Hiring, HR Compliance and MOM Operations Archives

Recruitment, contracts, payroll, workplace practices, MOM processes and employer compliance.

Employer of Record vs Professional Employer Organisation: What Singapore Employers Need to Know

On 9 July 2024, Singapore's Ministry of Manpower issued a significant clarification that reshaped how companies use employer of record Singapore arrangements: an EOR in Singapore cannot apply for work passes — Employment Passes, S Passes, or Work Permits — on behalf of foreigners who will work for overseas companies that have no local presence [...]

LBRD CS2026-05-30T05:24:59+08:00May 30th, 2026|Hiring, HR Compliance and MOM Operations|

Workplace Fairness Act 2025: What Every Singapore Employer Must Do Before It Kicks In

Singapore's Workplace Fairness Act 2025 (WFA) is the most significant piece of employment discrimination legislation the country has ever enacted — and employers have a finite window to prepare before it commences. The first of two bills was passed by Parliament in January 2025; the second, covering dispute resolution, followed in November 2025. Commencement is [...]

LBRD CS2026-05-29T05:19:00+08:00May 29th, 2026|Hiring, HR Compliance and MOM Operations|

Employer of Record (EOR) vs Professional Employer Organisation (PEO): What Singapore Employers Need to Know

An Employer of Record (EOR) sounds, on paper, like an elegant solution: a foreign company without a Singapore legal entity engages a local EOR provider, who becomes the employer of record for a Singapore-based employee, handling payroll, CPF contributions, and employment law compliance. The reality in Singapore is considerably more restricted. Since July 2024, the [...]

LBRD CS2026-05-29T05:17:25+08:00May 29th, 2026|Hiring, HR Compliance and MOM Operations|

Employer of Record vs PEO in Singapore 2026: What Employers Need to Know

Companies hiring in Singapore without a fully established local entity increasingly turn to Employer of Record (EOR) or Professional Employer Organisation (PEO) providers to manage payroll, CPF contributions, and employment law compliance on their behalf. The distinction between the two models sounds technical, but it has significant practical consequences — particularly in Singapore, where the [...]

LBRD CS2026-07-15T19:26:57+08:00May 28th, 2026|Hiring, HR Compliance and MOM Operations|

Workplace Fairness Act 2025: What Every Singapore Employer Must Do Before It Kicks In

Singapore’s Workplace Fairness Act (WFA) was passed by Parliament on 8 January 2025, with a dispute resolution companion bill following on 4 November 2025. The legislation is expected to commence by end-2027, giving employers roughly 18 to 24 months to prepare. But “preparation” in this context means more than reading the statute: it means auditing [...]

LBRD CS2026-07-15T19:26:58+08:00May 28th, 2026|Hiring, HR Compliance and MOM Operations|

Workplace Fairness Act 2025: What Every Singapore Employer Must Do Before It Kicks In

The Workplace Fairness Act Singapore 2025 was passed by Parliament on 8 January 2025 — but its full commencement is not expected until the end of 2027. That two-year gap is not a reason for HR teams to defer action. It is a window to restructure hiring practices, update employment contracts, implement grievance procedures, and [...]

LBRD CS2026-07-15T19:26:58+08:00May 27th, 2026|Hiring, HR Compliance and MOM Operations|

Employer of Record vs Professional Employer Organisation: What Singapore Employers Need to Know

Hiring in Singapore without a local entity — or scaling headcount rapidly without the overhead of full HR infrastructure — has led many companies towards two popular workforce models: the Employer of Record (EOR) and the Professional Employer Organisation (PEO). They sound similar and are often conflated, but they operate on fundamentally different legal and [...]

LBRD CS2026-07-15T19:26:58+08:00May 27th, 2026|Hiring, HR Compliance and MOM Operations|

Workplace Fairness Act 2025: What Every Singapore Employer Must Do Before It Takes Effect

Singapore's Workplace Fairness Act represents the most significant shift in the country's employment discrimination law in a generation. Passed in January 2025 and expected to commence at the end of 2027, the Act moves Singapore from a guidelines-based regime under the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) to a legally enforceable framework [...]

LBRD CS2026-05-26T05:19:12+08:00May 26th, 2026|Hiring, HR Compliance and MOM Operations|

Employer of Record (EOR) vs Professional Employer Organisation (PEO): What Singapore Employers Need to Know in 2026

Companies entering Singapore without a fully established local entity face a familiar dilemma: how do you hire employees, manage payroll, and remain compliant with the Ministry of Manpower (MOM) before your corporate infrastructure is in place? Two service models — the Employer of Record (EOR) and the Professional Employer Organisation (PEO) — have emerged as [...]

LBRD CS2026-07-15T19:26:59+08:00May 26th, 2026|Hiring, HR Compliance and MOM Operations|

Workplace Fairness Act 2025: What Every Singapore Employer Must Do Before It Kicks In

Singapore's Workplace Fairness Act (WFA) passed its first reading in January 2025 and its dispute resolution companion bill in November 2025. Commencement is expected by end-2027 — which means that right now, in mid-2026, employers have roughly 18 months to prepare their hiring processes, documentation systems, and internal grievance mechanisms before the law takes effect. [...]

LBRD CS2026-05-25T05:21:04+08:00May 25th, 2026|Hiring, HR Compliance and MOM Operations|

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