Singapore taxes employment income on a territorial basis: what matters is where the work is physically performed. Presence in Singapore with working duties creates Singapore-sourced income regardless of where the employer is incorporated or which account the salary lands in. For short visits the statute carves out an exemption: employment exercised in Singapore by a non-resident for not more than 60 days in aggregate in a calendar year is tax-free — s 13(6) of the Income Tax Act 1947.
The exemption applies automatically and requires no application, but its perimeter is narrow. Company directors, public entertainers and visiting professionals stay taxable from day one, and exceeding the threshold by even a single day strips the relief from the entire year's stay. Adjacent regimes sit in the Singapore overview; the general rate schedule is covered in the personal income tax article.
Concept
Section 13(6) ITA exempts the income of a non-resident from employment exercised in Singapore for a period or periods not exceeding 60 days in aggregate in the calendar year preceding the year of assessment. Three elements matter: the person is non-resident for the relevant year; the income arises from an employment relationship with duties performed in Singapore; and the days aggregate across all visits within the calendar year. IRAS adds one further limit: the exemption does not apply where the stay covers three continuous years or more.
"Exercising employment" separates the rule from mere presence. Negotiations, client meetings or conference attendance — with no Singapore employment duties behind them — generally create no Singapore-sourced employment income at all. The rule is written for people who actually work here: a secondment to a group project, a short assignment into a local entity, a series of technical visits under an employment contract.
Key parameters of the rule:
| Parameter | Value |
|---|---|
| Day counting | calendar period of employment in Singapore, including weekends and public holidays in the assignment |
| Absences | vacation or business trips incidental to the Singapore role do not interrupt the count |
| Exemption basis | s 13(6) ITA, for employment such as a secondment |
| Services contract | non-resident professional: withholding applies regardless of day count |
| Status test | substance of the relationship: subordination, integration into the team, the principal's control |
| Remote work from Singapore | locally sourced income from the first working day, even for a foreign employer |
| Frequent short visits | aggregate into the same 60-day count; no separate regime |
How the 60 Days Are Counted
The limit is consumed by the calendar period of employment in Singapore. Under IRAS practice the period includes weekends and public holidays falling within the assignment, and temporary absences — vacation or business trips incidental to the Singapore role — do not interrupt the count (methodology — iras.gov.sg). A working week with two days off consumes seven days of the limit, and two one-month secondments in the same year nearly exhaust it.
For the residence test a part-of-day rule applies: presence at any moment of a day counts as a full day. For the 60-day exemption the governing measure remains the period over which employment is exercised; transit without working duties and tourist trips outside the employment context leave the limit untouched.
Who Falls Outside the Exemption
- Company directors. A non-resident director's board fees are taxable from day one: withholding at source at 24% from YA 2024 (income of calendar year 2023), previously 22% (YA 2017 to YA 2023) (rates — iras.gov.sg). A single day at a board meeting is already taxable.
- Public entertainers. Performers, musicians and sportspeople pay 15% on gross income; the concessionary 10% rate expired on 31 March 2022 and never returned. Section 13(7)(b) ITA carves them out of the exemption only where the visit is not substantially supported from the public funds of another country's government.
- Professionals. Visiting consultants, experts, trainers and arbitrators derive income from an independent profession: withholding at 15% on gross or, at the recipient's election, 24% on net (rules for non-resident professionals).
Characterisation comes first. A specialist of a foreign parent company on secondment can rely on s 13(6); the same person under a services contract is a non-resident professional, withheld upon regardless of day count. The line is drawn on the substance of the relationship: subordination, integration into the team, the principal's control.
61–182 Days and the Shift to Residence
The threshold operates on the whole stay: day 61 does not tax only the excess — the exemption falls away and the full year is reassessed under non-resident rules. Employment income is taxed at the higher of two amounts: 15% flat on gross income or the resident progressive schedule, whose top bands from YA 2024 are 23% on chargeable income between S$500,000 and S$1,000,000 and 24% above S$1,000,000. Non-residents get no personal reliefs.
