Simplify Payroll With the Itemized Payslip Template Singapore Teams Count On

Whether you’re an active business owner, manager, or HR professional, payroll is a crucial part of keeping a business running and your employees engaged. For those in Singapore, payroll comes with a set of complex regulations that require careful adherence to remain compliant with local laws. 

With all of the responsibilities on your plate, from managing a comprehensive onboarding program to cultivating a culture of continuous learning within your organization, routine payroll functions like itemized payslips can easily become a nuisance on your to-do list. Which is why many are turning to a payslip template Singapore companies can use to simplify their payroll process. 

The payslip template Singapore makes it easy to share key payroll information such as absentee payroll and CPF deductions that make up running payroll in Singapore. Let’s take a look at the government mandated requirements for Singapore payslips to help guide you through utilizing our payslip template Singapore.

Understanding Singapore Payslip Requirements

According to the Ministry of Manpower (MoM), effective 1 April 2016, all employers must issue itemized pay slips to employees covered by Singapore’s Employment Act. 

Here are the detailed requirements such as what items to include, when and how to give them.


Employers must issue itemized pay slips to all employees covered by the Employment Act.


  • At the time of payment to the employee.
  • If unable to give at the time of payment, to be given within three working days of payment.
  • In the case of termination or dismissal, must give pay slip together with outstanding salary.


Soft or hard copy (including handwritten).

Items to include

Pay slips must include, where applicable, the below items.

For example, if your employees are not eligible to receive overtime pay, your pay slip need not include items 9 to 11. 

If payments are made more than once a month, employers can consolidate pay slips. The consolidated pay slip must contain details of all payments made since the last pay slip.

  1. Full name of employer.
  2. Full name of employee.
  3. Date of payment (or dates, if the pay slips consolidates multiple payments).
  4. Basic salary
    For hourly, daily or piece-rated workers, indicate all of the following:
    Basic rate of pay, e.g. $X per hour.
    Total number of hours or days worked or pieces produced.
  5. Start and end date of salary period.
  6. Allowances paid for salary period, such as:
    All fixed allowances, e.g. transport.
    All ad-hoc allowances, e.g. one-off uniform allowance.
  7. Any other additional payment for each salary period, such as:
    Rest day pay
    Public holiday pay
  8. Deductions made for each salary period, such as:
    All fixed deductions (e.g. employee’s CPF contribution).
    All ad-hoc deductions (e.g. deductions for no-pay leave, absence from work).
  9. Overtime hours worked.
  10. Overtime pay.
  11. Start and end date of overtime payment period (if different from item 5 start and end date of salary period).
  12. Net salary paid in total.

Maintaining records

Employers must keep a record of all payslips issued in soft or hard copy, including handwritten.

  • For current employees: Latest two years.
  • For ex-employees: Last two years, to be kept for one year after the employee leaves employment.

Why Use an Itemized Payslip Template Singapore?

Creating itemized payslips can be time consuming and prone to error. By utilizing the payslip template Singapore, you save time by eliminating the need to recreate payslips for each employee.

With dedicated prompts, our payslip template Singapore works as a visual checklist helping you ensure you include all necessary information, reducing payroll errors and helping you remain compliant with local regulations.

Whatsmore, the payslip template Singapore provides a uniform and professional layout bringing consistency to your payroll process. By customizing your payslip template Singapore, you can provide your employees with a branded payslip that presents a united employer brand.

Customizing Your Payslip Template Singapore

payslip template singapore

A little customization can go a long way! Here are some key ways you can make our payslip template Singapore your own.

  • Include your brand’s logo
  • Change the payslip template Singapore colors to your brand’s colors
  • Include additional itemized fields or remove fields that do no apply to your team

Making these small tweaks to your payslip template Singapore help bring your brand’s unique look and feel to your payroll process.

Common Mistakes in Payslip Preparation


When it comes to payroll, calculations are crucial, but managing many employees with varying pay grades, benefits, and time-off can result in miscalculations. Common mistakes include:

  • Taxes: tax rates are known to shift, and companies that fail to keep up with the changing tax rates and tables are at risk for miscalculations, which can result in fines.
  • Payroll: particularly common for hourly employees, miscalculations for payroll happen when the number of hours or and rate of pay are incorrectly calculated.
  • Overtime: Overtime is often calculated separately from regular rate-of-pay. Depending on your company’s policy, it’s important to take great care in calculating overtime pay as it’s a common error in payroll.


Let’s face it, everyone makes mistakes. Manually entering information like employee names or bank account numbers for direct deposit can easily result in errors. This can result in delayed payments, inaccurate records, or even deposits being delivered to incorrect accounts.

Missed deadlines
When managing multiple employees and various deadlines—especially if you’re managing a globally distributed team—can easily result in missed deadlines for filing. This can result in fines to your company, and frustrations among your staff.

Misclassification of workers
Mistake in the classification of the workers is one of the most common mistakes in payroll. Companies often have two types of workers including full-time employees and freelancers or contractors working in flexible conditions within the company. 

Guidelines for Enhancing Payroll Accuracy and Efficiency

Making sure your employees get paid correctly and on time is a big deal for any business. To avoid mistakes and keep things running smoothly, here are some simple things you can do:

Stay updated on regulations

Stay updated on the local, state, and federal laws about payroll. Make sure you understand stuff like taxes, minimum wage, and overtime. Check government websites or talk to legal experts to be sure you’re following the rules.

Maintain records

Keep track of all the important info for each employee. This includes personal details, tax forms, bank info, salary history, and any work agreements. Double-check this info regularly to catch any mistakes.

Use a payroll software
Invest in reliable payroll software for Singapore that fits your business needs. A good system can do the math for you, handle taxes, and make pay stubs. Look for software that works well with your accounting system and does things like updating tax info.

Automate, automate, automate

Doing things by hand can lead to mistakes. Use automation for tasks like calculating pay, deducting taxes, and administering direct deposits for faster, more efficient payroll and HR functions.

Check your math

Even if you’re using a computer, it’s smart to double-check the numbers. Review your payroll regularly to make sure everything adds up, like taxes, deductions, overtime, and any special payments.

Use a payroll calendar

Make a schedule for when you do payroll, when taxes are due, and when you need to report stuff. This helps you stay on top of everything and not miss any deadlines.

Train your payroll team

Make sure your team knows how to do payroll and use the software. Keep them in the loop about any changes in the rules or procedures. Give them resources like manuals or online training to help them out.

Keep an eye on your accounts

Check your payroll accounts regularly and compare them with your financial records. This helps you catch any mistakes and keep everything accurate.

Perform regular checks

Look into your payroll processes and records from time to time. Check if you’re classifying employees right, if the hours are recorded correctly, and if the reports match up. Fix any problems you find.

Get help if you need it

Payroll can be tricky, and mistakes can cause big issues. If you’re not sure about something, think about getting help from payroll outsourcing Singapore. They can handle the hard stuff like processing payroll, filing taxes, and making sure you follow the rules.

Streamline Your Payroll Services with Omni

payslip template singapore

Manual payroll is made easier with tools like our payslip template Singapore, but companies are still at risk of common errors such as miscalculations, typos, and missed deadlines. Not to mention the burden of mandatory records management.

Automating your payroll with Omni offers a comprehensive payroll solution tailored to Singapore’s specific requirements. With features like support for SGD, automated tax calculations, and managed CPF contributions, Omni can help HR teams simplify their payroll processing and ensure compliance with ease. 

With automated payroll outsourcing services, digitized and secure payslip distribution and records keeping, and dedicated support teams to guide your team and ensure compliance, Omni’s payroll processing reduces common payroll errors as well as the administrative burden of your HR team and frees up valuable time to dedicate to more impactful business processes. 

Our expert support and assistance is tailored to your businesses unique requirements and local regulations. Book a demo today and learn how Omni can help you streamline your payroll processes and minimize the costs associated with common errors.

Singapore Employment Pass: Updates & Requirements in 2023

In the heart of Southeast Asia, Singapore thrives as a hub of innovation and economic prowess. For many professionals, this vibrant city-state represents a realm of unparalleled career opportunities and a high quality of life. But before foreign workers can jump into their Singapore career there’s one step that needs to be taken first—the Employment Pass (E Pass).

This critical document not only offers a working visa but serves as a conduit for personal and professional growth. And recently, the regulations around accessing the E Pass and the E Pass salary requirements have evolved.

Here, we’ll dive into the core elements of Singapore’s E Pass and E Pass Salary information, and take a look at recent updates, including the introduction of the points-based Complementarity Assessment Framework (COMPASS) and revised minimum salary requirements.

Understanding the Singapore Employment Pass

In Singapore, the E Pass is an essential work visa that allows foreign professionals, managers, executives, and skilled workers to live and work in the city-state. It is a vital document for expatriates, opening doors to numerous career opportunities and experiences in Singapore.

To give you a comprehensive understanding of the Singapore Employment Pass and the E pass salary regulations, let’s break down their key aspects:

Eligibility Criteria

The E Pass is designed for individuals who meet specific requirements, including minimum salary levels, educational qualifications, and relevant work experience. The eligibility criteria are meticulously designed to ensure that foreign professionals and workers add value to Singapore’s workforce.

Types of Employment Passes (EP) Available

The Singaporean government has introduced different categories of Employment Passes to cater to varying skill levels and industries. The 3 primary types include:

Employment Pass for Professionals: The Employment Pass for Professionals is the most common type. It’s typically designed for mid- to high-skilled professionals who hold recognized qualifications. Applicants should have an offer of employment in a managerial, executive, or specialized job role. The minimum monthly E Pass salary required varies based on factors like the applicant’s age and the sector of employment, but it typically starts lower for young professionals and goes up as they gain experience.

S Pass for Mid-Skilled Workers: The S Pass is intended for mid-skilled workers, offering a more accessible option for those who may not qualify for the Employment Pass. Eligibility is based on the applicant’s qualifications, experience, and the employer’s compliance with quotas on S Pass holders.

Miscellaneous Work Pass for Short-Term Work: The Miscellaneous Work Pass is designed for individuals who need to perform short-term, non-conventional work in Singapore. It is generally used for activities that don’t fall under standard employment categories.

These categories cater to a wide spectrum of workers, from highly skilled professionals to those in mid-skilled positions and even individuals engaged in short-term projects. Understanding these categories is crucial when applying for the right Employment Pass and ensuring compliance with Singapore’s immigration laws. In the subsequent sections, we’ll delve into E Pass salary requirements and other critical details for each category.

2023 Updates and Requirements

As Singapore continues to evolve as a global business hub, it continually refines its policies and requirements regarding foreign work passes to maintain its competitive edge while safeguarding opportunities for local talent. Staying informed about these changes is crucial for employers, HR professionals, and aspiring expatriates alike.

Immigration Policies

One notable update in Singapore’s immigration policies came into effect on 11th March 2022. The Ministry of Manpower (MOM) introduced an innovative approach by replacing traditional inked endorsement stamps on passports with electronic Visit Passes (E Passes). This not only streamlines the immigration process but also underscores Singapore’s commitment to harnessing digital solutions in managing immigration.

New Minimum E Pass Salary Requirements

The qualifying E Pass salary is $5,000SGD for most sectors, except financial services. For those in financial services, the minimum E Pass salary stands at $5,500SGD. This salary requirement progressively increases with age, reaching up to $10,500SGD (for most sectors) and $11,500SGD (for financial services) for individuals aged 45 and above. This new framework emphasizes both the value of experience and skill set, ensuring that foreign talents align with Singapore’s evolving workforce needs.

