The Kiasu Singaporean’s Guide to Hiring a Migrant Domestic Worker

Hiring Migrant Domestic Workers (i.e. MDWs, and colloquially also known as maids or domestic helpers/helpers) is not an uncommon practice in Singapore. A prospective employer has to take into account a number of considerations before they can apply for a work permit and employ a MDW, and there are a several guidelines and ongoing obligations that they’ll need to abide by.

This guide sets out all you need to know about employing an MDW’s services in Singapore.

Employer Requirements for Hiring an MDW

At the outset, a prospective employer in Singapore must meet the eligibility criteria before hiring a migrant domestic worker (MDW). These requirements are that the employer:

• Be 21 years old and above.
• Is not an undischarged bankrupt.
• Has the mental capacity to fully understand and discharge your responsibility as an employer. The Ministry of Manpower (MOM) will also take into consideration the employer’s care-giving needs (e.g. young children or elderly family members) and financial ability to hire, maintain and upkeep the helper in an acceptable accommodation.

A first-time employer of a helper must attend an Employer Orientation Programme (EOP) before they can apply for a Work Permit.

Do note that prospective employers should also not be diagnosed with any medical condition that would impair their ability to exercise supervision and control over the well-being of the helper. These include medical conditions such as Alzheimer’s disease, dementia and schizophrenia.

Guidelines for employers

MOM has put together a helpful guide to help employers build a positive working relationship with their MDW. Prospective employers are strongly encouraged to review the guide prior to applying for a work permit for their MDW, as it includes important information on rest days, well-being, salary and other matters to help create a good working relationship with their MDW. The guide can be accessed here.

Applying for a Work Permit for Your MDW

Applying under a Special Scheme

Joint Income Scheme

Under the Joint Income Scheme, you can combine your income with a family member who is staying with you, other than your spouse. for example, the family member can be your sibling, parent, child or relative. Only 1 extra income can be included.

Sponsorship Scheme

If you are a a senior citizen aged 60 years and above, the Sponsorship Scheme lets you apply for a Work Permit based on the income of up to 2 sponsors.

The following family members can be your sponsor:

• Your children or children’s spouse
• Your grandchildren or grandchildren’s spouse
• Your siblings

Your application will be assessed based on the combined income of up to 2 sponsors.

Do note that regardless of the scheme that you are applying under, you are responsible for the upkeep, maintenance and well-being of the helper and must ensure that the monthly levy (discussed below) is paid on time.

General Applications

Employers can apply for a Work Permit for an MDW either on their own or through an employment agency.

When submitting the application, a fee of $35 for each pass is payable. When the pass is issued, an additional $35 is payable.

Employers with Singpass and employment agencies can apply using the FDW eService for a faster outcome. The processing time typically takes around 1 week, although some cases might take more time. More details on the application process can be found here.

Though this step may seem simple, it is not to be overlooked as hiring an MDW without a valid Work Permit is illegal. Employers can be penalised with a fine between S$5,000 and $30,000 and/or imprisonment of up to 1 year. If the employer commits this offence more than once, imprisonment will be compulsory.

Approval and Steps to Take Prior to & After MDW’s Arrival in Singapore

If your application is approved, you will receive the in-principle approval (IPA) letter and declaration forms via email for you and your MDW to sign.

You are required to send your helper her copy of the IPA to enter Singapore. If she needs more time to arrive, the IPA validity can be extended using the FDW eService. Do ensure that the MDW’s IPA particulars match her passport details. If you made an error (e.g. helper’s name is incorrect), you need to correct the error. Otherwise, your MDW will be denied entry into Singapore.

Settling-In Programme for First-time MDWs

If your MDW is coming to Singapore to work for the first time, you will have to send her for a 1-day Settling-In Programme (SIP) when she arrives in Singapore. She must attend the SIP within 7 days of her arrival in Singapore excluding Sunday and public holidays.. To ensure that she can secure a training slot, you are advised to register her for the programme before she arrives in Singapore.

You will have to bear the costs of sending your MDW to the SIP, which amounts to S$76.40 (including GST). The SIP will be conducted in her native language, and she will only be able to start work after she has attended it.

Purchase of Insurance

Before your MDW arrives in Singapore, you must also buy medical insurance (MI) and personal accident insurance as part of your medical obligations to her. Do note that as the employer, you are required to bear the cost of purchasing the insurance.

