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Summary. An Employer of Record (EOR) lets a company hire employees in Singapore, Malaysia, or the Philippines without setting up a local entity, with the EOR acting as the legal employer for payroll, tax, and compliance. The best EOR providers for these three markets combine deep statutory knowledge of CPF, EPF/SOCSO/EIS, and SSS/PhilHealth/Pag-IBIG with transparent, predictable pricing. This guide compares eight EOR providers, Omni HR included, on compliance coverage, cost, and platform fit, then breaks down which provider suits which company profile.
Why Choosing The Right EOR Matters in Singapore, Malaysia, and the Philippines
Each of these three markets runs on a different statutory system. Singapore requires CPF contributions and MOM-compliant work pass sponsorship. Malaysia requires EPF, SOCSO, EIS, and PCB tax withholding administered across separate regulators. The Philippines requires SSS, PhilHealth, and Pag-IBIG contributions, plus BIR tax filing, with minimum wage that varies by region rather than a single national floor.
An EOR that gets any one of these wrong exposes your company to fines, back-payments, or disputes in a jurisdiction where you have no legal entity of your own to manage the fallout. The provider you choose is a compliance decision as much as a hiring one, which is why this comparison weighs statutory depth and pricing transparency ahead of platform polish.
This guide evaluates EOR providers specifically on their Singapore, Malaysia, and Philippines coverage, not their global footprint. A provider with strong entities in Europe and weak documentation on SSS filing in the Philippines does not qualify as a strong regional pick, regardless of its overall market position.
How We Evaluated the Best EOR for Singapore, Malaysia and Philippines
Note: Omni HR is included in this list. We built this comparison and hold ourselves to the same criteria as every other provider on it.
Quick Comparison: EOR Providers for Singapore, Malaysia, and the Philippines
*G2 ratings as of September 2026. Confirm directly with each vendor as ratings change from time to time.
1. Omni HR
Omni HR serves as the legal employer for your hires, managing onboarding, payroll, compliance, and benefits to support your international expansion, without the time, complexities, and money it takes to set up foreign entities. Omni makes it easy to support employees across multiple countries, time zones, and currencies, whether you're evaluating EOR on its own or already run Omni HR payroll or HRIS elsewhere in the region.
Key features:
- Legal employer coverage in Singapore, Malaysia, and the Philippines with in-region compliance teams
- Statutory contributions (CPF, EPF/SOCSO/EIS, SSS/PhilHealth/Pag-IBIG) processed inside the same payroll engine used for direct employees
- Unified employee records across EOR and directly employed staff, avoiding a second system of record
- Document management for work pass, visa, and onboarding paperwork with automated deadline reminders
"Omni's holistic system has allowed us to be more action driven rather than process driven. It's 100% worth the investment, I'm quite confident we can grow across Southeast Asia with Omni."
— Jack Ang, Head of People at Lucence
Pricing: From $249 per employee per month
Honest limitation: Omni HR's EOR coverage is strongest where the company already needs an APAC HRIS. If a company only needs EOR in one market with no broader HR platform requirement, a single-purpose EOR specialist may set up faster.
G2 rating: 4.7/5
Find the pricing plan that works for you
2. Deel
Deel runs the largest entity network among global EOR providers and is often the fastest to activate hires in new markets, including Singapore, Malaysia, and the Philippines.
Key features:
- Owned entities across all three markets with same-week onboarding in most cases
- Deel Immigration for work pass and visa support
- Contractor and EOR management in a single platform
Pricing: From $599 per employee per month
Honest limitation: Deel's pricing sits at the higher end for straightforward SG, MY, and PH hires, and its support model relies more on ticketing than a dedicated account manager for smaller headcounts.
G2 rating: 4.8/5
3. Multiplier
Multiplier was built with a Southeast Asia and Singapore-founded base, and it shows in the depth of its APAC statutory coverage.
Key features:
- Owned entities in Singapore, Malaysia, and the Philippines
- Built-in benefits administration localized to each market
- Employee self-service app for payslips and leave requests
Pricing: From $459 per month.
Honest limitation: Multiplier's platform outside APAC is less mature than its regional coverage, so companies planning to expand EOR use beyond Asia may outgrow it.
G2 rating: 4.7/5
4. Remote
Remote positions itself on owning its entities outright rather than subcontracting through local partners, which it argues reduces compliance risk.
Key features:
- Fully owned entities in Singapore, Malaysia, and the Philippines
- Transparent, published pricing with no setup fees
- Employee stock option support across jurisdictions
Pricing: From $599 per month.
Honest limitation: Remote's onboarding timelines in the Philippines have been reported as slower than competitors during peak documentation periods (SSS, PhilHealth, and Pag-IBIG registration).
