Is there a legal minimum salary for domestic helpers in Singapore?

No. MOM does not prescribe minimum wages for any worker in Singapore, including domestic workers. The floor comes from the sending country. The Philippines requires at least S$650 (US$500) a month for Filipino contracts processed on or after 21 October 2025, and Indonesia's SISKOP2MI profile lists S$600 to S$750. Whatever you agree, you must pay at least the salary you declared to MOM.

Why are Filipino helpers often more expensive than Indonesian or Myanmar helpers?

Mainly because the Philippines enforces its floor at contract stage. MWO Singapore verifies every new Filipino contract against the DMW Standard Employment Contract, which requires at least S$650 (US$500) a month from 21 October 2025. Employers also often pay extra for strong English and overseas experience, although that premium is a matter of agreement rather than any official scale.

How much should I pay in lieu of a rest day in 2026?

MOM's formula is monthly salary divided by 26 working days, regardless of how many days the month has. A helper on S$650 earns S$25 for each rest day she agrees to work, and a helper on S$780 earns S$30. This is paid on top of her salary. Since 1 January 2023, at least one rest day per month must be taken and cannot be compensated away.

Is there a required annual increment for my helper?

No. Singapore has no statutory increment rule for domestic workers, so any raise is a matter of agreement, often discussed at the two-year renewal. MOM says you do not need to inform it when you increase salary. If you ever want to reduce salary, you must get your helper's written consent and update MOM through the FDW eService before the change.

What is the true monthly cost of employing a helper in Singapore in 2026?

Start with salary, rest-day compensation at salary divided by 26 per day, and the levy of S$300 for a first helper without concession. For a S$770 helper with three compensated rest days, those fixed items come to about S$1,158.85. Add food, toiletries, accommodation and compulsory medical and personal accident insurance, which vary by household and plan. A concessionary levy of S$60 saves S$240 a month.

Do I have to pay my helper's salary while she is on home leave?

Not unless your employment contract says so. MOM's position is that the employer need not pay salary during overseas leave unless this is provided for in the employment contract. Filipino contracts follow the DMW Standard Employment Contract, so check its leave terms with your agency. Whatever you decide, write it down before she travels so there is no dispute when she returns.

When must I pay my helper's salary each month?

MOM requires you to pay the full salary every month, no later than 7 days after the last day of the salary period. The amount must not be lower than the salary you declared to MOM. Paying by standing instruction into her own bank account creates a record both of you can refer to. If you pay in cash, both of you must sign a record of each payment.

Domestic Helper Salary in Singapore 2026: By Nationality, Source Country Minimums and True Monthly Cost

Published: 19 May 2026Last updated: 22 September 2026

TL;DR: Singapore has no minimum salary for domestic helpers, so the floor comes from the helper's home country. New Filipino contracts must pay at least S$650 (US$500) a month since 21 October 2025, Indonesia's placement system lists S$600 to S$750 for domestic workers, and on top of salary you pay rest-day compensation (monthly salary ÷ 26 per day) and the S$300 or S$60 monthly levy.

The first question almost every new employer asks us is the same: what is a fair domestic helper salary in Singapore in 2026? The honest answer is that there is no single number. Salary depends on the helper's source country minimum, her experience, and the job scope you need her to carry (eldercare, infant care, pets, a large house). The Ministry of Manpower (MOM) states plainly that it does not prescribe minimum wages for any worker in Singapore, including domestic workers. That gap is filled by the sending countries themselves.

This guide sets out what the official sources say for Filipino, Indonesian and Myanmar helpers, what MOM requires once the salary is agreed, the in-lieu-of-rest-day rate, and the fixed government costs that sit on top of salary. If you are budgeting before you shortlist, also read our full cost-of-hiring breakdown. For the step-by-step payslip maths, see our salary calculation guide.

Reviewed by Yvonne, Placement Consultant at Upwill Employment Services (MOM EA Licence 24C2628). Last updated 22 September 2026.