Since 1 July 2023, the minimum MI required has been enhanced for all new and existing MDWs (including confinement nannies). The enhanced MI will better protect employers against large medical bills incurred by MDWs, and will be implemented in two stages as shown in the table below.

To implement for MI policies, renewals or extensions with start date effective from	Enhanced MI requirements
1 July 2023 (Stage 1)	Higher annual claim limit of at least $60,000, with a co-payment of 75% by insurers and 25% by employers for claim amounts above $15,000.
1 July 2025 (Stage 2)	Standardisation of allowable exclusion clauses Introduction of age-differentiated premiums for those aged 50 and below, and those aged above 50 Requirement for insurers to reimburse hospitals directly upon the admissibility of the claim

The personal accident insurance purchased for your MDW must meet all of these requirements:

• Have a sum assured of at least $60,000 per year.
• Cover sudden, unforeseen and unexpected incidents resulting in permanent disability or death.
• Not contain extra exclusion clauses that are not in the Employment of Foreign Manpower Regulations.

This insurance aims to protect your MDW and her family by providing a lump sum compensation if she suffers from permanent disability or passes away due to an accident. The compensation must be made MDW to your helper or her beneficiaries.

Purchase of Security Bond

Employers must purchase a S$5,000 security bond (in the form of a banker’s or insurer’s guarantee) for every full-time MDW they employ, excluding those from Malaysia. This security bond (in the form of an insurance or banker’s guarantee) ensures that both you and the MDW will comply with the Work Permit conditions.

The insurers of the security bond are required to send the bond’s details to MOM before the MDW arrives in Singapore. The employer must ensure that the security bond can be processed in time (this may take up to 3 working days), and that it takes effect on the MDW’s date of arrival. Failure to do so will result in the MDW being refused entry into Singapore, and having to be sent home.

You will be discharged from the security bond liability only if you meet all of these conditions:

• You have cancelled the Work Permit.
• The MDW has returned home.
• You did not breach any of the security bond conditions.

If all conditions are met, the security bond will usually be discharged one week after your MDW has left Singapore. You’ll be notified by post when the security bond is discharged.

Do note that the security bond may be forfeited where:

• The employer or the MDW fails to follow any of the conditions set out in the Work Permit (for example, becoming pregnant) or the security bond;
• The employer fails to pay the MDW’s salary on time;
• The employer fails to send the MDW back when her Work Permit has expired, or been revoked or cancelled;
• The MDW goes missing.

If the MDW violates any of the conditions set out in the Work Permit, the employer is not liable for her violations (and hence will not lose their security bond) if they can be prove that they had:

1. Informed her of the Work Permit conditions that she must comply with; and
2. Reported the violation to MOM when they first became aware of it.

Medical examination

You are also required to send your MDW for a medical examination by a Singapore-registered doctor within 2 weeks of arrival.

Your MDW’s Employment Conditions

MDWs are not covered by Singapore’s Employment Act. They are, however, governed by the Employment of Foreign Manpower Act, which is enforced by MOM.

Employment contract

The MDW’s terms of service are set out in her employment contract. The terms and conditions of this contract must be mutually agreed upon by you and your MDW.

While the agency can be asked to draft the employment contract on your behalf, it is important to ensure that the following terms are covered:

• Salary
• Placement loan
• Number of rest days per month
• Compensation in lieu of rest day
• Termination notice period (can be waived by mutual consent)
• Compensation in lieu of termination notice

Early termination is allowed to maintain flexibility for both the employer and the MDW. Either party can terminate the contract by giving the notice period agreed upon in the employment contract. If the notice period cannot be given, the party terminating the employment should pay salary in lieu of notice.

Safety agreement

As the employer, you must agree to comply with the safe work practices stipulated by MOM. In addition, if the MDW you are going to hire is a new MDW or a transfer MDW, the employer will arrange for you and her to sign a safety agreement.

New MDWs are those who come into Singapore from overseas, and are working here for the first time. Transfer MDWs are those who are already working in Singapore, but wish to work for another family. If you are renewing your existing MDW’s contract, it will not be necessary for you to sign a safety agreement.

The purpose of this safety agreement is to ensure that both parties understand the restrictions set by the Ministry of Manpower (MOM) on the cleaning of the exterior of windows. These restrictions were set in place in order to prevent MDWs from accidentally falling out of the window while cleaning.

The safety agreement itself:

• Lists restrictions on cleaning windows;
• States that your requirements for cleaning windows must comply with MOM’s regulations; and
• Includes your MDW’s acknowledgement of your requirements on window cleaning.

