Maid Employment Contract in Singapore (2026): MOM Rules, Every Clause Explained + Free Template

Published: 18 June 2026

Yes, in practice you need a written employment contract when you hire a migrant domestic worker (MDW) in Singapore. The Work Permit conditions and the In-Principle Approval (IPA) letter set the legal floor: salary, rest days and your duties as an employer. On top of that, MDWs are not covered by the Employment Act, so the contract you sign IS the agreement that governs daily life, the document everyone falls back on when a question or dispute comes up.

This guide explains what the Ministry of Manpower (MOM) requires, breaks down every clause a good contract should contain, and gives you a free, copy-and-paste template (Singapore, 2026) to fill in and adapt. We place only Indonesian, Filipino and Myanmar helpers and prepare a MOM-aligned contract for every placement, so the wording below reflects what works in real Singapore households.

Is an employment contract mandatory for a maid in Singapore?

No single law forces one specific contract; the obligation is layered. Your Work Permit conditions and the safety agreement already bind you, and MOM strongly encourages a written contract for the finer terms. Because MDWs sit outside the Employment Act, the usual statutory rules on hours and overtime do not apply, so the contract fills that gap. A clear, signed document protects the helper (she knows her salary, rest days and scope) and protects you (written proof of what was agreed). Not signing one is legal, but it is a mistake.

What MOM requires regardless of what your contract says

Some rules apply to every employer in Singapore whether or not they appear in your contract. You cannot contract out of them, and a clause that breaches them is simply void. As of 2026, the core obligations are:

Rest days. Your helper is entitled to one rest day per week. If she agrees in writing to work on a rest day, you must pay compensation of at least one day's salary, or grant a replacement rest day. See MOM on rest days and well-being and our plain-English guide to helper rest days.
Salary paid on time. You must pay the full salary within 7 days of the end of each salary period. Late or partial payment is a Work Permit breach. See MOM salary guidelines.
Medical care and insurance. You must buy and pay for medical insurance (minimum coverage S$60,000 since 2023) and personal accident insurance (minimum S$60,000), and you must bear your helper's medical costs. You cannot pass any part of this cost to her. See MOM on medical insurance and treatment and our helper insurance guide.
No deductions for employment costs. You cannot deduct the levy, the security bond, insurance premiums, agency costs or medical fees from your helper's salary. As of 2026 the FDW levy is S$300 per month standard, or S$60 per month concessionary; the employer pays it, not the helper. Details: FDW levy and MOM levy page.
Safe, proper accommodation. You must provide adequate, safe accommodation with reasonable privacy, proper ventilation and a proper place to sleep (not a corridor or a shared bed with a child). See our accommodation standards and MOM employment rules.

The 12 clauses every helper contract should contain

A strong contract is short, specific and honest. Vague terms ("light housework", "occasional rest") cause most of the disputes we see. Here are the 12 clauses we include in every Upwill placement, and what each one should actually say.

Salary and payment date. State the exact monthly salary in Singapore dollars, the salary period (for example, the 1st to the last day of each month), and the pay date. Confirm payment within 7 days of the period end, and that salary is paid into the helper's own bank account where possible, with a signed receipt or transfer record kept by both sides.
Rest days and compensation-in-lieu rate. State one rest day per week and which day. If she agrees to work a rest day, state the compensation: at least one day's salary, calculated as monthly salary divided by 26. Make clear the choice is hers, recorded in writing each time.
Scope of duties. List the actual tasks: cleaning, cooking, laundry, childcare, elderly care, pet care. Name the household members she will care for. Avoid open-ended phrases. If duties change later, amend the contract in writing.
Accommodation. Describe where she will sleep (own room or shared), and confirm privacy and safety. Confirm she keeps her own passport and Work Permit card unless she gives written consent for safekeeping with on-demand return.
Food and meals. State that you provide three meals a day, or a food allowance, and the amount if an allowance is used. Note any dietary or religious requirements (for example, halal food for a Muslim helper).
Medical and insurance. Confirm that you pay for medical treatment, the 6-monthly medical examination, and both insurance policies, and that none of these costs are deducted from her salary.
Home leave and airfare. State the home leave entitlement (commonly after each completed 2-year contract), who pays the return airfare, and how unused home leave is handled. See our guide to helper home leave for the going norms.
Termination notice. State the notice period each side must give (for example, one month, or salary-in-lieu of notice), and that either party may terminate. Note that termination still requires cancelling the Work Permit and, usually, repatriation arranged and paid by the employer.
Security bond context. Note that you have posted the S$5,000 security bond required by MOM, that it is your responsibility, and that lawful deductions from it can only happen for genuine breaches (not as a salary penalty). Background: security bond.
Conduct and house rules. Set reasonable, respectful expectations: working hours within reason, use of phone, visitors, and confidentiality. Keep this humane. Your helper is a professional, not a servant, and rules that strip her dignity are both wrong and likely to backfire.
Deployment limits. Confirm she works only at your registered address and only on domestic duties. It is illegal to send her to work at a relative's home, a shop or an office, or to "lend" her out. State this plainly.
Dispute resolution. State that disagreements will first be discussed directly and, if unresolved, referred to the placement agency and, where needed, to MOM or the Tripartite Alliance for Dispute Management. Include the agency contact and MOM's helper helpline.