Learn more: Payroll Singapore Reference Guide

The COMPASS Assessment Framework

Effective from September 1st, 2023, new E Pass candidates will encounter a new requirement, the Complementarity Assessment Framework (COMPASS). Alongside meeting the E Pass salary qualifications, candidates will need to navigate the COMPASS evaluation to determine their eligibility.

The second stage involves the COMPASS scoring system, which all candidates must follow unless exempted. To secure an E Pass, candidates need to amass a minimum of 40 points across various criteria within the COMPASS framework. These include:

  • E Pass Salary: COMPASS evaluates the candidate’s fixed monthly salary concerning sector-specific benchmarks, assigning points based on how well the salary aligns with local standards.
  • Qualifications: Employers must ensure that candidates’ qualifications are authentic and awarded by accredited institutions, requiring verification proof for post-secondary diploma and above qualifications from background screening companies and government/awarding institution portals.
  • Diversity (Firm-Related): COMPASS encourages employers to diversify their foreign professional workforce by awarding points for hiring candidates from underrepresented countries or regions.
  • Support for Local Employment (Firm-Related): Employers are prompted to display efforts in supporting local employment. Points can be earned by surpassing expectations in areas like job advertising and fair consideration.

In addition to the fundamental criteria, COMPASS factors in bonus points based on the candidate’s specialized skills and alignment with Singapore’s strategic economic priorities.

The introduction of COMPASS ensures greater transparency, quality, and diversity in E Pass applications. Employers can benefit from the enhanced Self-Assessment Tool (SAT) to confirm candidate eligibility before applying. Also, successful candidates must meet vaccination requirements for E Pass issuance.

Updates on the Dependent Pass and S Pass Quota

Since May 1st, 2021, Dependent Pass (DP) holders seeking employment in Singapore have encountered a transformative change. DP holders now need to qualify for and obtain their work passes, such as E Passes, S Passes, or Work Permits, to work in Singapore.

As a result, the concept of dependency on the main pass holder has been redefined, granting DP holders increased autonomy in their work and stay privileges. Their DP will need to be canceled before their E Passes or S Pass is issued, signifying a significant shift in the dynamics of employment for DP holders.

Application Process

Applying for an E Pass in Singapore is a meticulous process, designed to ensure a smooth entry for foreign professionals into the country.

Step-by-step guide to applying for an Employment Pass.

Step 1: Submit an Application. Your journey begins with the submission of an online application for the E Pass. Employers (or their appointed employment agents) can start this process. Ensure the candidate meets the necessary qualifications by using the Self-Assessment Tool (SAT). The processing time for this initial application stage typically takes place within 10 business days.

Step 2: Receive the In-Principle Approval (IPA). Once your application successfully passes the initial stage, you will receive an In-Principle Approval (IPA) letter. This letter is a significant milestone, serving as a pre-approved single-entry visa for the candidate to enter Singapore. The IPA also specifies whether the candidate needs to undergo a medical examination.

Step 3: Request MOM to Issue the E Pass. With the IPA in hand, employers should proceed to request the Ministry of Manpower to issue the Employment Pass. If required, this stage may include compliance with vaccination prerequisites. This step is typically immediate.

Step 4: Receive the Notification Letter. Employers will receive a notification letter, marking another pivotal point in the process. If deemed necessary, you can extend the validity of this letter should candidates require additional time for card registration procedures.

Step 5: Register Fingerprints and Have Photo Taken. Candidates will need to register their fingerprints and have their photo taken at MOM if indicated. This step is usually immediate and is a crucial part of the application process.

Step 6: Receive the Employment Pass Card. The culmination of this process is the issuance of the actual Employment Pass card. Authorized recipients or candidates themselves will receive this card within 5 working days after fingerprint and photo registration or document verification.

Required Documents and How to Prepare Them

Before embarking on the E Pass application journey, it’s essential to ensure you have the necessary documents ready:

  • Proof of qualifications, which should be authentic and awarded by accredited institutions.
  • Written consent from the candidate to apply for the E Pass on their behalf.
  • Verification proof for post-secondary diploma and above qualifications.

Online Application Process

Employers can easily apply for the E Pass through the E Pass online portal on the Ministry of Manpower’s website. The process involves the submission of required documents and payment of processing fees.

Processing Times and Fees

Processing time for E Pass applications typically occurs within 10 business days. However, For overseas companies without a Singapore-registered office, the processing time may take up to 8 weeks.

The application fee for an E Pass is $70 SGD, but there are several other fees you might incur, based on factors such as the type of the employing company and the desired duration of the pass. These fees are meant to contribute to the resources required to ensure a streamlined application process for E Passes in Singapore.

Securely Navigate Employee Data and E Pass Salary Management With Automation

In Singapore, the E Pass is far more than just a visa—it’s a ticket to one of the most dynamic and economically vibrant destinations in the world. This vital travel document enables both professionals and businesses to become part of Singapore’s thriving business community, contributing to its growth while reaping the benefits of a world-class living environment.

In the backdrop of these E Pass salary and other regulatory changes, technology can help manage the various documents and E Pass salary requirements needed to support your foreign talent.

Omni allows your organization to securely and centrally manage employee information such as proof of qualifications and written consent necessary to obtain a Singapore E Pass. Our employee-portal makes it easy for employee’s to upload and update their information, centralizing critical information such as E Pass numbers, expiry dates, and renewal reminders, helping ensure your E Pass management meets the regulations set by the Singapore government.

e pass salary

With localized payroll, Omni can help your team process E Pass salaries with ease. Omni offers a comprehensive payroll solution tailored to Singapore’s specific requirements. With features like support for SGD, automated tax calculations, and managed CPF contributions, Omni can help HR teams simplify their payroll processing and ensure compliance.

With our automated payroll software Singapore, digitized and secure pay slip distribution, and dedicated support teams to guide your team and ensure compliance, Omni’s payroll processing reduces the administrative burden of your HR team and frees up valuable time to dedicate to more impactful business processes.

e pass salary

Our expert support and assistance is tailored to your businesses unique requirements and local regulations. Book a demo today and learn how Omni can help you streamline your E Pass salary payroll processes and expertly navigate Singapore E Pass management to ensure compliance for your organization.

Choosing the Right Payroll Software Singapore

Payroll processes include more than just salary deposits. Payroll requires various time-consuming and meticulous tasks such as gathering employee data and calculating salaries, deductions, contributions, and overtime pay, all while adhering to necessary region-specific labor regulations. 

According to an EY study that focused on companies with 250 to 10,000 employees, each payroll mistake costs companies on average $291, either directly or indirectly. With payroll processes in Singapore requiring such complexities, it’s not uncommon for organizations to run into manual errors, miscalculations, and missed deadlines in their payroll processes, in addition to the amount of time dedicated to carrying out the administrative tasks payroll requires.

This is where modern companies are turning to the payroll software Singapore offers to not only mitigate common payroll errors, but save time and budget to be redirected to impactful and strategic business initiatives. 

The payroll software Singapore offers can help organizations solve for the various complexities payroll presents. However, selecting the right software depends on factors such as business size, compliance regulations, and integration capabilities. Here, we will examine ways to identify the right payroll software Singapore businesses can use to navigate the complexities of Singapore payroll.

Singapore Payroll Explained

Singapore payroll refers to the calculation and disbursement of employee compensation in Singapore. It involves various components, including salary calculations, deductions, contributions such as CPF calculations, and compliance with Singapore’s labor laws and regulations. The payroll cycle in Singapore is typically monthly, but some employers make weekly or bi-weekly payments depending on their business structure. Regardless of the payment schedule, businesses must pay their employees within 7 days of the end of the salary period according to Singapore law.

Learn more: Payroll Singapore Reference Guide

Benefits of Payroll Software Singapore

The benefits of an accurate and timely payroll system are apparent: happy and engaged employees. But the benefits of leveraging payroll software Singapore offers far more than you might expect. Let’s break down the various benefits businesses and HR teams can expect when leveraging payroll software Singapore.

Reduce common errors 

With the payroll software Singapore offers, businesses can reduce common payroll errors such as misclassification of employees (full-time, part-time, freelancers, or contractual), overtime calculation errors, missing tax deadlines, overlooking deductions, tax miscalculations, and late or missed payments. 

Payroll software Singapore automatically calculates employee salaries and wages, deductions, and taxes based on predefined rules and rates. It also accurately stores and manages sensitive employee information, reducing errors related to incorrect employee details that can delay the payroll process. Apart from automated payroll calculations, many payroll software solutions also offer time-tracking features, which help accurately record working hours and calculate overtime pay with ease.

In reducing manual processes and leveraging technology, organizations can save valuable time and money in the reduction of payroll errors while remaining compliant with Singapore laws to ensure a smooth payroll cycle year-round.

Automate tasks 

Payroll software ensures you don’t lose time manually collecting payroll data. Payroll software Singapore collects and centralizes all crucial and sensitive payroll data, including but not limited to: 

  • Employee information (name, address, social security number, and contact information)
  • Salary and wage data (employee earnings, including regular wages, overtime pay, bonuses, commissions, etc.)
  • Tax withholding information (details about federal, state, and local tax withholdings)
  • Deductions and contributions (health insurance premiums, retirement contributions, and other mandatory deductions such as CPF)
  • Time and attendance records (employee work hours, including regular, overtime, and paid time off)
  • Payroll reports and payslips 
  • Year-end reports 
  • Compliance documents (tax forms, tax filings, and records of tax payments) 
  • Audit trails

After centralizing this payroll data, payroll software Singapore touches all relevant data points to calculate the final payment amount, free from errors and in a fraction of the time of manual calculations. Payroll software can also facilitate direct deposit payments to employees’ bank accounts, promoting timely salary disbursements and eliminating yet another payroll task for HR teams. 

Limit HR administrative workload

Payroll software often includes self-service portals that allow employees to access their pay information, view digital payslips, and make personal updates such as contact information or banking details. Self-service portals enhance employee autonomy and significantly reduce the need for HR intervention, as employees can independently address many of their payroll-related inquiries and adjustments. With employees empowered to manage their own HR administrative tasks, People leaders are free to focus their efforts or impactful and strategic initiatives to drive business outcomes.

Speed up payroll processes

Whether you’re onboarding a new employee, facilitating salary adjustments, or addressing other payroll-related needs, payroll software Singapore helps HR teams streamline these changes. Manual processes such as data review and transaction monitoring are automated and digitized to greatly reduce the time it takes to calculate, administer, and oversee payroll for your organization, all while reducing (and often eliminating) payroll related errors, accelerating the process and ensuring accuracy.

Real-time data

Payroll software maintains up-to-date data by automatically syncing employee records in real-time. This means whenever you update information in your employee records, such as changes in personal details, tax exemptions, or employment status, your payroll software automatically syncs this data for accurate records at all times. Such seamless updates help guarantee that all payroll calculations and transactions are based on the most current and accurate employee information, eliminating the risk of errors associated with outdated information. 

Further, payroll software Singapore makes pulling data to review payroll information such as personnel costs fast and accurate, making it easier to determine business outcomes and make strategic decisions based on real-time data.

What to Look For in Payroll Software Singapore 

Selecting their payroll software Singapore businesses should consider various aspects and capabilities to determine the solution that will best serve their organization. Automation capabilities, reporting features, compliance, and data security are among some of the features that should be considered. Let’s discuss these features and their benefits in detail. 

Automation of payroll calculations

Payroll calculations can be time-consuming and prone to errors when done manually. With payroll software Singapore businesses can automate the entire process, saving HR professionals countless hours each pay period. While some outsourcing services offer calculations from accountants, other software automates complex calculations for employee salaries and wages, including regular pay, overtime, bonuses, and deductions, helping ensure reduced manual entry errors and miscalculations while speeding up the process for swift payroll every pay period.

