Looking to hire a helper? Here's some questions that you may have in your mind before making your decision. Or you can talk to us for any enquiries, no strings attached.
If you are a single person, we will assess your eligibility and need to employ a migrant domestic worker (MDW).
To apply, you:
Find out more about the process to employ an MDW.
Yes, you are eligible to hire a migrant domestic worker, provided your Long Term Visit Pass is valid when you apply for her Work Permit.
You will also have to meet all other criteria for employing MDWs.
Yes, you are eligible to hire a migrant domestic worker, provided your Long Term Visit Pass is valid when you apply for her Work Permit.
You will also have to meet all other criteria for employing MDWs.
An elderly person can apply for a migrant domestic worker (MDW) under a special scheme: the Joint Income Scheme or the Sponsorship Scheme.
Based on the Work Permit regulatory conditions, migrant domestic workers (MDWs) are only allowed to perform domestic chores at the residential address declared to MOM.
However, we understand that you may need your MDW to take care of your child or parent at a relative’s house.
You must notify MOM before you can proceed with the arrangement. To notify MOM, you must first:
As an employer, you remain responsible for your MDW’s upkeep and maintenance, which include providing acceptable accommodation, adequate food and medical treatment.
While the household income or monthly salary is a qualifying criteria, we are unable to reveal the exact amount.
This salary requirement is set based on the realistic overall cost of hiring a migrant domestic worker (MDW), including worker’s salary, levy, insurance, food and other expenses.
The household income will be assessed based on the type of application:
You need to provide your household details (e.g. family members’ NRIC number or FIN, and date of birth) for us to assess your eligibility for a migrant domestic worker and levy concession.
Yes, you can extend her work permit for up to one month.
Her work permit must be:
All employees – whether local or foreign, including your migrant domestic worker (MDW) – can terminate the employment contract at any time, as long as they serve the required notice stated in their contract, or make payment in lieu of notice. This is to maintain flexibility for both the employer and the MDW. When employees do so, it is not considered a breach of contract. Likewise, employers should also give notice as stated in the contract if they intend to end the MDW’s employment prematurely.
Both employers and MDWs may need to terminate a contract early for unanticipated reasons. To cater for this, employment contracts typically provide for such flexibility through termination clauses, which can be exercised before contract expiry. That said, many employment agencies do provide assistance to employers, such as finding a replacement, if the MDW terminates her employment contract early.
Employers must also make sure that their MDWs are paid before they leave. Failure to do so is an offence under the EFMA.
It can take some time to find a suitable replacement migrant domestic worker (MDW) and arrange for her to come to Singapore, so you should aim to apply for a work permit at least one month before the work permit of your current MDW expires.
Upon the approval of your new MDW’s work permit, you only need to cancel your current MDW’s work permit just before you get the new MDW’s work permit issued.
The medical insurance requirement provides cover for a migrant domestic worker (MDW)’s medical expenses, including hospital bills arising from treatment for causes that may not be work-related.
It serves a different purpose from the other employer-paid insurance requirements, such as:
You are strongly encouraged to provide your FDW with weekly rest days as it provides her with a physical, emotional, and mental break from work. This helps to improve your FDW’s productivity at work.
However, if you and your FDW mutually agree for her to work on her rest day, you must pay her at least 1 day’s salary for each rest day she does not take, on top of her monthly salary.
Note: 1 day’s salary can be calculated by dividing her monthly salary by 26 working days, as there are typically 4 weeks and therefore 4 rest days in a month.
Example:
| Your FDW’s monthly salary | $560 |
|---|---|
| Number of rest days not used in a month | 2 |
| 1 day’s salary | $560 ÷ 26 = $21.50 |
| Payment for rest days not used | $21.50 × 2 = $43 |
| You should pay | $560 + $43 = $603 |
Yes. You must still pay for the costs of providing the necessary medical treatment for her, even if the illness or injury occurs on her rest day.
The MDW’s monthly salary includes basic monthly salary plus any fixed monthly allowances.
It doesn’t include salary in lieu of rest days, although employers must still pay their MDWs if they work on a rest day.
Work with us today to find the perfect helper for your family’s needs.
