Grow
Scale your Singapore operations with confidence
You're operational in Singapore — now the real work begins. Staying compliant, managing your growing team, and making the most of the opportunities here requires ongoing attention. We're here for the long haul, not just the setup.
Key deadlines and regulations to know
Regulations as of 2026. Subject to government updates.
How we support your growth
Stay compliant and make the most of Singapore
HR consulting
Building a team in Singapore means working within employment law, cultural expectations, and local HR practices. We provide practical HR support — from employee handbooks and onboarding programmes to performance frameworks and compensation benchmarking. You don't need a full HR department to get this right.
Compliance advisory
Singapore's regulatory environment is strict and changes regularly. The Employment Act, PDPA (data protection), WSH (workplace safety), and TAFEP (fair employment) all have requirements you need to meet. We help you stay on the right side of the rules — and alert you when things change.
Ongoing compliance management
Once you're operational, the compliance calendar keeps going — annual filings, CPF submissions, tax reporting, work permit renewals, AGMs. Missing deadlines in Singapore results in real penalties. We keep track of everything so you don't have to.
Scaling advisory
Growing from 5 to 50 people in Singapore changes everything — your structure, your tax position, your HR needs. We help you plan for growth, including when to restructure, how to access additional government grants, and whether your entity setup still makes sense at scale.
Common questions
What companies ask us most
Do I need a full HR department in Singapore?
Not necessarily. Many companies use our HR consulting as their outsourced HR function, especially in the early stages. We can set up the policies, handbooks, and frameworks you need, and provide ongoing advisory as questions come up. As you grow, we help you decide when it makes sense to bring HR in-house.
What are the penalties for non-compliance in Singapore?
They vary by regulation. Employment Act violations can result in fines and prosecution. PDPA breaches carry fines up to S$1 million. Late CPF contributions incur penalties. Hiring foreign workers without proper passes is a serious offence. The good news is that staying compliant is straightforward with the right support — it's mainly about knowing the rules and meeting deadlines.
How often do Singapore employment regulations change?
MOM updates employment guidelines and pass requirements regularly. COMPASS salary benchmarks are revised annually (the 2026 update raised them across most sectors). New legislation like the Workplace Fairness Act adds requirements. We monitor these changes and proactively inform you when something affects your business.
Can you help with workforce restructuring?
Yes. Restructuring, redundancies, and organisational changes in Singapore need to comply with specific laws and TAFEP guidelines. We guide you through the process — proper consultation periods, severance calculations, MOM notifications, and fair selection criteria. Getting it wrong is expensive and reputationally damaging.
Need help with your Singapore operations?
Whether it's a compliance review, HR support, or scaling advice — let's talk about how we can help your Singapore team thrive.
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