Free maid employment contract template (Singapore, 2026)

Copy the block below, replace everything in [brackets], and have both parties sign and keep a copy. This template is MOM-aligned and deliberately plain. It does not replace your Work Permit conditions; it sits on top of them. As with any contract, read it together with your helper in a language she understands before signing.

Employment contract for a migrant domestic worker

Between [Employer full name], NRIC/FIN [number], of [residential address] ("the Employer"), and [Helper full name], passport [number], nationality [Indonesian / Filipino / Myanmar], Work Permit [number] ("the Helper").

Commencement. This contract begins on [start date] for an initial term of [24] months, renewable by mutual written agreement.
Salary. The Employer shall pay the Helper a monthly salary of S$[amount], for the salary period [1st to last day of each calendar month], paid within 7 days of the end of each period into the Helper's bank account [bank and account number]. Both parties keep a signed record of each payment.
Rest days. The Helper is entitled to one rest day each week, taken on [day]. If the Helper agrees in writing to work on a rest day, the Employer shall pay at least one day's salary (monthly salary divided by 26) or grant a replacement rest day. The choice rests with the Helper.
Duties. The Helper's duties are: [list, for example, household cleaning, cooking, laundry, care of [child, age] / care of [elderly person]]. The Helper works only at the address above and performs only domestic duties.
Accommodation. The Employer provides [a private room / a shared room with privacy], with proper ventilation, a proper bed and safe surroundings. The Helper keeps her own passport and Work Permit card.
Food. The Employer provides [three meals daily / a monthly food allowance of S$[amount]]. Dietary or religious needs: [for example, halal].
Medical and insurance. The Employer pays for all medical treatment, the 6-monthly medical examination, medical insurance (minimum S$60,000) and personal accident insurance (minimum S$60,000). None of these costs are deducted from the Helper's salary.
Levy and bond. The Employer pays the monthly foreign domestic worker levy and has posted the S$5,000 security bond. Neither is deducted from the Helper's salary.
Home leave and airfare. After each completed [24]-month term, the Helper is entitled to [number] days of paid home leave. The Employer pays the return airfare [as agreed].
Termination. Either party may end this contract by giving [one month's] written notice or salary-in-lieu of notice. On termination the Employer cancels the Work Permit and arranges and pays for repatriation, unless the Helper transfers to a new employer.
Conduct. Both parties shall treat each other with respect. The Helper shall perform her duties diligently and keep household matters confidential. The Employer shall not impose conditions that breach MOM rules.
Disputes. Disagreements shall first be discussed directly, then referred to the placement agency [agency name and phone], and where needed to MOM (helper helpline) or the Tripartite Alliance for Dispute Management.

Signed: Employer [signature, date] ____________ Helper [signature, date] ____________ Witness [signature, date] ____________

Need this prepared for you, in your helper's language, and checked against her Work Permit conditions? That is part of every maid placement we do.