The safety agreement will be signed by you, the MDW, and the employment agency; and all three parties are required to keep one copy each. To ensure that the MDW fully understands the agreement, the copy of the safety agreement that she signs will be in her native language.

Employment Rules for MDWs

There are certain employment rules that a MDW must abide by, according to the conditions set out in her Work Permit.

For instance, a MDW can only perform household chores at the residential address. She cannot be deployed to work elsewhere in a business. However, it is possible for her to work at another address during the day, if she is there to perform duties pertaining to the employer’s children or elderly parents.

If a MDW is illegally deployed, convicted employers may have to pay a fine of up to S$10,000, and risk being banned from hiring helpers in the future.

The MDW must also stay at the residential address in her Work Permit. She is not allowed to engage in illegal, immoral or undesirable activities, such as breaking up families. If found to be so, her permit may be revoked.

Employers’ Obligations

Apart from compulsory requirements regarding food and accommodation for the MDW, there are other conditions stipulated in the Work Permit that the employer must abide by, as well as other ongoing obligations that they will need to take note of. Some of these key obligations include:

Payment of monthly salary

You must pay your MDW her salary every month, no later than 7 days after the last day of the salary period. The salary period must not exceed 1 month.

Take note that the salary paid to the MDW must not be lower than what you declared to MOM, and cannot be deducted under any private agreement. If you want to decrease your MDW’s salary, you will have to obtain her written consent, as well as inform MOM.

Employers are encouraged to pay their MDW’s salary directly into her bank account – do note that this should be a joint account with you as her MDW employer.

You must pay your MDW via direct bank transfer if she requests for it. If you pay by cash, you must keep a record of the salary payments. You must also be able to produce salary records if requested. It is also advised that you and your MDW each sign a salary payment record to confirm that payment was made.

Finally, do note that employers are prohibited from keeping their MDW’s salary or any other money belonging to her, even if she requests for it. You must also not keep her bank book/bank card (if any).

These rules are implemented as protective measures for the MDW, as it may be hard for employer to keep track of the amount of money that needs to be returned to her. It also serves as a means of preventing both parties from having to deal with monetary disputes.

Payment of levy

While employers are not required to pay Central Provident Fund (CPF) contributions for their MDW, they must pay a monthly levy.

For first-time helpers, the levy will begin on the 5th day of their arrival (including the arrival date). Otherwise, the levy will begin the next day after the helper arrives.

The levy ends when the Work Permit is cancelled or expires.

The current levy rates are set out below:

Type of levy	Monthly rate	Daily rate
Normal (1st helper)	$300	$9.87
Normal (Subsequent helpers)	$450	$14.80
Concessionary	$60	$1.98

The levy must be paid for each month by the 17th of the following month (or the next working day if it falls on a Saturday, Sunday or public holiday). For example, your levy for May 2024 will be due on 17 June 2024. Payment can be made either by GIRO or through PayNow.

Do note that there are penalties if the full levy is not paid on time. These include:

• Being charged a late payment penalty.
• MDW’s Work Permit will be revoked.
• Not being allowed to apply for or issue a new Work Permit, or renew an existing Work Permit.
• Legal action to recover the unpaid levy.

Levy concessions can be granted for employers living with families that include children, elderly, or the disabled. For more information on levy payments and concessions, click here.

Levy waiver

It is also possible to obtain a waiver for the MDW levy in certain specific situations.

Examples of such situations, and the documentation required to obtain the waiver in these situations, include:

Went on overseas leave for at least 7 consecutive days. It is capped at 60 calendar days per calendar year.	No documents needed. Apply for the waiver after your MDW returns to Singapore. If the MDW chooses not to return from overseas leave, cancel the Work Permit before you apply for a waiver.
Was issued with hospitalisation leave by a Singapore-registered doctor from a local medical institution. It is capped at 60 calendar days per calendar year.	Medical certificate (MC) showing all of the following: MDW’s name and FIN Period of hospitalisation leave Name of clinic or hospital Doctor’s name MC number
Was in the custody of the police or embassy	A letter from the relevant organisation stating the period of custody.
Your MDW passed away	Copy of her death certificate

You can apply for levy waiver from the 1st of the following month after receiving the levy bill. You must apply within 1 year of the levy bill.

Medical examination

During the period of your MDW’s employment, you must send her for a medical screening every 6 months (6ME). This medical examination screens for pregnancy and infectious diseases such as syphilis, HIV and tuberculosis.

