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Startup Payroll Simplified: 11 Must-Know Tips for Founders

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Startup Payroll Simplified: 11 Must-Know Tips for Founders

Startup founder reviewing payroll reports on laptop in modern office with charts and team discussion in background

In today’s global business landscape, payroll has evolved into a strategic lever for credibility and growth. For start-ups expanding across Asia-Pacific (APAC), the challenge extends far beyond salary disbursement. It requires navigating diverse labour regulations, cross-border taxation, and benefits administration with precision. A single error can compromise compliance, delay operations, and erode trust among employees and investors.

Establishing a structured, future-ready payroll system is therefore not merely an operational necessity but a defining marker of sound governance and sustainable expansion.

This guide provides a region-specific framework for establishing compliant and scalable payroll dynamics. It highlights current trends in workforce management and the strategic role of Employer of Record (EOR) solutions, offering practical guidance for companies expanding into key APAC jurisdictions.

Table Of Content

Why Payroll Needs a Founder’s Attention from Day One?

A compliant and well-structured payroll system is fundamental to organisational credibility, yet it is frequently overlooked during the early stages of planning. Payroll extends beyond the distribution of salaries; it serves as the foundation for legal compliance, employee confidence, and sustainable growth.

Risks of Poor Payroll Management

  • Employee dissatisfaction with delayed or inaccurate payments
  • Regulatory penalties arising from non-compliance
  • Investor concerns during audits and due diligence processes

Strategic Benefits of Early Payroll Integration

Advantage Outcome
Seamless onboarding Compliant hiring from day one
Clean financial reporting Credibility with investors and regulators
Scalable operations Quick entry into new markets with built-in compliance
Lower legal exposure Reduced risk of violations and disputes

In fast-growing markets, particularly across the APAC region, founders must treat payroll management as a strategic priority. Done right, it ensures business continuity, investor confidence, and operational readiness from the start.

Read Our Blog: Should a Small Business Outsource its Payroll Function?

 

3 Things Founders Must Know About Global Payroll Management in APAC

As start-ups scale into the Asia-Pacific (APAC) region, payroll quickly shifts from a back-office process to a strategic priority. Each market presents unique requirements that, if mishandled, can affect compliance, cash flow, and credibility. Founders should focus on three critical areas:

1. Regulations Vary Widely

Unlike operating within a single domestic framework, payroll in APAC requires navigating multiple tax structures, labour laws, and statutory obligations.

For example, Singapore mandates contributions to the Central Provident Fund (CPF), whereas Hong Kong does not have a mandatory social security system but does enforce the Mandatory Provident Fund (MPF). Vietnam, on the other hand, has strict rules around minimum wage and compulsory insurance. Failing to understand and apply these local requirements can quickly result in fines or regulatory scrutiny.

2. Compliance Drives Credibility

Payroll is directly tied to trust—both from employees and from investors. A missed salary payment, an incorrect tax filing, or non-compliance with local regulations can cause significant reputational damage.

For instance, late or inaccurate contributions in Singapore can lead to penalties, while in markets like the Philippines, the Department of Labour and Employment (DOLE) actively audits companies for payroll violations. Founders who prioritise compliant payroll systems signal professionalism, stability, and readiness for growth.

3. Strategy Matters

Payroll management reactively across different jurisdictions is neither scalable nor sustainable. A unified payroll strategy—supported by reliable systems or Employer of Record (EOR) solutions—ensures consistency, accuracy, and transparency across borders. This not only reduces the risk of human error but also helps founders plan for growth, manage costs effectively, and create a seamless employee experience across diverse markets.

How Does Payroll Complexity Vary Across APAC?

 
CountryStatutory ComponentsPayroll Challenges
SingaporeCPF, Income Tax, SDLCPF accuracy, leave compliance
Hong KongMPF, Salaries TaxMPF limits, annual filings
ChinaSocial Insurance, Housing Fund, IITCity-level rules, complex thresholds
TaiwanLabour & Health Insurance, PensionDual contributions, monthly reporting
MacauSocial Security, Professional TaxForeign worker permits, tax exemptions
VietnamSocial Insurance, Trade Union FeesRegional wages, contract classifications
ThailandSocial Security, Personal Income TaxTiered tax, expat compliance
PhilippinesSSS, PhilHealth, PAG-IBIG, 13th-Month PayRegional codes, benefit remittances
JapanHealth, Pension, Unemployment InsuranceMultiple deductions, complex schedules

 

The Cost of Non-Compliance

Errors in payroll filings or compensation can lead to regulatory penalties, business disruption, and reputational harm. In emerging markets, such missteps also affect employee retention and morale.

Strategic Consideration

Payroll is not just an operational function—it is a critical compliance framework. For companies expanding across APAC, access to local expertise and a market-specific payroll structure is essential to managing risk and supporting long-term growth.

 

EOR as a Fast-Track Strategy for Market Entry and Workforce Expansion

Operational efficiency, speed, and compliance are essential when entering new markets. The Employer of Record (EOR) model enables businesses to build a local workforce without the time and complexity of setting up a legal entity. As the legal employer, an EOR manages employment contracts, payroll, statutory contributions, social security, and tax compliance, allowing companies to engage talent seamlessly while retaining complete operational control.

When to Consider the EOR Model

  • Entry into a new market without a registered business entity
  • Employment in countries with complicated or unclear labour laws
  • Quick expansion into target markets
  • International short-term or project-based assignments

Strategic Benefits of the EOR Payroll Model

 
BenefitDescription
Accelerated HiringTalent can be onboarded within 1–2 weeks, enabling faster market activation.
Reduced OverheadEliminates the need to establish a legal entity, lowering entry barriers.
Risk MitigationEnsures compliance with local tax, labour, and statutory regulations.
Resource EfficiencyInternal teams remain focused on core operations rather than administrative tasks.

 

The EOR payroll model has become a practical solution for globally minded organisations seeking flexibility, speed, and compliance as they expand into new markets.

11 Must-Know Payroll Practices for Managing Operations

Managing payroll across Asia-Pacific requires strict compliance with local regulations, precise administration, and sensitivity to regional labour standards. The following practices are critical to maintaining legal integrity and operational efficiency.

1. Understand Local Statutory Requirements

Each APAC jurisdiction enforces specific payroll obligations, including deductions, employer contributions, and statutory filings.

  • Singapore: Central Provident Fund (CPF), Skills Development Levy (SDL), IRAS tax filings
  • Japan: Health insurance, pension, and unemployment contributions
  • Philippines: SSS, PhilHealth, PAG-IBIG Fund, 13th-month pay obligations

In-depth local knowledge is essential to ensure accuracy and avoid penalties.