Salary benchmarks to put in the contract (2026)

The salary figure in your contract should reflect the real market and your helper's experience. As of 2026, the typical monthly ranges we see for fresh-to-experienced helpers are:

Nationality	Typical monthly salary (as of 2026)
Indonesian	S$550 to S$780
Filipino	S$620 to S$850
Myanmar	S$550 to S$750

Experience, English ability, childcare or elderly-care skills, and transfer-versus-fresh status all move the figure within these bands; see our helper salary guide. After the first contract, increments are negotiated, not automatic: a common pattern is a S$30 to S$70 monthly raise on renewal for a helper who has performed well, written into the renewed contract. Always put the new figure in writing and keep paying the levy and insurance yourself.

Common contract mistakes that breach MOM rules

These are the errors that turn a contract from a shield into a liability. Each one breaches MOM rules and can put your Work Permit privileges at risk.

Illegal salary deductions. Deducting for "breakages", food, accommodation, the levy, insurance or agency costs is not allowed. The only deductions permitted are narrow and MOM-defined.
No rest day, or a forced rest day. Skipping the weekly rest day, or "buying it out" without the helper's genuine written agreement and proper pay, breaches the rules. The decision must be hers.
Passing insurance or levy cost to the helper. Both are the employer's cost by law. A clause that shifts them onto the helper is void and is a reportable breach.
Vague duties. "All housework as required" invites overwork and disputes. List the real tasks and the people she cares for.
Illegal deployment. Writing in (or quietly expecting) work at a second property, a business or a relative's home is illegal, contract or not.
Holding the passport. A clause requiring you to keep her passport without consent is unenforceable. Safekeeping is allowed only with written consent and on-demand return.

If you are hiring for the first time, our first-time employer checklist walks through these traps in order, alongside the documents you will need from required documents.

Frequently asked questions

Is a written employment contract legally required for a maid in Singapore?

There is no single statute forcing one specific contract, but in practice you need a written agreement. Your Work Permit conditions and the IPA already bind you, and because MDWs are outside the Employment Act, the contract is the document that governs the working relationship. MOM strongly encourages it, and every responsible agency provides one.

Are migrant domestic workers covered by the Employment Act?

No. MDWs are not covered by the Employment Act, so the usual rules on working hours, overtime and public holidays do not apply automatically. That is exactly why a clear written contract matters: it sets the terms that the Act would otherwise cover.

How often must I pay my helper, and by when?

At least once a month, and within 7 days of the end of each salary period (as of 2026). Keep a signed record or bank transfer slip for every payment. Late or short payment is a Work Permit breach.

Can I deduct the levy, insurance or bond from my helper's salary?

No. As of 2026 the levy (S$300 standard or S$60 concessionary per month), insurance premiums and the S$5,000 security bond are all the employer's cost. Deducting any of them from her salary breaches MOM rules.

What should my helper's salary be in the contract?

As of 2026, typical monthly ranges are S$550 to S$780 for Indonesian helpers, S$620 to S$850 for Filipino helpers, and S$550 to S$750 for Myanmar helpers. Set the figure based on experience and skills, and write the exact amount into the contract. See our salary guide.

Can I require my helper to work on her rest day?

Only if she agrees in writing, and you must pay at least one day's salary (monthly salary divided by 26) or give a replacement rest day. The choice is hers, and it should be recorded each time. See rest days.

How do salary increments work after the first contract?

They are negotiated, not automatic. A common pattern is a S$30 to S$70 monthly raise on renewal for a helper who has done well, written into the renewed contract. You continue to pay the levy and insurance.

What happens if the contract does not work out?

Either party can terminate with the agreed notice (or salary-in-lieu). You then cancel the Work Permit and arrange repatriation, unless she transfers to a new employer. At Upwill, placements come with a free replacement within 6 months (no cash refund), so a mismatch in the early months need not leave you stranded.

Get a MOM-compliant contract prepared for you

A good contract is the foundation of a calm, fair household. Upwill (EA Licence 24C2628) prepares a MOM-aligned employment contract for every placement, written in your helper's language and checked against her Work Permit conditions, so both sides start with the same clear understanding. Explore our maid placement service, or contact us on 8043 9823 and we will walk you through it.

Hiring direct, without an agency? If you would rather not draft and proof the contract yourself, Upwill prepares a ready-to-sign Direct-Hire Contract Pack (all clauses drafted, editable fields, nationality-specific notes), prepared by a MOM-licensed agency. Message us on WhatsApp at 8043 9823 to get it.