Read next: The Complete Guide to Payroll Outsourcing in Singapore

Employee self-service portals 

When selecting any AI tool for HR, the main focus remains on minimizing HR intervention in common tasks. With employee self-service portals, staff can access their pay information, view digital payslips, and make personal updates, such as changing addresses or banking details. Employees can also easily access their pay stubs, tax forms, and benefit information through self-service portals. This allows them to review their compensation and benefits without the need for HR assistance, reducing HR’s involvement in routine inquiries and improving the time People leaders have available to focus on strategic tasks that enhance employee engagement.


While selecting payroll software Singapore businesses should ensure that the software complies with Singaporean tax laws and labor regulations. It should accurately calculate taxes and deductions while curating reports that meet the requirements of the Ministry of Manpower (MOM). This involves accurately deducting the right amount for the Central Provident Fund (CPF) and income tax, ensuring employees receive their salaries at least once a month, within 7 days after the pay period, and other unique Singapore-focused regulations to ensure your company remains compliant.

One of the major benefits of compliance with these regulations is avoiding financial and legal penalties. Whether it’s late salary payments, incorrect income tax calculations, or CPF, MOM can impose fines. Furthermore, delayed or incurred salary payments can lead to employee dissatisfaction.

Payroll reporting 

A reporting feature is a crucial element of any payroll software as it provides real-time valuable insights for businesses. Payroll data allows organizations to generate detailed reports on various aspects of their payroll, such as employee salaries, tax deductions, and labor costs. This information helps inform financial decisions, ensure compliance with regulations, and monitor payroll expenses. Moreover, it simplifies the auditing process and helps identify potential issues for timely corrections. 

Data security 

Security measures such as encryption, role-based access control, and frequent data backups provide a shield of protection around crucial payroll data. These safeguards help prevent unauthorized access and potential data breaches. By doing so, organizations can ensure their payroll data’s confidentiality, integrity, and availability. You continue to maintain employees’ trust and ensure compliance with data privacy regulations. 

Integration capabilities 

Your payroll software must seamlessly integrate with other HR and accounting systems. This integration streamlines data sharing between different departments, eliminating the need for redundant data entry. As a result, the organization can operate more effectively, saving time and reducing the risk of errors. Moreover, it ensures that payroll data is in sync with the broader financial landscape of the organization. 

Streamline Your Payroll Services with Omni

Omni offers a comprehensive payroll solution tailored to Singapore’s specific requirements. With features like support for SGD, automated tax calculations, and managed CPF contributions, Omni can help HR teams simplify their payroll processing and ensure compliance with ease. 

With automated payroll outsourcing services, digitized and secure payslip distribution, and dedicated support teams to guide your team and ensure compliance, Omni’s payroll processing reduces the administrative burden of your HR team and frees up valuable time to dedicate to more impactful business processes. 

Our expert support and assistance is tailored to your businesses unique requirements and local regulations. Book a demo today and learn how Omni can help you streamline your payroll processes and minimize the costs associated with common errors.

The Complete Guide to Payroll Outsourcing in Singapore

Among creating memorable new hire orientations, continuous learning initiatives, and tailored employee performance SMART goals to motivate and engage employees, payroll is an essential component of a well-run HR department.

For many organizations payroll is a monthly, or sometimes weekly, task that requires total accuracy, timeliness, and detailed reporting without fail. It’s a function that simply cannot be compromised, and requires a significant amount of time and focus for HR teams to execute. Which is why modern businesses are adapting to their fast-paced environments by outsourcing their payroll processes to external providers to save time and reduce errors each month. 

When considering outsourcing payroll, Singapore companies have much to consider. From complex tax laws to absentee payroll, Singapore’s finance system requires a clear understanding of its various intricacies to ensure accurate, timely, and compliant payroll. 

This means the payroll outsourcing Singapore offers must be well planned and researched to provide local businesses with the tools they need to conduct their business. So exactly who should consider payroll outsourcing Singapore? And what should companies look for when selecting the right partner to carry out their payroll needs? Let’s take a look at the various checkpoints organizations should consider when seeking payroll outsourcing Singapore services.

Who Should Consider Payroll Outsourcing Singapore?

Payroll outsourcing services in Singapore is a common practice where businesses delegate their payroll management and processing responsibilities to specialized third-party service providers. But outsourcing payroll may not be right for every business. Here, we review who should consider the payroll outsourcing Singapore offers.

  • Small and Medium Enterprises (SMEs)

Small and medium enterprises often have limited resources and may lack dedicated HR or payroll departments. Outsourcing payroll allows them to focus on core business activities while ensuring an accurate and compliant payroll process. 

  • Startups 

Startups typically need to allocate their resources wisely. Outsourcing payroll can help them avoid the complexities of payroll compliance and stay focused on their growth and development. 

  • Multinational Corporations (MNCs)

MNCs with a presence in Singapore may have complex payroll requirements due to international employees and tax regulations. Outsourcing payroll can help them manage these complexities efficiently. 

  • Industries with complex payroll processes

Some industries, such as finance, healthcare, and manufacturing, have stringent payroll and tax compliance requirements. With outsourcing payroll, Singapore businesses can use experts to ensure they adhere to legal standards and regulations. 

  • New market players 

Businesses that are new in the market should consider outsourcing payroll as they need to familiarize themselves with local labor regulations in Singapore.

  • Rapidly expanding organizations 

Rapidly expanding companies may need help to scale their in-house payroll processes. Outsourcing can accommodate growth without significant HR and payroll department expansion. 

Payroll Outsourcing Singapore Benefits

Your HR and payroll department invests significant time in various payroll-related tasks, including salary calculations, time and attendance tracking, tax withholding, benefits administration, payroll processing, and more. However, despite dedicating substantial hours to the activities, a recent ADP survey revealed that 73% of respondents felt they lacked sufficient payroll data to guide the company’s strategic direction and 51% expressed limited confidence in their payroll compliance. 

These are specific challenges you can eliminate through considering the payroll outsourcing Singapore offers, allowing your payroll department to use their time more effectively. Let’s explore some more benefits to understand this better: 

Business Compliance

Singapore has a complex payroll system with rigorous labor laws and tax regulations in place. Staying compliant with these regulations is crucial for businesses. Failure to do so can result in hefty fines, penalties, or even legal action. When you outsource payroll, you benefit from a team of professionals well-versed in Singapore’s employment and taxation laws. These experts use Human Resources Information Systems (HRIS) for business compliance by integrating HR and payroll data into a centralized platform that tracks and manages various compliance-related aspects. They ensure that your payroll processes adhere to these laws, reducing non-compliance.

Learn more: What is HRIS? Why HR needs automation in 2023

Improved Bookkeeping

Professional payroll outsourcing providers in Singapore are dedicated to delivering accurate and error-free payroll processing. This precision extends to maintaining meticulous records. When experts handle your payroll data, it significantly reduces the chances of errors, ensuring that financial records remain clean and precise. Many payroll outsourcing services also use HR software Singapore businesses can easily integrate with their existing systems. This integration makes it easier to reconcile payroll data with your general ledger. You can readily access and analyze financial information, which helps make informed financial decisions. 

Accurate and Timely Payments

Employees rely on their paychecks for their livelihoods. Making payment errors becomes a cause for concern and potential dissatisfaction. With their expertise, payroll professionals eliminate the risk of mistakes in salary calculations, tax deductions, and delays in the payroll process. By receiving their salaries on time and without discrepancies, employees experience a sense of financial security, enhancing their overall job satisfaction. 

Employee Engagement

Many payroll outsourcing Singapore services offer employee self-service portals where staff can access their pay stubs, tax documents, and other relevant information without the reliance on HR teams to provide this information. These self-service portals provide a user-friendly interface through which employees can easily retrieve pay stubs, tax documents, and further relevant details about their compensation and benefits. This convenience eliminates the need to rely on HR or administrative personnel for routine inquiries, which becomes time-consuming and presents a bottleneck in benefits management. The independence and accessibility payroll outsourcing Singapore offers positively impacts employees’ overall job satisfaction and engagement. 

Read next: 15 Employee Engagement Ideas for Company Culture

Payroll Outsourcing Singapore Overview

Outsourcing payroll processing reduces administrative workloads, improves employee engagement, and ensures business compliance. But what exactly are the services included in the payroll outsourcing Singapore employs?

Maintaining Payroll Files for Employees

Maintaining accurate and up-to-date payroll files for each employee is crucial. These records are the backbone of your payroll system, enabling you to manage salaries, deductions, and other financial aspects efficiently. Here are some key factors that are accurately recorded through payroll outsourcing Singapore: 

  • Employees’ personal information: full name, identification number, date of birth, contact information, and emergency contact information. 
  • Employment details: job title, department, employment start date, employment contract, and work hours (full-time or part-time). 
  • Tax-related documentation: income tax declarations and tax clearance status (when applicable). 
  • Salary structure and adjustments: base salary, bonuses, allowances (housing, transportation, etc.), deductions (CPF), overtime pay, and any salary changes or adjustments. 
  • Banking information: bank account details (for direct deposit of salaries) 
  • Leave records: vacation, sick leave, and other leave balances
  • Other information: employment history, performance records, employee benefits, etc. 

Calculating Salaries 

Payroll Outsourcing Singapore services handle the complex task of calculating employee salary, generally done monthly or bi-weekly. It includes computing basic salaries, factoring in overtime, allowances, benefits, and accounting for deductions like income tax and CPF contributions. Moreover, variable pay, leave, and withholdings are considered. The aim is to provide employees with their net salary, the final amount after deductions, in a timely and precise manner. 

Processing Salaries and Contributions

Processing employee salaries and contributions involves critical tasks such as calculating gross salary by factoring in base pay, overtime, bonuses, and deductions. Contributions, like retirement funds and health insurance, must also be accurately calculated and deducted from an employee’s paycheck. Here’s how payroll outsourcing Singapore services can make it easier:

Processing gross to net salaries

The conversion from gross to net salaries is crucial in payroll processing. Imagine a scenario where you mistakenly forget to deduct income tax from an employee’s gross pay (the total amount an employee earns before deductions) while calculating their net salary (the amount an employee actually takes home after deductions). Initially, the employee receives a larger paycheck, but they eventually face a significant tax liability when filing their tax return. 

Payroll outsourcing greatly mitigates these errors by exactly calculating deductions, including income tax, CPF contributions, and necessary withholding. This ensures that employees receive their final take-home pay accurately and promptly. The process is integral in guaranteeing that all financial aspects of an employee’s compensation are managed promptly and efficiently. 

MOM-Compliant CPF and Self-Help Group (SHG) Contributions

Not handling CPF contributions correctly can lead to compliance issues for employers. Singapore’s business compliance with the Ministry of Manpower (MOM) regulations is of utmost importance. Payroll outsourcing allows Singapore businesses to manage CPF and SHG contributions correctly. They accurately calculate and process these contributions for employees and employers, ensuring adherence to the stipulated contribution rates and deadlines. This compliance ensures that employees’ retirement savings and social benefits are adequately funded, reinforcing the workforce’s overall financial well-being and fulfilling the MOM’s statutory obligations. 

Processing Bonuses and Ad-hoc Payments

Bonuses come in various forms, such as performance-based incentives, annual or holiday bonuses, and profit-sharing bonuses. Payroll outsourcing helps Singapore businesses expertly handle calculating and distributing all types of bonuses. These additional payments are typically contingent on specific performance criteria or may be a part of a pay-for-performance model. The experts calculate the exact bonus amounts, considering the applicable criteria, to ensure that employees receive these additional rewards accurately and on time. 

