QuickHR Review 2026: Pricing, EOR Coverage, Local Payroll, and Features

QuickHR is an established cloud-based HRIS and payroll platform tailored primarily for businesses operating in Singapore and Malaysia. [02] [26] The evidence confirms that the platform is strongest in localized compliance, offering native payroll calculations that align directly with statutory bodies such as CPF, IRAS, MOM, EPF, and SOCSO. [11] [13]

For companies looking to hire across borders without setting up local entities, QuickHR also acts as an Employer of Record (EOR) and Professional Employer Organization (PEO) in Singapore and Malaysia. [14] The vendor supplements this with visa and work pass support for Singapore-based hires. [15]

Buyers should verify final implementation costs directly with the vendor. While QuickHR provides clear per-employee software pricing, there is conflicting evidence regarding whether setup, training, and data migration incur one-time fees or if those fees are waived under promotional terms. [29] [33] Overall, QuickHR is a strong candidate for small to mid-sized businesses focused on Southeast Asian markets, but organizations requiring global payroll outside of the APAC region should evaluate specialized multi-country providers. [12]

QuickHR is a cloud-based human resources management system (HRMS) that consolidates core HR, payroll, time and attendance, and recruitment into a single platform. [02] [08] [09] It is built to natively support statutory reporting for Singapore and Malaysia, making it a highly localized solution for Southeast Asian markets. [03] [04]

In addition to standard HRIS software, QuickHR provides Employer of Record (EOR) services to help businesses compliantly hire and manage cross-border employees without establishing local legal entities. [14]

Best for

• Singapore and Malaysia SMEs: QuickHR’s modularity and tight compliance focus on SG/MY statutory requirements make it an optimal choice for localized small and medium businesses. [26]
• Small businesses: The entry-level Essentials plan offers a low-cost, comprehensive solution for core HR and payroll needs. [05]

Good fit for

• Midmarket enterprises: The Enterprise plan supports larger operations with biometric attendance integrations, complex shift scheduling, and recruitment modules. [07]

Buyers should verify first

• Implementation fees: Vendor documentation contains conflicting information regarding whether setup, training, and data migration incur one-time fees or are waived. [33]
• Multi-country payroll scope: The platform's native multi-country payroll engine is strictly tailored to Singapore and Malaysia; buyers should verify support if expanding to other regions. [12]
• Third-party pricing discounts: Third-party sources indicate potential discounts for multiple organizations, but buyers should request official quotes to confirm final pricing. [34]

• QuickHR HRMS: The primary cloud HRIS encompassing an Employee Database, Leave Management, Claims, Payroll, Timesheets & Attendance, Appraisal, Recruitment, and Learning Management. [02] [28]

QuickHR provides public pricing for its software tiers in Singapore and starting prices for Malaysia. Pricing is based on a per-employee, per-month model and is billed annually. [29] [32]

Singapore Pricing Tiers

• Essentials: S$5 per employee/month. Includes the employee database, payroll, leave management, claims management, and mobile app access. [29]
• Enhanced: S$10 per employee/month. Adds timesheets, attendance tracking, and accounting integrations (Xero and QuickBooks). [30]
• Enterprise: S$15 per employee/month. Adds biometric machines, kiosks, appraisals, e-learning, and recruitment modules. [31]

Malaysia Pricing

• Starting Price: Streamlined HR and payroll software starts at RM7 per employee/month for SMEs in Malaysia. [32]

QuickHR offers Employer of Record (EOR) and Professional Employer Organization (PEO) services specifically for businesses looking to hire in Singapore and Malaysia. The vendor acts as the legal employer, managing cross-border hiring, onboarding, payroll, and compliance without requiring the buyer to establish a local entity. [14] In Singapore, QuickHR also manages work permit processing and visa support. [15]

The platform natively automates local payroll calculations, ensuring tax compliance across Singapore and Malaysia. [11] The system is built to handle mandatory statutory submissions, seamlessly managing cross-border payroll while maintaining strict regulatory standards for both countries. [12] [13]

QuickHR provides a suite of people operations modules, including:

• Employee Records: Centralized Employee Database Organizer. [08]
• Time Tracking: Biometric machine integration, facial recognition kiosks, and mobile app timesheets. [09]
• Performance: Flexible appraisal formats available on the Enterprise plan. [10]

The vendor provides enterprise-grade security supported by the following compliance standards:

• ISO 27001: QuickHR is independently audited and certified. [16]
• Access Controls: The platform utilizes Role-Based Access Control (RBAC) with the principle of least privilege, alongside Multi-Factor Authentication (MFA). [17]
• Data Privacy: QuickHR provides a Data Processing Addendum (DPA) outlining data protection obligations and security measures. [18]

QuickHR offers implementation services that include company setup, data migration for payroll and employee details, and employee training sessions. [23] [24] Buyers should clarify the cost of these services during the quoting process, as setup fees may apply depending on the contract or promotional terms. [33]

Before purchasing QuickHR, buyers should:

• Confirm exact per-employee pricing and verify which modules (e.g., biometric tracking, accounting integrations) are included in the selected tier.
• Ask whether one-time fees for company setup, employee training, and data migration apply to your contract.
• Verify country-specific EOR and payroll coverage if you plan to expand your workforce outside of Singapore and Malaysia.
• Validate integration depth if connecting the HRMS to Xero or QuickBooks.
• Review the QuickHR Data Processing Addendum (DPA) to ensure it meets your organization's data privacy requirements.