Asia-Pacific Expansion Hiring Guide
Understand employment laws, visas, social security, and tax requirements across 15 Asia-Pacific countries with in-depth, country-by-country coverage.
Overview of Asia-Pacific Market Expansion
Asia-Pacific is the top destination for Chinese companies going global: Southeast Asia offers rapid growth in manufacturing and consumer markets, Singapore serves as a regional headquarters hub, while Japan, South Korea, Australia, and New Zealand are key locations for high-value operations. Labor laws vary significantly across APAC countries—Singapore allows flexible hiring, employer social security contributions total approximately 21.5% in Vietnam, Indonesia mandates the religious allowance (THR), and Australia's wage floors are defined by Modern Awards. NAZAR provides Employer of Record and payroll services in 17 APAC countries, enabling compliant hiring of local and expatriate employees before establishing a legal entity.
Employment Cost and Policy Index for Asia-Pacific Countries
Independent landing pages are now live in 15 Asia-Pacific countries and regions, featuring hiring cost overviews, visa pathways, social security breakdowns, and FAQs—all optimized for direct search engine indexing.
Singapore
PopularEmployer CPF contribution approx. 17.0% · Minimum monthly salary approx. 2,500 SGD
Employment contracts must clearly specify the role, salary, and notice period in writing. Probation periods typically range from 3 to 6 months. Statutory annual leave starts at 7 days and increases annually.
Japan
PopularEmployer Social Insurance: ~15.5% · Minimum Monthly Salary: ~300,000 JPY
Employment contracts must be delivered in writing. Termination protection is strict and requires objective, reasonable grounds. Statutory annual leave starts at 10 days.
South Korea
Employer social insurance approx. 9.5% · Minimum monthly salary approx. 2,200,000 KRW
Written employment contract required. After 1 years of service, you earn 15 days of annual leave. Termination requires valid cause and 30 days' prior notice.
Malaysia
PopularEmployer social security contribution approx. 14.0% · Minimum monthly salary approx. 4,000 MYR
Employment law covers all employees; termination during probation requires valid reason; annual leave increases with tenure, ranging from 8 to 16 days.
Thailand
PopularEmployer social security approx. 5.0% · Minimum monthly salary approx. 30,000 THB
Employment contracts are not mandatory in writing but strongly recommended; probation periods up to 119 days may be exempt from compensation; statutory annual leave starts at 6 days.
Vietnam
PopularEmployer social insurance approx. 21.5% · Minimum monthly salary approx. 12,000,000 VND
Employment contracts are fixed-term or open-ended. Probation period shall not exceed 180 days. Annual leave starts at 12 days and increases by 1 days every 5 years.
Indonesia
Employer social security ~9.0% · Minimum monthly salary ~8,000,000 IDR
Flexible employment contracts under the Omnibus Law; 12 days of annual leave; severance pay includes statutory multipliers.
Philippines
Employer social security approx. 12.5% · Minimum monthly salary approx. 40,000 PHP
Probation period up to 6 months; strong formalization protections. Annual leave is not mandatory but typically includes 5 days paid vacation + 5 days service incentive leave.
India
Employer social security ~15.5% · Minimum monthly salary ~80,000 INR
Labor laws vary significantly by state; Standing Orders apply to employers with 50 or more employees; annual leave typically ranges from 15 to 20 days.
Australia
Employer superannuation approx. 13.0% · Minimum monthly salary approx. 5,000 AUD
Fair Work system covers all employees; 20 days of annual leave; Modern Awards determine minimum wages and allowances.
New Zealand
Employer social security contribution: approximately 6.0% · Minimum monthly salary: approx. 5,200 NZD
Employment agreements must be in writing; 20 days annual leave plus 11 public holidays; 90 days probation period applies only to small businesses.
Cambodia
Employer social security contribution: approx. 2.6% · Minimum monthly salary: approx. 700 USD
Probation period up to 2 months; annual leave starts at 15 days and increases with tenure; termination requires notice or payment in lieu of notice.
Myanmar
Employer Social Security ~3.0% · Minimum Monthly Salary ~1,200,000 MMK
Employment contracts must be registered using the standard template; annual leave starts at 10 days; termination requires advance notice and compensation.
Laos
Employer social security approx. 7.0% · Minimum monthly salary approx. 8,000,000 LAK
Written employment contract required; annual leave starts at 15 days; termination often requires filing with the labor department.
Brunei
Employer Social Security: ~7.5% · Minimum Monthly Salary: ~2,500 BND
Written employment contract advice; annual leave follows standard practice of 7–14 days; termination requires notice period.
Key Employment Considerations for Asia-Pacific
- Singapore and Malaysia primarily issue Employment Pass visas, with salary thresholds varying by age and industry.
- The proportion of foreign employees in Vietnam shall, in principle, not exceed 3%. The social security base includes various allowances.
- Philippines 13 salary is a statutory mandatory benefit; termination requires a two-notice procedure.
- Australian Superannuation: Employers contribute 11.5%, with annual increases
Common Questions for Going Global in Asia-Pacific
Is it necessary to establish a local entity in Southeast Asia to hire employees?
Not necessarily. With an Employer of Record (EOR) model, a locally licensed employer can handle employment contracts, social security contributions, and income tax withholding. This allows companies to hire without first establishing a local entity, making it ideal for market validation phases and small teams.
Which countries in the Asia-Pacific region have higher employer social security costs?
Vietnamese employers contribute approximately 21.5%; India includes EPF and Gratuity accruals; Indonesia ranges from 8% to 10% with additional statutory THR. In contrast, Singapore's CPF covers only citizens and permanent residents, resulting in lower employer social security costs for expatriate employees.