Guide to Hiring in Singapore

The first step in the recruitment process in Singapore is gaining a clear understanding of all relevant labour laws and related regulations.  

Singapore has well-established labour laws that support the growth of the economy, protect employees’ rights, and promote fair, equitable, and safe workplaces. There are also specific laws and regulations relating to work visas and work passes for companies hiring foreign employees in Singapore.

The Employment Act in Singapore

Singapore’s Employment Act covers all local and foreign employees working in Singapore. It outlines employer responsibilities when hiring employees in Singapore. These include, but are not limited to, maintaining employment records and required documents, legal working hours, rest days, annual leave, paid public holidays, sick leave, salary payment schedules, and statutory protection against wrongful dismissal.

Hiring foreign employees in Singapore

All foreign employees require a valid work pass before starting work in Singapore. Employers recruiting foreign workers in Singapore can refer to the Employment of Foreign Manpower Act (EFMA). It covers employers’ responsibilities, including the process for applying for work passes, medical insurance requirements, levies, cancellation procedures, repatriation obligations, as well as penalties for violating the EFMA, which include fines and imprisonment for serious offences.

Several work pass types exist depending on the employee’s profile and salary level. Each has specific eligibility criteria, salary thresholds, and validity periods.

• The Employment Pass is the standard visa for professionals, managers, and executives.
• The S Pass covers skilled workers at the associate professional and technician level.
• For top talent, Singapore offers the Overseas Networks & Expertise (ONE) Pass.

New Employment Pass applicants must pass the Complementary Assessment Framework (COMPASS), a points-based system assessing candidates across salary, qualifications, diversity, and support for local employment. 

Download the Guide to Hiring in Singapore for a full comparison of work pass types and COMPASS requirements.

The Employment Act, EFMA, and all of Singapore’s labour laws are administered by the tripartite partners: the Ministry of Manpower (MOM), the National Trades Union Congress (NTUC), and the Singapore National Employers Federation (SNEF). This collaborative approach between government, unions, and employers underpins Singapore’s stable and business-friendly labour environment.

Fair employment practices during the hiring process in Singapore

Employers must also familiarise themselves with the Tripartite Guidelines on Fair Employment Practices and the new Workplace Fairness Legislation (WFL).

The WFL was passed in early 2025 and covers workplace discrimination by prohibiting negative employment decisions on the grounds of any protected characteristics.

During the hiring process in Singapore, companies must strive to avoid bias and evaluate candidates solely on job-related criteria like qualifications, experience, and skills. Companies with fewer than 25 employees are exempt from the legislation.

The WFL complements existing fair employment guidelines and reflects Singapore’s commitment to equitable practices during hiring and all aspects of employment.

Employers should also ensure they comply with the Personal Data Protection Act (PDPA) throughout the recruitment process in Singapore. The PDPA covers obligations when handling candidates’ personal information and conducting background checks.

What are mandatory employee benefits in Singapore?

The Central Provident Fund (CPF) is Singapore’s mandatory social security savings scheme for citizens and permanent residents. The CPF is funded by contributions from employers and employees. Employers are responsible for deducting the employee’s share from their salary and contributing both portions to the CPF.

Beyond CPF, all employees in Singapore are entitled to 11 paid public holidays annually and paid annual leave after three months of employment. Other mandatory entitlements include sick leave, maternity, paternity, and parental leave.

The complete Guide to Hiring in Singapore will provide a detailed breakdown of employer obligations, contribution rates, and compliance requirements.

What are the key trends shaping Singapore’s job market?

Several major forces are reshaping how companies hire in Singapore and the skills in highest demand.

Digitalisation and AI adoption continue to drive the market. Companies are investing heavily in AI, automation, and data capabilities, increasing the need for AI engineers, data analysts, cybersecurity specialists and software. According to the Skills Demand for the Future Economy Report by SkillsFuture Singapore, digital economy skills remain among the top priority skills, with consistent demand across a wide range of job roles².