2. Align Payroll with Local Holidays and Pay Cycles

Payroll schedules must reflect public holidays and banking practices.

  • Vietnam: Tet (Lunar New Year) often causes prolonged closures
  • Japan: Golden Week impacts payroll operations and remittances

Alignment avoids late payments and contractual breaches.

3. Implement FX-Optimised, Multi-Currency Payroll Systems

Cross-border operations often require salary disbursements in multiple currencies. Use platforms that provide:

  • Competitive exchange rates

  • Reduced transaction costs

  • Timely and traceable transfers

Such systems ensure payroll consistency and financial control.

4. Automate Tax Calculations and Statutory Filings

Automation reduces the risk of manual errors and non-compliance.

  • Apply jurisdiction-specific tax rates and thresholds
  • File returns to local authorities on time
  • Generate compliant records for audit purposes

Automation supports both accuracy and regulatory adherence.

5. Integrate Time and Leave Management

Payroll accuracy relies on real-time attendance and leave tracking.

  • Sync systems with national calendars and rest day regulations
  • Record overtime and time-off requests
  • Calculate entitlements like holiday pay and shift differentials

This integration improves transparency and payroll integrity.

6. Stay Updated on Regulatory Changes

Labour laws in jurisdictions such as China and Indonesia are subject to frequent changes. To remain compliant:

  • Monitor updates from labour ministries and official gazettes
  • Engage local advisors to assess policy impact
  • Update payroll systems and practices regularly

Proactive compliance reduces risk exposure.

7. Offer Statutory and Competitive Benefits

Beyond legal minimums, enhanced benefits support retention and employer brand value.

  • Group health insurance

  • Wellness or mobility allowances

  • Learning and development reimbursements

Market-aligned packages improve workforce satisfaction and reduce attrition.

8. Enforce Data Privacy and Security

Payroll data must comply with local data protection laws and regulations.

  • Singapore: Personal Data Protection Act (PDPA)
  • Philippines: Data Privacy Act of 2012
  • China: Personal Information Protection Law (PIPL)

Use encrypted systems, restrict access, and maintain internal audit trails.

9. Handle Exits and Final Settlements Carefully

Offboarding must comply with jurisdiction-specific rules.

  • Honour notice periods and severance formulas
  • Settle unused leave and outstanding dues
  • Deliver accurate final payslips and required documents promptly

Proper handling mitigates legal and reputational risks.

10. Maintain Payslip Accuracy and Transparency

Payslips should include all mandatory and company-specific components:

  • Gross pay and fixed allowances
  • Tax and statutory deductions
  • Employer contributions
  • Net payable salary and benefit accruals

Clear payslips foster compliance and trust.

11. Localise Employment Contracts

Standardised templates are insufficient across jurisdictions. Contracts should:

  • Reflect local wage structures, working hours, and leave laws

  • Define enforceable terms for termination and dispute resolution

  • Align with region-specific statutory clauses and employment codes

Tailored contracts ensure legal enforceability and reduce litigation risks.

Streamlined Global Growth with EOR Support

Employer of Record (EOR) solutions enable companies to establish a compliant workforce in new markets without the need to set up a local legal entity. By overseeing all employment obligations in line with local regulations, EORs simplify cross-border operations and ensure seamless compliance.

Key Capabilities

  • Local Onboarding

Manages recruitment processes, background verifications, and documentation in accordance with local hiring practices.

  • Use contracts and human resource policies

Prepares jurisdictional agreements and company policy in a legally appropriate format and language.

  • Grant of Statutory Benefits

Empowers precise registration and continuous fulfilment of compulsory insurance, pension, and social security programs.

  • Compliant Offboarding

Handles terminations, final payments, and statutory clearances in line with local employment laws, ensuring legal and procedural integrity.

By consolidating these critical functions, EOR services enable companies to scale globally with reduced risk and greater operational efficiency.

 

Choosing the Right Global Payroll Provider: A Founder’s Checklist

A payroll solutions provider should deliver far more than salary processing. It must safeguard compliance, integrate seamlessly with existing systems, and provide consistency across borders. The checklist below highlights the essential criteria for evaluating and selecting a dependable global payroll provider.

 

Key Evaluation Criteria

 

CategoryWhat to Look For
Geographic CoverageEnsure the provider operates in all the markets you wish to expand into, such as Singapore, Japan, Vietnam, China, and others that align with your plans.
Regulatory ComplianceEnsure they handle payroll tax filings, statutory contributions, employment contract vetting, and country-specific labour laws.
System IntegrationCheck whether their platform integrates smoothly with your existing HR, finance, and time-tracking systems.
Pricing TransparencyLook over the whole pricing structure ahead of time, paying special attention to the fees for compliance management, onboarding, and foreign exchange.
Employee SupportAssess the level of assistance provided to staff members, including helpdesk services, local HR documentation, and onboarding support.
Exit HandlingEnsure the provider complies with local laws regarding notice periods, final compensation, and statutory clearances when handling offboarding procedures.

conclusion

Payroll is a cornerstone of sound governance, particularly in regions such as the Asia-Pacific, where regulatory frameworks are complex and continually evolving. For founders, building a scalable and compliant payroll system is critical to retaining talent, mitigating risk, and driving sustainable growth.

Employer of Record (EOR) solutions offer a strategic advantage—allowing start-ups to expand into new markets quickly, without the delays and administrative burden of setting up local entities, while remaining fully compliant with employment laws.

At Galaxy Payroll Group, we support start-ups and global organisations with end-to-end global payroll solutions, EOR services, and compliance solutions across nine key markets. With deep local expertise and integrated systems, we empower founders to scale confidently, reduce risk exposure, and focus on growing their businesses.

Ready to Simplify Payroll Across APAC?

With Galaxy Group taking care of compliance, payroll, and onboarding, you’re free to focus on growing your business.

Explore EOR Solutions

FAQ’S

What does an Employer of Record (EOR) do?

An EOR acts as the legal employer in another country. They handle contracts, payroll, benefits, and compliance so you can expand without setting up a local company.

An EOR lets you hire local talent quickly and legally. This cuts down on setup time, paperwork, and risks when entering new markets.

EORs provide full, compliant employment with benefits and taxes managed. Contractors may risk misclassification and are better suited for short-term work.

Usually within 1–2 weeks, depending on the country, thanks to the EOR’s ready-made legal and HR setup.

Check their global coverage, compliance strength, HR/payroll integration, transparent pricing, and local employee support.

From an EOR Service to a Single Global Payroll Provider?

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From an EOR Service to a Single Global Payroll Provider?

