Regulations followed by Placement and Recruitment agencies in Singapore

It is important for people who want to start an employment agency in Singapore or prospective employees and employers who are looking for a credible agency to know the legal requirements that authentic agencies have to fulfill in order to start a placement and recruitment agency in Singapore. Enlisted here are the requirements.


Your agency should be incorporated under the statute of the Ministry of Manpower and the kind of business expressly stated in order to carry out recruiting activities.

Physical Location

The company must have a brick-and-mortar establishment within the borders of Singapore. Approval from the different public work department bodies of the city need to be taken in order to provide basic facilities in your building.

Employment Agency License

The company must obtain Employment Agency License issued by Singapore Ministry of Manpower. The corporate license is meant for business entities and not individuals providing odd services.

Security Deposit

A Security Deposit ranging between SGD $20,000- S$60,000 depending on the volume of recruitment and credibility of the organisation is to be paid.

Certification, Registration and Eligibility of Staff

A Comprehensive License holding company must have all employees certified under the Certificate for Employment Intermediaries (CEI) course. Key office bearers such as CEO, COO, CFO etc. need to attend the 40-hour course and the rest of the personnel need to attend the 32-hour course. It is compulsory to certify the important position holders and key appointment holders, whether or not they perform work directly related to the agency.

Registration of employment agency personnel

It is mandatory to register all employment agency personnel with the Singapore Ministry of Manpower and they must possess a Standardised Registration Card. An employee is allowed to work for and be registered to only one employment agency at a particular point in time. A non-refundable, fee of S$160 is to be paid at the time of registration. If the employee wants to switch jobs then they would have to de-register themselves and reapply for registration under the new employer.


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