Toa Payoh Information | Hiring MDWs and Levy Rules

To hire a migrant domestic worker (MDW), often called a domestic helper, for a household in Toa Payoh, the employer must meet Ministry of Manpower eligibility requirements and obtain an MDW Work Permit. An employer must generally be at least 21, not be an undischarged bankrupt and be able to fulfil financial, accommodation and supervision responsibilities. First-time employers must complete the Employers’ Orientation Programme at least two working days before applying. They may hire directly or through a licensed employment agency. The regular monthly foreign worker levy is currently S$300 for the first helper and S$450 for a subsequent helper; eligible households caring for a Singapore Citizen child below 16, qualifying elderly person aged 67 or above or a person with disability may qualify for the S$60 concessionary rate under specified conditions.

Hiring a helper is a continuing employment and care responsibility, not simply paying an agency to send someone to a Toa Payoh HDB flat. The household must provide appropriate accommodation, agreed salary, timely payment, necessary medical and personal accident insurance, and required rest days. Since 2023 every MDW must have at least one rest day each month that cannot be exchanged for extra salary, and the worker’s basic salary must be paid no later than seven days after each monthly salary period. Before arrival, a non-Malaysian worker generally requires a S$5,000 security bond arranged by the employer. This guide explains the complete cost, how to assess an agency, the Work Permit sequence, legal employer duties, safe care for children and seniors, and alternatives such as Home Personal Care or part-time household services when a live-in arrangement is unnecessary.

MOM governs MDW Work Permits and employer obligations; HDB housing address alone does not grant permission to employ.
Employers must normally be at least 21, not undischarged bankrupt and capable of managing employment responsibilities.
First-time employers complete EOP at least two working days before filing a Work Permit application.
Online EOP fees currently vary roughly S$29–S$36; classroom versions S$35–S$76 by provider.
Monthly normal levy: S$300 for first helper; S$450 for subsequent helper.
Concessionary levy: S$60 monthly for qualified households; generally one helper per eligible person, up to two.
Concession categories include Singapore Citizen child below 16, eligible elderly person 67+, and qualifying disability needs.
No CPF contributions for an MDW, but levy is payable by the employer.
A S$5,000 security bond is required for each non-Malaysian MDW and cannot be charged to the worker.
Medical insurance must provide at least S$60,000 yearly inpatient/day-surgery coverage under current requirements.
Personal accident insurance is also compulsory; employer bears the cost.
First-time workers may need Settling-In Programme and a pre-employment medical examination.
An employer must meet ongoing six-monthly medical examination obligations.
Pay the declared salary within seven days after the salary period, with no period longer than one month.
The worker is entitled to a weekly rest day, with at least one non-compensable rest day each month.
Where other rest days are worked by mutual agreement, pay at least one extra day’s salary per rest day worked.
A contract is encouraged and a safety agreement is mandatory.
An MDW cannot simply be used as unpaid labour for an unrelated neighbour or business.
Provide adequate food, sleep, privacy, accommodation and medical care, and safeguard against unsafe work.
Consider part-time help, daycare or AIC home-care services if they suit the household better.

Definition lock: what is an MDW?

A worker employed for household domestic services

An MDW is a migrant worker employed under a specific Work Permit to perform domestic duties in an approved household. The arrangement can support families managing cleaning, cooking, childcare or selected caregiving tasks, depending on the person’s abilities and agreed responsibilities. It is not a general commercial work pass allowing the worker to operate a business or serve several unrelated employers. The household is responsible for the worker’s welfare and compliance with the permit. A family in Toa Payoh should understand the legal employment relationship before considering salary, agency fees or convenience.

A person, not merely a household resource

The employee has individual health, rest, communication and privacy needs. A family that plans every hour of the worker’s day without adequate rest may find the arrangement unsustainable and unlawful. Clear expectations and respectful communication help everyone adapt. The worker’s language, training and experience may also differ from the household’s assumptions, so a period of practical orientation can be important. Hiring should improve the household’s functioning without putting the employee’s safety and dignity at risk.

Practical check: Match the household’s needs with MOM’s current Work Permit requirements and the worker’s real skills. Keep wages, rest, medical care and safety non-negotiable, and use authorised channels for changes.

When a household really needs live-in help

Define the care and domestic tasks first

A family may seek an MDW because two adults work long hours, a child needs supervision or an older relative requires regular help with daily activities. These are different purposes. Before engaging an agency, list the specific tasks, timing, supervision and required skills. A household that needs only a few hours of cleaning each week may not benefit from the full cost and obligations of live-in employment. MOM explicitly encourages families to consider alternatives such as part-time Household Services Scheme providers, day care and Home Personal Care.