EOR to PAYROLL (1)

As companies expand globally, payroll solutions must also evolve to support sophisticated operations. Employers of Record (EORs) offer a practical solution for rapid market access, eliminating the need to establish local legal structures, simplifying hiring, reducing compliance requirements, and streamlining operations with minimal infrastructure.

However, as teams become more geographically dispersed, the EOR model can become restrictive. Each new hire incurs additional costs, reporting varies by country, and managing multiple suppliers can result in siloed processes and reduced visibility into compliance.

The transition to a global payroll provider provides a centralised and integrated approach. The transition gives more control, standardised reporting, and improved compliance, thereby aligning payroll management with more organisational objectives and long-term growth strategies.

This blog explores the distinctions between EORs and global payroll providers and highlights the advantages of payroll consolidation.

Table Of Content

What’s the Difference Between an EOR and a Global Payroll Provider?

When hiring across borders, companies often choose between two models:

EOR or Global Payroll Provider. Both offer support for managing international teams, but they solve different challenges. An EOR steps in as the legal employer on behalf of a business. It handles everything from employment contracts and payroll to local compliance and statutory benefits. This makes it easier to hire in new markets without setting up a regional entity. It’s a practical option for companies looking to test new regions or hire just a few employees in unfamiliar jurisdictions.

A Global Payroll Provider On the other hand, supports businesses that already have entities in place. They help streamline payroll processing across multiple countries by managing calculations, deductions, local filings, and employee payments, while also offering consolidated reporting. The business remains with the legal employer, but the payroll burden is centralised and simplified.

Here’s a quick comparison:

Aspect Employer of Record (EOR) Global Payroll Provider
Legal Employer The EOR becomes the legal employer and takes on local employment responsibilities. The company remains the legal employer and oversees employment obligations directly.
Local Entity Requirement No local entity is needed; the EOR covers this on behalf of the company. A local entity must be established in each country where employees are hired.
Ideal Use Case Helpful in entering new markets, short-term projects, or hiring a small number of employees. Better suited for businesses with a long-term presence and larger teams in multiple regions.
Payroll Management Fully managed by the EOR, including payslips, tax filings, and employee payments. Managed by the company with support from the provider for calculations and compliance.
Compliance Handling The EOR takes care of most legal and regulatory responsibilities. Compliance is shared, and the company must stay aligned with local regulations.
The choice between an EOR and a global payroll solution typically depends on the stage of international expansion. EORs provide speed and agility for entering new markets, while global payroll systems support scalability, consistency, and operational control over the long term.


When is an EOR the Right Choice for Global Hiring?

An EOR serves as a strategic solution for companies expanding internationally without setting up legal entities in each country. The following situations highlight when partnering with an EOR can be the most effective approach to global hiring:

1. Entering a new international market

For organisations exploring new markets, establishing a legal presence can delay go-to-market timelines. An EOR enables quick hiring of local talent while maintaining full compliance with local employment laws, making it ideal for pilot programs or market testing.

2. Avoiding the Cost and Complexity of Entity Setup

Setting up a legal entity in a new country often involves considerable time, cost, and an in-depth understanding of local rules. For companies seeking to hire internationally without making a long-term investment upfront, an EOR provides a practical alternative. It takes care of employment contracts, payroll, taxes, and benefits on the company’s behalf.

3. Supporting Small Teams in Multiple Countries

When building distributed teams with only one or two employees in each location, entity creation becomes inefficient. An EOR offers a practical, centralised solution for managing employment across several jurisdictions, reducing both administrative and compliance overhead.

4. Hiring for Short-Term or Project-Based Roles

For short-term staffing requirements, like seasonal employees, consultants, or project specialists, EORs offer versatile support. They handle onboarding, hire-to-retire, and offboarding in accordance with local laws, enabling companies to scale teams up or down to meet the project’s changing requirements.

5. Navigating Periods of Organisational Change

During mergers, acquisitions, or internal restructures, maintaining continuity in workforce management can be challenging. EORs can provide stable employment arrangements during transitions, ensuring that teams remain operational while legal structures are still being finalised.

6. Reducing Risk in Employment Compliance

Global hiring requires adherence to country-specific laws regarding wages, benefits, taxes, and social contributions. An EOR takes on the legal responsibility of employing staff, helping organisations remain compliant with local regulations while streamlining HR and finance operations.

An EOR is particularly effective for organisations seeking speed, flexibility, and compliance in global hiring. It acts as a bridge to new markets and ensures legal peace of mind, whether for short-term projects or the early stages of international expansion.


What can a Global Payroll Provider Offer?

Managing payroll becomes increasingly complex as businesses expand into new markets. A global payroll provider can simplify the process by offering local expertise, ensuring compliance, and delivering scalable systems that support international growth.

Understanding Local Rules

1. Stays up-to-date with changing tax laws, labour regulations, and reporting standards in each country.

2. Ensures payslips, deductions, and filings are done correctly in line with local legislation.

3. Helps avoid fines and compliance risks by handling statutory requirements accurately.

A Single, Centralised System

1. Combines payroll processes across countries into one streamlined platform.

2. Offers better visibility and control over payroll operations in different regions.

3. Reduces the need to coordinate with multiple local vendors or systems.

Hassle-Free Payments in Local Currencies

1. Supports on-time salary disbursement in multiple currencies.

2. Manages currency conversions, local banking rules, and payment timelines.

3. Minimises errors in cross-border payments and ensures a reliable employee experience.

Room to Grow

1. Scales easily as the business enters new markets or hires across regions.

2. Reduces the need for internal payroll expansion or new country-specific processes.

3. Allows companies to focus on growth without worrying about backend payroll operations.

Keeping Data Safe

1. Uses secure platforms that follow global data protection laws like GDPR.

2. Safeguards sensitive employee information with encryption and access controls.

3. Reduces the risk of data breaches or non-compliance in global jurisdictions.

Managing More Than Just Payroll

1. Offers additional services such as statutory benefits administration, social insurance management, and leave tracking.

2. Helps standardise HR practices across different countries.

3. Reduces administrative load on internal teams while improving employee satisfaction.


How to Know When It’s Time to Move Beyond an EOR?

Working with an EOR can be an innovative and flexible way to hire internationally, especially when entering new markets or managing short-term projects. But as operations grow, there may come a time when a more permanent setup makes sense.

1. Team Building:

Expansion of local teams may be less feasible for EORs; an integrated legal entity provides complete control over HR activities.

2. Long-Term Strategy:

Creating a legal entity involves commitment and renders long-term regional development feasible.

3. Operational Integration:

Direct hiring facilitates better integration with in-house teams, policies, and workflows.

4. Cost Savings:

Scaling up quickly under an EOR may be costly; a local organisation can be more economical.