In addition to regular salaries and bonuses, employees may also receive ad-hoc payments. These can include one-time commissions, special project incentives, or unexpected rewards. With payroll outsourcing Singapore businesses manage these irregular payments efficiently, ensuring they are processed correctly and promptly. The ability to accurately disburse ad-hoc payments not only rewards employees for exceptional efforts but also contributes to overall job satisfaction and motivation. 

Streamlined Payroll for Employee Engagement

Managing payroll in Singapore is a complex and detail-oriented task that demands a deep understanding of the region’s unique legal requirements and a commitment to accuracy and compliance. 

Omni offers a comprehensive payroll solution tailored to Singapore’s specific requirements. With features like support for SGD, automated tax calculations, and managed CPF contributions, Omni can help HR teams simplify their payroll processing and ensure compliance with ease.

payroll outsourcing Singapore

With automated payroll outsourcing Singapore services, digitized and secure payslip distribution, and dedicated support teams to guide your team and ensure compliance, Omni’s payroll processing reduces the administrative burden of your HR team and frees up valuable time to dedicate to more impactful business processes. 

Our expert support and assistance is tailored to your businesses unique requirements and local regulations. Book a demo today and learn how Omni can help you streamline your payroll processes and minimize the costs associated with common errors.

Payroll Singapore Reference Guide: Everything You Need to Know

Payroll is an essential function for every company, and a key driver of employee engagement and motivation. Yet navigating payroll Singapore requirements can be complicated, with various regulations, compliance requirements, and data collection. This comprehensive guide will walk you through a simplified guide to help you navigate the complexities of payroll in Singapore.

The Process of Payroll Singapore

Payroll Singapore processing requires accurate record keeping and well managed schedules to keep your business compliant. Understanding the process of setting up and collecting payroll data will ensure you pay your employees on time, keeping them motivated and engaged.

Payroll Setup

If it’s your first time setting up payroll in Singapore, you’ll need to incorporate your local company or register a foreign branch online at Bizfile+, the filing portal of Singapore’s Accounting and Corporate Regulatory Authority (ACRA). 

You’ll also need a business bank account in Singapore for your financial transactions with the Government.

Data Collection

In order to meet the payroll Singapore requirements for processing, businesses must collect data and build profiles for each employee. Payroll data includes:

  • Salary information
  • Hours worked (if applicable)
  • Overtime (if applicable)
  • Annual leave (such as paid or unpaid vacation, sick leave, parental leave etc)
  • Employment start date
  • Visa or citizenship status
  • Employee bank details
  • Employee profile information such as legal name, date of birth, and legal address

Securely storing this data in a centralized location is essential to running a smooth payroll system. Whether you keep a spreadsheet, utilize an HRIS, or keep paper files, ensure that each employee profile is up-to-date and complete to avoid payroll delays.

Payroll Calculation

Each month, HR teams must calculate payroll for their organization. In accordance with the Employment Act, the salary must be paid at least once a month within 7 days after the end of the salary period. Overtime pay, if applicable, must be paid within 14 days of the stipulated salary period. There is no requirement for bonus payment under the Employment Act of Singapore.

This calculation may include a combination of data including hours worked, leave taken, bonuses, and deductions or contributions for things like retirement funds. Calculation is ofcourse an essential part of the payroll Singapore process, and it’s essential that this data is error-free to avoid under or over payment and delays for your workforce. 

The calculation process can be done in a variety of ways, and most modern companies rely on HR automation to ensure accuracy and timeliness to the process.

Payroll Payment or Payslip

Itemized payslips are required by payroll Singapore regulations to be administered to all employees in the first 7 days of the month following the most recent pay cycle. Payslips should include certain data, including:

  • Basic salary value
  • Date of payment
  • Pay period
  • Any deductions
  • Net monthly salary

Tip: Don’t forget ad hoc payments, foreigner tax clearance, and other payments that don’t get issued at the beginning of the month.

Statutory Submissions

Employers are required by law to prepare Form IR8A and Appendix 8A, Appendix 8B or Form IR8S (where applicable) for employees who are employed in Singapore by March 1 each year.

For more information on these forms, please refer to for a complete breakdown of each form and its requirements.

Annual Report for Individual Income Tax

The deduction of taxes from employees’ salaries is the responsibility of employees! As an employer, you are only required to pay your own individual income tax.

Like the statutory submission, on the first of March, you’ll need to file income taxes to the Inland Revenue Authority of Singapore (IRAS), which includes the monthly payroll income and any benefits from the company.

Employee Payroll Data Maintenance

In this phase, you conduct routine data maintenance to keep your data updated and precise. In other words, you make changes, additions, and omissions to employee data to reflect changing circumstances. This includes the following:

  • Extra pay
  • Direct deposits
  • General deductions
  • Employee tax withholding information
  • Information relating to employees with several jobs

In other words, you make changes, additions, and omissions to reflect changing circumstances. With data maintenance, rest assured that your payroll data will remain up-to-date and accurate!

Year-End Payments

If you reward annual bonuses to your team, a year-end payment is the time to administer such benefits. This is a one-time payment made to reward employees and celebrate their contributions made throughout the year.

What Is the Singapore Employment Act?

The Singapore Employment Act is a key piece of legislation that governs employment relationships and provides basic employment rights for workers in Singapore. The Employment Act covers most employees in Singapore, except for certain groups like domestic workers, seafarers, and government employees. It also sets out different provisions for managers and executives.

The Act outlines the fundamental terms of employment, including working hours, rest days, public holidays, and annual leave entitlements. It also addresses issues like salary payment frequency and overtime pay.

The Singapore employment act also sets guidelines and laws for other employment and payroll Singapore guidelines such as:

  • Guidelines for termination of employment, including notice periods and compensation for wrongful dismissal.
  • Various protections for employees, such as restrictions on deductions from wages, limits on working hours, and provisions for sick leave and maternity leave.
  • Employment records requirements.
  • Guidelines and restrictions on working hours and types of work for minors
  • Workplace safety and health.
  • Dispute resolution
  • Trade Union rights
  • Employment standards for fair treatment, wages, and benefits.
  • Foreign worker requirements such as work permits. 

It’s important to note that the Employment Act is periodically updated and amended to reflect changes in the labor landscape and to better protect the rights of employees. Employers and employees in Singapore should familiarize themselves with the latest version of the Act and any related regulations to ensure compliance with the law. Additionally, some categories of employees, such as professionals, managers, and executives, may not be fully covered by the Act, and their employment terms may be subject to negotiation and contractual agreements.

Income Taxes Explained for Payroll Singapore

Singapore has a progressive income tax system, where the tax rate increases as an individual’s income rises. Here’s a brief overview of Singapore’s income tax:

Resident vs. Non-Resident

Taxation in Singapore depends on your tax residency status. Residents are taxed on their worldwide income, while non-residents are generally taxed only on income earned in Singapore.

Progressive Tax Rates for Residents

Singapore’s tax rates for residents are progressive, with higher income levels subjected to higher tax rates. As of my knowledge cutoff date in September 2021, the tax rates for residents ranged from 0% to a maximum of 22%.

Non-Resident Tax Rates

Non-residents are taxed at a flat rate on their Singapore-sourced income. The rate varies depending on the type of income, but it is generally higher than the resident tax rates. As of my last update, employment income for non-residents was taxed at rates ranging from 15% to 22%.

Tax Deductions and Rebates

Singapore provides various tax deductions, reliefs, and rebates to reduce the tax burden for individuals. Common deductions include those for employment expenses, contributions to approved pension funds, and donations to approved charities.

Personal Income Relief

Residents are eligible for personal income relief, which reduces their taxable income. This relief is based on factors such as age, marital status, and the number of dependents.

Tax Filing and Payment

Singapore’s tax year is generally from January 1st to December 31st. Residents and non-residents may be required to file an income tax return, depending on their income level and other factors. The tax filing deadline is typically in April or May.

Employer’s Role

Employers in Singapore play a significant role in income tax compliance. They are responsible for withholding tax from their employees’ salaries (known as “tax deduction at source”) and issuing tax forms (Form IR8A) summarizing the employee’s income.

Tax laws and rates can change, it’s advisable to consult with the Inland Revenue Authority of Singapore (IRAS) or a tax professional for the most up-to-date and detailed information regarding Singapore’s income tax regulations and rates.

Contributions and Levies

Payroll Singapore law includes deduction requirements in the form of contributions and levies, applicable to all employers and employees in Singapore, let’s break down the various categories. 

Central Provident Fund Contributions

Contributions are made to the Central Provident Fund (CPF), an employment-based scheme that serves as a compulsory savings plan for Singaporeans and Permanent Residents (PR). CPF contributions are made by both employers and employees at varying rates, depending on the employee’s age and salary.

As you work and make CPF contributions, you accumulate savings in 3 accounts: 

  • Ordinary Account (OA)
    • For retirement, housing, insurance and investment
  • MediSave Account (MA)
    • For hospitalization, medical expenses and approved medical insurance
  • Special Account (SA)
    • For old age investment in retirement-related financial products 

At age 55, a Retirement Account (RA) is created for you, where you receive monthly retirement payouts.

To learn more about calculating your CPF contributions, 

Self Help Groups Contributions

Self Help Group Funds (SHGs) are contributions set up to uplift low-income households and the less privileged, in the Chinese, Eurasian, Muslim, and Indian communities in Singapore.  The CPF Board collects SHG contributions on behalf of the SHGs. You’re expected to deduct SHG contributions from your employees’ wages.

SHARE Donations

SHARE is a voluntary monthly giving program run by Community Chest, the philanthropy and engagement arm of the National Council of Social Service. 

The CPF Board collects your employees’ SHARE donations on behalf of Community Chest, from the employees’ wages made through the company payroll.

The  Skill Development Levy and Foreign Worker Levy 

There are 2 main types of levies present in Singapore tax law, the Skill Development Levy(SDL) and Foreign Worker Levy(FWL).

All Singapore based companies will need to pay a SDL for all their employees (Local and Foreign) if they are hired on a permanent, part time, casual or temporary role. This levy is on top of the employer CPF contribution for local employees and FWL for foreign employees.

The FWL is a pricing mechanism to regulate the number of foreigners in Singapore. Employers must pay a monthly levy for Work Permit holders. The levy liability will start from the day the Temporary Work Permit or Work Permit is issued, whichever is earlier. It ends when the permit is canceled or expires.

Leveraging Technology to Streamline Payroll Singapore Processing

payroll Singapore

Managing payroll Singapore is a complex and detail-oriented task that demands a deep understanding of the region’s unique legal requirements and a commitment to accuracy and compliance. That’s why it’s important to have the right technology on your side.

Omni offers a comprehensive payroll solution tailored to Singapore’s specific requirements. With features like support for SGD, automated tax calculations, and managed CPF contributions, Omni can help HR teams simplify their payroll processing and ensure compliance with ease. 

Omni’s suite of features makes the requirements for running a compliant and efficient payroll system in Singapore easy. With secure and centralized employee records, HR teams can swiftly access employment contracts and essential documents that support payroll practices.

payroll Singapore

Our time and attendance features empower teams to automate data and produce accurate reports in minutes, making payroll calculations seamless and accurate. And with payroll solutions that support SGD and pay schedules, Omni offers an entire suite of solutions to make your payroll system Singapore seamless. 

Manage more than one company? Omni helps you establish a dedicated payroll admin for each company, who have the power to enroll employees, manage company settings and easily process your payroll.

If you’re ready to take your payroll Singapore management to the next level, book a demo with us today. We’ll walk you through the platform’s capabilities and demonstrate how Omni can transform your payroll processing, saving you time, reducing administrative burdens, and enhancing overall efficiency.