Caregiving may require professional support

An MDW can assist with many ordinary tasks but is not automatically a nurse, physiotherapist or licensed clinical specialist. If an older person needs medication management, lifting, mobility rehabilitation or complex personal care, seek professional assessment and appropriate training. AIC can explain home-care and day-care services that may complement or replace a live-in arrangement. The employer should not assume that a worker arriving with general domestic experience can safely perform unfamiliar clinical procedures.

Employer eligibility

MOM assesses responsibility and capacity

MOM’s employer requirements say the applicant must be at least 21, not an undischarged bankrupt and have the mental capacity to understand and fulfil employment responsibilities. MOM also considers financial ability, care needs and whether the home can provide acceptable accommodation. Meeting the age threshold does not automatically result in a permit approval. The employer has continuing obligations for food, healthcare, wages, safety and repatriation where applicable. These should be considered in advance, rather than after a worker arrives.

A special arrangement may exist for some households

MOM lists special schemes for lower-income employers or seniors living alone, subject to additional eligibility conditions. A family should use the actual official assessment route rather than borrow another person’s identity or declare a false employer. Different households may also need to coordinate who is legally responsible for the worker and who will supervise daily work. The registered employer remains accountable under the Work Permit conditions.

First-time Employers’ Orientation Programme

EOP is a mandatory first step

MOM requires first-time employers to complete an Employers’ Orientation Programme at least two working days before submitting an MDW Work Permit application. The programme explains obligations, communication, safety and welfare. Its current page lists two-hour online sessions and three-hour classroom sessions at approved training providers, with fees differing by provider and language. A family should choose a genuine approved course and make sure the participant’s name and identity record match the Work Permit application. Paying for a course does not itself guarantee permit approval.

Training can prevent predictable misunderstandings

EOP introduces the fact that domestic employment is not simply an informal family arrangement. Rest days, safe work, wages, health and dispute channels have real requirements. A first-time employer should review these carefully and ask questions before committing to agency payments. A responsible attitude during EOP can reduce confusion later and protect the worker from being given tasks that are unsafe or outside the permitted employment scope.

Direct hiring versus employment agency

Two routes, but the employer still bears responsibility

MOM permits eligible employers to apply directly or use an appropriately licensed employment agency for recruitment and Work Permit transactions. An agency may help with candidate screening, matching, paperwork and arrival arrangements, but it does not replace the household’s legal responsibility for employment conditions. A family should verify the agency’s licence and history using MOM’s official resources. An attractive online testimonial is not the same as verified regulatory status. A direct applicant also needs to understand how to arrange insurance, the security bond and required programmes.

Compare the actual service agreement

Agency quotations may contain placement, administrative, replacement and worker-placement-loan arrangements. Ask for the amount the employer pays, any loan deducted from salary under permitted rules and what happens if the employment ends early. MOM’s 2026 statement describes a requirement for agencies to refund at least half their service fee in specified early-termination circumstances when no suitable replacement is available. The written contract and qualifying circumstances matter. Do not assume an unlimited ‘free replacement’ promise from an advertisement is binding on every agency.

Recruitment and worker consent

A good fit needs honest information in both directions

The household should explain the main duties, living conditions, expected care needs and number of residents. The worker should have an opportunity to understand the job and relevant conditions. A helper with experience caring for toddlers may not have the skills needed to transfer an adult with limited mobility safely. Questions should be relevant to the job, lawful and respectful. Avoid a sales-driven process where a recruiter glosses over problems or pressures the worker into accepting terms they have not understood.

Cultural and language adjustment is real

The employer and worker may differ in language, food preferences, religious practices or experience using particular appliances. These differences can be managed through patient explanation and mutual respect. A written daily schedule with reasonable rest and clear priorities is often more useful than angry instructions after misunderstandings. The employer should not make impossible promises about every task before understanding the worker’s capabilities.

What the monthly levy costs

Normal and concessionary rates differ

MOM’s current levy table lists S$300 monthly for a first MDW and S$450 for subsequent helpers at the normal rate. A qualifying concessionary levy is S$60 monthly. These amounts are in addition to the worker’s salary, insurance, food, housing-related needs and other expenses. A low levy does not mean the household pays only sixty dollars to employ someone. The actual concession depends on the household’s eligible person and required registration conditions. MOM collects the levy independently of the agency’s fees.