5. Regulatory Compliance:

Specific industries or sectors require a legal entity to fulfil licensing, contractual, or regulatory requirements.

Benefits of Using a Global Payroll System Across Countries

Managing payroll across multiple jurisdictions can quickly become complex. Implementing a single global payroll system creates a centralised and consistent approach. It helps businesses stay compliant, streamline operations, and support international growth with confidence.

Brings Consistency to Payroll Operations

1. Ensures uniform payroll schedules, formats, and documentation across regions

2. Minimises the risk of payment delays and calculation discrepancies

3. Supports a consistent employee experience, regardless of location

Offers Better Visibility and Control

1. Provides a centralised view of payroll data across all operating countries

2. Facilitates budget planning, workforce tracking, and risk management

3. Supports leadership with accurate, real-time financial insights

Simplifies Compliance with Local Laws

1. Tracks changes in tax legislation, labour codes, and statutory contributions

2. Reduces exposure to non-compliance penalties and legal complications

3. Makes audit preparation and statutory reporting more efficient

Streamlines Daily Operations

1. Decreases reliance on manual processes and fragmented systems

2. Reduces administrative load for HR, finance, and payroll teams

3. Enhances process efficiency through automation and system integration

Scales with Business Growth

1. Supports onboarding in new markets without needing separate systems

2. Enables faster geographic expansion while maintaining payroll integrity

3. Consolidates provider management through a single global platform

6-Point Checklist Before Switching from an EOR to Global Payroll

Transitioning from an EOR (Employer of Record) to a global payroll provider represents a transition from short-term market entry strategies to repeatable, cross-border operations. Upfront assessment of the key areas guarantees compliance, operational efficiency, and long-term value.

Here’s a 6-point checklist to guide the decision:

Checklist PointKey Actions
Readiness of the Local Entity✅ Ensure the business is officially registered in each operating country.

✅ Set up local bank accounts, tax registrations, and employment systems.

✅ Confirm the entity can independently manage payroll, hiring, and compliance.
Understanding of Local Payroll Requirements✅ Learn local tax brackets, wage laws, and statutory benefits.

✅ Align payroll cycles with local deadlines to avoid penalties.

✅ Verify worker classifications to prevent legal issues.
Suitability of Internal Systems✅ Evaluate if HR and finance tools support multi-country payroll.

✅ Check adaptability to varied pay structures and compliance rules.

✅ Ensure adherence to data privacy regulations in all locations.
Compliance and Documentation Requirements✅ Implement internal compliance checks for audits and inspections.

✅ Keep contracts, payslips, and payroll records secure and organised.

✅ Understand local reporting formats and submission timelines.
Selection of a Global Payroll Provider✅ Choose a provider with expertise in target markets.

✅ Ensure capability for salary processing, tax filings, and compliance.

✅ Opt for providers offering scalable solutions and local knowledge.
Internal Operational Readiness✅ Define roles and responsibilities across HR, finance, and legal.

✅ Train teams on country-specific payroll practices.

✅ Create a streamlined process for payroll queries and issue resolution.

conclusion

Many businesses find EOR services to be a helpful starting point when entering new markets. But as operations grow and become more complex, there is often a need for greater visibility, consistency and control. In such cases, a more integrated payroll approach becomes essential.

Transitioning to a single global payroll provider isn’t just about simplifying systems. It’s about building a foundation that can scale with the business, support compliance across jurisdictions, and bring payroll, finance, and HR onto the same page. It enables teams to transition from reactive management to proactive planning, all while maintaining focus on local requirements.

Galaxy Group works closely with businesses navigating this shift. With regional expertise and scalable infrastructure, the focus is on helping organisations streamline operations, reduce complexity, and plan confidently for what’s ahead.

As global workforces evolve, so should the way payroll is managed. Choosing the proper setup is a strategic decision rather than a technical one.

Ready to streamline your global payroll?

Talk to our team and find the proper setup for your growing business.

Get Started Today

FAQ’S

What’s the difference between an EOR and a global payroll provider?

An EOR becomes the legal employer for your overseas team and handles everything from contracts to compliance. A global payroll provider supports your in-house HR team by managing payroll across multiple countries once you’ve set up your legal entity.

If your team is growing, you’ve set up a local entity, or you want more control over compliance and reporting, it’s likely time to move to a global payroll model. It’s a natural step for companies ready to scale sustainably.

Yes. Most global payroll platforms stay updated with local labour laws and adjust payroll calculations automatically, so you remain compliant without tracking every change yourself.

Often, yes. EORs work well for early-stage expansion, but they can become expensive as your team grows. A global payroll setup typically reduces costs and gives you more control over operations.

Yes. Many companies take a hybrid approach by using EORs in countries where they don’t yet have an entity and a global payroll where they do. This allows for flexible and phased expansion.

A View of The Key Challenges in Attracting Top Talent in Singapore

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A View of The Key Challenges in Attracting Top Talent in Singapore

Business professionals walking with resume icons in the background, representing hiring challenges in Singapore.

Singapore has held a distinguished position as a strategic gateway to Asia and a global business hub. With its pro-business environment, highly developed infrastructure, and emphasis on innovation, it continues to attract international enterprises across sectors. However, this forward momentum brings with it a set of talent-related challenges.

From the pressures of digital transformation and evolving job expectations to rising operational costs and shifting global workforce dynamics, businesses now face significant obstacles in attracting and retaining top talent. 

In this blog, we explore these pressing issues and share strategic recommendations, drawing on our expertise as a leading provider of EOR, payroll, compliance, and workforce support services across the Asia-Pacific region.

Explore how Galaxy EOR solutions in Singapore can simplify your hiring process.

Table Of Content

What are the Key Workforce Challenges Employers Face in 2025?

In today’s fast-changing world, employers are under growing pressure to keep up with a rapidly evolving workforce landscape. Organisations must now contend with widening skills gaps, heightened global competition for talent, inflationary pressures, and an evolving employee mindset. To navigate this terrain successfully, organisations need to be intentional about how they approach pay, flexibility, inclusivity, and how their brand is perceived by current and future employees.

Let’s explore what these changes really mean for employers and how they can rise to meet them.

1. Widening Skills Gap and Digital Transformation

Singapore’s Smart Nation vision has driven substantial investment in emerging technologies like AI, cybersecurity, blockchain, and green innovation. However, the demand for specialised talent continues to outpace supply. Companies often face prolonged hiring cycles due to a limited local talent pool and increasingly rely on foreign hires, adding layers of complexity around visas, payroll, and compliance.

