Best HR Software in Singapore for SMEs & Enterprises (2026)
Key Takeaways
- Best all-in-one HRMS for growing Singapore teams: brioHR suits companies that want CPF payroll, leave, claims, performance reviews and reporting on one login.
- Best for small, payroll-only teams: Talenox suits finance-led companies that mainly need CPF and IRAS payroll done right.
- Best for SMEs tidying up everyday HR: Payboy and QuickHR are solid picks for Singapore teams that want structured leave, claims and attendance.
- Best for large, multi-country organisations: Workday suits global enterprises with dedicated HRIS teams and the budget for a long rollout. OmniHR suits multi-country Asian teams seeking payroll and performance reviews in one system.
Manual HR administration, payroll errors and untracked leave waste hours and increase CPF and IRAS compliance risks for Singapore SMEs. The right HR platform can connect payroll, leave, claims and reporting without extra spreadsheet work.
Below, we compare eight Singapore HR platforms on features, pricing, statutory support and who each one suits best.
Best HR Software in Singapore in 2026: A Quick Look
Swipe or scroll horizontally to compare all six columns.
| Platform | Ideal for | What stands out | Starting price | CPF / SDL / SHG | IR8A and IR21 |
|---|---|---|---|---|---|
| brioHR | Growing Singapore SMEs and mid-market teams | CPF-ready payroll linked to leave, claims and performance | From S$2 per employee per month | Yes | Yes, with AIS |
| Talenox | Micro SMEs and payroll-first teams | One-click AIS filing with Xero and QuickBooks sync | From S$4.36 per employee per month (annual billing; S$21.80 minimum for 5) | Yes, plus foreign worker levy | Yes, with AIS |
| Payboy | Shift-based Singapore SMEs | Attendance and shift data flowing into payroll | Custom quote | Yes | Yes |
| QuickHR | SMEs standardising HR operations | ISO 9001 certified, multi-currency payroll | From S$5 per employee per month | Yes | Yes |
| BambooHR | Global SMEs prioritising usability | Clean core HR, applicant tracking and onboarding | Custom quote | No, separate payroll needed | No |
| Workday | Multinationals with large HR teams | Enterprise talent and workforce planning | Enterprise quote | Configured at implementation | Configured at implementation |
| OmniHR | Multi-country teams in Asia | Native SG and MY payroll with a full performance suite | From S$3 per employee per month | Yes | Yes |
| Swingvy | Small teams moving off spreadsheets | Employee mobile app with a payroll add-on | From S$5 per employee per month + S$5 payroll add-on (monthly) | Yes, with payroll add-on | Yes, with payroll add-on |
"People first, tech second. Tech is an enabler, tech is a tool, but always performance of the company, not the process for the sake of the process."
brioHR: All-in-One HR and Payroll Software for Singapore Teams
brioHR gives Singapore HR teams one place to run everything, from the first job ad to the final payslip.
It covers recruitment, employee onboarding, payroll, performance management, and training and development.That suits companies that have outgrown spreadsheets or are juggling three or four HR tools.
brioHR Key Features
Hiring to Payroll in One Place
Job posts, onboarding checklists, payroll, leave, claims, attendance and performance reviews all share the same employee record. HR enters data once, and every module uses it.
CPF and IRAS Payroll, Ready Every Month
brioHR supports Singapore statutory requirements, including CPF, SDL, SHG, IR8A, IR21, and AIS workflows. Year-end forms come from the same data as your monthly payroll, so the numbers match.
A Live View of Your Workforce
Employee records, timesheets, time and attendance, leave, claims, and advanced reports feed one dashboard. Managers can check headcount, overtime or leave balances without asking HR for a spreadsheet.
Want the detail? Explore the digital employee file, people analytics, reporting, onboarding, time and attendance, leave, and performance management pages.
Pricing
| Plan | Details |
|---|---|
| Modular pricing | Pay per employee for only the modules you use, from S$2 per employee per month |
| Custom quote | Quoted for your headcount, the modules you pick and how you want to roll out |
Where brioHR Shines
- Everything connected: Payroll pulls leave, claims and attendance from the same system, so HR never re-keys numbers between tools.
- Built for Singapore rules: CPF, SDL, IR8A, IR21 and AIS are handled inside brioHR, and statutory changes are updated for you.
