MDW Guide

Hiring a domestic helper in Singapore involves understanding various legal requirements, responsibilities, and best practices. This guide provides comprehensive information for employers to navigate the process smoothly.

Domestic helpers play a crucial role in many Singaporean households, assisting with childcare, eldercare, housekeeping, and other household duties. A good employer-employee relationship is built on mutual respect, clear communication, and understanding of each other's rights and responsibilities.

Employers of domestic helpers in Singapore must comply with various legal requirements to ensure a lawful employment arrangement.

Work Permit

All foreign domestic workers require a valid work permit. As an employer, you are responsible for applying for and renewing this permit through the Ministry of Manpower (MOM).

Security Bond

Employers must purchase a $5,000 security bond for each non-Malaysian domestic worker they employ. Learn more about the security bond requirement

Medical Insurance

Employers must purchase and maintain medical insurance with coverage of at least $60,000 per year (increased from $15,000 in July 2023) for inpatient care and day surgery. This insurance includes a co-payment structure of 75% by insurers and 25% by employers for claim amounts above $15,000.

Starting July 2025, additional Stage 2 changes will be implemented: direct hospital reimbursement, standardized exclusion clauses, and age-differentiated premiums.Learn more about the enhanced medical insurance requirements

Starting July 2025, employers will be required to provide a Primary Care Plan (PCP) for outpatient healthcare services in addition to medical insurance. This includes coverage for GP consultations, basic diagnostic procedures, and preventive healthcare services.

Annual PCP premiums range from $120-$200 with minimal co-payments for consultations.Learn more about the Primary Care Plan requirements

Personal Accident Insurance

Employers must purchase personal accident insurance with coverage of at least $60,000 for domestic workers. Learn about personal accident insurance coverage

Settling-In Programme

First-time domestic workers must attend the Settling-In Programme (SIP), a one-day orientation programme that covers safety awareness and basic work skills. Learn more about the SIP requirements

Employment Contract

While not mandatory, having a written employment contract is highly recommended to clearly define the terms and conditions of employment.

Rest Days

Domestic helpers are entitled to at least one rest day per week. As of January 2023, every domestic worker must have at least one rest day each month that cannot be compensated away with payment. This is a mandatory requirement with no exceptions.

For other rest days, if your helper agrees to work, you must provide compensation of at least one day's salary (calculated as monthly salary ÷ 26) or a replacement rest day. The maximum deferment period for rest days is one month.

Learn more about the updated rest day requirements

As an employer of a domestic helper, you have several key responsibilities:

Providing Adequate Accommodation

You must provide proper accommodation with adequate shelter, privacy, and space for personal belongings. View accommodation standards and guidelines

Providing Adequate Food

You must provide three proper meals a day or provide a food allowance if your helper prefers to buy her own meals.

Rest Days

Domestic helpers are entitled to at least one rest day per week. If your helper agrees to work on her rest day, you must provide compensation of at least one day's salary or a replacement rest day.

Timely Salary Payment

You must pay your helper's salary on time, no later than 7 days after the last day of the salary period. Many employers choose to pay monthly.

Medical Care

You are responsible for your helper's medical expenses, including medical check-ups required by MOM. Learn more about healthcare requirements

Safe Working Environment

You must ensure your helper works in a safe environment and provide proper training for tasks that may pose safety risks. View safety guidelines and requirements

Beyond legal requirements, following these best practices can help establish a positive employer-employee relationship:

Clear Communication

Establish clear expectations regarding duties, schedules, and house rules from the beginning. Regular check-ins can help address any concerns before they become issues.

Respect for Cultural Differences

Acknowledge and respect cultural differences, including food preferences, religious practices, and communication styles.

Proper Onboarding

Dedicate time to properly orient your helper to your home, including safety procedures, operation of appliances, and specific preferences for household tasks.

Reasonable Workload

Ensure your helper has a manageable workload and sufficient rest periods throughout the day.

Privacy and Personal Space

Respect your helper's privacy and personal space, particularly during rest days and off-duty hours.

Performance Feedback

Provide constructive feedback regularly, acknowledging good work and providing guidance for improvement when needed.

Skills Development

Support your helper's professional development by allowing them to attend relevant courses or workshops.

Even in the best employment relationships, conflicts may arise. Here are some strategies for handling them effectively:

Open Communication

Address issues promptly and directly through open communication. Choose a private, calm environment for discussions.

Active Listening

Practice active listening to understand your helper's perspective. Cultural and language differences may lead to misunderstandings.

Clear Expectations

Review and clarify expectations regularly. Written reminders or checklists can be helpful for complex tasks.

Professional Mediation

For more serious conflicts, consider seeking professional mediation through the employment agency or the Centre for Domestic Employees (CDE).

Transfer Options

If the employment relationship is not working despite best efforts, consider a transfer arrangement that allows your helper to find a new employer without returning to her home country.