Links provides 100% in-country payroll outsourcing management and support in Singapore. Common challenge businesses face when running payroll in Singapore and other locations around Asia is in the management of payroll matters from a remote location and/or without a specialised HR team. This is where we enter.
With over 20 years of experience in Asia HR, we service each company according to their payroll needs. Clients choose us time and time again for our expertise and in Singapore. Our award-winning services (from payroll system integrations to payroll processing and management) cut down on heavy paperwork and lets you streamline your business operations. Benefits of outsourcing your payroll in Singapore include:
Grow your business and realise high-value strategies. Outsource your payroll and reduce the time and cost associated with administrative tasks.
Save up to 60% cost on payroll processing by removing investment and maintenance of HR software/ hardware and reliance on internal resources.
Accurate HR support with on-time payroll execution. Our professional HR payroll management solutions help free up your resources to focus on the core business.
Links has a client retention rate of 97% and is recognised as a Best Payroll Outsourcing Partner, winning Hong Kong and Singapore’s HR Vendors of the Year Awards every year since 2015.
Our strive for HR excellence goes beyond awards and recognitions. Delivering over 20 years of quality HR services, Links is one of the only APAC regional HR Outsourcing specialist to provide 100% in-country managed payroll. Servicing 17 locations within APAC, we make sure a local payroll expert is always within call’s reach both in Singapore and other locations we serve.
Want to focus on strategic functions that aid business growth and performance? Learn how Links Payroll Services assist your employees and management to deliver on company goals. Get in touch with a payroll specialist in Singapore!
We know information security is critical to your business. Our HR Outsourcing services are audited and certified for the ISO 27001 information security standard to give you an extra level of reassurance. For added security, we run our HR system through excess penetration testing on a secure hosting structure.
In the past, payroll processing services for multi-country companies in Asia often involved using different payroll services and solutions individually for each location due to country-specific payroll rules, diverse language requirements, and limited in-country support. Links One is designed to make managing payroll in Asia easy and effective. It is a cloud-based payroll solution that consolidates and integrates multi-country payroll management and reporting needs.
Links One harnesses the power of management for multi-country payroll. It centralises payroll data from different locations into a single dashboard for clear system reporting. Links Integration Hub helps consolidate system data from different locations by automatically formatting payroll data into a standardised form so you can easily report, compare, and evaluate.
Learn how to streamline your Singapore payroll operations with our HR Outsourcing and HR Payroll Services. Schedule a quick call with one of our Payroll specialists in Singapore today.
Our suite of payroll services is highly flexible, with multi-country coverage ensuring customer satisfaction. Have plans to expand your business in Asia? We can adjust our payroll service to your payroll and HR needs, growing alongside your business as it expands.
We make sure your payroll is compliant with employment policies. Our payroll solution lets you integrate with third-party HR software and payroll systems, e.g. SAP, Workday, Oracle, time attendance solutions.
You can rely on our payroll team to calculate and process your employees’ income. This includes:
Calculate CPF contributions for both employer and employee:
Have a regional operation? Partner with a reliable international payroll provider!
Links One is Asia’s leading regional HR and Payroll Dashboard Solution that caters to all your HR and payroll operations across Asia.Learn More
If you’re willing to keep up with the latest legislation and do your own calculations, it isn’t unheard of for smaller companies or businesses with an in-house HR team to do their own payroll.
However, the downsides to processing payroll yourself is that it can be costly and takes time and resources away from your main business and there’s also an increased chance of errors, which are often followed by penalties.
While this will depend on the scale of your company, typically speaking, handling payroll in-house is more expensive than outsourcing payroll when taking into account direct and indirect costs of hiring resources internally to process payroll, eg, the salary of the employees, bonuses, medical insurances, computers and systems, training, licenses and maintenance, recruitment costs.
This also includes a lot of the fixed costs including technology infrastructure and implementation (which would fall under the payroll services provider). Beyond that, hiring an in-house expert can also be costly.
You should weigh out the Pros & Cons before handing over the responsibility of paying your employees. Here are some of the more commonly voiced pros and cons of outsourcing payroll.
