Payroll looks like admin until one month goes wrong. Then it's a CPF penalty, an unhappy employee and a question from IRAS. We run it every month so none of that happens.
Contributions for the month are due by the 14th of the following month. Late payment means interest and penalties, and CPF Board doesn't send a friendly reminder first.
We submit it the same week the payroll runs.Every employee's salary, bonus, benefits and director's fees go to IRAS by 1 March, so their tax returns are pre-filled. Miss it and your staff file wrong — and blame you.
Prepared from the same payroll we already run. No year-end scramble.Itemised payslips, key employment terms in writing, and records kept for the period MOM requires. Not a courtesy — a requirement, and MOM does check.
Issued every month, stored where you and the employee can find them.Payroll isn't one job a month — it's a calendar. Tap any date to see when it falls, whose job it is, and what we do.
CPF rates, levy tiers, leave entitlements, pass rules — they change, and they change payroll. We tell you before the month it applies, not after.
TALK PAYROLL ON WHATSAPP →Payroll software does the arithmetic. What it doesn't do is notice the resignation, the new pass holder, the bonus that changes the CPF ceiling, or the 14th falling on a public holiday.
It works until the boss is travelling, the spreadsheet has a copied formula from last year, or a CPF rate changed in January and nobody updated the cell. One wrong month is a year of corrections.
There is no quiet week. Interest starts the day after the deadline, penalties follow, and it shows on the record the employee can see. We submit the same week payroll runs, so the 14th is never close.
IR21 has to reach IRAS before they leave, and the last salary has to be held until clearance. Miss it and the tax becomes the company's. We flag it the day the resignation lands.
Salaries, overtime, allowances and deductions computed monthly, with itemised payslips issued to every employee.
Submitted and paid on time every month through CPF EZPay, reconciled against the statement, receipts kept.
Every employee's income, benefits and director's fees to IRAS by 1 March, reconciled to the accounts first.
Filed when a foreign employee leaves, with the final salary held and released correctly.
Employment contracts and key employment terms issued, leave and MC tracked, records kept for the period MOM requires.
Levy, quota and CPF treatment tracked as your headcount changes — the same team that handles your work passes.
We take your year-to-date figures, reconcile them, and carry on from the next month — so the IR8A at year-end still adds up. You don't have to wait for January to get payroll off your desk.
We don't just run the numbers. We run the calendar — and we tell you before a rule changes it.
Yes. The moment you pay a salary, CPF (for citizens and PRs), payslips, key employment terms and year-end reporting all apply, whether it's one employee or fifty. Small headcount makes it simpler, not optional.
Contributions for a month are due by the 14th of the following month. Pay late and CPF Board charges interest and can impose penalties. We submit in the same week the payroll runs so the deadline is never close.
The Auto-Inclusion Scheme is how employers send each employee's income to IRAS by 1 March so it appears pre-filled in their tax return. It becomes compulsory once you reach IRAS's headcount threshold, and we recommend it below that. We register you and file it from the same payroll.
Notify IRAS with an IR21 before they leave and hold their final salary until IRAS gives tax clearance. Tell us the moment you know, and we handle the filing and the release.
Yes. Send us the year-to-date payroll records, we reconcile them, and we run from the next month onward. The year-end IR8A will still be complete.
Both. Employment contracts and key employment terms, leave and MC tracking, records for MOM, and the pass-holder side (levy, quota, renewals) through our work pass team.
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