Cloud HRIS and payroll software built for CPF, IRAS Auto-Inclusion and Skills Development Levy — so Singapore finance and HR close month-end without spreadsheet gymnastics.
Looking for an HR payroll system in Singapore? Asia Payroll Hub’s cloud platform combines core HR, time and leave, employee self-service and a Singapore-ready payroll engine. It is configured around CPF Ordinary and Additional Wages, IRAS employer reporting (including Auto-Inclusion workflows), Skills Development Levy (SDL) and Employment Act–aligned pay elements — not a US or EU HRIS with Singapore bolted on as an afterthought.
Teams in CBD, Jurong, one-north and island-wide offices use it to keep employee data, approvals and gross-to-net in one system, then report cleanly to regional HQ. Rates and statutory mappings last reviewed: August 2026 (confirm current CPF ceilings and IRAS requirements at go-live).
Employee master, contracts, org chart, documents and Singapore NRIC/FIN fields where relevant.
Attendance, OT inputs and leave balances that feed Singapore payroll and AWS/bonus cycles.
Gross-to-net with CPF OW/AW mapping, SDL, claims and bank file generation.
Payslips, leave requests, claims and profile updates for employees and managers.
CPF submission support, IRAS AIS data prep and month-end variance checks.
Role-based access, change history and pay-run locks for finance review.
For the full module catalogue across Asia, see the HR SaaS platform overview.
Buyers searching for a payroll system Singapore usually need more than generic “Asia payroll.” These are the local controls we configure up front:
| Area | How the system helps |
|---|---|
| CPF — Ordinary Wages (OW) | Map basic salary and recurring allowances correctly; apply age-band rates and wage ceilings. |
| CPF — Additional Wages (AW) | Bonus, AWS and variable pay tracked as AW with annual ceiling logic in the pay run. |
| CPF due dates | Calendars and checklists aligned to typical due-by-14th workflows — see our Singapore payroll calendar. |
| IRAS / Auto-Inclusion | Structure employment income data for employer filings and AIS instead of rebuilding from spreadsheets. |
| Skills Development Levy (SDL) | Calculate and report SDL alongside CPF where applicable for your headcount. |
| Employment Act pay elements | OT, leave pay and allowances configured as discrete elements with clear payslip lines. |
| Bank disbursement | Generate payment files after finance approval so payday and CPF submission stay in sync. |
Statutory rates and schemes change. Treat this page as product guidance; validate current CPF Board and IRAS rules during implementation.
| Model | Best when | You still need |
|---|---|---|
| HR payroll software | You have a Singapore entity and want digital control in-house | Internal capacity to run and approve payroll |
| Payroll outsourcing | You want specialists to own month-end CPF/IRAS ops | A Singapore employing entity |
| EOR Singapore | You need to hire before (or instead of) incorporating | Clear role ownership; we employ on your behalf |
Many clients start on software, then add outsourcing for peak periods — or the reverse. Compare models in EOR vs payroll outsourcing, how to choose payroll software and EOR vs entity in Singapore.
A multi-entity Asia HQ used Asia Payroll Hub to centralise Singapore CPF/IRAS payroll with subsidiaries in Malaysia and Indonesia — one calendar, one approval workflow, fewer spreadsheet handoffs between local finance teams and regional controllers. If you are expanding from Singapore into the region, pair this system with multi-country payroll Asia.
Cloud HRIS that combines employee records, leave and attendance with gross-to-net payroll configured for CPF (OW/AW), IRAS employer reporting such as Auto-Inclusion, SDL and Employment Act–aligned pay elements.
Yes. Pay elements map to OW and AW so contributions, ceilings and age-band rates calculate before payslips and bank files are issued.
Yes. Employment income data is structured for AIS and related employer filings so year-end is not rebuilt from scratch.
Choose software if you have capacity to run payroll in-house on your entity. Choose Singapore payroll services if you want ops offloaded. Choose EOR if you have no entity yet.
Typically a few weeks for configuration, data migration, calendars and a test or parallel payroll before cutover.
Yes. Keep Singapore statutory logic local while connecting other markets via our platform and multi-country payroll services.