Understanding Malaysia’s Employment Act: Updates & FAQs in 2024

The Malaysia Employment Act 1955 is a cornerstone of Malaysian employment law, which means employers hiring in Malaysia need to know it inside and out—especially if there are updates. 

At the beginning of 2023, an amendment went into effect in response to changes in the cost of living, currency values, and other developments, to enhance employee protection in Malaysia. This amendment also included key changes to the First Schedule, which defines the categories of employees covered by the Malaysia Employment Act 1955.

With the implementation of the bill which came into effect in January 2023, there’s been wide-spread confusion on exactly what and how the changes should be implemented. These include expanded coverage of the act, reduced working hours, protection for gig workers and more. Here, we’ll break down the important changes that HR managers in Malaysia should be aware of to remain compliant with the Malaysia Employment Act.

Core Components of Employment Act 1955

The Malaysia Employment Act 1955 is the cornerstone of Malaysia’s labor laws, governing the relationship between employers and employees. It covers a wide range of issues that affect both parties, ensuring fair treatment and protection for everyone in the workforce.

You can check out the details in this Malaysia Employment Act 2023 pdf, or keep reading for a rundown of the core components of the Act:

Employee coverage

The Act now covers all employees regardless of their wage, removing the previous RM2,000 monthly wage limit. This ensures equal protection and rights for all workers.

Key employment terms

The Act sets standards for things like:

  • Minimum wage: The lowest amount an employer can legally pay.
  • Working hours and overtime pay: How many hours your employees can work in a day or week, and what you should be paid for extra hours.
  • Rest days and public holidays: When employees are entitled to take a break, and whether they get paid for it.
  • Annual and sick leave: How much time off employees can take for vacation or when they’re not feeling well.
  • Termination and layoff procedures: The proper way to terminate a position, and the roadmap after for laid off employees.

Employee rights and benefits

The Act is about more than just basic employment protections. It also covers wellbeing within the workplace. These include:

  • Maternity protection and benefits: For employees who are expecting mothers, the Act has rules about time off, pay, and how your job is protected. The amended Act prohibits expecting mothers from being terminated except under very specific circumstances (which we touch on below).
  • Protection against discrimination and unfair dismissal: It’s illegal for employers to discriminate against employees, and the act defines the detailed circumstances under which an employee can be dismissed while remaining compliant.
  • Safety and health regulations: Your workplace should be a safe environment, and the Act outlines what your organization needs to do to keep your employees healthy and safe on the job.

Employer obligations

It’s important to know what is expected of employers so that your organization can remain compliant and build a safe and effective workplace. Obligations include:

  • Safe and healthy workplace: Employers have to make sure the work environment they create doesn’t put employees at risk.
  • Paying wages correctly and on time: Timely payments are extremely important, not just to maintain employee morale and provide meaningful compensation, but because it’s the law—your organization could face penalties for withholding or delaying wage payment.
  • Proper termination procedure: There’s a process defined by the Act for letting employees go, and your organization needs to follow it.
  • Keeping good records: Employers need to keep track of employee details, hours worked, and pay.

Learn more: Your Guide to Malaysia Payroll

Dispute resolution

Sometimes things don’t go smoothly at work. The Malaysia Employment Act provides ways to resolve disagreements between employers and employees:

  • Mediation and conciliation: The Labour Department can help provide mediation for disputes between your organization and an employee. This third party approach can help de-escalate and minimize bias.
  • Industrial Court: If an agreement can’t be reached even with mediation, the Industrial Court can make a decision and enforce the law.

2024 Updates to Labour Law Malaysia 2023

While the Act has been protecting Malaysian workers since 1955, major updates to the Labour Law Malaysia took place last year. Here’s what you need to know about the updates for 2024 and beyond:

1. Overtime pay threshold

The salary threshold for overtime eligibility has increased. Previous to the update, only employees earning below a certain amount (RM2,000) were entitled to overtime pay. Now, that threshold has been raised to RM4,000.

2. Coverage based on wages

The Malaysia Employment Act 1955 now covers all employees, regardless of their wages. Previously, the Act only applied to employees earning monthly salaries of RM2,000 or less, along with specific worker categories.

Amendments to the Act’s First Schedule mean that all employees, regardless of their salary, are now covered. However, those earning above RM4,000 per month are exempted from certain provisions, including:

  • Overtime rates for rest days
  • Overtime rates outside working hours
  • Allowances for shift-based work
  • Overtime on public holidays
  • Overtime for half working days on holidays.

This change provides legal protection to employees who were previously not covered by the Malaysia Employment Act.

3. Flexible working arrangements

The amended Malaysia Employment Act now includes provisions for flexible working arrangements, which are important in the post-pandemic business landscape. Under Section 60P and 60Q, employees can request flexible work arrangements in writing, and employers must respond within 60 days, providing reasons in case of rejection.

4. Maximum working hours

The maximum working hours for workers have been reduced from 48 hours per week to 45 hours per week, effective 1 January 2023, excluding meal breaks. This change aims to protect workers’ welfare, reduce employee burnout, and aligns with the International Labour Organization (ILO) Convention.

5. Increased paid parental leave

Maternity leave entitlement for working mothers has increased from 60 days to 98 days post-delivery. For the first time, the Act includes paid paternity leave of 7 consecutive days, subject to the following conditions:

  • The male employee must be married to the mother in question
  • He must have been employed by the same employer for at least 12 months
  • He must notify the employer at least 30 days from expected confinement (or as early as possible)

Read next: Malaysia Parental Leave Guide

6. Protection for expectant mothers

Pregnant mothers and those suffering from pregnancy-related illnesses are now protected against termination under the updated Malaysia Employment Act, with exceptions for:

  • Breach of contract
  • Misconduct
  • Business closure

7. Protection for gig workers

A new section in the Malaysia Employment Act covers gig workers, providing them with protection even in the absence of a written contract, under the following conditions:

  • Their manner of work is subject to the control or direction of another person
  • Their hours of work are subject to the control or direction of another person
  • They are provided with tools, materials or equipments by another person to execute work
  • Their work constitutes an integral part of another person’s business
  • Their work is performed solely for the benefit of another person, or where payment is made to them in return for work done by them at regular intervals

8. Sexual harassment awareness

Section 81H of the Malaysia Employment Act requires employers to display notices raising awareness about sexual harassment in the workplace.

9. Employment of foreign workers

Changes to Section 60K now require employers to obtain prior approval from the Director-General to hire foreign employees and notify the Director-General within 30 days if foreign employees are terminated. Previously, employers who hire foreign employees were required to inform the Director-General of new foreign employees along with details within 14 days of employment.

Frequently Asked Questions About the Malaysia Employment Act 1955

What is considered “wages”?

To determine which employees qualify for wages up to RM4,000 per month, it’s important to understand the specific definition of “wages” under the Malaysia Employment Act. According to the Act, “wages” include basic wages and all cash payments to an employee for their work under the contract of service. However, it does not include the following:

  • The value of housing, food, fuel, light, water, medical care, approved amenities, or services provided by the employer.
  • Contributions made by the employer to pension funds, provident funds, superannuation schemes, and other similar funds for the employee’s benefit.
  • Traveling allowances or concessions.
  • Payments to cover special expenses related to the employee’s job.
  • Gratuity paid upon discharge or retirement.
  • Annual bonuses or any portion thereof.

How does the EA define “overtime”?

The Malaysia Employment Act defines “overtime” in two key sections:

  • Section 60A(3)(b) of the EA defines overtime as the hours worked beyond the normal daily working hours. If work extends beyond ten hours after the initial spread over period, the entire duration from the end of the spread over period to the end of the workday is considered overtime.
  • Section 60A(3)(c) of the EA specifies that “normal hours of work” are the hours mutually agreed upon by the employer and employee in their contract of service, which cannot exceed the limits set in Section 60A(1).

Based on these sections, overtime is any work done outside the hours stated in the employment contract. However, the hours in the contract are subject to the restrictions outlined in Section 60A(1), which now includes limits such as not working more than 5 consecutive hours without a 30-minute leisure break and not exceeding 45 hours in a week.

How to determine when employees are entitled to overtime payments?

Employees on a monthly wage are entitled to overtime payments in the following situations, along with the respective formulas/rates:

  • Working more than the normal working hours on a regular workday: 1.5x the hourly rate of pay [Section 60A(3)(a)].
  • Working on a rest day, with the work period not exceeding half the normal working hours: 0.5 times the ordinary rate of pay [Section 60(3)(b)(i)].
  • Working on a rest day, with the work period exceeding half but not exceeding the normal working hours: One day’s wages at the ordinary rate of pay [Section 60(3)(b)(ii)].
  • Working on a rest day beyond the normal hours of work: 2x the hourly rate of pay [Section 60(3)(c)].
  • Working on a public holiday, with the work period not exceeding normal working hours: Two days’ wages at the ordinary rate of pay [Section 60D(3)(a)(i)].
  • Working on a public holiday beyond the normal hours of work: 3x the hourly rate of pay [Section 60D(3)(aa)].

How to Calculate an employee’s “ordinary rate of pay” and “hourly rate of pay”

Overtime rates depend on the “ordinary rate of pay” and “hourly rate of pay,” which the Malaysia Employment Act defines. For employees paid on a monthly rate of pay:

  • The “ordinary rate of pay” is their monthly wages divided by 26.
  • The “hourly rate of pay” is the ordinary rate of pay divided by their normal daily working hours.

For example, if an employee’s monthly salary is RM3,900 and their employment contract requires them to work 8 hours a day, they would have:

  • An ordinary rate of pay of RM150 (3900/26).
  • An hourly rate of pay of RM18.75 (150/8).

To-Do List for HR Teams

labour law malaysia 2023

Due to the recent amendments to the Malaysia Employment Act, employers who were not previously concerned with overtime payment regulations now need to take action. Here are the steps you need to take::

  • Review all employee salaries. This will help you identify those covered by the revised Malaysia Employment Act and eligible for overtime payments, considering the “wages” definition mentioned above.
  • Examine existing and future employment contracts. This will help clear specification of working hours for all employees, aligning with the EA’s working hour limits. These contractual hours will be used for calculating overtime payments.
  • Establish a clear overtime policy. A clear overtime policy will prevent unnecessary or excessive overtime claims.
  • Systematize overtime calculations. Implement a system for recording and calculating overtime work and payments, retaining records for at least 6 years.

Seamlessly Manage Employee Records and Payroll

employment act 1955

HR managers have their hands full, and the recent amendments to the Malaysia Employment Act 1955 add yet another layer of responsibility to their already existing workload. Tracking and calculating hours, managing employee records, and administering payroll requires a clear, secure, and accurate system to ensure compliant and timely payouts for your employees.

Omni’s all-in-one HR solution helps make these tasks streamlined and free of manual error to reduce the administrative burden on HR. With secure and centralized employee records, HR teams can easily store, update, and communicate employee information across departments and with employees. Our payroll solutions make it easier than ever to calculate accurate employee payments and tax calculations through automation that saves time and reduces errors. And with automated payroll information synchronization, end of month processing becomes a streamlined and seamless effort.

Book a demo with our team, or try out Omni for free to learn how our automation can help you remain compliant and reduce your administrative workload for all of your People management needs.

Your Guide to Managing Payroll Hong Kong

Savvy businesses recognize the value of operating in Hong Kong, a city where innovation and tradition combine in a potent way. But to thrive in this city, businesses need to rely on a skilled workforce to propel them forward. Behind every high-performing employee is a well-managed payroll system ensuring their hard work is rewarded promptly and accurately.