2. Global Competition & Talent Shortage

As work becomes increasingly global, Singaporean employers are competing not just locally but with international firms and remote-first start-ups. This is driving higher turnover in sectors like tech, healthcare, and finance, as talent seeks better pay or flexibility. SMEs, in particular, struggle to retain staff amid stiff competition and limited employer branding.

  • 83% of firms report talent scarcity, with transport (91%) and ICT sectors (88%) hit hardest.

  • Salary demands are cited as a challenge by 38% of employers, while 36% report fierce competition among candidates.

  • Flexibility and purpose are becoming more important to mid-career professionals than salary alone.

3. Cost of Living vs Compensation

Singapore’s status as one of the world’s most expensive cities continues to exert pressure on talent attraction and retention, particularly among early-career professionals and international hires. Rising costs in housing, transport, and daily living are prompting candidates to demand higher compensation to sustain a decent quality of life. This places a significant strain on employers, especially SMEs and start-ups, who often operate within tight payroll budgets.

According to recent data, Singapore’s median income rose from SGD 5,197 in 2023 to SGD 5,500 in 2024. Job movers, especially in high-demand fields like AI and data, are securing salary jumps of 12–20%, while those staying in their roles typically see more modest increases of 2–5%, in line with inflation. 

As a result, some professionals are opting for remote roles based in lower-cost countries while still seeking the benefits of global career exposure.

Salary Increase in 2024

Job Movers (AI/ Data Roles)
Existing Employees (Same Role)
Unchanged/Below Inflation Adjustments

4. Employer Branding and Diversity Imperative

Today’s Gen Z and millennial workforce is increasingly values-driven, prioritising inclusivity, ethics, and purpose when choosing employers. Yet many organisations still struggle to align their employer brand with these expectations. Cultural misalignment, unclear company values, and unconscious bias in hiring continue to hinder progress. 

  • 72% of organisations recognise DEI (Diversity, Equity, and Inclusion) as a growing priority.

  • Yet only 40% have formal DEI policies in place.

  • 62% of Gen Z candidates would decline offers from companies that don’t clearly commit to DEI.

5. Flexibility and the New Work Paradigm

The COVID-19 pandemic catalysed a major shift toward remote and hybrid work. For many employees, flexibility is now a fundamental expectation rather than a perk. Remote and hybrid models have become standard expectations for recruitment.

  • 65% of companies offer hybrid arrangements

  • 31% of firms will increase contract/freelance hires in 2025, doubling from 2024

  • 54% of employers rate AI literacy as vital, yet only 15% use AI tools in recruitment

Challenges vs Strategic Solutions faced by Employers in Singapore

As workforce dynamics continue to evolve, businesses must go beyond short-term fixes and adopt forward-thinking strategies that attract, engage, and retain top talent. Employers must take a comprehensive approach to remain competitive, given the rise in demands for flexibility and inclusion, skills-based hiring, and global compliance.

The following ten solutions offer a strategic roadmap for building a future-ready workforce in today’s increasingly borderless, values-driven, and tech-enabled world:

Challenge Strategic Solutions
1. Employer Value Proposition (EVP) unclear Build a strong EVP and clearly communicate your mission, values, career growth, and well-being promises.
For example, highlight innovation-led initiatives, ESG efforts, and work-life harmonisation in employer branding.
2. Cost-of-living pressures Offer holistic compensation.
Beyond salaries, include housing and transport allowances, wellness support, and flexible-work stipends, especially given Singapore’s high living costs.
3. Complex cross-border hiring Accelerate Onboarding with EOR & Visa Support. Use Employer of Record (EOR) services for fast, compliant hiring.
Leverage Singapore’s ONE Pass for high-calibre global talent (S$30k/month or outstanding credentials), Tech.Pass for senior tech leaders (S$20k/month), and the Employment Pass for professionals earning at least S$5,000/month with relevant qualifications.
4. Remote work policy lag Implement hybrid workforce models and establish clear hybrid frameworks that ensure consistent engagement, productivity, and well-being across locations.
5. Skills shortage Shift to Skills-Based Hiring.
Prioritise capabilities and experience over degrees. A Deloitte survey found 89% of executives believe skills-based hiring enhances diversity and performance.
6. Talent stagnation Upskill & Reskill Internally.
Deliver targeted training and mentorship. With 50% of employees needing reskilling by 2025 (WEF), this is vital for agility and retention.
7. Compliance risks Ensure Remote Compliance.
Use regional experts to manage payroll, tax, and statutory requirements, and keep pace with evolving labour laws, particularly for remote hires.
8. Weak employer brand Run employer branding campaigns.
Encourage employee storytelling, showcase diversity efforts, and highlight ESG or social-impact work. Strong branding lowers cost-per-hire by ~43%.
9. Unconscious bias Adopt Bias-Aware Hiring.
Use structured interviews, blind CVs, and interviewer training. Diverse teams outperform peers by 35%.
10. Diversity, Equity, and Inclusion (DEI) under-action Align with DEI standards.
Introduce formal policies and partner with HR/DEI consultants. Over 60% of Gen Z candidates decline offers lacking clear DEI commitments, making this a retention and attraction imperative.

Conclusion

The competition for talent in Singapore is no longer just about offering the highest salary. It requires a multi-dimensional approach that aligns with the evolving values and expectations of the workforce.

To succeed, organisations must:

  • Adopt skills-first and flexible hiring practices

  • Clearly communicate employer brand and purpose

  • Provide future-focused, holistic compensation

  • Enable borderless and inclusive workforce strategies

With over a decade of experience, Galaxy Group is uniquely positioned to help businesses address these challenges through its comprehensive solutions, including payroll outsourcing, EOR services, compliance advisory, and workforce strategy consulting, empowering organisations to scale confidently and compliantly across Asia.

Facing workforce challenges in Singapore or across Asia?

Galaxy Group’s proven strategies and tailored support ensure compliant, efficient workforce solutions for your business.

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FAQ’S

How can companies legally hire remote workers across Asia?

Engaging an Employer of Record (EOR) expert like Galaxy Group allows companies to hire in different countries without setting up a legal entity, ensuring full compliance.

A well-defined EVP helps communicate your company’s purpose, culture, and benefits—crucial for attracting values-driven talent. With 69% of job seekers evaluating a company’s brand before applying, a clear EVP directly influences recruitment success and retention.

Galaxy Group provides end-to-end workforce support solutions across Asia-Pacific, including:

  • Payroll outsourcing and payroll tax management

  • Employer of Record (EOR) for compliant employment and onboarding

  • Cross-border compliance advisory

  • Talent and HR strategy consulting

These services help companies hire faster, stay compliant, and scale confidently.

