Domestic Helper Salary in Singapore 2026: By Nationality, Experience and Source Country Minimums
TL;DR: In 2026, a fair domestic helper salary in Singapore depends on nationality and experience. Fresh Filipino helpers start at about S$650 (the DMW/MWO minimum of US$500, enforced since 21 Oct 2025), Indonesian at S$600 to S$650, and Myanmar at S$550 to S$600, before off-day pay, levy and skill premiums.
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 in Singapore, the job scope you need her to carry (eldercare, infant care, pets, large house), and the tightness of the supply market for her nationality in any given month. The Ministry of Manpower (MOM) does not set a minimum salary for Foreign Domestic Workers; that gap is filled by the sending countries themselves through their embassies and migrant worker authorities.
This guide unpacks the real 2026 salary landscape: source-country minimums for Filipino, Indonesian and Myanmar helpers; the premiums that experienced or skilled helpers can fairly command; the annual increment most contracts include; the in-lieu-of-off-day rate; and the full monthly cost to your household once you add levy, insurance, food and lodging. If you are budgeting before you shortlist, also read our full cost-of-hiring breakdown.
Reviewed by Yvonne, Placement Consultant at Upwill Employment Services (MOM EA Licence 24C2628). Last updated for the 2026 market.
2026 salary snapshot: by nationality and experience
The table below shows the typical basic monthly salary you should expect to offer in 2026, before in-lieu-of-off-day pay and any premiums. These reflect what is realistic at biodata stage from licensed agencies, not the absolute floor on paper.
| Nationality | Fresh (no SG experience) | Transfer / 1-3 yrs SG | Experienced (3+ yrs SG) |
|---|---|---|---|
| Filipino | S$650 (source minimum) | S$770-820 | S$820-950+ |
| Indonesian | S$600-650 | S$650-720 | S$720-850+ |
| Myanmar | S$550-600 | S$600-680 | S$680-800+ |
A few things to note before you anchor on a number:
- The Filipino floor of about S$650 is non-negotiable for new contracts verified by the Philippine authorities in Singapore. It tracks the Department of Migrant Workers (DMW) minimum of US$500 for newly hired domestic workers, enforced since 21 Oct 2025.
- Indonesian and Myanmar minimums are set by their respective missions in Singapore and tend to move every 12 to 18 months. Always confirm the live figure with your agency before signing.
- An "experienced" helper means experience in Singapore specifically. Years working in Hong Kong, Taiwan or the Middle East matter less to local employers because the kitchens, dialects and household norms are different.
Filipino helper salary: source country minimums
Filipino helpers are the highest-paid nationality in the Singapore market for one simple structural reason: the Philippines is the only major sending country that enforces a hard wage floor through its Embassy.
As of 2026, the Standard Employment Contract (SEC) verified by the Philippine Overseas Labor Office (POLO) Singapore, now part of the Department of Migrant Workers (DMW), requires a minimum basic salary of US$500 per month (about S$650) for newly hired domestic workers, enforced since 21 Oct 2025. Contracts below this figure will not be verified, and without verification the helper cannot be issued an Overseas Employment Certificate (OEC) and cannot board the plane.
This is enforced at three levels: the agency in Manila, the POLO in Singapore, and the airline at departure. There is effectively no way to legally hire a fresh-from-Philippines helper at below the DMW minimum of about S$650 (US$500) in 2026. For full process detail, see our Filipino helper hiring guide.
Above the floor, experienced Filipino helpers, especially those who already have a valid Singapore work permit (transfer maids), comfortably command S$820 to S$950, and those with specialised skills such as infant care or stroke-patient eldercare can ask for S$1,000+. English fluency, familiarity with Western cooking and exposure to international families are the main reasons employers pay the Filipino premium.
Indonesian helper salary
Indonesia regulates overseas worker placement through the Ministry of Indonesian Migrant Workers Protection (KP2MI / BP2MI) and the Indonesian Embassy in Singapore. The Embassy sets an indicative minimum salary that licensed agencies follow, currently in the S$600-650 range for fresh Indonesian helpers in 2026. Unlike the Philippine floor, this is enforced through agency channels rather than airline checks, so there is more practical flexibility, but reputable Singapore agencies will not undercut it.
The Indonesian market is the most price-sensitive of the three big nationalities. Employers on a tight budget who do not need strong English skills often shortlist Indonesian helpers first. Experienced ex-Singapore Indonesian helpers typically ask for S$700 to S$850, with infant-care or eldercare specialists pushing above that.
For step-by-step hiring, see our Indonesian helper guide, or compare across nationalities in our three-way comparison.
Myanmar helper salary
Myanmar does not enforce a source-country wage floor in the way the Philippines does. The result is that fresh Myanmar helpers are typically the most affordable nationality in the Singapore market in 2026, with starting salaries of S$550 to S$600. Experienced Myanmar helpers with prior Singapore tenure now ask for S$650 to S$800, narrowing the historic gap with Indonesians.
