Remote work is here to stay, and Singapore companies are embracing it like never before.
But building a remote work policy that truly works for everyone-employers and employees-takes more than just handing out laptops and setting up Zoom calls.
It's about creating a culture of trust, flexibility, and care while ensuring staff welfare and competitive compensation packages.
Singapore business-friendly environment aims keeping your team happy, productive, and loyal.
We'll break down the must-have employee benefits in Singapore, share real data, and offer practical tips you can start using today.
Need expert's support?
Talk to our team at Savvy Platform today!
Why Remote Work Matters for Singapore Companies
Remote work isn't just a trend, it's a game-changer for attracting and retaining top talent.
According to the Robert Half Singapore Salary Guide 2025, flexibility is now an expectation, not a perk, with 39% of employees enjoying some form of flexible work and 37% accessing remote or hybrid setups. The new tripartite guidelines on flexible work arrangements (FWA), effective from December 2024, mean employees can formally request remote or hybrid work.
Companies that adapt will attract more job seekers and boost retention.
This also means that freelance professionals from all over the world selling their services on behalf of Singapore companies become more and more natural.
Key Benefits of Remote Work
- Reduced commuting stress and costs
- Increased productivity and job satisfaction
- Access to a wider talent pool
- Better work-life balance
What Are the Must-Have Employee Benefits in Singapore?
To keep your staff happy and motivated, you need a solid benefits package. Here's what Singapore law requires, and what top employers are offering to stand out.
Mandatory Employee Benefits for Local Staff
| Benefit | Statutory Requirement | Notes |
|---|---|---|
| Annual Leave | 7–14 days (based on service years) | Increases with tenure |
| Sick Leave | Up to 14 days paid sick leave | After 6 months of service |
| Hospitalisation Leave | Up to 60 days (includes sick leave) | Based on service length |
| Maternity Leave | 16 weeks paid | For eligible employees |
| Paternity Leave | 2 weeks paid (increasing to 30 weeks by 2026) | New policies phasing in |
| Childcare Leave | 6 days (children under 7) | Split between employer and government |
| Public Holidays | Paid leave on official holidays | Cannot deduct from annual leave |
| CPF Contributions | Mandatory for Singaporeans/PRs | Retirement, healthcare, housing |
| Work Injury Insurance | Mandatory for manual workers/all employees | Covers work-related injuries |
❗️It should be pointed out that Singapore companies are exempt from establishing mandatory benefits for employees who are based outside Singapore.
Popular Additional Benefits
- Flexible work arrangements (remote/hybrid, flexi-time, flexi-load)
- Health insurance (private medical, dental, mental health support)
- Performance bonuses and allowances (transport, meal, home office stipends)
- Training and career development (courses, mentorship, paid study leave)
- Wellness programmes (gym memberships, wellness days, counselling)
- Employee recognition and rewards (digital platforms, gift cards)
- Voluntary benefits (insurance, discounts, additional leave)
- Retirement top-ups (CPF voluntary contributions)
Staff Welfare: What Do Employees Really Want?
Singapore's workforce is changing fast.
Employees want more than just a paycheck; they want flexibility, well-being, and recognition.
What Employees Value Most
- Flexible work options (remote/hybrid, adjustable hours)
- Financial security (bonuses, retirement benefits, insurance)
- Work-life balance (wellness days, family support, paid leave)
- Career growth (training, mentorship, leadership coaching)
- Recognition and appreciation (digital rewards, shout-outs)
Compensation Packages: Staying Competitive in 2025
With rising living costs and a tight talent market, companies need to offer more than just a good salary.
Here's what the best compensation packages in Singapore look like right now:
| Component | Typical Offering (2025) | % of Companies Offering |
|---|---|---|
| Base Salary | Competitive, benchmarked by role/sector | 100% |
| Performance Bonus | 1–3 months' salary (variable) | 29% |
| Transport Allowance | $100–$300/month | 18% |
| Meal Subsidy | $50–$200/month | 16% |
| Home Office Stipend | $500–$1,000 (one-off or annual) | N/A |
| Life Insurance | Group coverage, often $100k–$500k | 70% |
| Private Health Cover | Hospitalisation, outpatient, dental | 60% |
| Retirement Top-Up | CPF voluntary or private pension | 40% |
Building a Remote Work Policy: Step-by-Step Guide
Ready to set up a remote work policy that supports staff welfare and employee benefits in Singapore?
Here's how to do it:
1. Define Clear Eligibility and Expectations
- Who can work remotely (all staff, certain roles)?
- What are the core working hours?
- How will performance be measured?
2. Ensure Compliance with Singapore Law
- Include statutory leave, CPF, and insurance in contracts
- Clearly state remote work terms in employment agreements
- Use digital tools for tracking leave and attendance
3. Provide the Right Tools and Support
- Laptops, phones, and secure internet access
- Home office stipends or coworking space options
- IT support and cybersecurity training
4. Prioritise Communication and Wellbeing
- Regular virtual check-ins and team meetings
- Mental health resources and wellness days
- Recognition programmes to celebrate achievements
5. Offer Flexible and Customisable Benefits
- Let employees choose from a menu of benefits (insurance, wellness, extra leave)
- Support for parents: extended leave, childcare subsidies, caregiver leave
- Career development: paid training, mentorship, leadership coaching
Staff Welfare: Beyond the Basics
Supporting your team's welfare goes beyond legal compliance.
Companies that invest in wellbeing programmes, flexible benefits, and recognition see higher productivity, better retention, and a stronger employer brand.
Affordable Staff Welfare Ideas
- Digital recognition platforms for instant rewards
- Voluntary benefits like gym memberships and extra insurance
- Paid time off for volunteering or personal development
- Flexible work hours to support parents and caregivers
About Us - SAVVY PLATFORM
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We handle the mundane yet essential tasks, including administrative paperwork, statutory compliance, locating suitable office spaces, acquiring necessary business licenses, and much more, freeing up our clients to focus on their primary business objectives.
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