PEO Services in Singapore

A co-employment model for companies that want to share the employer relationship in Singapore rather than hand it over entirely. Worth knowing up front: Singapore’s Employment Act is built around a single clear employer, so true co-employment is a niche fit here, and we will tell you honestly whether PEO or an EOR genuinely fits, then place you with the right vetted partner.

  • Independent advice
  • Vetted partners
  • Honest positioning

What a PEO does in Singapore

A Professional Employer Organisation works on a co-employment model. You and the PEO partner share the legal employer responsibilities for your Singapore staff: you keep direction and day-to-day control, while the partner administers payroll, income tax, Central Provident Fund (CPF) contributions where they apply, and HR compliance under a shared arrangement.

01

Shared employer role

You and the PEO partner share the legal employer responsibilities. You keep direction and control; they handle payroll, income tax, CPF contributions where they apply, and HR administration.

02

More direct control

PEO suits companies that want to retain more direct control of the employment relationship than a full EOR arrangement allows. Singapore’s employment law is built around a single clear employer, so true co-employment is uncommon here and EOR is usually the better fit.

03

Honest recommendation

For most companies hiring in Singapore, EOR is simpler. We will tell you honestly whether PEO genuinely fits your structure, or whether EOR serves you better.

How PEO works in Singapore, step by step

From assessing the fit to a compliant co-employment arrangement.

01 — Assess the fit

We map your structure, headcount, and how much control you want to keep, and tell you honestly whether PEO or EOR serves you better. No product push.

02 — Set up co-employment

If PEO fits, we place you with a vetted Singapore partner and structure the shared employer arrangement correctly.

03 — Onboard your people

Compliant Singapore employment terms under the Employment Act (Cap. 91), with the administrative employer functions handled by the partner.

04 — Payroll & compliance

Income tax, CPF contributions where they apply, and statutory filings handled monthly, while you keep day-to-day direction.

What PEO in Singapore costs

As with EOR, two parts: the statutory cost of employment (which depends heavily on your hire’s residency status) and the partner service fee.

Employer CPF & Skills Development Levy

CPF applies only to Singapore Citizens and Permanent Residents, not to foreigners on an Employment Pass, S Pass, or Work Permit. Where it applies, employer CPF runs from 7.5% to 17% of Ordinary Wages up to the S$8,000/month ceiling (2026), depending on age, plus a 0.25% Skills Development Levy (SDL) on every employee regardless of CPF status.

No general minimum wage

Singapore sets no economy-wide minimum wage. Sector wage floors exist only under the Progressive Wage Model, covering trades such as cleaning, security, and food services; most professional hires simply follow market rate.

Income tax (employee)

Progressive resident rates from 0% to 24% for YA2026, rising above S$1,000,000 in chargeable income; non-residents are taxed at a flat 15%, or the resident scale if higher, withheld at source as part of the shared payroll administration.

PEO partner fee

A service fee for the co-employment administration. Under a shared employer arrangement, someone still has to get CPF eligibility, tax withholding, and Ministry of Manpower (MOM) rules right for every hire. We benchmark across our vetted network, typically 15 to 25% below going direct.

Why arrange it through Bradford Jacobs

Why companies arrange Singapore PEO through us rather than going direct to a single provider.

We tell you if PEO fits your needs

We are independent: we assess what you actually need, place you with the right vetted partner, secure pricing you will not get going direct, and stay on your side to escalate or renegotiate. You get advice, not a product pitch.

  • Independent advice
  • Vetted partners only
  • On your side at renewal

Pricing you can’t get direct

We benchmark across our vetted network for rates typically 15 to 25% below going direct, and renegotiate for you at renewal.

  • 15-25% below direct
  • Network benchmarking
  • Renegotiated for you

Straight to the top when it matters

When something needs resolving, and in global employment it sometimes does, you come to us. We escalate directly, past the helpdesk, to people who can actually move it.

  • Direct escalation
  • No support queues
  • Named account contact

Two decades of placements

Two decades placing and managing employment arrangements across global markets, with the local knowledge that prevents costly Singapore compliance mistakes.

  • Co-employment expertise
  • Honest fit advice
  • Right structure

We flex as your structure changes

PEO, EOR, and your own entity sit on a spectrum, and the right point shifts as you grow. We advise on the path and manage the moves, EOR to PEO, or either to your own Singapore Private Limited Company (Pte Ltd), as your Singapore presence develops.

  • EOR, PEO or entity
  • Transitions managed
  • Right fit as you grow

The employer duties a Singapore PEO shoulders

Whichever model you use, the underlying Singapore rules are the same. Under a PEO arrangement, the administrative employer functions are handled for you.

Working time, leave & contracts

Compliant Singapore employment contracts under the Employment Act. Annual leave starts at 7 days in year one, rising by one day per year to a cap of 14 days from year eight. Income tax and CPF, where it applies, withheld and filed correctly.

Statutory protections & exits

Statutory notice (from one day under 26 weeks’ service to four weeks at five years or more, where the contract is silent), and termination handled through the proper route, notice, pay in lieu, or dismissal for cause via due inquiry, all administered under the shared arrangement. The value is the same as with EOR: the compliance is handled by people who do it daily. The difference is simply how much of the employer role you keep.

What a PEO arrangement covers

The co-employment administration covers all of this, under one transparent fee.

Compliant contract

A compliant Singapore employment contract under the Employment Act, issued and maintained for you.

Payroll & filings

Monthly payroll run, with income tax, CPF where it applies, and the Skills Development Levy calculated, withheld, and filed each month.

Statutory benefits

All statutory entitlements administered: annual leave, sick leave, maternity and paternity leave, notice, and termination.

Compliance & support

Ongoing HR compliance and a single point of contact, for the life of the engagement.

Your questions answered

Straight answers on how PEO co-employment works in Singapore.

What is the difference between PEO and EOR in Singapore?

With an EOR, the partner is the sole legal employer of your Singapore staff. With a PEO, you and the partner share the employer relationship, you keep more direct control, they handle the administration. Singapore’s Employment Act is built around a single clear employer, so true co-employment is uncommon here; EOR is the usual route, and PEO suits specific structures.

For most companies, EOR is simpler and faster, especially with no Singapore entity. PEO fits when you want to share rather than outsource the employer role, or have a structure that calls for it. We assess your situation and recommend honestly.

It depends on the structure. Some co-employment arrangements assume or work alongside your own Singapore entity. If you have no entity and want none, EOR is usually the cleaner route. We will confirm which applies to you.

The administrative employer functions, payroll, income tax, CPF where it applies, statutory benefits, and statutory filings, are handled by the partner. We make sure the arrangement is structured so responsibilities are clear and MOM rules are met.

The statutory employer cost (CPF, where your hire is a Citizen or Permanent Resident, plus the 0.25% Skills Development Levy on every hire) plus a partner service fee for the co-employment administration. We benchmark across our network for pricing typically 15 to 25% below going direct.

Yes. These models sit on a spectrum and the right one changes as you grow. We advise on the path and manage transitions, EOR to PEO, or either to your own Singapore Pte Ltd, as your Singapore presence develops.

Not sure whether PEO or EOR is right for Singapore?

Tell us your structure and headcount and we will give you an honest recommendation, usually within a day, plus pricing you will not get direct. No product push, just the right fit.

Tax and labour data verified July 2026 (CPF Board, IRAS, MOM). Figures change; we confirm the current position when we scope your hire.