An EOR is a third-party provider that legally employs your talent on your behalf. It handles payroll calculation, payroll taxes, benefits, and compliance, enabling you to hire in new markets without setting up a local entity. This is ideal for companies expanding in APAC or hiring remote talent across borders.

Yes. Surveys have shown that hybrid work is now expected by a majority of the workforce, especially in knowledge-based industries.

Absolutely, SMEs can compete by emphasizing purpose-driven roles, career development opportunities, and flexible work setups. With the right support from EOR partners like Galaxy Group, smaller firms can hire employees in Singapore and access top-tier global talent.

You can use an Employer of Record (EOR) to streamline cross-border hiring without setting up a local entity. For top-tier professionals, Singapore offers specialized work passes:

  • ONE Pass: For high-earning or exceptional global talent (≥ S$30,000/month or equivalent achievements).

  • Tech.Pass: For senior tech leaders, founders, or professionals with strong credentials (≥ S$20,000/month or proven expertise).

  • Employment Pass: For foreign professionals earning at least S$5,000/month with acceptable qualifications and relevant experience.

Hong Kong Maternity Leave Decoded: What Every Employer Must Know!

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Hong Kong Maternity Leave Decoded: What Every Employer Must Know!

EOR services in Hongkong Maternity Leave

Navigating maternity leave policies may be difficult, especially for businesses trying to remain compliant while also supporting their employees. In Hong Kong, maternity leave is a well-defined legal entitlement, and employers must understand these rules in order to establish a friendly work environment and avoid legal ramifications. Here is everything you need to know about Hong Kong’s maternity leave policy.

Table Of Content

1. Eligibility for Maternity Leave

According to the Employment Ordinance (EO), a female employee in Hong Kong is eligible for maternity leave if she meets the following criteria:

  1. She has been on a continuous contract for at least 40 weeks prior to the anticipated date of birth.
  2. She presents her employer with a medical document confirming her pregnancy and projected due date.
  3. She provides her employer advance notice of her desire to take maternity leave.

2. Duration of Maternity Leave

Eligible employees are entitled to 14 weeks of maternity leave. The leave time normally begins four weeks before the planned date of birth and lasts ten weeks after delivery.

  • If the employee delivers birth early or needs extra rest for medical reasons, the leave can be adjusted based on the doctor’s recommendation.
  • Additional leave may be requested, however this is up to the employer’s judgment and consent.

3. Maternity Leave Pay

Maternity leave pay is computed at four-fifths (80%) of the employee’s average daily wage. To be eligible for this payout, employees must have:

  1. Worked under a continuaous contract for at least 40 weeks.
  2. Provided a medical document that indicated the pregnancy.
  3. Provided proper notice of the intended departure period.

Employers can recover the cost of maternity leave pay from the government in certain circumstances, such as participating in the Reimbursement of Maternity Leave Pay Scheme.

4. Notification Requirements

In order to be eligible for maternity leave, workers must:

  1. Give their employer notice at least three months in advance of their due date.
  2. Present a medical certificate from a licensed medical practitioner.

Employers must verify that they received the notice and make the necessary preparations.

5. Protection Against Termination

Pregnant employees are given significant safeguards under Hong Kong’s maternity leave laws. Her employer cannot terminate an employee’s contract because she is pregnant or on maternity leave. If someone is fired during this time without a good reason, there may be legal repercussions and compensation claims.

6. Additional Rights and Considerations

Antenatal Appointments: Employees have the right to take time off for prenatal medical examinations, provided they give advance notice to their employer.

Breastfeeding-Friendly Workplace: Although existing regulations do not require it, employers are encouraged to create a friendly work environment for breastfeeding employees.

Paternity Leave for Partners: Male employees are entitled to five days of paternity leave in addition to the maternity leave framework.

7. Penalties for Non-Compliance

Employers who fail to follow maternity leave requirements may suffer legal consequences, such as fines and compensation claims. This may also impact the company’s reputation and employee morale.

8. How an EOR Can Help

Compliance with maternity leave policies can be difficult for Hong Kong-based businesses, particularly those with a diverse workforce. A reliable Employer of Record (EOR) service helps streamline the process by:

  1. Ensuring full compliance with local employment regulations.
  2. Preparing payroll calculations for maternity leave pay.
  3. Managing documents and employee notifications.
  4. Providing continuing HR support and legal advice.

Conclusion

Understanding and adhering to Hong Kong’s maternity leave legislation is critical for businesses to be compliant and build a healthy work environment. Partnering with an EOR service guarantees that your company is completely prepared to handle these tasks quickly, allowing you to focus on growth while also helping your employees during a key period in their lives.

 

If you need expert advice on handling maternity leave and other HR challenges, contact us today to see how our Hong Kong EOR services may help.

Support Your Employees with Confidence!

Discover how our EOR services can help you navigate maternity leave policies effortlessly. 

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FAQ’S

Who qualifies for maternity leave in Hong Kong?

A female employee is eligible for maternity leave pay if: She has been employed under a continuous contract by the company for at least 40 weeks immediately before the commencement of scheduled maternity leave.

Maternity leave pay is computed as four-fifths (80%) of the employee’s average daily wage. To be eligible for maternity leave pay, employees must meet certain criteria and produce the relevant documentation, such as a medical certificate and proper notice.

Employers are not allowed to fire employees because they are pregnant or while on maternity leave. Such activities may result in legal sanctions and compensation claims against the employer.

An EOR solution may handle payroll calculations for maternity leave compensation, maintain compliance with Hong Kong’s employment rules, manage documentation and employee notifications, and give HR support, allowing firms to stay compliant while focusing on growth.

How to Hire International Employees: A Comprehensive Guide

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How to Hire International Employees : A Comprehensive Guide

How To Hire International Employees Comprehensive Guide

The fast-moving world economy offers various ways to expand business across borders, and hiring international employees is more than just a trend. Businesses that are looking to expand, innovate and compete on a global scale, especially in Asia–Pacific (APAC) region, see workforce diversity as a strategic move.  

 

International hiring offers immense business opportunities, such as access to diverse skill sets and perspectives and the opportunity to explore new markets.

However, it comes with its challenges, such as adherence to immigration and employment laws, tax regulations, and managing cultural differences.

 

Therefore, this guide outlines the essential steps and considerations for successfully hiring international employees, from understanding legal requirements to creating a smooth onboarding process.

 

After reading the guide, you’ll have a clear roadmap for entering a potential global workforce while ensuring compliance and success in your hiring strategy. 

Table Of Content

7 Steps to Successfully Hire International Employees

1. Define Your Hiring Objectives and Strategy

Before commencing the hiring process, you should determine whether international hiring aligns with your business goals or not. You should consider the following in this respect:

  • Skill Gaps: Identify specific skills that your business requires and the existing or local talent fails to provide.