However, managing the payroll Hong Kong requires isn’t a straightforward task. The city’s payroll landscape is governed by a web of legal requirements and unique regulations that must be navigated with precision. HR professionals play a pivotal role in ensuring the smooth operation of payroll Hong Kong processes.

In this article, we’ll offer insight that HR professionals, payroll administrators, and business owners can use to better understand the ins-and-outs of managing payroll in Hong Kong. Whether you’re new to payroll Hong Kong or seeking ways to enhance your existing processes, we’re here to guide you through every step, from legal requirements to best practices and the latest technology solutions.

Preparing For Payroll Hong Kong Processing

Payroll processing is a crucial aspect of any organization’s operations, ensuring that employees are compensated accurately and on time. In Hong Kong, managing payroll comes with its unique intricacies and legal requirements. HR professionals in Hong Kong must navigate these complexities diligently to ensure compliance and maintain the trust of their employees.

Hong Kong has several laws and regulations governing payroll, which you must navigate to ensure compliance. We’ve covered these in greater depth in our Understanding the Payroll System Hong Kong Runs On post, but here is an overview for your reference:

Mandatory Provident Fund (MPF) Scheme: Under Hong Kong’s Mandatory Provident Fund (MPF) scheme, both employers and employees are required to make regular contributions to a retirement fund.

Inland Revenue Ordinance (IRO): The Inland Revenue Ordinance (IRO) in Hong Kong governs income tax. Accurate tax compliance ensures both employees and employers fulfill their fiscal responsibilities.

Employment Compensation Ordinance (ECO): The Employment Compensation Ordinance (ECO) is designed to safeguard the rights of employees in the event of work-related injuries or fatalities. Employers must be aware of ECO provisions and take appropriate measures to provide compensation and support to affected employees and their families.

Personal Data (Privacy) Ordinance (PDPO): The Personal Data (Privacy) Ordinance (PDPO) is relevant in terms of employee data privacy. It dictates how employers collect, handle, and protect employees’ personal data, including payroll-related information.

While navigating this network or ordinances isn’t always straightforward, it’s essential to avoid compliance issues and penalties. Hong Kong’s payroll regulations can be complex, so it’s advisable to seek legal counsel or work with a payroll provider well-versed in local laws to ensure accurate and lawful payroll processing.

Payslips and Tax Filings

Like elsewhere in the world, payslips and tax filings are integral components of the payroll Hong Kong system. These elements not only ensure that employees are fairly compensated but also play a crucial role in maintaining transparency and compliance with tax regulations.

Payslips in Hong Kong: Payslips are more than just documents that detail an employee’s earnings, they also serve as records that demonstrate an employer’s adherence to legal requirements. In Hong Kong, employers are obligated to provide employees with a payslip every time they are paid. These payslips must contain specific information, including the employee’s name, employment period, wages, deductions, and the employer’s name.

Tax Filings: Accurate tax filings are fundamental to the payroll Hong Kong runs on. Employers are responsible for calculating the correct amount of income tax to withhold from employees’ salaries and subsequently submitting these withholdings to the Inland Revenue Department (IRD) as part of the tax filing process. These filings must be completed in a timely manner to ensure compliance with Hong Kong’s tax regulations.

Tax Returns: Employees in Hong Kong are required to file their tax returns annually, detailing their sources of income and allowable deductions. It’s essential for both employers and employees to collaborate in this process, as it ensures that tax liabilities are correctly reported and addressed.

Employers should take the responsibility of providing employees with the necessary documentation for their tax filings, including the IR56B form, which outlines the salaries and bonuses paid to employees in a tax year.

In Hong Kong, payslips and tax filings are seen as more than just administrative drudgery. Properly maintained records and accurate reporting of these financial transactions contribute to smooth payroll Hong Kong processing and mitigate the risk of compliance issues.

Valid and Secure Documentation

In payroll Hong Kong management, documentation serves as the backbone of transparency, compliance, and accountability. For HR professionals handling the payroll Hong Kong requires, maintaining valid and secure documentation is more than a best practice—it’s a legal obligation.

Employee Contracts: Every employment relationship in Hong Kong begins with an employment contract. It’s a mandatory legal requirement for employers to provide a written employment contract to their employees within the first month of employment.

This contract outlines essential terms and conditions of employment, such as job responsibilities, compensation, working hours, leave entitlements, and termination procedures. Ensuring that these contracts are in place and compliant with local labor laws is crucial to avoid legal complications.

Employee Records: The meticulous upkeep of employee records is paramount. HR departments should maintain comprehensive personnel files for each employee, including personal particulars, job-related documents, and relevant correspondence. These records should be kept securely and readily accessible for auditing and compliance purposes.

Right to Work Verification: Hong Kong employers are obligated to verify their employees’ eligibility to work in the region. This verification process includes checking employees’ Hong Kong Identity Cards or valid work permits. Employers should also document these verifications as part of their HR records.

Data Protection Compliance: Hong Kong has stringent data protection laws, primarily governed by the Personal Data (Privacy) Ordinance (PDPO). HR professionals must ensure that employees’ personal data, such as identification numbers and bank account details, are collected and stored securely. Compliance with PDPO is critical to protect employees’ privacy and maintain legal compliance.

Immigration Documentation: For foreign employees, employers must keep records of their immigration status, including valid work visas and relevant permits. Compliance with immigration regulations ensures that employees are legally authorized to work in Hong Kong.

These documents serve as a trail of evidence, ensuring compliance with labor laws, data protection regulations, and immigration requirements. When HR professionals diligently manage these records, they contribute to a smooth and legally sound payroll Hong Kong process.

Ensuring Accurate and Timely Payments

Payroll Hong Kong

Few areas of attention for running a business are as important as timely and accurate payments to your team, and this remains true in Hong Kong. Employees compensated consistently are definitely more likely to be highly engaged. Here are 3 best practices to uphold in the pursuit of accurate and timely payroll processing:

Centralize Data Management: One effective way to streamline payroll processing and minimize errors is to centralize data management. Implementing a robust Human Resource Information System (HRIS) allows you to store and manage employee data in a unified platform. This centralized approach helps eliminate data discrepancies and reduces the risk of manual errors when transferring data between various systems.

Automate Payroll Calculations: Leveraging automation tools (like Omni!) for payroll calculations significantly reduces the margin for error. Payroll software tailored for Hong Kong’s specific regulations can automatically calculate taxes, contributions, and deductions. By automating these complex calculations, you can save time, enhance accuracy, and ensure compliance with local tax laws.

Regular Reconciliation and Audit: To maintain the accuracy of payroll records, regular reconciliation and audit processes are essential. Your team should conduct periodic reviews of payroll data, cross-referencing it with financial records. This practice helps identify and rectify discrepancies promptly. Additionally, annual audits by external professionals can provide an extra layer of assurance regarding payroll accuracy and compliance.

Avoiding Common Errors

To ensure accurate and compliant payroll Hong Kong processing, you must be vigilant about avoiding common errors. Here are some of the most frequent pitfalls and strategies to steer clear of them:

Misclassification of Employment Status: One common error is misclassifying employees as full-time or part-time workers, which can impact their entitlements and benefits. To avoid this, your team should regularly review employment contracts and update them as necessary to reflect the correct status.

Inaccurate Tax Calculation: Hong Kong’s tax laws can be intricate, leading to errors in tax calculations. Using payroll software that is updated to accommodate changes in tax rates and deductions is crucial. Regularly verifying tax calculations and consulting with tax experts can help avoid inaccuracies.

Late or Incorrect MPF Contributions: Mishandling contributions to the Mandatory Provident Fund (MPF) is a significant compliance risk. Your team should ensure timely and accurate MPF contributions for all eligible employees, avoiding penalties and legal complications.

Non-Compliance with Statutory Leave Entitlements: Hong Kong has specific regulations governing leave entitlements. You should stay updated on these regulations to avoid inadvertently violating employees’ rights to statutory leave.

By proactively addressing these common errors and implementing sound payroll practices, you can ensure compliance with Hong Kong’s payroll regulations and minimize potential risks and liabilities. The careful avoidance of these pitfalls not only protects the organization but also contributes to employee satisfaction and trust.

Leveraging Technology to Streamline Payroll Hong Kong Processing

Managing payroll Hong Kong is a complex and detail-oriented task that demands a deep understanding of the region’s unique legal requirements and a commitment to accuracy and compliance. That’s why it’s important to have the right technology on your side.

Omni offers a comprehensive payroll solution tailored to Hong Kong’s specific requirements. With features like support for HKD, automated tax calculations, and managed MPF contributions, Omni can help HR teams simplify their payroll processing and ensure compliance with ease.

Payroll Hong Kong

Omni’s suite of features makes the requirements for running a compliant and efficient payroll system in Hong Kong easy. With secure and centralized employee records, HR teams can swiftly access employment contracts and essential documents that support payroll practices.

Our time and attendance features empower teams to automate data and produce accurate reports in minutes, making payroll calculations seamless and accurate. And with payroll solutions that support HKD and pay schedules, Omni offers an entire suite of solutions to make your payroll system Hong Kong seamless.

Manage more than one company? Omni helps you establish a dedicated payroll admin for each company, who have the power to enroll employees, manage company settings and easily process your payroll.

If you’re ready to take your payroll Hong Kong management to the next level, book a demo with us today. We’ll walk you through the platform’s capabilities and demonstrate how Omni can transform your payroll processing, saving you time, reducing administrative burdens, and enhancing overall efficiency.

What is the Absentee Payroll Singapore Utilizes? How to Apply and Claim

Your workforce is the heart of every operation, so prioritizing the team’s education, training, and well-being is essential for fostering a highly engaged and profitable employee base. Adopt this mentality and you’ll witness higher motivation, productivity, and efficiency throughout your workforce.

The data agrees, a study done by Zippa found 92% of employees state that well-planned training programs boost their engagement levels, and companies with comprehensive training programs have 218% higher income per employee.

While the benefits of investing in continuous learning are evident, they do require a dedicated budget that isn’t always readily available for HR teams. That’s where programs like the absentee payroll Singapore offers can be helpful to boost learning initiatives for your organization.

What exactly is the absentee payroll Singapore administered initiative? Let’s explore the ins and outs of the grant, and walk through how to apply and claim to benefit your workforce.

What Is Absentee Payroll?

The absentee payroll (AP) is a grant that the Singapore Workforce Development Agency issues. The goal is to partially cover the manpower cost of sending employees for training or workshops.

In other words, this is the Singaporean Government’s way of incentivizing business owners to give their employees certifiable skills training, making them more skilled and informed in their fields.

But that isn’t all. The Government also formed two statutory boards, the SkillsFuture Singapore (SSG) and Workforce Singapore (WSG), to work under the Ministry of Education. Their mission is to lead a nationwide initiative of holistic lifelong learning via training and education.

Determining Your Absentee Payroll Singapore Eligibility

When it comes to the absentee payroll Singapore offers, the eligibility criteria is an essential to understand. Let’s take a look at who exactly is eligible to take advantage of the absentee payroll benefit in Singapore.

Who is Eligible?

In order to be eligible for absentee payroll Singapore funding, the applicant company must meet the following criteria:

  • Company must be registered or incorporated in Singapore;
  • Trainees must be fully sponsored by their employer for supportable cost components (such as course fees) incurred on the training course;

Trainees must:

  • be full-time or permanent part-time employees of the sponsoring company
  • continue to receive their salary when they attend training
  • have achieved at least 75% attendance
  • have sat for and passed the examinations/ assessments where applicable
  • complete the course whilst under employment of the sponsoring company.
  • Trainees must be paid overtime pay in accordance with the employer’s HR policy (for training outside working hours)
  • Non-business entities not registered with ACRA, such as VWOs and societies, as well as sole proprietorships, are also eligible if they meet all the above criteria.

