# Hiring in Singapore Review edition — pending Theo Smith approval. ## Can this worker be employed through an EOR? An EOR cannot apply for a work pass for a foreigner to be based in Singapore while working for an overseas company; MOM says doing so is an offence. A company without local presence should examine a lawful local-presence route. Applies to: Foreign work-pass applications for overseas-company work; not a ban on employing citizens or permanent residents Still to establish: Citizenship or existing status, actual employer, local presence and permitted work-pass route - Citizenship or existing status, actual employer, local presence and permitted work-pass route Next step: Confirm Citizenship or existing status, actual employer, local presence and permitted work-pass route. - [Singapore Ministry of Manpower](https://www.mom.gov.sg/faq/work-pass-general/can-eor-in-sgp-apply-for-work-pass-for-foreigner-to-be-based-in-sgp-while-working-for-overseas-coys) Checked 2026-09-28. Research status: partial. ## Who has the right to work? An EOR cannot apply for a work pass for a foreigner to be based in Singapore while working for an overseas company; MOM says doing so is an offence. A company without local presence should examine a lawful local-presence route. Applies to: Foreign work-pass applications for overseas-company work; not a ban on employing citizens or permanent residents Still to establish: Citizenship or existing status, actual employer, local presence and permitted work-pass route - Citizenship or existing status, actual employer, local presence and permitted work-pass route Next step: Confirm Citizenship or existing status, actual employer, local presence and permitted work-pass route. - [Singapore Ministry of Manpower](https://www.mom.gov.sg/faq/work-pass-general/can-eor-in-sgp-apply-for-work-pass-for-foreigner-to-be-based-in-sgp-while-working-for-overseas-coys) Checked 2026-09-28. Research status: partial. ## When must payroll and payments happen? For Employment Act-covered employees, salary must be paid at least monthly and within seven days after the salary period ends. Overtime pay is due within fourteen days after that period. Applies to: Singapore Employment Act salary payment Still to establish: Coverage, lawful deductions, payslips and statutory remittance dates - Coverage, lawful deductions, payslips and statutory remittance dates Next step: Confirm Coverage, lawful deductions, payslips and statutory remittance dates. - [Singapore Ministry of Manpower](https://www.mom.gov.sg/employment-practices/salary/paying-salary) Checked 2026-09-28. Research status: partial. ## What happens at exit? When an employee resigns and serves the required notice, final salary is due on the last day. Without serving notice it is due within seven days. Employer termination normally requires payment on the last day, or within three working days if that is not possible. Applies to: Singapore Employment Act; foreign-worker tax clearance can affect withholding Still to establish: Tax clearance, lawful withholding, notice, accrued leave and retrenchment obligations - Tax clearance, lawful withholding, notice, accrued leave and retrenchment obligations Next step: Confirm Tax clearance, lawful withholding, notice, accrued leave and retrenchment obligations. - [Singapore Ministry of Manpower](https://www.mom.gov.sg/employment-practices/salary/paying-salary) Checked 2026-09-28. Research status: partial. ## How do we switch EORs or move to our own entity? MOM distinguishes restructuring transfers from outsourcing support functions and replacement of service providers through competitive tendering, which it lists as non-transfers. Applies to: Singapore Employment Act transfer guidance; the actual EOR arrangement must be classified separately. Still to establish: Transaction facts, notice and consultation, work-pass permissions and employment terms - Classify the transaction under current local transfer/succession law. - Determine consent, consultation, service, leave and historic-liability treatment. - Confirm permits, payroll handover, provider termination and deposit recovery from actual documents. - Transaction facts, notice and consultation, work-pass permissions and employment terms - [www.mom.gov.sg](https://www.mom.gov.sg/employment-practices/transfer-of-employment) Checked 2026-09-28. Research status: partial. ## Can we move an overseas-company worker onto a Singapore EOR work pass? Applies to: The specified foreign work-pass arrangement; Singapore citizens and permanent residents are different cases Not through the arrangement addressed by MOM’s EOR restriction. Establish a lawful work and employer structure before offering a Singapore-based role to a foreign national. Supported rule: MOM says an EOR cannot apply for a work pass for a foreigner based in Singapore while working for an overseas company; doing so is an offence. - Nationality and existing work authorisation - Actual employing and operating company - Any lawful local-presence and permit route Illustrative example: An overseas company wants its remote developer to relocate to Singapore and continue the same overseas role through an EOR. The EOR contract does not solve the identified work-pass restriction. - [MOM: EOR work-pass restriction](https://www.mom.gov.sg/faq/work-pass-general/can-eor-in-sgp-apply-for-work-pass-for-foreigner-to-be-based-in-sgp-while-working-for-overseas-coys) ## Can we reduce a Singapore EOR employee’s salary without agreement? Applies to: Singapore contractual changes; work-pass and other legal requirements may add conditions No: MOM states that employment terms cannot be changed without the employee’s consent. Route the proposal through the legal employer and resolve any work-pass implications before payroll is changed. Supported rule: Singapore MOM requires employer and employee agreement to changes in employment terms and recommends negotiation to reach an acceptable arrangement. - Employee consent and current contract - Pass-related salary conditions or notifications - Effective date and payroll implementation Illustrative example: A client reduces its provider budget by 10%. That commercial decision is not employee consent to a 10% salary reduction. Resolve the employment terms separately. - [MOM: changing employment terms](https://www.mom.gov.sg/faq/contract-of-service/can-an-employer-change-an-employee-s-terms-and-conditions-of-work)