  • Market Goals: analyse whether international hiring will be able to support your expansion or operational objectives and how?

  • Budget: Allocate budget and resources for recruitment, onboarding, and management of international employees.

A well-defined strategy will ensure alignment with your business goals and maximize the value of your new hires.

2. Identify the Target Region for Hiring

 To make your international hiring journey successful, you must critically choose the target region by considering the following factors:

 

Availability of Skilled Talent: Look for regions with a strong pool of candidates or specialized skills. For example, you will find a pool of talented IT professionals in India or people with specialized engineering skills in Australia

 

Cost of Labor: Compare the cost of salaries and benefits in the potential target regions. 

 

Time Zone Compatibility with the base operational location.

 

Region’s cultural alignment with your Company’s goals.

 

Market dynamics: Identify regions where the existing market supports your expansion plans.Thorough research into the market dynamics of the target region will ensure long-term success.

3. Understanding Labor Laws and Compliance Requirements

Compliance requirements and challenges vary significantly across different countries due to diverse labor laws and tax systems. Therefore, one must conduct thorough research and analysis of the legal framework and compliance requirements in the target region to stay away from fines and penalties for non-compliance.

You must take care of the following:

  • Work Permits and Visas: enquire what kind of work permits or visas your employees require to work in the target region and how to get them.

 

  • Employment Contracts: draft compliant contracts that outline job terms, benefits, and termination policies in accordance with the extant laws of the place of hiring.

 

  • Tax and Payroll Compliance: understand the employer and employee obligations for income tax and social security contributions.

 

  • Labor laws: familiarize yourself with regulations on minimum wage, working hours, employee rights, etc.

4. Choose the Right Hiring Model

Select the right approach for hiring international employees that aligns with your business structure and goals:

Ø  Direct Employment: You can set up a local entity or establish a subsidiary as per the laws, in the target country to comply with labor laws and tax requirements, which will provide you full control over the business expansion unit but involves significant time and cost.

Ø  Employer of Record (EOR): Partner with a singapore EOR service provider, which will reduce the burden of handling compliances, Singapore payroll services, employment contracts, etc., without the hassle of setting up a local entity and help you test new markets and scale quickly.

Read our guide ‘What Is An EOR: A Complete Guide To Simplified International Hiring’ to know how an EOR works and how it can help you streamline your business processes.

Ø  Freelancers or Contractors: Hiring independent contractors can be a cost-effective option for short-term projects or specialized tasks.

5. Develop a Recruitment Strategy

Developing a strong recruitment strategy is essential for finding top international talent. You may follow the following steps:

 

Job Description: Clearly defining roles and responsibilities will get the talent you need. Describe scope of work, skills and qualifications required and performance expectations.

 

Job Portals: Use platforms like LinkedIn, Indeed, or region-specific job boards like Jobstreet and SEEK to source candidates.

 

Work with Recruitment Agencies: You may also collaborate with agencies that specialize in international hiring for your industry.

 

Resume Review: Thoroughly review resumes and portfolios to shortlist candidates that meet qualifications to fit in your business industry. You may use Application tracking System (ATS) to manage applications, scheduling interviews and tracking candidates.

 

Pre-screening: Effectively pre-screen candidates through assessments or work samples to evaluate practical, technical and soft skills.

 

Conduct interviews: Use tools like Zoom or Microsoft Teams to connect with candidates across time zones.

 

Assess Candidates thoroughly: Evaluate candidate’s cultural adaptability, confidence and reference checks. Well Structured interview questions and roles – specific scenarios can help assess problem – solving and decision-making abilities.

 

Offer Competitive Compensation and Benefits: Ensure that the salaries and benefits you offer are market-competitive and comply with local standards. Also offer relocation assistance, including visa sponsorship, housing, and transportation.

6. Onboard and Integrate New Employees

Only an efficient integration into the company’s culture will make the hiring process successful. The employees should feel welcomed and equipped to contribute effectively.

 

Therefore, conduct orientation to welcome the new hires, provide an overview of the company and introduce the team. Provide cultural training if required. Foster employee engagement by sharing company goals and updates regularly, setting up routine of one-on-one meetings, encouraging transparency and celebrating milestones.

 

Cultivate a culture friendly environment by organizing team meetings, combined projects and informal outings.

 

Take care of continuous monitoring and optimizing performance by constructive feedback, addressing challenges, periodic training and development programs and identifying areas of improvement.

7. Establish Cross-Border Payroll and Taxation System

Manage payroll for international employees while ensuring accuracy and compliance. Use a Global Payroll services platform that consolidates payroll processing across multiple countries or partners with an EOR to simplify singapore payroll services, tax filings, and benefits administration. Stay updated on Tax Regulations to avoid penalties and ensure compliance.

Conclusion

The process of international hiring requires careful planning, cultural sensitivity and a thorough understanding of local laws and regulations. By undertaking processes ethically and strategically businesses can overcome geographical barriers and build a long-term successful workforce.   

However, if you find it challenging to devote time and resources in researching and understanding complexities of setting up a new legal entity in a new area or a different country altogether about which you have limited knowledge; you should partner with an Employer of Record and focus on your core business operations.

Read our guide – ‘Should You Opt For EOR services? Here Are 5 Key Factors To Consider’ to understand why you should hire an EOR.

Choose Galaxy – EOR service provider. We are leading HR and business advisory service providers in Asia Pacific. We also offer corporate solutions like incorporation, secretarial & compliance, payroll, accounting, finance and taxation. 

Build Your International Team Today!

Partner with Galaxy for simplified international hiring. 

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FAQ’S

Do I need to set up a legal entity to hire internationally?

Not always. You can hire an EOR who can employ on your behalf, handle payroll, taxation and compliances without setting up a new local entity.

Get a thorough understanding of local labour and employment laws, work permits, contracts, tax obligations and standards to follow. Keep yourself updated of any changes made in the extant laws.

Access to diverse talent pools and innovation through varied perspectives, expansion in new markets and cost efficiency are some of the benefits of international hiring.

Technology plays a prime role in connecting you with distant people. Various global and region specific online job portals linkedin and Jobstreet can help you reach millions of people from across borders at a single platform. Application Tracking systems enable you to manage applications efficiently. Tools like Zoom and Microsoft Teams help you conduct interviews virtually.   

8 Key Steps to Successful Remote Hiring

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8 Key Steps to Successful Remote Hiring

8 Key Steps to Successful Remote Hiring

The shift from traditional office setups to remote work has revolutionised corporate work culture in recent years. Global technological advancements along with the challenges put forward by the pandemic, have accelerated this transition – making remote work not just an attractive alternative but increasingly, a preferred workforce model for many organisations.

