Hiring a Domestic Helper in Singapore: Expat Guide

Hiring a domestic helper in Singapore is one of the most administratively specific processes a newly arrived expat family will encounter. The regulatory framework is detailed, the agency market is mixed in quality, and the cost structure is easy to misread if nobody explains it clearly upfront. This guide covers it honestly — the process, the costs, the red flags, and what to expect.

The Basic Framework

In Singapore, domestic helpers are formally called Foreign Domestic Workers (FDWs). They are employed on a Work Permit issued by the Ministry of Manpower (MOM). As the employer, you apply for and hold the work permit — the responsibility for compliance sits with you, not the agency and not the helper.

Two primary source countries supply the majority of Singapore's domestic helpers: the Philippines and Indonesia. Myanmar, Sri Lanka, India, and several other countries are also permitted under MOM regulations. Each source country has its own requirements set by its government, which layer on top of Singapore's MOM requirements. A good agency will guide you through both sets of requirements for your chosen helper's nationality.

The Full Cost — Honestly Laid Out

Concessionary levy rate applies to households with children under 16 or members above 65 years old.

The first-year total typically runs SGD 7,000–12,000 all-in. Subsequent years cost significantly less — the agency fee and setting-up costs are one-time. From year two, the main ongoing costs are salary, levy, and insurance.

Choosing an Agency: What to Look For

The agency market in Singapore is large and uneven. Some agencies have operated for decades with strong placement records and transparent pricing. Others are less scrupulous. The Ministry of Manpower (MOM) publishes each licensed agency's Licence Performance Record — check it. The Consumers Association of Singapore (CASE) CaseTrust accreditation identifies agencies that meet a higher consumer protection standard.

What a good agency does:

• Explains the full cost structure before showing you candidates — nothing is revealed in stages
• Provides documented employment histories for candidates
• Does not pressure you to decide same-day
• Handles all MOM documentation clearly and on timeline
• Has a replacement policy documented in writing
• Can explain the SIP, medical requirements, and levy setup without prompting

What a poor agency does:

• Quotes a low placement fee upfront and reveals additional costs progressively
• Provides vague or unverifiable employment histories
• Pressures you to select a candidate quickly ("she has three other interested families")
• Is unclear on what happens if the placement does not work out
• Does not mention the employer's legal obligations — and you find out from MOM later

The Hiring Process: Sequence Matters

1. Define your requirements — live-in or live-out, specific language skills (Mandarin, English, Tagalog), experience with infants, elderly care, or cooking. The clearer you are, the better the agency match.
2. Select an agency — check MOM licence status, CaseTrust status, and online reviews from Singapore residents (not tourist platforms).
3. Review candidate profiles — employment history, references, skills, expected salary. Ask for video interviews where possible.
4. Confirm and sign the employment contract — salary, rest day arrangement, duties, accommodation. This is a legal document.
5. MOM work permit application — agency handles this. Typically 1–3 weeks processing.
6. Helper arrival and SIP — she must attend the Settling-In Programme within 3 working days of arrival. You are responsible for ensuring this happens.
7. 6-month medical examination — mandatory for all FDWs at the 6-month mark.

Fair Employment: Your Legal Obligations

Singapore's regulatory framework for domestic workers is specific and enforceable. The Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) publishes the full fair employment guidelines. Key obligations:

• One rest day per week — mandatory. Can be compensated financially by mutual agreement, documented in writing.
• Adequate food or food allowance — meals provided or a monthly food allowance of approximately SGD 200–230 is standard.
• Salary paid on time — must be paid within 7 days of the end of each salary period.
• Medical coverage — mandatory inpatient insurance of at least SGD 60,000 per year, plus personal accident insurance.
• Passport and phone — you cannot confiscate either. This is a serious MOM violation.
• Accommodation — a private, lockable room is not legally required but is strongly recommended under fair employment guidelines.

Where an Advisory Service Helps

The process above is manageable. What is harder to navigate without local knowledge:

• Knowing which agencies are genuinely reputable versus which have good websites
• Interpreting agency communication — delays, requests, and updates that may or may not be normal
• Understanding whether an agency's cost structure is standard or inflated
• Knowing what questions to ask at the candidate interview stage
• Identifying red flags in an employment contract before you sign it

The EP holders' guide covers the broader relocation context. The Singapore relocation guide covers the full sequence of first-month setup for incoming professionals and families.