nbsp;<\/td><td>Employment Act (Section 96)&nbsp;<\/td><\/tr><tr><td>Apply for Work Pass (if foreign hire)&nbsp;<\/td><td>EFMA&nbsp;<\/td><\/tr><tr><td>Pay Foreign Employee Levy&nbsp;<\/td><td>EFMA&nbsp;<\/td><\/tr><tr><td>Keep Records (min. 2 years)&nbsp;<\/td><td>MOM \/ IRAS Guidelines&nbsp;<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Conclusion<\/strong>&nbsp;<\/h2>\n\n\n\n<p>Hiring in Singapore goes beyond just filling job openings \u2014 it&#8217;s about building a <strong>workforce that follows the law and runs<\/strong>. When you stick to MOM&#8217;s hiring guidelines and use tech for your HR tasks, you can cut down on paperwork, avoid mistakes, and put more energy into growing your business.&nbsp;<\/p>\n\n\n\n<p><strong>Info-Tech&#8217;s <a href=\"https:\/\/www.info-tech.com.sg\/hr-software\">HRMS<\/a> and <a href=\"https:\/\/www.info-tech.com.sg\/payroll-software\">Payroll Software<\/a><\/strong> makes sure you follow all the rules set by MOM, CPF, and IRAS \u2014 turning the hiring process into something easy and worry-free.&nbsp;<\/p>\n\n\n\n<p><strong>Begin your journey to follow the rules today.<\/strong> Set up a free demo to learn how Info-Tech can help your company hire, welcome, and look after employees without breaking a sweat.&nbsp;<\/p>\n\n\n\n<p><strong>Schedule a Demo:<\/strong> Call <strong>+65 6297 3398<\/strong> or write to <strong>sales@info-tech.com.sg<\/strong> to make your HR compliance easier.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Frequently Asked Questions&nbsp;<\/strong><\/h2>\n\n\n\n<div class=\"container\">\n       \n        <div class=\"mi-faq\">\n          <div class=\"accordion\" id=\"accordionExample\">\n            <div class=\"card\">\n              <div class=\"card-head\" id=\"headingOne\">\n                <div class=\"acc-arrow\" data-toggle=\"collapse\" data-target=\"#collapseOne\" aria-expanded=\"true\" aria-controls=\"collapseOne\">\n                  <h4 class=\"Positionheader\">What are the legal steps to hire an employee in Singapore?<\/h4>\n                <\/div>\n              <\/div>\n              <div id=\"collapseOne\" class=\"collapse show\" aria-labelledby=\"headingOne\" data-parent=\"#accordionExample\">\n                <div class=\"card-body\">\n                  <p>To hire an employee in Singapore, employers need to create an employment contract, sign up for CPF contributions, buy WIC insurance, pay SDL, and give itemised payslips.<\/p>\n                <\/div>\n              <\/div>\n            <\/div>\n            <div class=\"card\">\n              <div class=\"card-head\" id=\"headingtwo\">\n                <div class=\"collapsed acc-arrow\" data-toggle=\"collapse\" data-target=\"#collapsetwo\" aria-expanded=\"false\" aria-controls=\"collapsetwo\">\n                  <h4 class=\"Positionheader\">How much is the CPF contribution rate in 2026?<\/h4>\n                <\/div>\n              <\/div>\n              <div id=\"collapsetwo\" class=\"collapse\" aria-labelledby=\"headingtwo\" data-parent=\"#accordionExample\">\n                <div class=\"card-body\">\n                  <p>The CPF contribution rate stays up to 37% (17% employer + 20% employee) for employees under 55 years old.<\/p>\n                <\/div>\n              <\/div>\n            <\/div>\n            <div class=\"card\">\n              <div class=\"card-head\" id=\"headingthree\">\n                <div class=\"collapsed acc-arrow\" data-toggle=\"collapse\" data-target=\"#collapsethree\" aria-expanded=\"false\" aria-controls=\"collapsethree\">\n                  <h4 class=\"Positionheader\">Is work injury compensation insurance mandatory?<\/h4>\n                <\/div>\n              <\/div>\n              <div id=\"collapsethree\" class=\"collapse\" aria-labelledby=\"headingthree\" data-parent=\"#accordionExample\">\n                <div class=\"card-body\">\n                  <p>Yes. The law requires it for all manual employees and employees who earn \u2264 $2,600\/month.<\/p>\n                <\/div>\n              <\/div>\n            <\/div>\n            <div class=\"card\">\n              <div class=\"card-head\" id=\"headingfour\">\n                <div class=\"collapsed acc-arrow\" data-toggle=\"collapse\" data-target=\"#collapsefour\" aria-expanded=\"false\" aria-controls=\"collapsefour\">\n                  <h4 class=\"Positionheader\">What is the SDL rate in Singapore?<\/h4>\n                <\/div>\n              <\/div>\n              <div id=\"collapsefour\" class=\"collapse\" aria-labelledby=\"headingfour\" data-parent=\"#accordionExample\">\n                <div class=\"card-body\">\n                  <p>Singapore&#8217;s SDL rate is 0.25% of monthly wages, with a limit of $11.25. This applies to all local and foreign employees.<\/p>\n                <\/div>\n              <\/div>\n            <\/div>\n<div class=\"card\">\n              <div class=\"card-head\" id=\"headingfive\">\n                <div class=\"collapsed acc-arrow\" data-toggle=\"collapse\" data-target=\"#collapsefive\" aria-expanded=\"false\" aria-controls=\"collapsefive\">\n                  <h4 class=\"Positionheader\">How do I hire foreign employees in Singapore?<\/h4>\n                <\/div>\n              <\/div>\n              <div id=\"collapsefive\" class=\"collapse\" aria-labelledby=\"headingfive\" data-parent=\"#accordionExample\">\n                <div class=\"card-body\">\n                  <p>To employ foreign employees in Singapore, you need to get a valid work pass (EP, S Pass, or WP) through MOM. You also have to pay a monthly levy for foreign employees.<\/p>\n                <\/div>\n              <\/div>\n            <\/div>\n          <\/div>\n        <\/div>\n      <\/div>\n\n\n\n<script type=\"application\/ld+json\">\n{\n  \"@context\": \"https:\/\/schema.org\",\n  \"@type\": \"FAQPage\",\n  \"mainEntity\": [{\n    \"@type\": \"Question\",\n    \"name\": \"What are the legal steps to hire an employee in Singapore?\",\n    \"acceptedAnswer\": {\n      \"@type\": \"Answer\",\n      \"text\": \"To hire an employee in Singapore, employers need to create an employment contract, sign up for CPF contributions, buy WIC insurance, pay SDL, and give itemised payslips.\"\n    }\n  },{\n    \"@type\": \"Question\",\n    \"name\": \"How much is the CPF contribution rate in 2026?\",\n    \"acceptedAnswer\": {\n      \"@type\": \"Answer\",\n      \"text\": \"The CPF contribution rate stays up to 37% (17% employer + 20% employee) for employees under 55 years old.\"\n    }\n  },{\n    \"@type\": \"Question\",\n    \"name\": \"Is work injury compensation insurance mandatory?\",\n    \"acceptedAnswer\": {\n      \"@type\": \"Answer\",\n      \"text\": \"Yes. 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