Monthly and daily amounts are different

MOM’s page also lists daily levy figures for partial months, such as when employment begins or ends mid-month. A family should not derive those partial charges by blindly dividing a monthly amount by thirty without checking the official table. The levy begins according to first-time arrival and employment status rules, and ends when the Work Permit is cancelled or expires. Inspect the current official account for billing.

The S$60 child-related concession

A qualifying Singapore Citizen child must be below 16

MOM provides a concessionary rate where the household includes a Singapore Citizen child below age sixteen, with the exact commencement depending on whether the employer is the parent and whether records are linked. This is not a general concession for every child attending a school in Singapore or for every family with teenagers. The child’s citizenship and actual household relationship matter. Where the employer is not the parent, MOM’s FDW eService may require adding the child as a household member.

Changes in household status should be recorded

A child becoming a Singapore Citizen or aging beyond the threshold can affect eligibility. MOM says some records update automatically while others need action. A family should inspect its current levy bill and FDW eService rather than assume the lower rate continues forever. If the correct concession is missing, use MOM’s prescribed checking form. Do not misrepresent a household member’s residence to obtain a benefit.

The S$60 elderly-related concession

Age 67 is the relevant threshold in 2026

MOM’s current table identifies a qualifying Singapore Citizen aged 67 or above, with extra relationship and address requirements depending on whether the eligible person is the employer, spouse or another household member. Eligible Permanent Residents have additional family-citizenship conditions. The Ministry confirmed in May 2026 that it was not lowering the ordinary elderly age threshold from 67 to 65. This matters because older guides sometimes use the wrong age. A resident aged 65 may qualify under another disability route where appropriate, but not simply under the age threshold.

Address matching and records can matter

If the elderly person is a parent or other family member living with the employer, both NRIC addresses and the FDW eService household-member entry may need to match the scheme requirements. A family moving within Toa Payoh should update legal residential records and check the employment account. A concession is not merely triggered by saying an older relative visits often. The actual household conditions and confirmation by MOM matter.

The concession for disability-related care

A functional assessment is used in qualifying cases

MOM’s disability-related levy concession covers a qualifying household person who needs assistance with at least one activity of daily living certified by a Singapore-registered doctor, subject to citizenship, household and AIC requirements. The examples include dressing, feeding, washing, moving and toileting. The appropriate professional assessment matters; an employer cannot simply declare a relative ‘disabled’ to obtain the lower levy. AIC provides the recommendation letter where required under the scheme.

Home caregiving grants are separate

A household may also investigate AIC’s Home Caregiving Grant where a person needs support with several daily activities and meets the relevant financial and other conditions. The grant is not the same as MOM’s S$60 levy concession and does not automatically follow from one approval. AIC’s current programme terms, amounts and means testing should be checked independently. Do not use a years-old grant amount in a household budget without confirming it still applies.

How many concessionary helpers can a family have?

The concession has a household cap

MOM permits the concession for one helper per qualifying person, up to two helpers per household under the published rule. To receive a concession for a second helper, the home needs a second eligible person, not merely a large number of domestic tasks. This does not mean every household meeting those conditions automatically receives permission to employ two helpers; employer eligibility and living arrangements still matter. Use the actual Work Permit and levy account to confirm permitted arrangements.

Housing space is part of the decision

Two live-in workers require suitable accommodation, privacy, sanitation and rest, alongside the space occupied by family members. A typical HDB flat can have constraints that make the second employment impractical even where a concession seems financially attractive. The employer must still comply with MOM’s accommodation and welfare requirements. A tax discount cannot compensate for a home that lacks safe sleeping space.

The S$5,000 security bond

A legal undertaking, not necessarily cash paid to MOM

MOM requires a S$5,000 security bond for most non-Malaysian MDWs, arranged through a bank or insurer before arrival. The bond is a guarantee that may be forfeited if specified Work Permit conditions are breached. An employer must bear the expense of obtaining it and cannot pass it to the worker. A household should distinguish the guarantee amount from the premium charged by the insurer or bank to issue the bond. The two figures are not identical. The specific bond must start on the required date for legal entry.

Arrival dates need coordination

MOM warns that the insurer or bank may need up to three working days to transmit bond details. If the bond is not effective when the worker arrives, entry can be refused. This is why a family should not book flights before reviewing the in-principle approval and the necessary insurance arrangements. A licensed agency may help coordinate, but the registered employer remains responsible for confirmation. Keep the policy and bond documents secure and check they match the employee’s identity.

Mandatory medical and personal accident insurance

The employer must buy both before arrival

MOM’s current insurance page requires medical coverage for inpatient care and day surgery with an annual claim limit of at least S$60,000, together with qualifying personal accident insurance. Employers cannot pass the cost of mandatory insurance to the worker. The policies should start at the appropriate time and satisfy the current detailed conditions, including any applicable co-payment arrangements and other minimums. A cheap insurance advertisement may not include everything required, so check the official specifications before buying.