2026 salary snapshot: what the official sources say

The table below shows the salary reference each sending country publishes for new domestic workers in Singapore. These are floors and reference ranges, not a ceiling: experience and job scope push the final offer up.

Nationality	Official reference for new contracts	Who sets it
Filipino	Minimum S$650 (US$500) a month, for contracts processed on or after 21 Oct 2025	Migrant Workers Office (MWO) Singapore, under the Philippine Department of Migrant Workers (DMW)
Indonesian	S$600 to S$750 a month listed for domestic workers	Indonesia's migrant worker protection agency (SISKOP2MI country profile)
Myanmar	No published Singapore figure on an official Myanmar source	Confirm the current expectation with your licensed agency in writing

A few things to note before you anchor on a number:

The Filipino floor of S$650 applies to new contracts verified by MWO Singapore. It also applies to contracts of vacationing or returning workers renewed from 21 October 2025 onward.
Whatever you agree, the salary you pay must not be lower than the amount you declared to MOM, and you must pay it no later than 7 days after the end of each salary period (MOM salary guidelines).
An "experienced" helper usually means experience in Singapore specifically. Years in Hong Kong, Taiwan or the Middle East still count, but local kitchens and household norms are different.

Filipino helper salary: source country minimums

Filipino helpers carry the clearest wage floor in the Singapore market because the Philippines checks it before deployment. According to MWO Singapore's employer guidance, the minimum monthly salary for Filipino domestic workers is S$650 (equivalent to US$500), up from the previous US$400. It applies to all new employment contracts processed on or after 21 October 2025, and to contracts of vacationing or returning workers renewed from that date.

The contract must follow the DMW Standard Employment Contract and is submitted to MWO Singapore through your employment agency for verification. MWO also lists other employer obligations, including a video call with the worker before contract signing, at least one full rest day a week, suitable accommodation and meals, and medical costs. For the full process, see our Filipino helper hiring guide.

Above the floor, employers typically pay more for proven Singapore experience, strong English, confident infant care or eldercare with mobility needs. There is no official scale for these premiums, so agree the figure openly at interview and write it into the contract.

Looking to hire within one of these salary ranges? Upwill (MOM EA Licence 24C2628) matches Indonesian, Filipino and Myanmar helpers to your budget and handles the contract and permit paperwork. Chat with us on WhatsApp or see our maid placement service.

Indonesian helper salary

Indonesia regulates overseas placement through its migrant worker protection ministry (KP2MI, formerly BP2MI) and the Indonesian Embassy in Singapore. The agency's SISKOP2MI country profile for Singapore lists a salary range of S$600 to S$750 for domestic workers. Licensed Singapore agencies placing Indonesian helpers work within this reference.

Indonesian employers should also know that the Indonesian Embassy may require a separate performance bond for new Indonesian helpers. MOM confirms this is an Indonesian Embassy requirement, not a Singapore one, and it is separate from MOM's S$5,000 security bond.

For step-by-step hiring, see our Indonesian helper guide, or compare across nationalities in our three-way comparison.

Myanmar helper salary

Unlike the Philippines and Indonesia, there is no Singapore salary figure for Myanmar domestic workers published on an official Myanmar government page that employers can check. The number that matters is the one your licensed agency confirms in writing and you declare to MOM.

Many employers who have hired Myanmar helpers value their disposition and work ethic. The usual trade-offs are less English exposure and a smaller pool of helpers with infant-care or eldercare experience. See our Myanmar helper deep dive for the full picture.

Salary premiums: eldercare, infant care, special skills

Beyond nationality, the job scope is the main reason one helper earns more than another. There is no official premium table, so treat these as the things worth paying extra for, and put any premium in writing:

Infant care: the pool of helpers who are genuinely confident with newborns is small.
Eldercare with mobility needs: lifting, transferring, toileting and dementia care are physically and emotionally demanding. If the care recipient qualifies, the Home Caregiving Grant can help fund this.
Special skills: fluent English, particular cuisines, or experience with large dogs.
Large household: landed homes and households of five or more people.