You will receive a notification letter and 6ME form by post when your MDW’s 6ME is due, and you must send her for the 6ME before the due date. It can only be postponed if your MDW is on overseas leave. If your MDW is 50 years old or above, she does not need to go for 6ME; instead, she only needs to go for a medical examination upon renewal of her Work Permit.

The 6ME screens your MDW for pregnancy and infectious diseases. She will be tested for pregnancy and syphilis every 6 months, and HIV every 2 years. Once she has stayed in Singapore for 2 years, she will be tested once for tuberculosis.

If your MDW does not pass her 6ME, you must cancel her work permit and send her home immediately. More information on the medical examination requirements can be found here.

Rest days

Employers are responsible for the health and well-being of their MDW. This includes ensuring their MDW receives adequate rest days.

Currently, MDWs are entitled to one rest day per week. Employers and their MDW must mutually agree on which day of the week she should take the rest day.

If an MDW agrees to work on her rest day, she must be compensated with at least 1 day’s salary (Note: This is an additional payment and is not counted into the MDW’s basic salary.)

However, employers must nevertheless ensure that their MDW has at least one rest day per month that cannot be compensated away.

Do note that employers who fail to provide the mandatory rest day may be subjected to enforcement action.

Debarring of Employers

It is a criminal offence to ill-treat your MDW, and employers who do so risk being debarred (i.e. banned) from hiring helpers in the future. MOM will debar employers on the grounds of infringing employment rules and regulations under the Employment and Foreign Manpower Act. Examples of infringements include:

• Physical or psychological abuse of your MDW (including sexual abuse);
• Exploitation or ill-treatment of an MDW (e.g. refusing to pay her salary, not giving her sufficient food and/or rest);
• Instructing an MDW to perform tasks that put her safety and health at risk (e.g. failing to comply with the safety agreement); or
• Illegal employment or deployment of an MDW.

The period of debarment depends on the severity of the offences committed. More serious offences, such as physical or sexual abuse, will result in the employers and their spouses being permanently banned from employing MDWs if they are found guilty.

On top of being debarred, employers may also face enhanced criminal penalties under the Penal Code.

Other Employer Concerns

Am I allowed to keep my MDW’s passport?

Employers should not be keeping their MDW’s passport, nor should they be forcing their MDWs to give them their passports. Under the section 47(5) of the Passports Act, it is an offence to keep a foreign travel document that you know was not issued to you. Offenders are liable to a fine of up to S$10,000, imprisonment for up to 10 years, or both.

Instead, MOM encourages employers to provide their MDWs with means of keeping their passports and other important belongings securely, such as a locker. More importantly, the MDW should be able to freely access her passport and belongings.

What do I do if my MDW borrows money from illegal moneylenders?

If your MDW borrows money from illegal moneylenders and fails to pay them back on time, there’ is a possibility that letters demanding payment might be sent to your house.

If you receive such letters, do not panic – there is a high chance that your MDW is the only one who is legally obligated to pay them back, as they probably would have taken the loan using their own details.

Even if the loan was taken using your details, you are not obliged to repay the illegal moneylender. Your best course of action would be to report the issue to the police and inform the moneylenders that you’ve done so, especially if they resort to threats of physical harm.

If your MDW fails to repay her loans from illegal moneylenders on time multiple times, it might be best to transfer her employment to someone else, or to cancel her Work Permit altogether.

In which situations must I notify MOM?

The following are examples of issues that MOM must be informed of:

• If you intend to decrease your MDW’s salary.
• If your MDW goes missing (you must also file a missing person report with the police within a week of knowing that she has gone missing).
• If your MDW passes away, MOM must be informed within 12 hours of you learning of her death.
• You must also notify MOM if you change your residential address.

What do I do if I have disputes with my MDW?

If there are disputes between you and your MDW, do try to discuss the issues with her first and reach a solution. You can also consider making use of the free mediation services at the Foreign Domestic Worker Association for Social Support and Training (FAST) to resolve the dispute. You can call FAST’s office at 6509 1535 or email them here to book a mediation slot.

If you have proof that your MDW has committed a criminal offence (e.g. theft), you should report it to the police as soon as possible.

For disputes with your MDW’s employment agency, the agency should have a dispute resolution mechanism that it should be following or as stipulated in the terms of your contract/agreement. If the issue lies with the service agreement and cannot be resolved through mediation, you might want to consider contacting the Small Claims Tribunals instead.

For all other conflicts or issues, it would be best to contact MOM if you need further assistance.