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Summary. Running payroll in Singapore means staying on top of CPF contributions, SDL levies, IRAS AIS filings, and MOM payslip requirements — all while keeping employees paid accurately and on time. According to an EY study, each payroll error costs businesses an average of $291, either directly or indirectly. The right payroll software in Singapore eliminates those errors by automating calculations, keeping up with regulatory changes, and giving HR teams time back for work that actually matters. This guide compares the top five options for 2026 and what to look for when evaluating them.
Payroll software is a platform that automates salary calculations, statutory deductions, and compliance reporting. In Singapore, that means one system handling CPF contributions, Skills Development Levy (SDL), IRAS Auto-Inclusion Scheme (AIS) submissions, IR8A form generation, and MOM-compliant payslip issuance — reliably, every pay cycle.
Running payroll in Singapore manually creates real risk. Contribution rates shift. PR employees move through graduated CPF phases. Ordinary Wage and Additional Wage ceilings need to be tracked simultaneously. An EY study found that each payroll mistake costs businesses an average of $291 — and for most teams, that's not the error itself but the hours spent finding and correcting it afterward.
Modern payroll software removes that overhead. For growing businesses managing payroll in Singapore across multiple entities, or planning to expand regionally, the right platform makes the difference between a compliance function that runs on autopilot and one that requires constant manual intervention.
Singapore Payroll: What the Software Needs to Handle
Before evaluating platforms, it helps to understand what Singapore-specific compliance actually requires. Payroll software that doesn't handle all of these accurately isn't a serious option for a Singapore employer.
CPF contributions
The Central Provident Fund is Singapore's mandatory retirement savings scheme. Employers must calculate and contribute CPF for every eligible employee each month — at rates that vary by age bracket (five bands from 55 and below to 70 and above), citizenship status (citizen vs Permanent Resident), and whether the employee is in their first or second year of PR status (the graduated contribution schedule).
The Ordinary Wage (OW) ceiling is S$7,400 per month (rising to S$8,000 from 1 January 2026), meaning CPF contributions are only calculated on wages up to that amount. Additional Wages (bonuses, commissions) are subject to a separate annual AW ceiling of S$102,000 cumulative with OW. Getting these ceilings wrong — or missing an employee's birthday-triggered rate change — is one of the most common sources of CPF errors.
For a detailed breakdown of how CPF contribution mechanics work — including OW/AW ceiling management, PR graduated rates, and age-bracket adjustments — see our Singapore payroll providers and CPF management guide.
Skills Development Levy (SDL)
All Singapore employers must contribute a Skills Development Levy (SDL) for every employee earning S$800 or less per month — currently 0.25% of monthly wages, capped at S$11.25. SDL funds Singapore's workforce training programmes through the SkillsFuture Singapore agency. It's a small levy but easy to miss for businesses new to Singapore payroll.
IRAS AIS submissions
The Inland Revenue Authority of Singapore (IRAS) requires employers on the Auto-Inclusion Scheme (AIS) to submit IR8A forms (and relevant appendices) for all employees by 1 March each year. IRAS AIS participation is mandatory for employers with six or more employees. Payroll software should generate IR8A forms automatically and support direct e-filing submission to IRAS.
MOM payslip requirements
Under the Singapore Employment Act, employers must issue itemized payslips to employees within three working days of each salary payment. Payslips must show specific line items — basic salary, allowances, deductions, CPF contributions, and net pay. Manual payslip generation is a compliance risk; automated generation from payroll data is the standard.
What to Look For in Payroll Software Singapore
With the compliance baseline established, here's what separates good payroll software from average.
Automated CPF compliance with real-time updates
The most important feature isn't just that the software calculates CPF — it's that it updates automatically when rates change, without your team needing to intervene. CPF contribution rates, OW ceilings, and PR contribution schedules change periodically. A platform that requires manual rate updates is one regulatory circular away from a compliance gap. Look for platforms that apply rate changes automatically and can handle age-bracket transitions, PR status phases, and OW/AW ceiling tracking without manual configuration.
Omni HR handles CPF automatically — applying country-specific statutory calculations, auto-detecting age-bracket changes, managing PR employee profiles with correct graduated contribution handling, and syncing all calculations with centralized attendance and wage records. When rates change, the platform updates. Your team doesn't have to.
IRAS AIS and IR8A generation
Ask any vendor directly: does your platform generate IR8A forms and support direct IRAS AIS e-filing? This should be a standard feature, not an add-on. Platforms without it require manual form assembly at year-end — an unnecessary compliance burden.
SDL and other statutory payment integration
SDL, IRAS submissions, and CPF should all run through the same payroll workflow — not separately. Disconnected statutory payment management leads to duplicate data entry, submission errors, and reconciliation headaches at month-end.
MOM-compliant payslip generation
Automated payslip generation with all MOM-required line items should be non-negotiable. Verify that payslips can be issued digitally and are accessible via employee self-service.
