Before you outsource payroll, see what automation already does
Payroll outsourcing in Singapore hands the monthly run to a provider, but someone in your company still collects the hours, leave and claims and sends them over. Payroll automation removes that collection step. It is four handoffs made automatic: hours into payroll, payroll into statutory contributions, contributions into payslips, and the approved run into the bank file and the year-end filing. MUST automates all four from data that is already in the system, and leaves the approvals with a human.
Part of HR & payroll that runs itself for Singapore SMEs.
Today
Where the hours go
Hours into a sheet, the sheet into payroll, payroll into a payslip, the payslip into the bank portal.
A year of spreadsheets reconstructed for IR8A under a filing deadline.
A CPF ceiling or an SHG rate changes, and the spreadsheet does not.
With MUST
What changes
Approved hours, OT and leave come straight from MUST HRMS. The numbers are born clean.
Computed by age band and wage ceiling, updated when rates change, as part of the subscription.
Itemised payslips to every phone and the salary file for major Singapore banks, generated from the approved run.
The four handoffs, automated
One human approval. Everything else computed.
1 · Attendance records itself
Staff clock in on the phone with GPS. Lateness, OT and site are on the record the moment it happens.
2 · Approvals happen in one queue
Leave and claims land in the manager queue, approved in two taps, with a full audit trail.
3 · Payroll computes from clean data
Approved hours, OT and leave flow into MUST Payroll. CPF, SDL and SHG are computed by age band and wage ceiling.
4 · Payslips, GIRO file, year-end
Itemised payslips go to every phone, the bank file is generated from the approved run, and twelve clean months feed IR8A.
The bigger picture
HR & payroll that runs itself
Recorded at source, approved once by a human, computed and never re-typed. The three rules behind every page in this series.
Read the full pictureQuestions, answered
Should we outsource payroll or automate it?
Outsourcing moves the calculation to a provider; your team still gathers attendance, overtime, leave and claims every month and sends them over. Automation records that data at source and computes the run from it. Many SMEs keep an accountant or provider for review, and use MUST to produce a clean, auditable run for them to check.
What still needs a human?
Approvals. A manager approves OT, leave and claims; payroll approves the run. Everything between those approvals, from hours to contributions to payslips to the bank file, is computed by the system.
Can payroll automation work with our existing attendance?
MUST Payroll works standalone with imported hours. Pairing it with MUST HRMS removes the import step entirely, because attendance, OT and leave are already in the same database.
Is year-end filing automated too?
IR8A and IR21 year-end filing support is built from twelve months of clean payroll data, so the year-end figures come from the runs already approved, not from a reconstruction.
How do rate changes reach our payroll?
Statutory tables, including CPF age bands, wage ceilings, SDL and SHG funds, are maintained as part of the subscription. Updates are never your task.
See the four handoffs run on your data
A walkthrough with your pay components and your bank. No obligation.