- Easy for everyone, not just HR: Employees apply for leave and submit claims from their phone, and managers approve in a tap. When staff actually use the system, HR stops chasing forms.
Where brioHR Falls Short
- Made for the long run: brioHR is worth it when you are choosing an HR system for the next few years. For a stopgap of a few months, a lighter tool will do.
- More than a tiny team needs: A five-person company that only runs payroll won't use most of the platform, so a payroll-only tool may be better value.
brioHR Customer Reviews
“Clean interfaces, easy to use, lots of features with competitive price”
Adelsa G. · Software Engineer · G2 · 21 May 2025 · 5/5
Read original review“Some modules may be too complicated to setup”
Verified User in Insurance · User reviewer · G2 · 20 May 2025 · 3.5/5
Read original reviewWho brioHR Is Best For
- Small and growing teams: Companies ready to swap spreadsheets or separate apps for one HR system.
- Mid-market companies: Teams that need CPF and MOM compliance, plus reports leadership can act on.
- Regional employers: Singapore-headquartered companies with staff elsewhere in Southeast Asia.
Talenox: Best for Payroll-First Micro SMEs
Talenox is a payroll-first HR tool for Singapore micro SMEs that want a straightforward way to run wages and statutory submissions.
It suits finance-led businesses that value published pricing and accounting connections but do not need a deep talent or recruitment suite.
Talenox Key Features
CPF, SDL and Levy Calculations
Calculates CPF, SDL, CDAC and other SHG fund contributions on every pay run, and applies foreign worker levy by work pass type. Payroll can run monthly, bi-monthly or weekly.
IRAS Forms and AIS Submission
Prepares IR8A, IR8S, IR21 and Appendix 8A/8B forms, then files them to IRAS through the Auto-Inclusion Scheme in one click. Bank files cover more than 10 Singapore banks.
Xero and QuickBooks Sync
Syncs payroll with Xero and QuickBooks Online, so finance can reconcile without re-keying figures. The Suite plan adds leave tracking and, in early access, claims that flow into payroll.
Pricing
| Plan | Details |
|---|---|
| Payroll | S$4.36 per employee per month, from S$21.80 for the first 5 employees (annual billing). |
| Leave | S$4.36 per employee per month, from S$21.80 for the first 5 employees (annual billing). |
| Suite | S$7.63 per employee per month, from S$38.15 for the first 5 employees (annual billing). |
| Pro | Custom quote for teams with 50 to 1,000+ employees; pricing available by demo. |
Talenox offers a 30-day free trial without requiring a card.
Where Talenox Shines
- Transparent module pricing: Separate public prices for Payroll, Leave and Suite make it easier to estimate costs before contacting sales, including for a five-person team.
- Accounting-friendly setup: Xero and QuickBooks Online connections simplify reconciliation for finance-led employers that want payroll data to flow into accounting with fewer repeated manual tasks.
- Low-commitment evaluation: A 30-day Suite trial lets smaller businesses test payroll and leave settings before deciding which modules and subscription meet their needs.
Where Talenox Falls Short
- Lighter HR depth: No recruitment, onboarding, performance management, or learning and development modules. An employer looking for one system to handle a full employee lifecycle will still need other HR tools as hiring volume and talent processes grow.
- Limited talent modules: Advanced succession planning and learning management are outside its payroll-first scope. Headcount or workflow complexity may push buyers toward Talenox Pro or another HRIS, especially when they need wider people analytics, layered approval processes and regional workforce visibility.
Talenox Customer Reviews
“User Friendly HR System”
Freda T. · Marketing Executive · G2 · 28 July 2021 · 4.5/5
Read original review“Limited to payroll and leave system.”
Gabriel G. · Chief of Staff · Capterra · 1 December 2022 · 3/5
Read original reviewWho Talenox Is Best For
- Micro SMEs: Under 50 employees.
- Payroll-only buyers: Teams that want CPF and IRAS handled and little else.
- Finance-led buyers: Teams that prioritise reconciliation and accounting flow.
Still comparing? Read our guides to HRIS features, how payroll software saves money, and why companies switch to HR software.
"A well executed and error free payroll strategy can improve retention, boost morale, and reflect the values of your organization."
Payboy: Best for Singapore Payroll and Attendance
Payboy focuses on Singapore HR and payroll for operational teams, particularly employers with shift-based staff.