Annual increments and renewal raises

Singapore has no statutory increment rule for domestic workers. Many employers offer a raise at the two-year contract renewal, especially for helpers who stayed through a demanding eldercare or infant phase, and review the rest-day arrangement and home-leave terms at the same time.

Paperwork differs depending on direction. MOM says there is no need to inform MOM if you increase your helper's salary. If you plan to reduce it, you must first get her written consent and then update the new salary through the FDW eService before the change takes effect. See our work permit renewal guide.

Salary in lieu of rest day

Under MOM rules, every domestic worker is entitled to one rest day per week. Since 1 January 2023, at least one rest day per month is mandatory and cannot be compensated away. Any other rest days can be exchanged for pay only if you and your helper mutually agree (MOM rest day rules).

MOM's own formula for one day's salary is monthly salary ÷ 26 working days, regardless of the number of days in the month (MOM FAQ). So for a helper on S$650, one rest day worked is S$25. For a helper on S$780, it is S$30. This payment is on top of her salary, and MOM says it should not be counted into the salary you declare.

If you compensate three rest days a month at this rate, a S$650 salary becomes S$725 in cash, and a S$780 salary becomes S$870. Build this into your budget from day one. For the full rules, see our rest day resource page.

Total monthly cost to employer

Salary is only part of the monthly cost. Here is the picture for a Filipino helper at S$770 with three rest days compensated. Lines marked "varies" depend on your household and the plan you buy, so we have not put a number on them:

Cost item	Monthly (S$)
Salary	770
3 rest days in lieu (S$770 ÷ 26 = S$29.62 × 3)	88.85
MDW levy, first helper, no concession	300
Food, toiletries and accommodation (employer's duty)	varies
Medical and personal accident insurance (compulsory)	varies by plan
Fixed monthly total before food and insurance	S$1,158.85

The levy often surprises first-time employers. MOM's current rates are S$300 a month for the first helper, S$450 for each subsequent helper, and a concessionary S$60 if your household qualifies, for example a Singapore Citizen child below 16 or a Singapore Citizen aged 67 and above living with you. See our FDW levy resource for eligibility. Medical insurance (at least S$60,000 a year for inpatient and day surgery) and personal accident cover (at least S$60,000) are mandatory, and MOM does not allow you to pass the cost to your helper; see helper insurance options.

How to agree a fair salary (employer perspective)

The source-country minimum is the floor, so the real conversation is about fit, scope and tenure. A few practical principles we share with Upwill clients:

Lead with scope honesty. Describe the household, the elderly grandparent, the baby, the pets and the floor area upfront. A helper who agrees to a fair number knowing the full picture stays longer than one who feels misled at month two.
Anchor on the source-country minimum, not below. A Filipino contract below S$650 will not be verified by MWO Singapore.
Pay for the skill you actually need. If you have a newborn, paying extra for the right helper is cheaper than re-hiring at month four.
Signal a renewal raise. Saying at interview that you will review salary at the 24-month mark is a low-cost retention signal.
Be clear on rest days from day one. Spell out how many rest days she takes, how many are compensated, and at what rate.

Salary discussion checklist

Confirmed source-country minimum with the agency in writing
Salary stated in SGD and matching what you declare to MOM
Rest-day arrangement and in-lieu rate (salary ÷ 26) written into the contract
At least one uncompensated rest day every month
Any skill or scope premium explicitly stated
Salary paid within 7 days after each salary period, ideally by bank transfer
Levy rate confirmed (S$300, S$450 or concessionary S$60)
Medical and personal accident insurance bought before your helper arrives in Singapore
Total monthly household cost modelled, not just salary

If you would like Upwill to walk you through a candidate-specific cost model, including the right salary for the scope you have in mind, book a no-pressure consultation.

This article was reviewed by Yvonne, MOM-registered Employment Agency Personnel at Upwill (EA Licence 24C2628). Source-country figures were checked against MWO Singapore and Indonesia's SISKOP2MI on 22 September 2026. They change, so always confirm the live figure with your licensed agency before signing a contract.