As a payroll services provider, we assist companies to take the headache out of the administration and regulatory compliance for their payroll needs. It helps free up personnel and other resources that can be redirected elsewhere to grow the business.
Keeping track of the various aspect of the HR functions of the company goes beyond the hiring and training of staff members. Compliance matters such as statutory filings and employer obligations, particularly for payroll, under the Employment Act can take up precious resources that could otherwise be deployed more productively.
When you outsource your HR and payroll services to us, we will provide you with services administered by experienced professionals who are tuned to the most updated information on the various statutory requirements pertaining to staff payroll.
Failure to comply with statutory filings and passing payment deadlines can result in heavy penalties for companies.
Our internal processes and systems for HR and Payroll services comply with the requirements for data security under the Personal Data Protection Act 2012 (PDPA). This allows you to streamline your processes and simplify your administration while reducing the cost of maintenance for your own software and securing confidential data.
Our HR and Payroll services have 2 main functions:
Contact us today to find out how we can assist you with our HR and payroll services.
The Skills Development Levy (SDL) contribution is used to support workforce upgrading programmes, as well as provides training grants to employers. It is payable by employers for all employees up to the first $4,500 of gross monthly remuneration at the rate of 0.25% or $2, whichever is higher.
Skills Development Levy (SDL) contribution is calculated up to the first $4,500 of gross monthly remuneration at the rate of 0.25% or $2, whichever is higher.
The due date for CPF contributions is on the last day of the calendar month. Enforcement action may be taken against employers who fail to pay by the 14th of the following month (or the next working day if the 14th falls on a Saturday, Sunday or Public Holiday). This includes imposing late payment interest charged at 1.5% per month commencing from the first day after the due date.
Employers are required to file the Form IR21 at least one month before the employee’s employment cessation date, and report his employment income up to his last day of employment. Where there are adjustments to be made to the income after filing an Original Form IR21, you can file an Amended or Additional Form IR21.
Companies must give completed Forms IR8A to employees, showing remuneration and benefits-in-kind for the previous calendar year, by 1 March.