Government Skills Training Support Classifications

Understand the distinctions between various training fundings of the absentee payroll Singapore offers to assess how much money you can claim.

Course Fee Funding

This baseline course fee funding sponsors your employees for training courses. It pays up to 70% of the fees for courses that SSG-appointed Continuing Education and Training (CET) centers offer or up to 50% of the fees for certifiable courses approved by SSG.

Now, who can claim this classification of the absentee payroll? :

  • Singapore citizens, permanent residents, and LTVP+ holders
  • Sole proprietors who meet the general eligibility criteria
  • Non-profit organization unregistered with ACRA (like Voluntary Welfare Organizations (VWOs))

Enhanced Training Support for Small and Medium Enterprises (ETSS)

This enhanced subsidy offers you an additional 20% (to the baseline course fee subsidies), which amounts to up to 90% of the course fee.

Organizations that meet the following criteria are eligible to claim ETSS:

  • Small to medium enterprises (SME) containing a Singapore citizen or resident who owns no less than 30% of the local shareholding
  • Your workforce is up to 200 individuals, or your annual sales are up to 100 million Singapore dollars
  • Sole proprietors who meet the general eligibility criteria
  • Non-business entities not registered with ACRA

SkillsFuture Mid-Career Enhanced Subsidy (MCES)

If you’re unsure what to do about disengaged employees in their mid-careers, this subsidy allows you to hone their skills and address performance gaps.

With this classification of the absentee payroll, Singapore governmental organizations pay you 20% over the baseline course fee subsidies (that’s up to 90% of course fees!) To qualify, your company and employees in question must meet the following criteria:

  • Sole proprietors meet the general eligibility criteria for the baseline absentee payroll course funding
  • The employees in question are 40 years old or over

Absentee Payroll (AP) Funding

This grant is fixed, giving you $4.50SGD per hour of SSG-funded training, with an annual maximum of $100,000 per organization. You can claim AP funding if your organization/team is/are:

  • Sole proprietors who meet the general eligibility criteria for the baseline absentee payroll course funding (listed above)
  • Non-business entities not registered with ACRA
  • Not full-time national serviceman

Absentee Payroll Singapore Sign Up in 3 Steps

Signing up for AP funding can be achieved in 3 simple steps.

Step 1: Sign Up for Corporate Paynow [First-Time Applicants]

If you don’t already have one, click on your bank’s name to get Paynow, a secure funds transfer service. It’s key to receiving the absentee payroll Singapore grants.

If you can’t find your bank in the list, contact your bank’s customer service to inquire about setting up a Corporate Paynow account.

Step 2: Enable Corp Pass Access (First Time Applicants)

Follow the instructions below to enable Corp Pass access.

  • Go to
  • Click on ‘Select Entity’s E-Services’
  • Type ‘SSG’ in the search box
  • Check the box next to the service
  • Click ‘Next’
  • Tap ‘Submit’
  • Click ‘Assign Selected E-Services’
  • Check the box next to your name
  • Tap ‘Next’
  • Check the box next to the E-service
  • Tap ‘Next’
  • Select ‘EPJS Enterprise User’
  • Add the date of the day under ‘Authorization Expiry Date’
  • Click ‘Next’
  • Tap ‘Submit’

Step 3: Make an Absentee Payroll Singapore Declaration

It’s critical to ensure that all information on your AP declaration is accurate and without error, as you are unable to edit your application once it’s submitted. For any amendments post submission, contact SSG via the feedback portal at

  • Visit
  • Tap ‘Digital Services’ in the top right-hand corner
  • Select ‘CLICK HERE’ under ‘Absentee Payroll (AP) Funding’
  • Click on ‘login’ under ‘For Enterprises’
  • Add your information, which is your UEN/Entity ID, Corp Pass ID, and password
  • Check the ‘Remember Entity ID’ box
  • Select ‘Login’
  • Choose ‘AP Funding’
  • Update your corporate Paynow account
  • Make sure your Paynow UEN is updated. This way, your company can receive the subsidy.
  • Choose the course name under ‘Course Title’
  • To begin your AP declaration, choose the course name under ‘Course Title’
  • Enter the monthly salary of the employee; ensure that it’s the correct amount
  • Complete the declaration, and make sure the data is correct
  • Click ‘Submit’
  • Close the pop-up window by clicking ‘OK’

Streamline Your Payroll Services With Omni

payroll system Hong Kong

The absentee payroll Singapore subsidy makes investing in your employees more affordable and attainable than ever, helping you develop the skills of your employees and deepening engagement along the way.

Looking for additional resources to improve your HR practices and employee experience? Leveraging technology such as AI tools for HR can decrease administrative tasks, improve the accuracy and security of essential HR functions such as payroll and employee records management, and streamline your employee’s access to the benefits that keep them engaged.

payroll system Hong Kong

Omni’s automated payroll processing brings a new level of ease to the payroll process. With secure and centralized employee records, HR teams can swiftly access employment contracts and essential documents that support payroll practices. Our time and attendance features empower teams to automate data and produce accurate reports in minutes. And with payroll solutions that support SGD and Singapore pay schedules, Omni offers an entire suite of solutions to make your payroll system seamless.

Manage more than one company? Omni helps you establish a dedicated payroll admin for each company, who have the power to enroll employees, manage company settings and easily process your payroll.

With Omni, you not only get the convenience of automation but also the peace of mind that comes with a solution designed to meet the specific needs of your business. Ready to take advantage of the convenience, efficiency and reliability of automated payroll? Book a demo with our team today to learn more.

Understanding The Payroll System Hong Kong Runs On

Hong Kong, a bustling metropolis known for its skyscrapers, international business prowess, and vibrant culture, is a beacon of economic opportunity. In this dynamic city, managing payroll is more than just a routine task—it’s a delicate process that requires precision, compliance, and adaptability.

Understanding the intricacies of the payroll system Hong Kong runs on is paramount for HR professionals navigating the inner workings of this financial hub.

Here, we’ll look at how to decode the payroll system Hong Kong operates. From the unique aspects of commission payments, allowances, bonuses, and overtime to diving deep into the legal requirements that shape payroll practices, you’ll gain the insights you need to demystify this complex landscape.

Payroll Process and Key Steps

The payroll system Hong Kong operates on is known for its efficiency and compliance with rigorous employment regulations. To effectively administer payroll, HR professionals must navigate multiple payment styles, each with its own nuances.

With its simple, low-tax environment and competitive business ecosystem, Hong Kong is a global financial hub. Its payroll processes are characterized by their precision and adherence to legal requirements.

Commission Payments

Handling commission payments within the payroll system Hong Kong requires meticulous attention to detail. Here’s a step-by-step guide to the process:

1. Sales Agreement:

  • Agreement Terms: Ensure that each employee involved in commission-based roles has a clear sales agreement outlining the terms and conditions of commission.
  • Calculation Method: Define a transparent method for calculating commissions, typically as a percentage of sales revenue or profits.
  • Performance Metrics: Establish the performance metrics on which commission payouts are based.

2. Tracking and Reporting:

  • Sales Records: Maintain accurate records of individual sales, as these records will be crucial in calculating commissions.
  • Regular Reporting: Implement a system for regular reporting and review of sales performance.

3. Commission Calculation:

  • Calculate Earned Commissions: Using the predefined method, calculate the commissions earned by each employee.
  • Deductions and Taxes: Consider any deductions or taxes applicable to commission payments and ensure compliance with relevant tax regulations.
  • Processing: Process commission payments alongside regular payroll according to your company’s payment schedule.

Allowance Payments

Allowance payments play a vital role in compensating employees for various expenses. In Hong Kong, they are subject to specific rules:

1. Identify Eligibility:

  • Allowance Types: Identify the types of allowances offered, such as housing, transportation, or meal allowances.
  • Eligibility Criteria: Determine which employees are eligible for specific allowances based on their job roles and company policies.

2. Documentation:

  • Receipts and Records: Establish a system for employees to submit receipts or records for expenses related to their allowances.
  • Approval Process: Implement an approval process to verify the accuracy and legitimacy of expense claims.

3. Calculate Allowances:

  • Amount Calculation: Calculate allowances based on the eligible expenses and company policies.
  • Tax Considerations: Ensure compliance with tax regulations when providing allowances.

Bonus Payments

Bonus payments are a common practice in Hong Kong to increase engagement and incentivize and reward employee performance:

1. Bonus Policies:

  • Policy Formation: Establish bonus policies outlining the criteria, timing, and calculation methods for bonuses.
  • Performance Metrics: Define the performance metrics upon which bonus calculations will be based.

2. Performance Assessment:

  • Evaluate Performance: Conduct performance evaluations to determine bonus eligibility.
  • Fairness: Ensure that bonus allocation is based on objective performance assessments.

3. Calculation and Payment:

  • Calculate Bonuses: Calculate bonuses based on the predefined criteria and performance metrics.
  • Processing: Process bonus payments in accordance with the company’s payment schedule.

Overtime Payment

Overtime payment is essential in the payroll system Hong Kong operates to compensate employees for extended work hours:

1. Overtime Policy:

  • Establish a Policy: Create a clear overtime policy that outlines when overtime is applicable, such as extended work hours or weekend shifts.
  • Rate Determination: Define the rate at which overtime is compensated, typically as a multiple of the regular hourly wage.

2. Time Tracking:

  • Accurate Records: Ensure accurate tracking of employee work hours, including regular hours and overtime hours worked.
  • Employee Records: Maintain detailed records of employee overtime hours for reference and verification.

3. Overtime Authorization:

  • Approval Process: Implement an approval process for overtime hours, requiring employees to seek prior authorization for overtime work.
  • Supervision: Supervisors or managers should oversee and authorize overtime hours in line with the company’s policy.

4. Calculate Overtime:

  • Hourly Calculation: Calculate overtime pay based on the predefined rate and the number of overtime hours worked.
  • Double-Check: Double-check calculations to ensure accuracy.

5. Deductions and Compliance:

  • Deductions: Consider any statutory deductions or taxes applicable to overtime payments.
  • Compliance: Ensure compliance with labor laws regarding overtime pay rates and rest periods.

In Hong Kong, the administration of payroll is not just about ensuring employees are accurately compensated—it also involves strict adherence to a range of legal requirements. To successfully navigate the payroll system Hong Kong compliance landscape, you need to understand and meet the obligations under various ordinances and schemes.

Mandatory Provident Fund (MPF) Scheme

The Mandatory Provident Fund (MPF) Scheme is a cornerstone of Hong Kong’s retirement protection system. Employers and employees alike contribute to this fund, which serves as a safeguard for employees’ financial well-being during retirement. The contributions are calculated based on a percentage of an employee’s relevant income, and there are specific rules about contribution limits, contributions holidays, and investment options.

Inland Revenue Ordinance (IRO)

The Inland Revenue Ordinance (IRO) lays out Hong Kong’s taxation framework. Understanding the IRO is crucial, as it governs the calculation and reporting of salaries, wages, and other forms of remuneration. Employers are responsible for calculating and withholding income tax from employees’ salaries and remitting it to the Inland Revenue Department (IRD) on their behalf. The IRO outlines tax rates, deductions, allowances, and filing requirements.

Employment Compensation Ordinance (ECO)

The Employment Compensation Ordinance (ECO) is another critical piece of legislation that deals with issues related to employment contracts and employee compensation. It’s designed to provide a safety net for employees in the unfortunate event of workplace injuries or occupational diseases. It establishes the framework for compensating employees and their dependents for work-related injuries, disabilities, or even death.