Its payroll and attendance connection reduces repeated timesheet work, making it practical for SMEs managing wages and leave in one local system.
Payboy Key Features
Native Singapore Payroll
Runs native Singapore payroll with CPF, SDL and SHG contributions, IR8A and IR21 forms, and bank direct credit. Overtime, allowances and bonus runs are configured in the same engine.
Attendance and Shift Scheduling
Mobile GPS clock-in, geo-fencing and rotating shift schedules feed hours and overtime straight into payroll, which suits retail, F&B and other teams that pay by the shift.
Reporting and Accounting Links
Leave and claims run through employee self-service with multi-level approval. A custom report builder and headcount dashboards cover reporting, and payroll connects to Xero, Financio and QuickBooks Online.
Pricing
| Plan | Details |
|---|---|
| Modular pricing | Custom quote based on team size and modules. |
Where Payboy Shines
- Grant support for eligible SMEs: Qualifying Singapore businesses can consider Productivity Solutions Grant support when assessing the cost of moving from spreadsheets to payroll software.
- Opportunity to test workflows: Trial availability lets operations and payroll teams evaluate daily usability, manager approvals and payroll outputs before a wider rollout.
- Reporting useful to managers: People reports and headcount views help operations leads identify recurring administrative issues, monitor workforce changes and prepare for regular reviews.
Where Payboy Falls Short
- Singapore-only coverage: No native Malaysia payroll or multi-entity setup means regional groups need another system as they expand across borders. For employees working in different countries, this limits the value of having a single payroll configuration or shared reporting process across entities.
- No dedicated hiring or talent modules: Recruitment, structured onboarding and performance review cycles need separate software instead of living in Payboy. Businesses planning heavy recruitment or competency-based reviews should budget for the additional systems and integration work involved.
Payboy Customer Reviews
“Excellent E-plateform for payroll and HR activities”
Vishnu S. · Business Owner · G2 · 12 March 2022 · 4.5/5
Read original review“Has limited functionalities to be called an end to end all in one HRMS software.”
Binayak B. · Security Analyst · G2 · 21 December 2021 · 3.5/5
Read original reviewWho Payboy Is Best For
- Singapore SMEs: Teams with Singapore payroll, leave and attendance needs.
- Operations-led businesses: Retail, hospitality and service employers prioritising shift accuracy and quick approvals.
Your HR and payroll, finally talking to each other.
See how leave, claims and CPF payroll connect in brioHR.
QuickHR: Best for SMEs Standardising HR Operations
QuickHR is a Singapore-focused HR platform for SMEs ready to formalise daily people operations.
It suits businesses looking to combine employee administration, approvals and local payroll in a structured system, particularly as headcount grows.
QuickHR Key Features
Leave, Claims and Timesheets
Leave, claims and timesheets run on multi-level approval flows, with Singapore public holidays and custom leave policies by department or grade set up once for the whole company.
Multi-Currency Singapore Payroll
Processes CPF, SDL, IR8A and IR21 natively and supports multi-currency payroll for companies paying staff in more than one currency. PSG eligibility can lower the first-year cost.
Documents, Contracts and Reporting
Stores employee documents and contracts with e-signatures, and gives managers custom reports and headcount dashboards. ISO 9001:2015 certification helps when procurement asks for audit evidence.
Pricing
| Plan | Details |
|---|---|
| Modular pricing | From S$5 per employee per month; total depends on headcount and modules. |
Where QuickHR Shines
- Shift-ready attendance: GPS clock-in, geo-fencing and rotating shifts suit operational teams that need overtime and attendance records across changing work locations.
- Local customer support: Support aligned with Singapore and Malaysia business hours can be helpful to teams that need timely assistance with local HR administration.
- Structured approvals: Consistent manager sign-off routes give growing employers a clearer record of leave and claim decisions across departments and outlets.
Where QuickHR Falls Short
- No built-in talent suite: Formal onboarding and performance modules, including OKRs and 360-degree feedback, are not part of the core platform. Teams requiring structured preboarding, job requisitions and formal development pathways will need additional products or processes.
- Malaysia payroll via partner: EPF, SOCSO and PCB processing for Malaysian employees is partner-delivered rather than native. Multi-country employers should account for the extra vendor coordination and validate statutory responsibility in each country before selecting a configuration.
