Directors Remuneration In Singapore: Complete Guide

Directors remuneration in Singapore encompasses the compensation given to company board members for their services, including salaries, bonuses, benefits, shares, and other incentives.


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    directors remuneration in singapore

    In the cosmopolitan hub of Southeast Asia, Singapore stands out not only for its impressive skyline but also for its robust corporate governance and economic prowess.

    A critical element underpinning this success is the remuneration structure for directors, which plays an essential role in attracting, retaining, and motivating high-caliber individuals to help corporations.

    Directors remuneration in Singapore, a topic that often finds itself under the microscope of stakeholders, reflects the intricate balance between ensuring competitive pay and aligning director interests with long-term corporate goals. 

    Definition of Directors Remuneration

    Directors remuneration in Singapore encompasses the compensation given to company board members for their services, including salaries, bonuses, benefits, shares, and other incentives. Singapore’s regulatory guidelines oversee the determination and disclosure of these compensations.

    Any Singapore-listed business that pays wages and other benefits to its directors and chief executive officers has to include the precise amount and the distribution of these contributions provided by the business and its affiliated companies in its yearly report. 

    Factors Affecting Directors Remuneration in Singapore

    Several factors influence directors remuneration in Singapore:

    • Company Size and Industry: Larger companies in Singapore or those in specific industries may offer higher remuneration packages.
    • Roles and Responsibilities: A managing director or CEO might have a different remuneration structure compared to non-executive directors.
    • Company Performance: Bonuses and other incentives can be tied to company performance.
    • Regulatory Guidelines: The Accounting and Corporate Regulatory Authority (ACRA) has guidelines which companies must adhere to.

    Types of Directors Remuneration in Singapore

    Directors remuneration in Singapore is a topic that has been subjected to considerable attention, especially due to the country’s stringent corporate governance framework. Directors remuneration in Singapore is an important aspect of board governance, as it can impact the attraction, retention, and motivation of directors.

    There are several types of directors’ remuneration in Singapore:

    1. Fees

    These are typically fixed amounts paid to directors for their service on the board. The Companies Act in Singapore caps the amount of fees that may be given to directors without shareholder approval. It’s customary for non-executive directors to receive fees.

    2. Salaries

    These are typically paid to executive directors who actively participate in the daily management of the company. This can include a base salary and other regular monetary benefits.

    3. Bonuses 

    Bonuses are often tied to the performance of the business or individual performance metrics. They can be a one-off payment or could be awarded annually or semi-annually. Bonuses are more common for executive directors as an incentive for achieving certain business goals.

    4. Share-based Compensation:

    • Stock options: These allow directors to buy shares at a set price, but they do not obligate them to do so. It’s a way to align the interests of the directors with the shareholders.
    • Restricted shares: These are shares given to directors but are subject to certain conditions, typically involving a vesting period. They may not be sold or transferred until certain conditions are met.

    5. Benefits-in-kind 

    They are non-cash rewards provided to directors. Examples include company cars, housing allowances, insurance, or medical benefits.

    Tax on Director’s Remuneration in Singapore

    Since director salaries are regarded as revenue resulting from the director’s employment, they are taxed. Overall, directors’ fees are subject to taxation too, but only when the director provides the necessary services during the relevant accounting year. As a result, if director fees were settled beforehand for the following year, they would only be subject to tax in the following year.

    If the organization doesn’t have a presence in Singapore, director’s fees won’t be taxed there. This is true even if the director has to go to Singapore to participate in board meetings or other business-related gatherings. However, the fees will often be taxed in the nation where the corporation is based.


    The landscape of directors’ remuneration in Singapore showcases a sophisticated intertwining of corporate responsibility, competitive edge, and stakeholder interests. As Singapore continues to solidify its position as a hub of international commerce, transparent and effective remuneration strategies for its directors are paramount. These strategies not only underline the city-state’s commitment to good corporate governance but also signify its ambition to remain at the forefront of global business leadership. 

    In an ever-evolving economic environment, Singapore’s approach to directors’ remuneration will undoubtedly serve as a benchmark for many, emphasizing the importance of striking the right balance between rewarding leadership and ensuring sustained corporate growth.


    Directors' remuneration refers to the compensation awarded to the board members of companies registered in Singapore. This may include salaries, bonuses, perks, stock options, and other forms of incentives.

    Singapore's status as a major business hub necessitates a transparent and competitive remuneration structure. Proper compensation ensures the attraction and retention of top-tier talent and aligns director interests with those of stakeholders and the company's long-term goals.

    Listed companies in Singapore are required to disclose the remuneration of directors in their annual reports, broken down into specific components. This promotes transparency and allows shareholders to understand the compensation structures better.