Sustainability is also rising as a key growth area, with companies expanding into green finance, carbon services, and clean energy solutions. This influences the types of capabilities companies plan for and develop over time.

Singapore’s position as a financial services and FinTech hub further supports ongoing demand for digital banking expertise and blockchain-related skills, reflecting the key trends that are defining the future of Singapore’s job market³.

Workplace expectations are shifting as well. Hybrid work and remote collaboration are now standard considerations in hiring, reshaping how organisations structure roles and attract candidates.

What are the best recruitment channels in Singapore?

The hiring process in Singapore typically involves a mix of traditional and digital recruitment channels. Employers adopt a variety of strategies, ensuring they reach the widest possible pool of qualified candidates.

Job portals remain a primary tool. The most popular online platforms for reaching talent during the recruitment process in Singapore include LinkedIn, JobStreet, and the government’s MyCareersFuture. Global recruitment portals Indeed and Foundit also have a presence. LinkedIn has more than 1 billion active users in 200 countries worldwide⁴ and is a very popular platform for job seekers in Singapore⁵.

Recruitment agencies streamline employers’ hiring process in Singapore. Singapore has a comprehensive network of licensed recruitment agencies and headhunters. The best recruitment agencies will have an extensive network and database of qualified candidates, allowing employers to connect with a broader and more diverse range of potential hires.

These recruitment agents also use advanced digital tools and multiple approaches to source and screen candidates. By partnering with recruitment agencies, employers can also leverage the agencies’ in-depth knowledge of industry trends, salary benchmarks, and the local job market, especially for competitive or niche sectors.

EDB’s Professional Services Partner Guide contains a curated list of professional services firms in Singapore including human resources specialists.

Universities’ job portals or career fairs are also a good way for employers to connect with emerging talent. Singapore’s world-class universities, including the National University of Singapore, Nanyang Technological University, Singapore Management University, and more, offer career fairs, job portals, and direct engagement opportunities for employers seeking promising graduates.

Company career pages and employee referrals are also a great recruitment strategy, targeting candidates with a genuine interest in your organisation and leveraging your team’s existing networks.

Unlocking hiring efficiency in Singapore

Technology is transforming the hiring process in Singapore. Video interviews, online assessments, and automated background-checking tools are now commonplace. Specialist HR software providers can also offer solutions that span the recruitment process, onboarding, and ongoing HR management.

Recruitment agencies are increasingly adopting AI and data analytics⁶ to automate screening and improve candidate matching. AI chatbots and virtual assistants can analyse resumes and handle initial candidate communications with candidates, improving response times and creating a better candidate experience.

By partnering with tech-savvy recruitment specialists, employers can widen the pool of potential candidates, identify top talent more effectively and boost the efficiency of the hiring process.

For a more detailed overview of the recruitment channels and process in Singapore, download this Guide to Hiring in Singapore.

Fair employment guidelines during the hiring process in Singapore

Singapore’s fair employment guidelines can help employers to navigate selection and interviews. When evaluating candidates during the hiring process in Singapore, it is important to establish procedures with clear, impartial standards that focus on qualifications, skills, and experience.

Start by defining what makes a candidate a good fit for each role. Apply these guidelines consistently across all candidates during shortlisting and evaluation. This approach ensures a transparent and compliant recruitment process.

Importance of a detailed job description

Detailed job descriptions are essential in the hiring process in Singapore. Each posting should include a clear job title, defined roles and responsibilities, and the minimum educational and professional qualifications required. A well-crafted job description serves as a guide throughout the process for both potential candidates and employers.

Mitigating hiring risks with background checks

Many employers screen and verify candidate credentials to mitigate risk during the hiring process in Singapore. Background checks ensure you recruit the most suitable candidates and protect your business reputation.

Screening candidates is especially vital for industries where a high level of ethical integrity, professional qualifications, and trust is required, such as roles in financial services, healthcare, education, and working with children. Companies hiring foreign employees in Singapore must verify that qualifications are genuine when applying for work passes.