Employee self-service portal
Employees managing their own payslip downloads, leave requests, and personal detail updates reduces the volume of routine HR queries significantly. The best platforms offer this via both a web portal and mobile app.
Integration with accounting and HR tools
Payroll data that doesn't flow into your accounting software creates reconciliation work. Look for native integrations with Xero, QuickBooks, and your existing HR or time-tracking tools. Omni integrates natively with Xero, Slack, Google Calendar, Microsoft Teams, and more — with payroll data syncing automatically rather than requiring manual exports.
Reporting for compliance and strategic planning
Beyond compliance, good payroll reporting gives HR and finance leaders visibility into payroll costs, salary trends, headcount changes, and audit readiness. Real-time dashboards are significantly more useful than static exports.
Data security and PDPA compliance
Payroll data contains some of the most sensitive employee information your business holds. The platform should comply with Singapore's Personal Data Protection Act (PDPA), hold ISO 27001 certification, and apply end-to-end encryption for data in transit and at rest.
Best Payroll Software Singapore: Top 5 Options for 2026
1. Omni HR
Omni is an all-in-one HR and multi-country payroll platform built for fast-growing companies across Asia. For Singapore businesses, it combines deep statutory compliance with a complete HRIS — meaning payroll, CPF, IRAS, SDL, leave management, performance reviews, recruitment, and analytics all run in one system.
What it handles well:
- Automated CPF calculations with real-time rate updates — age-bracket transitions, PR graduated contributions, OW/AW ceiling management all handled automatically
- SDL calculations and integration alongside CPF in each payroll run
- IR8A form auto-generation and IRAS AIS e-filing support
- MOM-compliant itemized payslip generation with employee self-service access
- Enterprise-level HR data security that's PDPA compliant, ISO 27001 certified, and bank-grade encryption
- Multi-country payroll across APAC — Singapore, Malaysia, Philippines, Hong Kong, Indonesia & more— for teams managing regional operations in a single platform
- Full HRIS suite: leave management, performance reviews, recruitment and ATS, expense management, attendance tracking
- Real-time reporting and analytics on payroll costs, headcount, and statutory contributions
- Native integrations with Xero, Slack, Google Calendar, and Microsoft Teams
- Dedicated local support team operating in your timezone
On CPF specifically: Omni's localized payroll engine was built to handle Singapore's CPF complexity — not bolted on as an afterthought. PR contribution phases, birthday-triggered rate changes, and OW/AW ceiling tracking are all automated. See how it works in detail in our Singapore payroll providers and CPF management guide.
"Payroll calculations that used to take three to five working days can now be done in half the time with Omni."— Tengku Mohaizad, Group Head of HR Asia, Inspire Brands Asia
"By having systems like Omni in place, our employees can be more resourceful and know exactly where to find the information they need."— Roxanne McGovern, Chief Culture Officer, NightOwl Consulting
Best for: Mid-sized and growing companies in Singapore that need reliable statutory compliance — especially CPF — want to consolidate HR tools in one platform, and are planning or already managing regional operations.
Pricing: Starts at $3 per employee per month. Explore plans →
2. Payboy
Payboy is a locally built payroll and HR platform designed specifically for Singapore SMEs. It automates the core statutory workflow — CPF, SDL, IRAS — and is particularly well-regarded among F&B, retail, and hospitality businesses where shift scheduling and roster management are as important as payroll accuracy.
Key features:
- Automated CPF and SDL calculations with MOM-compliant payslip generation
- IRAS AIS e-filing for IR8A and Appendix 8A
- Built-in shift planning, roster management, and time attendance integration
- Employee self-service portal for leave, payslips, and claims
- Integrations with Xero, QuickBooks, and Financio
Best for: Singapore SMEs — particularly in F&B, retail, or hospitality — that need reliable local compliance and strong scheduling functionality.
Pricing: Pay-per-use monthly subscription. Visit the Payboy website for current plan details.
3. Info-Tech
Info-Tech has nearly three decades in Singapore's HR software market and is trusted by over 30,000 customers locally. It covers the full statutory compliance stack and is one of the few platforms with direct MOM OED data transfer capability.
Key features:
- CPF online submission and IRAS e-filing for IR8A, IR8S, IR21, and Appendix 8A/8B
- Direct data transfer to MOM's Occupational Employment Dataset (OED)
- Employee self-service via web portal and dedicated mobile app
- Strong reporting and audit trail functionality
- PSG grant eligible — relevant for Singapore SMEs looking to offset software costs
Best for: Businesses of all sizes seeking a proven, locally compliant platform with a long track record in Singapore's regulatory environment.
Pricing: Visit the Info-Tech website for current pricing. PSG grant may cover up to 50% of qualifying costs.
4. JustLogin
JustLogin is a Singapore-based HR and payroll suite with a modular structure — you pay for the modules you need rather than a bundled platform. It's a practical option for SMEs and multi-entity organisations that want cost control alongside compliance.