The presence bands produce three different tax outcomes:
| Employment days in the year | Tax status | Employment income |
|---|---|---|
| up to 60 inclusive | non-resident | s 13(6) exemption; carve-outs — directors, public entertainers, professionals |
| 61–182 | non-resident | 15% flat or resident progressive rates — whichever is higher; no reliefs |
| 183 and above | resident | progressive schedule up to 24% with reliefs |
The table shows the price of a planning mistake: crossing the threshold raises the effective rate retroactively for the whole year. From 183 days residence begins, with the ordinary progression and reliefs — details in the article on Singapore personal income tax; foreign-sourced income of individuals generally stays outside the Singapore base — see the piece on foreign income.
The NOR Scheme No Longer Exists
Until 2020, expatriates with regional travel used the Not Ordinarily Resident scheme: a resident who spent at least 90 days a year outside Singapore for work paid tax only on the share of remuneration attributable to Singapore days. New grants ended with YA 2020, the five-year windows of existing NOR statuses ran out by YA 2024, and in 2026 the relief is gone (IRAS). What is used in practice for regional roles is the area representative scheme — assessment on the share of time actually spent in Singapore, for representatives of foreign companies based here. IRAS publishes no standalone page for the scheme as at 26 August 2026, so its terms should be confirmed with IRAS before relying on them.
Remote Work for a Foreign Employer
IRAS states its position without qualification: "Income earned from services rendered in Singapore is taxable. This also applies to those working for foreign employers" (IRAS FAQ). The COVID-era administrative concessions for employees stranded in the country wound down back in 2021; in 2026, working remotely from Singapore for a foreign company creates locally sourced income from the first working day. Regular short visits aggregate into the same 60-day count — IRAS offers no separate live regime for frequent business travellers.
For a non-resident who worked from Singapore for no more than 60 days in the year, s 13(6) usually settles the matter. Beyond that, tax arises, the foreign employer faces compliance without a local presence, and the worker faces an immigration question — the right to work at all. Spouses on a Dependant's Pass working remotely are a distinct combination of rules, covered in the piece on working on a DP; for longer scenarios the market uses the ONE Pass or a local contract. Hong Kong answers the same question with its own 60-day rule and a different logic: it first asks where the employment sits, counts every day of every visit rather than the employment period, and denies the rule to anyone living in Hong Kong. The two rules are set out criterion by criterion in Hong Kong salaries tax for remote workers.
Practice and Enforcement
Collection is built on the employer. When a foreign employee ceases employment or leaves, the employer files Form IR21 and withholds amounts due until tax clearance; for short-term employment within 60 days clearance is generally not required — the exceptions, again, are directors, public entertainers and professionals (IR21 conditions). Tax treaties sit above domestic law: a DTA typically exempts employment income where presence stays under 183 days in a 12-month period and the employer is a non-resident, taking even a 61–182-day stay out of the Singapore base. Applying a treaty requires a certificate of residence from the home jurisdiction — how such certificates work is shown by the Singapore CoR.
Q/A
Do I pay Singapore tax if I work there for less than 60 days?
Not on employment income, if you are a non-resident and your employment exercised in Singapore totals 60 days or less in the calendar year: s 13(6) exempts it automatically, with no application. Board directors, public entertainers and professionals are outside the exemption and are taxed from the first day. A stay spanning three consecutive years makes you resident for all three, and the exemption falls away (IRAS).
What happens on day 61 — is only the excess taxed?
No. Crossing 60 days removes the exemption for the whole period of employment in that year: the income is taxed as a non-resident's, at the higher of 15% flat or the resident progressive scale, with no personal reliefs. From 183 days the person becomes resident and moves to the ordinary scale with reliefs. A tax treaty can still take a 61–182-day stay out of the Singapore base where the employer is non-resident and the treaty conditions are proved.
Do weekends and public holidays count towards the 60 days?
Yes. IRAS counts the period of employment in Singapore including weekends and public holidays, and temporary absences such as overseas leave or business trips incidental to the Singapore job do not stop the count. An eight-week assignment therefore consumes 56 days of the limit although it contains only 40 working days.
Does the 60-day rule cover remote work for a foreign employer?
Yes, within its limits. Work done while in Singapore for a foreign employer is Singapore-sourced income from the first day (IRAS FAQ), but a non-resident whose work in Singapore stays within 60 days in the calendar year is exempt under the same s 13(6). Past 60 days the income is taxable, and the right to work in Singapore at all is a separate immigration question.