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Find an HR consultancy in Singapore

Tell us your headcount and the HR work you need done. Our concierge confirms your needs and introduces you to one to five HR consultancies in Singapore, who contact you directly with a proposal.

Updated 13 October 2026Free for businesses
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Get matched: hr consultancy

Free for businesses. A concierge will contact you to confirm your needs before any introductions. Not sure what you need yet? That is fine, describe the problem. You can write in English or Chinese (中文).

In short: Most SMEs hire an HR consultancy for a defined project, such as a handbook or HR audit, or on a monthly retainer as their part-time HR function. Recruitment needs an MOM employment agency licence, and the Workplace Fairness Act is slated to take effect in end-2027.

An HR consultancy in Singapore helps employers set up and run their people practices correctly: writing HR policies and the employee handbook, issuing compliant contracts and key employment terms, checking practices against the Employment Act and the Tripartite Guidelines, auditing existing HR processes, and handling day-to-day HR on an outsourced basis. Most SMEs engage one either for a defined project, such as a handbook or an HR audit, or on a monthly retainer as their part-time HR function. Recruitment is a separate service that needs an MOM employment agency licence.

What HR consultancies offer

Firms package HR work differently. Decide first whether you need a one-off project or ongoing support.

HR policies and the employee handbook

  • Employee handbook covering working hours, leave, benefits, conduct and disciplinary steps
  • Policies on grievance handling, anti-harassment, flexible work requests and data protection
  • Templates for offer letters, contracts and key employment terms
  • Updates when laws or guidelines change

Compliance reviews and HR audits

  • Review of contracts, payslips and records against MOM requirements
  • Gap check against the Tripartite Guidelines on Fair Employment Practices
  • Preparation for the Workplace Fairness Act, including grievance processes
  • A written report of findings, risks and recommended fixes

Outsourced HR

  • A named HR adviser for employee queries, onboarding and offboarding
  • Help with performance reviews, disciplinary cases and terminations
  • HR system setup and leave administration
  • Payroll, either in-house or through a partner. For payroll on its own, see payroll outsourcing matching.

Advisory projects

  • Job grading and salary structures
  • Performance management frameworks
  • Restructuring support and retrenchment process planning

What it costs in Singapore

We could not find published Singapore price ranges for HR consultancy that we could verify, so we have not quoted figures. One Singapore consultancy we checked in October 2026 said it quotes based on project complexity, skills required, timeline and urgency. Ask for a fixed fee for projects and a clear scope for retainers. The main cost drivers are:

  • Project or retainer. A handbook or audit is usually a one-off fee; outsourced HR is usually monthly.
  • Headcount and entities. More staff, sites or companies mean more policies, cases and queries.
  • Starting point. Writing from scratch costs more than updating existing documents.
  • Complexity. Shift work, foreign workers, unionised staff or several employee groups add work.
  • Revisions and legal review. Ask how many rounds of changes are included and whether a lawyer reviews the output.
  • Response time. Retainers with faster response or on-site days usually cost more.
  • GST. Check whether quotes include the 9% GST.

Singapore rules buyers should know

An HR consultancy can advise and draft, but the legal duties stay with you as the employer. These are the official points to check with any consultancy.

The Employment Act (MOM)

MOM says the Employment Act covers all employees under a contract of service, local and foreign, full-time, part-time, temporary or on contract. Seafarers, domestic workers, civil servants and statutory board employees are not covered. Part 4, which deals with rest days, hours of work and overtime, covers workmen earning a monthly basic salary of $4,500 or less and other employees earning $2,600 or less. Your handbook should reflect who in your workforce falls into each group. MOM also requires key employment terms to be issued in writing within 14 days of the start of employment.

Tripartite Guidelines (TAFEP)

TAFEP states that all employers in Singapore are expected to follow the Tripartite Guidelines on Fair Employment Practices, which require hiring and other decisions to be based on merit. The Tripartite Guidelines on Flexible Work Arrangement Requests came into effect on 1 December 2024 and set minimum requirements for how employers handle such requests. A consultancy should check your job adverts, application forms and policies against both.