QuickHR Customer Reviews
“Comprehensive and good HR tool for SME”
Suzannah R. · Human Resources Assistant · Capterra · 18 August 2022 · 4/5
Read original review“The functions/options of the timesheet modules is not flexible enough to deal with more complex schedulling.”
Chew Foong W. · IT Manager · Capterra · 5 January 2022 · 5/5
Read original reviewWho QuickHR Is Best For
- Singapore SMEs: Teams standardising HR operations and local payroll.
- Process-led employers: Businesses managing mixed schedules, approvals and documents.
BambooHR: Best for Core HR and Onboarding
BambooHR is an approachable core HRIS for smaller, globally distributed companies, with a focus on employee records, hiring and onboarding.
It is not a Singapore-first payroll system. Its non-US payroll integrations currently listed are for the UK, Australia and New Zealand through Xero Payroll.
BambooHR Key Features
Employee Records and Reports
Keeps employee profiles, documents and standard reports in one clean interface that most staff learn with little training. HR gets one place to update and check people data.
Hiring and Onboarding
A built-in applicant tracking system handles job posts and candidates. Onboarding checklists and e-signatures then take each new hire from accepted offer to a prepared first day.
Time Off, Performance and Integrations
Time off tracking with accrual policies, performance reviews and employee satisfaction surveys sit alongside 150+ marketplace integrations, which is how most Singapore teams connect a local payroll provider.
Pricing
| Plan | Details |
|---|---|
| Quoted subscription | Custom quote; no public Singapore price is published. |
Where BambooHR Shines
- Simple day-to-day adoption: Its approachable employee interface keeps training demands low, particularly when managers use HR software intermittently rather than every working day.
- Good foundation for recruitment: Applicant records and new-hire tasks remain organised from candidate selection through an employee’s first day, supporting smaller HR teams.
- Centralised people information: HR departments can find employee documents, leave histories and standard reports more easily than when those records live across spreadsheets and inboxes.
Where BambooHR Falls Short
- No native Singapore payroll: CPF, SDL, IR8A and AIS workflows require a separate local payroll platform or integration. Local Singapore deductions and submissions must be handled through a product that is designed for that jurisdiction.
- Less local statutory depth: Employers must manage Singapore-specific filing and tax requirements through a separate local solution. A regional organisation should assess the cost of integrations and support handoffs between HR and statutory payroll vendors before deployment.
BambooHR Customer Reviews
“It streamlines processes like employee records, time-off tracking, and onboarding”
Danisha L. · Supply Chain Specialist · Capterra · 14 May 2026
Read original review“despite the decent UI, some buttons are confusing to use”
Lakan R. · RevOps · Capterra · 17 May 2026
Read original reviewWho BambooHR Is Best For
- Globally distributed SMEs: Teams prioritising core HR usability and onboarding over local statutory payroll.
- HR teams with a local payroll partner: Companies happy to connect BambooHR to a Singapore payroll provider.
Workday: Best for Global Enterprise HR
Workday is a full enterprise platform built for large global organisations.
Its strengths are scale, workforce planning, advanced reporting, and complex approvals. G2 review summaries highlight centralised HR management, real-time data, and stronger executive visibility into people data.
Workday Key Features
End-to-End Enterprise HCM
Covers HR, payroll, recruitment, onboarding, learning and workforce planning in one platform, with multi-entity, multi-currency and multi-language support for groups operating across many countries.
Talent and Succession Management
OKRs, 360 feedback, calibration, PIP workflows, succession planning and career pathing are mature and highly configurable, so a large group can run one talent process in every market.
Analytics and AI
Enterprise reporting adds predictive analytics, attrition analysis and AI candidate screening. Singapore payroll is configured during implementation rather than shipped as a native local payroll engine.
Pricing
| Plan | Details |
|---|---|
| Enterprise contract | Custom enterprise quote based on headcount, modules and implementation scope. |
Where Workday Shines
- Established enterprise track record: Large multinational deployments make Workday a credible option for organisations that need consistent workforce governance across subsidiaries and employee populations.
- Control over complex policy: Granular approval and permission configuration can support HR shared services, regional operations and technical administrators with clearly divided responsibilities.