 

The market has quickly realised the benefits of remote hiring, and many businesses have been accessing global talents to reduce operational costs whilst offering remote talents the flexibility they value.

 

Furthermore, Markets and Markets establishes in its report that the remote workplace services market is expected to grow from $20.1 billion in 2022 to $58.5 billion by 2027 at a CAGR of 23.8%.

 

However, recruiting and managing remote teams comes with its own set of challenges. This guide will aim to assist you with the essential steps to successful remote hiring.

Table Of Content

8 Key Steps to Successful Remote Hiring

1. Understand Your Hiring Needs

Before initiating remote hiring, it is important to clearly define your needs. Ask yourself the following questions in order to effectively plan your remote workforce strategy.

  • Does your business need full-time employees, contractors, or freelancers?

  • Will remote roles satisfy your business requirements?

  • What roles can be effectively performed remotely?

  • What would be your focal region to build a remote workforce?

2. Spotlight Employer Branding

  • A strong employer brand helps companies stand out by highlighting their values, culture and commitment to employee well-being.
  • Advertise the job postings through your website and social media channels, focusing on growth opportunities and a supportive virtual work environment.
  • Remote employees prioritise organisations that value inclusivity, work-life balance and career growth.

3. Define a clear and attractive job description

Unlike traditional hires, remote roles require specific traits such as self motivation, effective communication and ability to work independently.

 

Clearly defining roles and responsibilities is the key to getting the right talent for your business. The job description must be detailed, outlining the scope of work, responsibilities, skills and qualifications required in addition to the expected outcomes from the role. It should also include information about the work schedule, preferred time zones and any tools or platforms the candidates will be using daily on the job.

 

This will not only help candidates assess whether they are fit for the position but will also smoothen the hiring process by reducing misunderstandings.

4. Choose the Right Recruitment Channels

Choosing the right recruitment channel directly impacts the quality and diversity of candidates you attract. The APAC region is known to utilise various job boards and recruitment platforms tailored for hiring in diverse industries. Industry-specific platforms as well, will assist in finding niche talent. A few popular options include:

  • LinkedIn: Ideal for professional roles.

  • JobStreet and SEEK: Widely used in Southeast Asia and Australia.

  • Upwork and Toptal: Perfect for freelancers and project-based roles.

  • Local Platforms: Consider region-specific platforms such as Zhaopin in China and Naukri.com in India.

5. Smart Screening for Remote Roles

Effective screening and interviewing are important steps to ensure that you select candidates who are not only skilled but well suited for task of working remotely. Additionally, upgrading your hiring process with the latest technology and tools will efficiently strategise your remote hiring process.

 

You can follow the following steps for the same:

 

1. Start with a thorough review of resumes and portfolios to shortlist candidates who meet the technical qualifications and skills.  Application Tracking System (ATS) platforms like Bamboo HR and Workable will help you organise applications efficiently.

 

2. Utilise pre-screening tools like assessments or work samples to evaluate practical skills. Online assessment tools like HackerRank (for developers) or TestGorilla (for general skills) will enable you to evaluate technical and soft skills.

 

3.  Conduct video interviews to assess candidates’ comfort with virtual interactions and ensure they have necessary technical knowledge for required set-ups. You can use Zoom, Microsoft Teams or Google Meet to conduct interviews.  

 

4. Well Structured interview questions and roles – specific scenarios can help assess problem-solving and decision-making abilities.  

 

5.   What to look for in prospective Remote Employees:

  •  Job-specific competencies
  •  Communication skills
  •  Ability to effectively set up remotely
  •  Self-disciplined
  •  Cultural Adaptability

6. Onboarding and Employee Engagement Process

Hiring is successful only when employees are efficiently integrated into the company’s work culture, despite the physical distance. You can do the following tasks to make them feel welcomed and well-informed of Company’s goals and expectations:

  • Virtual Orientation to introduce the new hire to their team and provide an overview of the business.

  • Share digital copies of company policies, training materials, documents defining roles and responsibilities, and login credentials for tools like Slack, Trello, or Asana.

  • Schedule interactive training sessions.

  • Foster employee engagement by assigning buddies or mentors.

  • Set up routine one-on-one meetings during the first few weeks to set expectation and address any concerns.

  • Encourage Transparency by sharing company updates and goals regularly.

  • Celebrate Milestones by acknowledging achievements, celebrating birthdays, anniversaries, or project completions through digital shoutouts or gift cards to boost morale.

  • Cultivate a Remote-Friendly Culture by taking weekly or biweekly sessions to discuss challenges, provide feedback and establish priority goals.

7. Address Security and Data Protection

Distant work might sometimes involve the transfer and sharing of sensitive company data. Protect your business by:

  • Using secure communication platforms.

  • Implementing VPNs and cybersecurity protocols.

  • Signing non-disclosure agreements (NDAs) with remote employees.

  • Updating softwares regularly.

  • Conducting security audits.

8. Verify Compliance and Legal Requirements

Employers must keep themselves well informed of the employment standards, labour laws and tax regulations in the locations where remote employees are based; and prepare their hiring strategy accordingly.  

Taking care of visa requirements, drafting complaint contracts, managing china payroll services compliance with local tax laws, and understanding obligations related to benefits, data privacy, termination policies, intellectual property protection, and anti-discrimination laws are just some of the key compliance tasks you need to attend to, to protect yourself from penalties for non-compliance.

Partner with Galaxy Group - Asia’s leading Business Consulting and EOR Provider

Remote hiring offers unmatched access to global talent, but navigating legal, cultural, and logistical complexities can be daunting. As Asia’s leading business consultant and Employer of Record (EOR) provider, Galaxy helps businesses expand effortlessly.

From business registration and company incorporation services to payroll and EOR services, we ensure that all our customers benefit from our high service delivery standards and a seamless, efficient experience.

Curious about how an EOR can simplify global expansion? Explore our guides:

What is an EOR?

Should You Opt for EOR Services? 5 Key Factors.

Planning for a remote workforce?

Partner with Galaxy to efficiently get your remote team established.

Contact us

FAQ’S

What should be included in a remote job description?

It should clearly specify job roles and responsibilities, required qualifications and skills, working hours, preferred time zones, expectations and technical requirements.

Perform candidate evaluation by using pre-screening tools, online assessment tools to evaluate technical skills, and conduct virtual interviews to assess candidate’s comfort and competence with setting up remotely.

Employers may face challenges such as communication barriers, time zone differences, cultural adaptability and labour law compliance in a new country/region.