If you run a business in Singapore, corporate secretarial work isn’t optional. It’s required. Every company here needs a corporate secretary within six months of incorporation. That role comes with deadlines, compliance responsibilities, and the constant need to stay updated with ACRA regulations.

 

So the big question is: Should you hire someone in-house or outsource the job to a firm?

 

There’s no one-size-fits-all answer. It depends on your company’s size, structure, growth plans, and risk tolerance. But it’s worth looking closely at what each approach really involves—because what seems cheaper or simpler up front might not hold up over time. Let’s break it down.

Hiring an in-house corporate secretary gives you direct access to someone who knows your business inside out. They sit in your office. They’re around for ad hoc questions. They can handle last-minute board resolutions or shareholder updates without looping in third parties.

 

That sounds ideal, especially if your company structure is complicated. If you’ve got multiple directors, regular filings, or overseas shareholders, it helps to have someone close by who knows how everything connects.

 

But here’s the catch: finding the right person is hard. Qualified corporate secretaries don’t come cheap in Singapore. And if your needs are basic—just annual filings, AGM prep, and maintaining statutory records—you might be paying a full-time salary for part-time work.

 

There’s also risk. If they leave, get sick, or make a filing error, the company is still responsible. You can’t point to an internal mistake as an excuse. And training someone new takes time—not to mention trust.

 

So going in-house can work well, but only if you have steady, ongoing needs and the budget to hire someone skilled. Otherwise, you’re likely overcommitting.

Outsourcing company secretarial services is a common choice in Singapore—especially for startups and SMEs. You get a team (not just one person), access to wider expertise, and fewer HR headaches. You only pay for what you need.

 

Need to appoint a new director? File an annual return? Update your Constitution? A good secretarial services provider will handle it quietly, correctly, and on time. And if the law changes (which it often does), they usually know before you do. That said, outsourcing isn’t perfect.

 

You lose some control. Response times can vary, especially if your provider is juggling too many clients. Some firms push templates and generic advice that don’t really fit your situation. And if you need something done right now—like a same-day resolution or an urgent filing—it might not happen unless you’ve got a priority arrangement in place.

 

Also, some providers take a narrow view. They’ll do what you ask, but won’t flag things you should be asking about. That passive approach can be risky, especially if your company is growing fast or going through changes.

 

So outsourcing works well if your secretarial needs are straightforward—or if you choose your provider carefully. Look for one that gives you a named contact, not just a shared inbox. And one that asks smart questions before problems pop up.

In Singapore, compliance isn’t optional. The government takes it seriously. Miss a filing deadline or appoint a director incorrectly, and you could face fines, penalties, or worse. ACRA doesn’t chase you first—they penalize, then ask questions.

 

So whether you go in-house or outsourced, someone has to stay on top of the rules. Not just the law as it stands, but changes to the Companies Act, accounting standards, or digital filing requirements. That’s where experience matters.

 

If your in-house secretary is green, they may not catch a small error that leads to a bigger issue down the line. If your outsourced provider isn’t proactive, they might not alert you in time to fix something. Either way, you want someone who’s thinking ahead—not just ticking boxes.

People often look at the monthly bill and assume outsourcing is cheaper. Sometimes it is. But not always.

 

Let’s say you hire a junior-level secretary for $3,500 a month. On paper, that’s reasonable. But factor in training, payroll, benefits, and the time you spend supervising. Plus the cost if something slips through the cracks.

 

Now compare that to an outsourced plan at, say, $150 a month for basic services. Looks cheap, but if they charge extra for every small task—or if their service is slow—it might cost you more in lost time and admin stress.

 

The real cost isn’t just dollars. It’s how smoothly your business runs. How much time you spend chasing compliance. And how confident you are that things are being handled right.

The right answer today might not be the right answer in six months.

 

If you’re a new startup with simple structure, outsourcing secretarial services is probably the way to go. You get the basics covered without hiring staff. But as you scale, raise funds, or restructure, things get more complex. You’ll need quicker response times. More tailored advice. Maybe even someone in-house to manage internal processes.

 

Some companies start outsourced and bring the role in-house later. Others do the opposite—hire someone internally, then outsource when that person leaves or when the admin burden becomes too heavy. It’s not a fixed decision. It’s something to reassess as your business evolves.

There’s no universal answer. It depends on your company’s size, risk tolerance, and how hands-on you want to be. If you need control, constant access, and custom processes—and you can afford a qualified hire—go in-house.

 

If you value flexibility, cost savings, and peace of mind—and your needs aren’t overly complex—outsourcing makes sense. Just remember: the quality of the person or provider matters more than the model. An experienced, proactive outsourced team beats an underqualified in-house hire. And a sharp internal secretary will always outdo a careless third party.

 

You’re still legally responsible either way. So pick someone you trust.

Don’t just ask how to handle corporate secretarial work. Ask who is doing it—and whether they truly understand what’s at stake. In Singapore’s compliance-heavy environment, that can make the difference between smooth sailing and avoidable setbacks.