Key to reaping the benefits of outsourcing your payroll is to rely on a trusted service provider. Start driving HR value with payroll services so you can deliver on business strategies like hiring, developing, and retaining your company’s top talent.
Payroll outsourcing works by having a payroll service provider handle the administrative and compliance functions of paying employees. This is especially useful for companies growing their workforce at a rapid rate or are struggling to keep up with local regulatory compliance, CPF contributions and more.
Once payroll is set up properly with a professional payroll service, payroll management (even for multi-country) is fairly straightforward. Professional payroll services ensure your employees are paid accurately, on-time and give companies the peace of mind that their business is fully compliant with local regulations around CPF contributions with dedicated help desk support.
Besides cost, key things to consider when deciding to outsource your payroll are:
At Links, we offer flexible Asia payroll covering 18 locations across the Asia Pacific. Using a 100% in-country service delivery model, companies can safely rely on us to deliver their payroll. Feel free to contact us for more information
Outsourced payroll is very secure, as long as you partner with a reputable company. Certifications are a good indicator of their service hygiene and guarantee. A reputable payroll vendor will typically have ISO 27001, and SOC2 certificates.
Data privacy lays the foundation of our solution and data security is at the core of our product development.
As such, Links payroll solution is hosted on Microsoft Azure, leveraging Microsoft’s best in class security standards and certifications (e.g. SOC 1, SOC 2 etc.). Our payroll also has encryption at rest and in transit, VPN and SFTP secure transfer of information, ISO 27001 certification, Data Loss Prevention, Regular penetration testing and vulnerability scanning, GDPR and local privacy law compliance, IP whitelisting, CI/CD, continuous automated testing and use of Single Sign-On and Multi-Factor Authentication. Feel free to contact one of our reps for more information.
Many companies are surprised by how affordable outsourced payroll is compared to in-house payroll. While many factors can affect the final pricing, you can expect to pay per employee per month for payroll services with prices ranging from $9SGD to $28 SGD per employee depending on your employee headcount (subject to minimum fees).
The price may increase or decrease depending on the number of headcounts, where they’re situated and the level of service you require. Additional costs of payroll may include one-time implementation fees for the payroll system setup, parallel run data migration, and integration costs with other HR systems (HRMS/ HRIS).
By engaging with a reputable and professional payroll management service provider you can ensure a higher level of service guarantee without having to spend a fortune on in-house maintenance or charges resulted from questionable service providers. At Links we also offer 100% in-country payroll across 18 locations meaning clients can also easily scale up (or down) across the region, further lowering operational costs.
Payroll outsourcing services is the outsourcing of your company’s core payroll operational functions to a third-party payroll service provider. A payroll service provider is responsibly for automatically processing payroll calculation, salary disbursements, leave, claims and time and attendance.
The scope of payroll services can be arranged during the agreement phase. At Links International, for example, we offer 100% in-country service delivery of the following:
Companies typically use payroll services to free up their in-house resources and HR team from labour-intensive and mundane work to focus on more strategic and important aspects of HR activities such as talent sourcing or employee engagement. Have more questions? Contact us for more information!
Multi-country payroll outsourcing (MCPO) or multi-country payroll services (MCPS) allows businesses to manage employee payroll operations across numerous countries
Links multi-country payroll services in Asia ‘runs against the herd’ compared to other MCPS providers. We provide 100% of our MCPS service delivery and support in-country rather than a single or small number of offshore service centres and utilize highly integrative microservices based technology rather than building less flexible and general products.
Our 100% in-country service delivery combined with our modern, simple, and flexible ‘PayTech’ are the key reasons clients choose to use Links. Our strategy is a cost-efficient one that enables clients to start small and grow. Want to learn more about our multi-country payroll capabilities? Click here or get in touch with one of our representatives to learn more.
The Central Provident Fund (CPF) is a comprehensive social security system in Singapore. Both employees and employers are required to make monthly CPF contributions according to the employee’s total wages.
