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EOR Clarity Checklist

Should you consider an Employer of Record (EOR) solution? Use this to decide.

1. When to Consider EOR

You’ve hit your S-Pass quota and can’t hire the talent you need. EP approvals are getting rejected or delayed. You want to hire regional or remote talent without opening an entity. You need to scale fast, without HR and legal overhead. You’re spending more time on compliance than growth.

2. Cost Comparison: Work Pass (EP - S-Pass) vs EOR

Have you calculated the total cost of hiring (levies, insurance, admin)? Have you factored in the time and cost of pass processing delays or rejections? Do you know the EOR monthly cost vs traditional hiring? Is the EOR model cheaper for your current hiring needs?

Tip: EOR is often 20–40% cheaper when you include hidden costs of full-time hires.

3. Compliance & Risk

Are you aware of the penalties for non-compliance or illegal hiring? Does your EOR provider guarantee compliance with local labour laws? Do they provide proper contracts, CPF/Tax filings, and insurance? Can you access and audit employment records if needed?

4. EOR Provider Fit

Are they responsive and transparent in communication? Do they allow you to manage the employee directly? Are there hidden onboarding or exit fees? Do they offer flexibility for scaling up/down easily? Can they customise based on your industry or team needs?

5. Red Flags to Watch Out For

Overly cheap pricing that sounds too good to be true. No clarity on who’s the legal employer. Lack of local presence or support. Delays in salary payments to your team. One-size-fits-all contracts with no flexibility.

💡 Final Thought:
If you ticked more than 5 items in this list — it's worth seriously exploring EOR as your next strategic move.
More info or Talk to our team

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