Deel's playbook shows how to attract talent, stay compliant and meet worker expectations
Workforce expansions tend to raise similar questions: where should we go, how do we get there, and crucially, have we got a map?
For companies eyeing the Asia-Pacific region, the answer to that last question is now yes. Deel’s new APAC Cross-Border Hiring Playbook (Australia and Singapore edition) offers the navigation tools needed to make sense of two markets where workforce expectations are shifting rapidly.
Singapore and Australia have emerged as gateway markets for companies expanding into the Asia-Pacific region. Both countries offer substantial English-speaking workforces, making them accessible entry points for firms currently operating in other English-speaking markets. Yet the opportunities come with complexities, particularly around evolving employment regulations and shifting worker expectations that differ significantly from Western norms.
"The benefits of global hiring go beyond addressing the skills shortage; businesses can expand strategically into key regions and offer unparalleled flexibility to employees who value the 'digital nomad' lifestyle," said Shannon Karaka, country leader for Austrlaia and New Zealand at Deel (pictured).
What workers actually want
What happens when traditional pay cycles meet modern cash flow pressures? The Deel playbook reveals some surprising patterns about how workers in Australia and Singapore think about compensation.
Many centre around generational divides: in Australia, 66% of both Gen Z and Millennials would prefer a higher salary over more paid leave and benefits, compared to only 49% of boomers. In Singapore, many workers would also choose a higher salary with fewer benefits, but there is growing appetite for packages that offer a tailored mix of salary, benefits and leave that allows them to optimise for their personal circumstances and lifestyle. Almost one-in-four employees would accept a lower salary for remote or hybrid working conditions.
In Australia, 52% of full-time office workers have used financial services such as cash advances or payday loans whilst waiting for their pay. In Singapore, some 74% of employees are interested in on-demand pay services that would provide access to wages earlier than the traditional monthly pay, especially younger generations that rely on credit cards and buy-now-pay-later services.
Some 64% of Australian full-time office workers are concerned about AI being in control of their payment data, and 63% say they would prefer pay issues to be handled by humans alone.
The playbook digs deeper into what these shifts mean for companies trying to attract talent in both markets.
The compliance challenge
How much do you really know about Australia's Same Job, Same Pay law? What about Singapore's COMPASS point system for Employment Passes? The playbook breaks down the regulatory landscape in both countries, highlighting the changes that came into effect in 2024 and 2025 that directly affect foreign companies.
Australia's workplace laws are constantly being updated. The Same Job, Same Pay law that took effect in November 2024 mandates that labour hire employees must be paid at least the same rates as a client's in-house staff doing the same work. If you're expanding into Australia, your budget needs to account for these requirements.
Meanwhile, Singapore saw substantial updates to its labour laws in 2025, from the new Workplace Fairness Act to enhanced parental leave provisions. Employment Pass criteria are also becoming stricter, with applicants now assessed using a point system that takes into account salary, qualifications and the company's local profile.
But compliance isn't just about knowing the rules. It's about staying current as regulations evolve. The playbook outlines practical approaches to maintaining compliance, from building centralised libraries of regulatory information to implementing automated monitoring systems.
Making background checks seamless
Hiring managers know that background checks are one of the most important parts of the cross-border hiring process. However, the Deel playbook also outlines how it's also essential to ensure compliance with local privacy laws regarding the handling of personal information and data collection.
In Australia, background checks must be conducted in compliance with local laws, particularly the Privacy Act 1988, which mandates that personal information collected is relevant and obtained lawfully. Individuals must be informed about the background check and its purpose, and companies must handle the data securely.
The process requires obtaining consent, verifying identity, checking criminal history, understanding the difference between active and spent convictions, avoiding discriminatory practices, verifying qualifications, checking the right to work, screening social media and documenting findings.
"Many of our processes and compliance certifications require that we conduct background checks on all full-time consultants and employees of the company. Deel makes this easy as the background check is a seamless add-on during the onboarding process. It's quick, there's no duplication of information, and the report is saved within the team member's profile for easy reference in the future," said Audrey McNicholas, Head of Business Operations at Condor Software.
The EOR decision
One example of a pitfall to beware set out in the playbook is the differences between foreign and local workers. Singapore's workplace regulations are more relaxed than Australia's on the whole, but this is a key area.
Singapore's new Workplace Fairness Act prohibits discrimination against characteristics such as age, sex, race and religion. However, it permits favouring Singapore citizens and permanent residents over foreigners.
Should you establish a local entity or use an Employer of Record (EOR)? This question becomes particularly important in Singapore, where a 2024 regulatory clarification changed how overseas companies can engage foreign talent through EOR services.
The Ministry of Manpower made clear that EOR services cannot apply for work passes for foreign employees to work for overseas customers. If you're an overseas company hoping to hire foreign employees who reside in Singapore, you'll need to incorporate a new entity within the country to sponsor work passes.
The playbook explores the implications of this change and outlines alternative approaches, from supporting relocation to helping foreign talent apply for permanent residency.
What’s inside the playbook?
The APAC Cross-Border Hiring Playbook provides comprehensive guidance across key areas:
- Why engage in cross-border hiring in 2026
- Hiring foreign workers in Singapore as an overseas entity
- Complying with background check laws in Australia
- Complying with payroll regulations in Australia and Singapore
- Managing HR compliance across Australia and Singapore
- Automate billing for cross-border payroll services
Adaptation and flexibility are core principles for both employees and employers in 2026. The world is changing, and companies need to be able to change with it. A global, diverse workforce helps companies react to change by bringing in new perspectives and a wide range of skillsets – but having a roadmap to reach those goals safely is essential.
Read the full report, APAC Cross-Border Hiring Playbook (Australia and Singapore edition), to explore the complete findings and guidance for expanding into the APAC region.
This article was produced in partnership with Deel