You can find more information at the official Central Provident Fund website: https://www.cpf.gov.sg/
The Ordinary Wage (OW) Ceiling limits the amount of OW that would attract CPF contributions. The OW Ceiling is capped at $6,000 currently. For example, if an employee’s OW for a calendar month is $6,500, his CPF contribution would be computed based on an OW of $6,000; CPF contribution is not required on the remaining $500.
Bonuses are considered Additional Wages (AW) and are subject to CPF contributions.
Ordinary wages (OW – granted wholly and exclusively for employment in a month) AND additional wages (AW – not granted wholly and exclusively for the employment in the month) makes up an employee’s Total Wages and is subjected to CPF contributions.
CPF payable total wages include:
The following are CPF non-payable:
*Reimbursed amount must not exceed actual expenditure
Looking for a vendor to calculate your company’s CPF? Get in touch with one of our representatives today!
The following factors regarding your employee affect CPF contribution rates:
CPF contributions for employees with total wages at $750 a month and above is calculated as follows:
|Contribution Rates from 1 Jan 2016
(for monthly wages ≥&750 SGD)
(% of wage)
(% of wage)
(% of wage)
|55 and below||17||20||37|
|Above 55 to 60||13||13||26|
|Above 60 to 65||9||7.5||16.5|
Have more questions about how to calculate your company’s CPF? Get in touch with one of our representatives to learn more.
Self-Help Groups are set up by the individual communities in Singapore to help the under-privileged or lower-income groups in their own communities. They include the Chinese, Eurasian, Muslim and Indian communities respectively.
The 4 SHGs Funds are as follows:
Employers are required to contribute to the Self-Help Group (SHG) contributions from their employees’ wages through deductions. Employees can contact the respective SHGs for more information if they do not wish to contribute.
Employers are required to pay the levy for every employee they hire. Under the Skills Development Levy (SDL) Act, the levy is applicable to all employees including permanent, casual, part-time, temporary or foreign employees rendering their services wholly or partly in Singapore.
The SDL is a separate levy from other payments such as the Central Provident Fund (CPF) contribution or Foreign Worker Levy (FWL).
It is mandatory for employers to contribute Skills Development Levy (SDL) for all employees* up to the first $4,500 of each employee’s total monthly remuneration** at a levy rate of 0.25% (maximum levy for each employee is $11.25). This is subject to a minimum of $2, whichever is higher.
If remuneration is paid in a foreign currency, the employer should compute the amount of SDL payable by reference to the equivalent remuneration in Singapore dollars.
The remuneration can be converted to Singapore dollars using any of the published exchange rates used by a major local bank.
After you have computed the SDL for each employee, you need to add up the total amount of SDL payable and round it down to the nearest dollar.
* Employees include full-time, casual, part-time, temporary and foreign employees rendering services wholly or partly in Singapore.
** Remuneration is any wage, salary, commission, bonus, leave pay, overtime pay, allowance (e.g. housing) and other payments in cash.
Central Provident Fund (CPF) contributions are not applicable to foreign employees but employers must pay a monthly levy for Work Permit and S Pass holders via General Interbank Recurring Order (GIRO).
The foreign worker levy is used to regulate the number of foreign workers in Singapore. Regulation of the number of foreign workers within a company is defined by the Foreign Worker Quota.
Employers are required to pay the foreign worker levy starting from the day the Temporary Work Permit or Work Permit is issued, whichever is earlier. It ends when the permit is cancelled or expires.
Employers are responsible for filing the IR21 for employees requiring a tax clearance. This applies to all work pass holders including Personalised Employment Pass (PEP) holders, non-Singapore Citizen employees who cease employment in Singapore or plans to leave Singapore for more than three months.
Employers must file the IR21 at least one month before the employee ceases employment in Singapore and withhold any monies due to the employee at this time.
There will be a Late Filing Fee penalty if the employer files Form IR21 late or fail to file. Employers who are late or fail to file the IR21 may even be summoned to Court.
Get in touch with one of us today to start streamlining your HR processes across Asia