All background checks by an employer must comply with the PDPA. Common background checks during the recruitment process in Singapore include:

• Identity verification
• Ensuring academic and professional qualifications are authentic
• Employment history and reference validation
• Criminal record checks
• Reviewing social media history

How to draft an employment contract when making a job offer in Singapore?

The Singapore Employment Act recommends that companies provide a written contract of employment to avoid misunderstandings. The contract should define the terms and conditions of employment, known in Singapore as Key Employment Terms (KETs), as well as other essential clauses.

The KETs in a Singapore employment contract must include the following, unless the employee is exempt:

• Start date of employment
• Full name of employer
• Full name of employee
• Job title, main duties, and responsibilities
• Working arrangements (working hours, working days, rest days)
• Probation period (if applicable)
• Salary details (including salary period, allowances and deductions, bonuses, and incentives, as applicable)
• Types of leave (annual leave, sick leave, maternity leave, childcare leave, etc.)
• Other employee benefits (e.g. insurance, medical benefits, dental benefits)
• Notice period

Ensuring compliance when hiring employees in Singapore

Companies are expected to ensure that all employees involved in the hiring process in Singapore are familiar with all relevant labour laws and regulations. Team members involved in the recruitment process should also be trained to identify potential legal violations. This includes maintaining accurate employee records covering payroll, benefits administration, tax deductions, and CPF contributions, where applicable.

Clear policies and procedures aligned with Singapore’s employment laws, data protection requirements, and work pass regulations are essential. For companies employing foreign workers, monitoring work pass renewal dates and staying current with legislative changes is also critical.

Companies can draw upon local experts in Singapore employment law and compliance, HR consultants, and training agencies for advice on compliance during the hiring process and establishing processes, policies and relevant training for employees.

Learn how EDB can help connect companies with professional service partners in Singapore.

Attracting talent is only half the equation. Talent retention determines long-term success. Understanding what employees value will help shape competitive packages and workplace cultures to keep your best people.

Leverage a strong employer brand during recruitment and employment

Employer branding can be a superpower during the recruitment process in Singapore.

In a competitive talent market, a strong employer brand helps ensure that a company is viewed positively by both employees and potential job candidates even before your recruitment process begins.

When your employer brand is clearly defined, and your employees understand your values, it becomes easier to attract candidates who share those values and align with the company’s goals. Your employees can be your greatest advocates within their networks too. Employers who want to attract and retain high-quality candidates must consistently strengthen their employer brand and manage their reputation in innovative ways.

What do employees in Singapore value?

Competitive compensation remains fundamental to the hiring process in Singapore. Recruitment agencies and executive search companies can help benchmark salaries against industry standards and advise on hiring trends. This Guide to Hiring in Singapore report provides estimate salary of permanent roles across industries and job levels, and comparisons for employers.

Beyond financial rewards, professionals equally value flexibility and work-life balance, and long-term job security.

How to improve employee retention with positive onboarding experiences?

A holistic hiring process in Singapore should look beyond job offers to include effective onboarding for new employees. How you welcome new employees shapes their engagement, productivity, and employee retention.

The employee onboarding process should aim to make new team members feel welcomed and empowered to contribute from day one. Many successful onboarding experiences start with essential trainings on the company’s key platforms, tools, and systems and structure more training during onboarding over several weeks or months.

Additionally, setting clear expectations and realistic goals during onboarding lays a good foundation for future employee engagement and retention.

Talent development and upskilling

Singapore’s government actively supports workforce development through SkillsFuture Singapore, providing opportunities for employees to develop their skills throughout their careers.

Employers can tap into several programmes to support their teams. The SkillsFuture Enterprise Credit provides up to S$10,000 for companies to invest in workforce transformation. Career Conversion Programmes help reskill mid-career employees for in-demand roles, with employers receiving up to 90 per cent salary and course fee support.

Check out the complete Guide to Hiring in Singapore for a list of SkillsFuture programmes and funding support available for employers and employees.