Personal Data (Privacy) Ordinance (PDPO)

In an era of heightened data privacy concerns, the Personal Data (Privacy) Ordinance (PDPO) plays a pivotal role. Hong Kong employers are entrusted with sensitive employee data, and the PDPO mandates strict guidelines on its collection, use, and protection. Safeguarding employee privacy is not just a legal obligation but also a matter of trust and integrity.

Payroll System Hong Kong Logistics

Behind every smoothly running payroll system Hong Kong offers, there’s a tapestry of logistics that ensures employees are paid accurately and on time while complying with legal requirements. Understanding these logistical aspects is crucial for businesses operating a payroll system Hong Kong.

Payroll Schedule

The payroll schedule is the heartbeat of payroll logistics. It outlines when and how often employees are paid, the cut-off dates for salary calculations, and the disbursement process. Hong Kong follows diverse payroll schedules, including monthly, bi-monthly, and semi-monthly.

MPF Contributions

Mandatory Provident Fund (MPF) contributions are a vital part of an employee’s financial security. Both employers and employees contribute to MPF accounts, and adhering to the precise schedule for these contributions is essential to meet compliance requirements and support employee retirement planning.


Hong Kong operates on a territorial tax system, which means that only income earned within its borders is subject to taxation. However, even within this scope, various tax codes and categories exist, each with its own set of rules. Employees may fall under different tax categories based on their residency status, income sources, and other factors. It’s essential for payroll administrators to accurately classify employees according to these codes to ensure the correct withholding tax.

Employment Contracts

Clear and comprehensive employment contracts lay the foundation for the employer-employee relationship. They specify terms of employment, salary structures, benefits, and obligations. Ensuring that employment contracts are meticulously drafted and align with local labor laws is key to preventing disputes.

Employee Records

Accurate record-keeping is the backbone of payroll system Hong Kong logistics. Maintaining detailed employee records helps in managing payroll calculations, compliance reporting, and resolving employee disputes. It’s essential to keep these records secure and accessible.

Payroll Outsourcing

For many businesses, managing the intricate logistics of the payroll system Hong Kong runs on can be daunting. As a result, payroll outsourcing is a common practice. By outsourcing payroll, organizations can offload the administrative burden of payroll processing, which involves a multitude of tasks, from calculating salaries and allowances to handling deductions and compliance matters. This shift in responsibilities frees up valuable time and resources, allowing businesses to focus on their core operations.

Automation for Accurate and Compliant Payroll

payroll system Hong Kong

In a world where time is of the essence, and accuracy and compliance are non-negotiable, the role of automation in payroll management shines brighter than ever. The intricate payroll system Hong Kong runs on, with its unique features and logistical complexities, requires a well organized and secure system.

Omni’s suite of features makes the requirements for running a compliant and efficient payroll system in Hong Kong easy. With secure and centralized employee records, HR teams can swiftly access employment contracts and essential documents that support payroll practices. Our time and attendance features empower teams to automate data and produce accurate reports in minutes. And with payroll solutions that support Hong Kong currency and pay schedules, Omni offers an entire suite of solutions to make your payroll system Hong Kong seamless.

payroll system Hong Kong

Manage more than one company? Omni helps you establish a dedicated payroll admin for each company, who have the power to enroll employees, manage company settings and easily process your payroll.

With Omni, you not only get the convenience of automation but also the peace of mind that comes with a solution designed to meet the specific needs of your business in Hong Kong. Ready to take advantage of the convenience, efficiency and reliability of automated payroll? Book time to chat with us today!

What is Performance Based Pay? Pros and Cons Explained

In the (not always straightforward) quest for organizational success, businesses are constantly seeking innovative approaches to maximize employee performance and drive desirable business outcomes. One of these strategies that has gained traction over the years is performance based pay, a compensation model that ties an employee’s earnings to their individual or team performance.

Performance based pay has gained prominence as companies recognize its potential to drive exceptional results. In fact, over 70% of organizations have implemented some form of performance based pay system. This reflects the growing acknowledgment of the positive impact that aligning compensation with performance can have on overall business success.

That said, there are some drawbacks to systems that rely too heavily on performance based pay — such as a stark downturn in employee engagement and camaraderie.

But by incentivizing high performance and rewarding exceptional results, performance based pay has the potential to reshape the way your organization motivates and engages your workforce, if done properly. We’re going to delve into the concept of performance based pay, and take a look at its benefits and drawbacks.

Benefits and Drawbacks of Performance Based Pay

Performance based pay, with its emphasis on linking compensation to individual or team performance, is a topic of great interest and debate among organizations looking to gain a competitive advantage. On the one hand, it offers several potential benefits, such as motivating employees, fostering a culture of high performance, and driving desired outcomes.

On the other hand, performance based pay comes with its own set of drawbacks, including potential demotivation, increased stress and employee burnout, and the risk of focusing solely on short-term results. Striking the right balance between these benefits and drawbacks is crucial.

If your organization is looking to implement a performance based pay model, it must navigate this push and pull between the benefits and drawbacks of performance based pay to create a system that motivates employees while considering their overall well-being and the long-term success of the organization.

By understanding and addressing the potential pitfalls, your organization can mitigate the drawbacks and leverage the benefits of performance based pay to create a rewarding and engaging work environment.

Pros of performance based pay

performance based pay

Performance based pay offers a number of advantages for both employees and organizations. For instance, it serves as a powerful motivator for employees to strive for higher levels of performance.

Establish a meritocracy

By tying compensation directly to individual or team achievements, performance based pay creates a clear incentive structure that encourages employees to push their boundaries and exceed expectations. This can establish a culture of meritocracy, where rewards are based on measurable contributions rather than tenure alone.

In fact, a survey conducted by the Society for Human Resource Management (SHRM) found that 82% of organizations reported an improvement in employee performance after implementing performance based pay programs. This underscores the widespread recognition of the benefits associated with this compensation approach.

Attract top talent

Performance based pay can be a significant factor in attracting and retaining top talent. Exceptional individuals are more likely to be drawn to organizations that recognize and reward their efforts in a meaningful way. By offering a compensation structure that reflects performance, organizations can stand out in a competitive job market and build a reputation for valuing and investing in their employees.

Target your budget

Also, performance based pay allows organizations to strategically allocate their compensation budget. By rewarding employees based on their contribution to the company’s success, organizations can ensure that financial resources are directed towards those who make the most significant impact. This promotes a culture of accountability and productivity, as employees understand that their compensation is directly tied to their performance outcomes.

Cons of performance based pay

performance based pay

While performance based pay can offer advantages, it’s crucial to acknowledge and address potential drawbacks associated with this compensation model. One notable challenge is the potential for creating a highly competitive and individualistic work environment.


In some cases, the emphasis on individual performance and rewards can lead to a culture of competition, where collaboration and teamwork suffers. This hinders the spirit of cooperation, shared goals, and collective problem-solving necessary for sustained organizational success.

Short-term focus

Also, performance based pay systems can inadvertently promote a short-term focus on immediate results rather than long-term organizational objectives. Employees might prioritize activities that generate quick wins or easily quantifiable outcomes, neglecting important but less tangible aspects such as creativity, innovation, and long-term growth. This narrow focus on measurable targets may limit employees’ willingness to take risks, explore new ideas, or invest in skills development that could yield substantial benefits in the long run.

Complex performance management

Implementing performance based pay also requires a robust and reliable performance evaluation system. Accurately measuring and assessing individual or team performance is undoubtedly complex, particularly in roles that involve multiple dimensions or subjective criteria. Biases, subjectivity, and incomplete data can undermine the fairness and effectiveness of the system, leading to discontentment, demotivation, and—in the most extreme cases—legal challenges.

It’s important to strike a balance between incentivizing individual performance and creating a collaborative culture that promotes shared goals and organizational success. Your organization must carefully design performance metrics and criteria that align with their strategic objectives and values, while also accounting for the potential consequences that tend to arise from a singular focus on performance based pay.

Managing Pay for Performance Models

Organizations face a unique set of challenges and considerations when it comes to implementing and managing pay for performance models. Effectively navigating this landscape requires a strategic approach that takes into account many different factors, like goal setting, performance measurement, feedback mechanisms, and continuous improvement. Here’s how you can effectively manage pay for performance models, and unlock the full potential of your workforce to drive exceptional results.

Define clear performance metrics

Establishing clear, measurable, and objective performance metrics, such as SMART goals, is an essential first step. These metrics should align with your organization’s strategic goals and provide a framework for evaluating employee performance consistently.

It’s important to involve relevant stakeholders, including employees, managers, and human resources in the process of defining performance metrics to ensure transparency and buy-in.

Regular performance evaluations and feedback

Regular performance evaluations and 360 degree feedback are also important for providing employees with constructive feedback and recognizing their achievements.

Your organization should conduct fair and comprehensive performance reviews, highlighting areas of strength and areas for improvement. Effective feedback mechanisms not only contribute to employee growth but also foster a culture of continuous learning and improvement.

Collaboration and team-based incentives

While individual performance is a crucial component of performance based pay, your organization should also consider incorporating team-based incentives. Encouraging collaboration, knowledge sharing, and teamwork can lead to enhanced overall performance.

By introducing team-based goals and rewards, you can incentivize employees to work together towards collective success, developing the camaraderie essential to employee engagement. This approach promotes cooperation and creates a supportive work environment where employees can collaborate and leverage each other’s strengths to achieve shared objectives.

Transparent communication

Open and transparent communication is vital when implementing a performance based pay system. Clearly communicate the expectations, criteria, and guidelines for performance based pay to employees. This will help ensure that your employees understand how their performance will be evaluated and how it relates to their compensation. Transparency helps build trust, minimizes confusion, and ensures a fair process.

Training and development

To support employees in meeting performance expectations, organizations should provide adequate training and development opportunities. Investing in employees’ professional growth equips them with the skills and knowledge necessary to excel in their roles. By offering development programs and resources, organizations empower employees to perform at their best and maximize their earning potential.

Also, creating a culture of continuous learning and development will enable self-directed growth for your team. Providing your employees with access to resources and tools that facilitate their ongoing learning will allow them to pursue their own growth goals at their own pace. This approach not only aligns with the principles of performance based pay but also promotes a positive and engaging work environment.

Continuous evaluation and improvement

To ensure the effectiveness of pay for performance models, organizations should regularly review and refine their performance metrics. As business dynamics evolve, goals and priorities may shift, requiring adjustments to performance criteria.

By periodically evaluating the relevance and alignment of performance metrics with organizational objectives, companies can ensure that their pay for performance models remain effective and in line with the changing needs of the business. This ongoing review process allows you to make data-driven decisions, identify areas for improvement, and continuously optimize your performance management system.

Seamlessly Measure Performance with Omni

performance based pay

Performance based pay represents one compelling strategy your organization can consider if it wants to drive employee motivation, reward exceptional performance, and achieve business objectives. However, implementing and managing a pay for performance model requires careful planning, strategic alignment, and ongoing evaluation. With Omni, you’ll have everything you need to manage performance based pay at your fingertips.

Omni offers comprehensive performance management features, advanced analytics, and intuitive tools that allow you to seamlessly implement and manage pay for performance models. From defining performance metrics to conducting evaluations and providing real-time feedback, Omni empowers organizations to align compensation with individual and team performance effectively. With Omni, organizations can foster a culture of high performance, attract top talent, and drive sustained growth and success.

Unlock the potential of performance based pay with Omni and take your organization’s compensation strategy to new heights. Ready to get started? Chat with our team today!

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