- Strategic workforce insight: Consolidated reporting can inform staffing decisions when a company has the analysts, HR processes and leadership capacity to use it effectively.
Where Workday Falls Short
- High total investment: Subscription, implementation and internal specialist staffing can be hard for smaller employers to justify. It is typically a long-term transformation investment rather than a lightweight payroll purchase for a small team.
- Extended deployment: Complex rollouts can take 12 to 24 months and require a dedicated HRIS team. Internal HRIS and IT staffing are also part of the total resource requirement, not just the platform subscription.
Workday Customer Reviews
“Workday HCM - always building and expanding to fit our needs”
Janine C. · Sr Manager, HRIS · Capterra · 10 November 2025 · 5/5
Read original review“The user interface feels 'clunky' and requires too many clicks”
Sergi F. · Sales Compensation Analyst · Capterra · 22 December 2025 · 4/5
Read original reviewWho Workday Is Best For
- Global enterprises with 10,000+ employees: Organisations with dedicated HR, IT and HRIS resources for a large rollout.
- Multi-entity global groups: Employers prioritising complex workforce governance over quick implementation.
OmniHR: Best for Multi-Country HR Teams in Asia
OmniHR is a Singapore-founded multi-country HR platform built for Asia.
It offers broad feature depth across payroll, attendance, onboarding, performance, claims, and reporting. OmniHR's product pages highlight Singapore tax workflows, attendance syncing into payroll, and customisable performance cycles with 360 feedback.
OmniHR Key Features
Native Singapore and Malaysia Payroll
Runs native Singapore and Malaysia payroll engines, handling CPF and SDL alongside EPF, SOCSO and PCB, and pays staff in multiple currencies when a team spans more than one market.
Full Performance Suite
Goal setting, OKRs, KPI tracking, 360 feedback, peer review, calibration and PIP workflows are all native, with performance dashboards and continuous feedback running between review cycles.
Recruitment to Onboarding
A built-in ATS with CV parsing, interview scorecards and offer letters hands each hire into pre-boarding and onboarding checklists. Zapier connects OmniHR to the rest of the stack.
Pricing
| Plan | Details |
|---|---|
| Core HR modules | From S$3 per employee per month; final price depends on chosen modules. |
Where OmniHR Shines
- Regional process consistency: Shared employee workflows across Asian markets make it easier for multi-country employers to manage approvals and reporting without separate local systems.
- Positive early user response: Public reviews point to accessible workflows and support, although the independent review sample remains smaller than those of older global platforms.
- Fewer disconnected HR tools: Regional organisations can keep a broader set of employee lifecycle processes together, reducing handoffs between recruitment, HR administration and performance teams.
Where OmniHR Falls Short
- No managed payroll service: Teams that want payroll processed on their behalf need a separate outsourcing provider, even though local payroll processing is native. This distinction matters if a company wants a provider to own monthly payroll operations and statutory submissions rather than just supply the software.
- Smaller public review base: Organisations seeking a long, independently documented enterprise track record may find fewer external reviews than for established global suites. Enterprises should weigh that smaller independent reference base when assessing support coverage, integrations and implementation risk.
OmniHR Customer Reviews
“Omni HR: A Smart HR System Built for Regional Growth”
Sophia M. · Regional Human Resources Business Partner · Capterra · 4 July 2025 · 5/5
Read original review“Some features feel basic and not fully mature”
Eric Joel C. · Human Resources Manager · G2 · 20 April 2026 · 4/5
Read original reviewWho OmniHR Is Best For
- Regional Asian businesses: Companies handling payroll and people processes across Singapore, Malaysia and nearby markets.
- Performance-focused teams: HR departments wanting structured feedback alongside local payroll.
Swingvy: Best for Small Teams Moving Off Spreadsheets
Swingvy is a lightweight HR platform for smaller Singapore teams moving away from spreadsheets.
Its modular approach suits employers who want to start with everyday HR administration and add payroll when needed, without committing to a complex enterprise system.
Swingvy Key Features
HR Hub and Payroll Add-On
Employee records, leave and claims live in the HR Hub. Payroll is an add-on that handles CPF, SDL, SHG, IR8A and IR21, so teams can switch it on when ready.
Mobile App for Every Employee
Staff apply for leave, upload claim receipts and clock in from iOS or Android, and check company announcements and the shared calendar in the same app.