Workplace Fairness Act status (TAFEP)

According to TAFEP’s workplace fairness page, the Workplace Fairness Bill passed Parliament on 8 January 2025 and the Workplace Fairness (Dispute Resolution) Bill on 4 November 2025. The Act is slated to take effect in end-2027, so it was not yet in force when we checked in October 2026. It prohibits adverse employment decisions based on protected characteristics such as age, nationality, sex, marital status, pregnancy, caregiving responsibilities, race, religion, language ability, disability and mental health conditions. TAFEP’s employer guidance says the Act will require firms to have processes to handle grievances, and prohibits retaliation against employees who report discrimination or harassment. Ask a consultancy how it would prepare your grievance process and policies before commencement.

Recruitment needs an employment agency licence (MOM)

MOM says you need an employment agency licence before carrying out activities such as communicating with jobseekers about employment applications, collating resumes to help them find work, submitting work pass applications, or helping place a jobseeker with an employer. Recruiting only for your own company does not need one. If you want your HR consultancy to source candidates or file work passes, check that it holds a valid licence.

How to choose an HR consultancy

Look for a consultancy that asks about your workforce before quoting and can show sample deliverables.

Questions to ask:

  1. What exactly is included: number of policies, handbook length, rounds of revisions?
  2. Who will do the work, and what Singapore HR experience do they have?
  3. How do you keep our handbook current when MOM rules or Tripartite Guidelines change?
  4. How will you prepare us for the Workplace Fairness Act, including grievance handling?
  5. For a retainer, what response time do you commit to, and what falls outside the monthly fee?
  6. Do you hold an employment agency licence, if we need help with hiring or work passes?
  7. Is any output reviewed by a lawyer, or should we arrange that separately?
  8. How do you protect employee personal data you receive from us?

If you also need a company secretary or help with statutory filings, you can request that through corporate secretarial matching.

Red flags

  • A ready-made handbook template sold without reviewing your workforce
  • Claims that the Workplace Fairness Act is already in force, or that it does not affect small firms, without pointing to MOM or TAFEP
  • Offers to recruit or file work passes without an employment agency licence
  • Advice to treat employees as contractors to avoid Employment Act duties
  • No written scope, deliverables or revision limit
  • Vague answers about who handles your employees’ personal data

How FYAdvisers matching works

  1. Describe your need. Tell us your headcount, current HR setup and the work you want done.
  2. Free concierge consultation. A concierge contacts you to confirm your needs, budget and timing.
  3. We introduce one to five providers. With your consent, we introduce you to the number of HR consultancies you choose, up to five.
  4. Meet and decide. Consultancies reach out directly with questions and proposals. You choose whether to work with any of them.

Matching is free for you. Providers pay FYAdvisers to receive introductions. FYAdvisers is not an HR consultancy, and we only share your details with your consent.

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Frequently asked questions

How does matching work?

You describe your HR needs: headcount, what you already have in place, and what you want done, such as a handbook, an HR audit or ongoing outsourced HR. A concierge then contacts you to confirm the details and, with your consent, introduces you to the number you choose (one to five) of HR consultancies that handle that kind of work. They contact you directly, and you decide whether to go ahead with any of them.

Is it free?

Yes. It is free for businesses requesting a match. Providers pay FYAdvisers to receive introductions. FYAdvisers is not an HR consultancy and does not provide HR advice.

Can an HR consultancy also recruit staff for us?

Only if it holds an employment agency licence from MOM. MOM requires a licence for activities such as collating jobseekers' resumes to help them find work or helping place a jobseeker with an employer. Recruitment is a separate licensed activity, so if you need hiring help, ask the consultancy for its licence details.

Is the Workplace Fairness Act in force yet?

Not as of October 2026. TAFEP says the Workplace Fairness Bill passed on 8 January 2025, the Dispute Resolution Bill passed on 4 November 2025, and the Act is slated to take effect in end-2027. The Tripartite Guidelines on Fair Employment Practices apply in the meantime. Check TAFEP and MOM for the latest position.

Is an HR consultancy the same as payroll outsourcing?

Not quite. An HR consultancy typically advises on policies, contracts, compliance and people processes. Payroll outsourcing runs your monthly pay, CPF and year-end tax filing. Some firms offer both, and an outsourced HR arrangement may include payroll, so check the scope.