Key features:
- Automated CPF and SDL contributions with MOM-compliant payslip generation
- IRAS AIS e-submissions for IR8A and relevant appendices
- APEX one-click payroll processing
- Singpass login integration for employee authentication
- Scalable modular pricing — add or remove modules as your needs change
Best for: SMEs and multi-entity organisations that want a cost-effective, scalable Singapore payroll tool with solid compliance coverage.
Pricing: Modular — pay per feature. Visit the JustLogin website for current plan details.
5. ADP
ADP is a globally recognised payroll provider with a strong Singapore presence via the ADP Vista platform. It's a different category from the other options on this list — it's best suited to larger organisations or those managing complex multi-country payroll who need the weight of a global provider behind them.
Key features:
- Cloud-based payroll processing supported by experienced local payroll professionals
- Direct IRAS integration for tax submissions
- Robust reporting and analytics for finance and HR leaders
- Secure employee and HR self-service portal
- Strong compliance capability for multi-country operations across Asia-Pacific
Best for: Mid-sized to large organisations or those managing multi-country payroll who prioritise a globally backed provider with local Singapore expertise.
Pricing: Enterprise pricing — contact ADP directly for a quote.
How to Choose the Right Payroll Software in Singapore
The right choice comes down to three questions, asked in the right order.
First: does it handle Singapore compliance properly? CPF, SDL, IRAS AIS, and MOM payslip requirements aren't optional — they're the floor. Any platform you seriously evaluate should automate all four accurately and update when rates or regulations change. For teams with PR employees, verify specifically that the platform handles graduated CPF contribution phases automatically rather than requiring manual updates.
Then: how much HR do you actually need? If you genuinely just need payroll done right with solid compliance, Payboy, Info-Tech, or JustLogin are all viable. If you need leave management, performance reviews, attendance, expense management, and analytics connected to payroll in one place, you're looking at an HRIS — and Omni is built for that.
Finally: where are you going? If regional expansion across Southeast Asia is on your roadmap, a Singapore-only payroll tool will become a constraint. Starting with a platform built for multi-country operations from day one avoids a platform migration at exactly the wrong moment — when you're scaling.
Related reading:
- Singapore Payroll Providers & CPF Management Guide →
- Best HR and Payroll Systems for Mid-Sized Companies in Singapore →
- Singapore CPF Calculator →
- Singapore Payroll Reference Guide →
- IR8A Form Singapore Guide →
- MOM-Compliant Payslip Template Singapore →
Frequently Asked Questions
It depends on your business size and what you actually need. For SMEs that primarily need accurate Singapore payroll compliance, Payboy, Info-Tech, and JustLogin all do the job reliably. For mid-sized companies that need CPF compliance, full HRIS capabilities, and the ability to scale across the region, Omni HR is the more complete option. The baseline for any Singapore business: the platform should automate CPF, SDL, IRAS AIS, and MOM payslip requirements accurately, and update automatically when regulations change.
Singapore employers are required to manage three main statutory obligations. CPF (Central Provident Fund) — a mandatory retirement savings contribution calculated based on employee age, salary, and citizenship status. SDL (Skills Development Levy) — a small monthly levy for employees earning S$800 or less per month, currently 0.25% of wages capped at S$11.25. And IRAS AIS submissions — annual IR8A filing for all employees, mandatory for employers with six or more staff. Modern payroll software automates all three within a single payroll run.
The four main types are: in-house manual processing (spreadsheets and manual calculations), desktop payroll software (installed locally, requires manual updates for regulatory changes), cloud-based payroll software (online, updates automatically, accessible from anywhere), and outsourced payroll services (a third-party provider manages payroll on your behalf). For most growing Singapore businesses, cloud-based payroll software offers the best balance of control, accuracy, and compliance automation.
Xero's payroll module has limited Singapore-specific compliance functionality — it doesn't natively handle the full CPF contribution framework, IRAS AIS e-filing, or MOM payslip requirements to the standard Singapore employers need. Most Singapore businesses using Xero for accounting pair it with a dedicated Singapore payroll platform (like Omni, Payboy, or Info-Tech) and integrate the two for automatic data sync. Omni integrates natively with Xero, so payroll data flows directly into your accounts without manual exports.
The Skills Development Levy is a mandatory contribution paid by all Singapore employers for employees earning S$800 or less per month. The current rate is 0.25% of the employee's gross monthly wages, capped at S$11.25 per employee per month. SDL funds Singapore's SkillsFuture training programmes. It's automatically calculated and included in Omni's payroll runs alongside CPF and other statutory deductions.
For most Singapore businesses, implementation takes two to four weeks — covering system configuration, employee data migration, statutory settings setup, and user training. Platforms with pre-built Singapore compliance templates and dedicated onboarding support get teams live faster. Omni's average implementation is four weeks, including free data migration and training.
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