Attendance and Basic Reviews
The time and attendance add-on records clock-ins by location and supports shift scheduling. Performance covers review cycles and self-assessments, which suits simple check-ins rather than OKRs.
Pricing
| Plan | Details |
|---|---|
| Premium HR Hub | From S$5 per employee per month, billed monthly; S$4.25 with annual billing. |
| Payroll add-on | S$5 per employee per month when billed monthly; S$4.25 with annual billing. |
| Time and attendance add-on | Listed at S$3 per employee per month (monthly), subject to availability. |
See the Singapore pricing page for current modules and account setup fees.
Where Swingvy Shines
- Accessible first move from spreadsheets: A modular subscription can suit small businesses moving standard leave, claims and payroll activities into software gradually rather than buying a full enterprise suite.
- Manageable setup for small teams: Basic administration can be implemented by businesses without a specialist HRIS team, particularly when policies and workflows are relatively simple.
- Employee-friendly approach: Routine requests are designed around mobile use, helping staff handle HR tasks without needing frequent assistance from the administrator.
Where Swingvy Falls Short
- Recruitment needs another system: There is no built-in applicant tracking for managing job ads, candidate pipelines and offers. Teams with a steady volume of hiring should budget for another system to track applications, interviews and approval history.
- Limited learning management: Training records, certification tracking and course administration need external tools. Companies requiring formal development planning and compliance training history will need to connect specialist tools.
Swingvy Customer Reviews
“HR app with the best bang for your buck”
Wei Chun T. · Data Engineer · Capterra · 25 November 2023 · 5/5
Read original review“it does not present many functions or features”
Wynne A. · Marketing · Capterra · 13 December 2022 · 5/5
Read original reviewWho Swingvy Is Best For
- Small teams adopting HR software: Employers ready to move leave, claims and payroll away from spreadsheets.
- Employee-self-service-first companies: Businesses prioritising a simple mobile experience over deep enterprise talent management.
How to Pick the Right HR System for Your Singapore Company
The right HR software in Singapore comes down to three questions.
Payroll and MOM Compliance
Payroll is the one job HR can't get wrong. Singapore employers must pay salaries at least once a month, give itemised payslips, and follow Employment Act leave rules. Employers covered by IRAS AIS requirements must submit employment income information electronically too. Look for a system where CPF, SDL and year-end forms come straight out of your monthly payroll. brioHR does this because payroll sits on the same employee records as leave, claims and attendance.
IRAS AIS rule: Employers with five or more employees in a calendar year, or those directed by IRAS, must join the Auto-Inclusion Scheme. Once registered, they generally remain in AIS even if staff numbers later fall below five. For YA 2026, income information for 2025 was due 1 March 2026 (IRAS). Ask vendors to demonstrate IR8A generation and the exact AIS submission route, not merely a downloaded spreadsheet.
See it in action: Ask brioHR to demonstrate how approved leave, claims and attendance feed Singapore payroll before CPF and IRAS outputs are prepared.
One System or Multiple Tools
Count the logins your team uses today.
A payroll app, a separate leave tracker and a claims spreadsheet can work for five people. At 30 people, payroll week turns into copying numbers between them. If you want one set of employee data and one place to check it, brioHR is built for that.
Learn more about brioHR security and the cost of HR software.
Reporting and Scalability
Plan for the company you'll be next year.
As headcount grows, leaders start asking for turnover by department, overtime trends and who is due for review. Payroll-only tools usually can't answer. Broader HR platforms can.
brioHR's reports cover HR and payroll together, and Project Flow extends that to cross-team work if you need it.
Read more in CPF updates Singapore, HR software key features, and our guide to choosing HR software in Singapore.
If moving data between payroll, attendance and reporting is taking up your week, see brioHR in action.
One place
for your people.
Hiring, onboarding, CPF payroll and reviews on a single login, with a support team in your corner.
Run Singapore HR From One Platform With brioHR
For a small payroll-only team, Talenox or Payboy may be enough. For growing Singapore employers, compare whether payroll, leave, claims, approvals and reporting share one employee record. Multi-country groups should also assess local statutory coverage and implementation resources before choosing a platform.
brioHR connects these workflows for Singapore teams without requiring separate HR tools. Book a demo to test your own payroll and approval process, or explore Singapore payroll capabilities.