The trade-off is shorter average tenure in Singapore for the nationality overall, less English exposure and a smaller pool of helpers with infant-care or eldercare experience. Many employers who have hired Myanmar helpers report excellent dispositions and strong work ethic, which is why demand has grown steadily. See our Myanmar helper deep dive for the full picture.
Salary premiums: eldercare, infant care, special skills
Beyond nationality and tenure, the job scope drives a real premium in 2026. These are the most common skill premiums we see written into offers:
- Infant care (0-18 months): +S$50 to S$100/month. Families with newborns will pay this happily because the pool of helpers genuinely confident with infants is small.
- Eldercare with mobility needs: +S$50 to S$150/month. Lifting, transferring, toileting, hoist use, dementia patience and stroke recovery all push the premium higher. Helpers who have completed the Caregiver Training Grant (CTG) or who have hospital exposure are worth this premium.
- Special skills: +S$30 to S$80/month for fluent English, Western cooking, driving licence held in source country, or pet care (especially large dogs).
- Large household / multiple floors: +S$30 to S$50/month for landed homes and households of 5+ people.
Annual increments and renewal raises
Singapore has no statutory increment rule for FDWs, but a contract-renewal raise of S$30 to S$50 per month is the norm and is almost expected after a full two-year contract. Top-performing helpers, especially those who stayed through a difficult eldercare or infant phase, often receive S$50 to S$100, and reasonable employers also revisit the off-day arrangement and home-leave airfare at the same time.
Mid-contract raises are less common but appropriate when the job scope materially expands: a baby arrives, an elderly parent moves in, or the family moves to a much larger home. Document any raise in writing and update the in-principle approval (IPA) record if you are renewing the work permit. See our work permit renewal guide.
Salary in lieu of off day
Under MOM rules, every FDW is entitled to one rest day per week. Since the 2023 reform, at least one rest day per month is mandatory and cannot be compensated away. The remaining weekly rest days can be exchanged for cash if the helper genuinely agrees in writing.
The MOM formula is straightforward: compensation in lieu of an off day equals monthly basic salary ÷ 26 working days, regardless of how many days are in the month. The divide-by-26 fixed divisor is MOM's official formula, not just an employer convention. So for a helper on a S$650 basic salary, one off day worked = S$25. For a helper on S$780, one off day worked = S$30.
If you compensate three off days a month at this rate, a S$650 basic becomes effectively S$725 in cash, and a S$780 Filipino contract becomes effectively S$870. Build this into your budget from day one. For a full breakdown of rest day rules, see our rest day resource page.
Total monthly cost to employer
Salary is roughly half of the true monthly cost of employing an FDW in Singapore in 2026. Here is the realistic monthly picture for a Filipino helper at S$770 basic with three off days compensated:
| Cost item | Monthly (S$) |
|---|---|
| Basic salary | 770 |
| 3 off days in lieu (S$30 × 3) | 90 |
| FDW levy (non-concessionary) | 300 |
| Food and toiletries | 200 |
| Lodging (notional) | included |
| Medical insurance (amortised) | 30 |
| Personal accident insurance (amortised) | 5 |
| Home leave airfare (amortised over 24 months) | 25 |
| True monthly cost | ~S$1,420 |
The levy alone often surprises first-time employers; at S$300/month with no concession, it is the second-largest line after salary. Households with eligible elderly, young children or persons with disability can pay the concessionary levy of S$60/month instead. See our FDW levy resource for eligibility. For insurance, the medical and personal accident cover are mandatory; see helper insurance options.
How to negotiate (employer perspective)
Negotiation in 2026 is not a fight over the floor; the source-country minimum is the floor. 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. Trying to push a Filipino helper below the DMW minimum of about S$650 (US$500) is wasted effort; the contract will not be verified.
- Pay for the skill you actually need. If you have a newborn, paying a S$50 infant-care premium for the right helper is cheaper than re-hiring at month four.
- Commit to a renewal raise. Telling a candidate at interview that you will give S$30 to S$50 at the 24-month mark if performance is good is a low-cost retention signal.
- Be clear on off days from day one. Spell out whether off days will be compensated or taken, and at what rate.
Salary discussion checklist
- Confirmed source-country minimum with the agency in writing
- Basic salary stated in SGD, not USD or PHP
- Off-day arrangement and in-lieu rate written into the employment contract
- Skill or scope premium (infant, eldercare, driving) explicitly stated
- Renewal raise convention discussed (even if not binding)
- Levy rate confirmed (concessionary vs non-concessionary)
- Medical and personal accident insurance purchased before work permit issuance
- Annual home-leave airfare budget set aside
- Total monthly household cost modelled, not just basic 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. We will lay out the numbers the way you have seen them above, with no upsell.
This article was reviewed by Yvonne, MOM-registered Employment Agency Personnel at Upwill (EA Licence 24C2628). Salary figures reflect the 2026 market and source-country minimums verified at time of writing. Source-country minimums change; always confirm the live figure with your licensed agency before signing a contract.