G2 rating: 4.5/5
5. RemotePeople (formerly Horizons)
Horizons rebranded to RemotePeople in 2026. It remains focused specifically on Asia-Pacific expansion, with a support model built around dedicated in-market account managers rather than a shared support queue.
Key features:
- Owned entities in Singapore, Malaysia, and the Philippines
- Dedicated account manager per client, not ticket-routed support
- Local employment contract drafting in-region
Pricing: From $199 per user per month.
Honest limitation: RemotePeople's global footprint is smaller than Deel's or G-P's, which matters if a company expects to expand EOR use well beyond Asia later. Its G2 review volume (430) is also smaller than the larger global players, so the sample is thinner.
G2 rating: 4.7/5
6. G-P (formerly Globalization Partners)
G-P is one of the longest-established EOR providers, with an audited compliance track record that appeals to enterprise legal and finance teams.
Key features:
- Owned entities in Singapore, Malaysia, and the Philippines
- G-P Gia, an AI compliance assistant for employment law questions by market
- SOC 2 Type II audited infrastructure
Pricing: Custom quote.
Honest limitation: G-P's pricing and contract terms are generally built for larger headcounts, making it a less cost-efficient fit for a company hiring one or two employees per market.
G2 rating: 4.4/5
7. PEBL (formerly Velocity Global)
Velocity Global rebranded to PEBL in 2026. It still covers both EOR and contractor management, which suits companies with a mixed workforce model across APAC.
Key features:
- Owned entities in Singapore and Malaysia
- Partner-model coverage in the Philippines rather than a wholly owned entity
- Combined EOR and Agent of Record (AOR) for contractors on one platform
Pricing: Custom quote.
Honest limitation: The Philippines is served through a local partner rather than a PEBL-owned entity, which adds a layer between the client and the compliance work compared to providers with owned entities in all three markets.
G2 rating: 4.6/5
8. Papaya Global
Papaya Global leans into global payroll analytics, giving finance teams visibility into EOR costs alongside broader payroll spend.
Key features:
- Owned entities in Singapore and the Philippines
- Partner-model coverage in Malaysia
- Payroll analytics dashboard across all EOR and payroll markets
Pricing: From $499 per employee per month.
Honest limitation: Malaysia is handled through a partner network rather than a Papaya-owned entity, and its G2 review base is the smallest of the eight providers here, so treat the rating as a thinner sample than Deel's or Remote's.
G2 rating: 4.5/5
Choosing the Best EOR for Your Needs
Although speed, cost, entity ownership, and platform fit are all important when it comes to picking an EOR for Singapore, Malaysia, and the Philippines, the provider that wins on one of these isn't automatically the right one for you.
For most companies hiring their first few employees in Singapore, Malaysia, or the Philippines, the real risk isn't picking the "wrong" EOR from this comparison. It's picking one that gets your statutory contributions wrong three months down the road, after the hire is already live.
That's the gap worth testing before you commit. Ask any shortlisted provider to walk you through what happens when a deadline gets missed or when errors occur, not just how fast they can onboard. Book a demo with our team today to learn more about how Omni HR can help you hire your first few employees in Singapore, Malaysia, or the Philippines.
Frequently Asked Questions
An Employer of Record is a third-party organization that becomes the legal employer of a worker on behalf of a client company, handling payroll, statutory contributions, tax filing, and employment contracts, while the client retains day-to-day management of the employee's work.
Most providers in this comparison, including Omni HR, target 3–10 business days for compliant onboarding in core APAC markets, depending on the country and documentation required. Confirm current timelines directly with your shortlisted provider, as this varies.
We can typically set up EOR services and onboard your first employee within 5-7 business days.
An EOR becomes the sole legal employer in countries where you have no entity. A PEO co-employs alongside your own registered entity and generally requires you to already have a legal presence in that country. For APAC-specific context on which model applies by market, see our PEO vs EOR guide for Southeast Asia.==
An owned-entity provider directly holds the legal employer registration in each country, giving you a direct relationship and clearer compliance accountability. A partner-network provider contracts with local third parties to employ your staff — this can mean broader country coverage, but service quality and compliance consistency may vary by market. For a deeper look at EOR compliance standards to evaluate before choosing, see our dedicated guide.
Most EOR providers include employment contracts, payroll processing, statutory contribution management, tax filing, and benefits administration. Some charge separately for add-ons like visa support, contractor management, or premium HR features. Always confirm what's included at the rate quoted — pricing in this market varies significantly by country and headcount.
Yes. Omni HR offers Employer of Record services across Asia, allowing companies to hire employees in countries where they do not have a legal entity. Omni HR also offers contractor payment management across the region. BrioHR offers limited EOR and contractor payment services.
Yes. Omni HR offers Employer of Record services across Asia, allowing companies to hire employees in countries where they do not have a legal entity. Omni HR also offers contractor payment management across the region. BrioHR offers limited EOR and contractor payment services.
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