Insurance is not a cap on the duty of care

Even where insurance covers some hospital costs, the employer remains responsible for required medical treatment and welfare under Work Permit conditions. An incident may exceed insurance limits or involve an excluded cost. A household should understand the financial exposure and the insurer’s claim procedure. A worker should not be denied timely medical assistance merely because the employer is uncertain about coverage.

Settling-In Programme and first medical examination

First-time workers have additional arrival steps

MOM’s Work Permit application guide requires a first-time MDW to attend the Settling-In Programme within seven days of arrival, with the responsible employer or agency arranging it. The worker also requires a pre-employment medical examination within the stipulated period, ordinarily fourteen days after arrival. Other requirements may apply for transfer workers or particular medical and vaccination circumstances. These steps are separate from completing the employer’s EOP before the permit application.

Do not assign work before permit requirements are met

The work permit must be correctly issued and active under the actual employment arrangement before the worker begins duties for the new employer. An in-principle approval alone is not a blanket right to work for any household. Arrange accommodation, insurance, safety information and orientation rather than asking the worker to start an unapproved task on arrival. Correct sequencing protects both parties from avoidable permit breaches.

The six-monthly medical examination

An ongoing employer duty

MOM requires MDWs to attend a medical examination every six months under the relevant schedule. The current programme can include specified screening for pregnancy and infections, with particular checks at other intervals. A Singapore-registered doctor must certify the results, and the employer must pay for the required examination and medical expenses. Clinics submit the results to MOM, while the employer can check status through FDW eService. Do not assume ordinary visits to a family GP replace the formal six-monthly requirement.

Use reminders without exposing private results

The worker’s health information is sensitive. The employer should track when the official examination is due and use appropriate clinics, while safeguarding confidentiality. A medical appointment may be on the same route as family errands in Toa Payoh, but the actual provider and submission method must meet MOM requirements. A missed date should be clarified promptly through the official account. The employer cannot cure non-compliance simply by obtaining a nonstandard test report from an unrelated source.

Paying the agreed salary

Payment must be timely and complete

MOM says the MDW must be paid at least the salary declared to the Ministry, no later than seven days after the end of each salary period, which cannot exceed one month. Payment through a personal bank account is encouraged and must be used if the worker requests it. Cash payment requires records signed by both parties. The employer must not keep the worker’s salary, bank card or other money even if the worker appears to consent. These are concrete requirements that should be included in the household’s regular financial planning.

Rest-day compensation must be separate

Where mutually agreed additional rest days are worked, compensation is paid above the basic monthly salary and recorded clearly. An employment agency’s placement loan may have permitted agreed deductions under specific terms, but ordinary medical insurance, mandatory training and repatriation charges cannot simply be passed on to the worker. The employer should explain payments in a way the worker can understand and retain clear, truthful records. Reliable salary administration builds trust.

Weekly rest and the compulsory monthly rest day

At least one rest day cannot be bought away

MOM provides for one rest day per week, with the day mutually agreed. When the worker voluntarily agrees to work on other scheduled rest days, at least one additional day’s salary must be paid for each such day. However, from 1 January 2023, employers must ensure at least one actual rest day every month that cannot be converted to extra pay. The rule was reaffirmed by MOM in May 2026. A household caring for a dependent adult must arrange alternate help on that rest day rather than assume the caregiver can be on duty every day indefinitely.

Flexibility does not mean eliminating rest

MOM permits a rest day to be arranged as one full day or two half-days under the relevant conditions. Employers should discuss the schedule openly and record it through FDW eService where required. The worker needs real time away from duties and reasonable rest within each day. A family can plan childcare, a respite service or relative support for the monthly mandatory day. Preserving rest is a legal requirement and can also support the worker’s health and ability to work well over time.

Daily rest, meals and accommodation

The worker needs suitable living conditions

MOM’s guidance requires employers to provide adequate food, suitable accommodation, medical care and sufficient rest. A small HDB flat may have limited space, so a household should inspect sleeping privacy, ventilation and access to a proper bed before hiring. A storeroom that lacks suitable conditions should not simply be advertised as a private bedroom. The worker’s personal belongings and ordinary privacy deserve protection. An employer cannot turn a legal duty into an optional reward based on performance.

Respectful communication can prevent conflict

Explain household routines, appliance use, food preferences and cultural expectations calmly. Give the worker a safe way to ask questions and contact family overseas. A schedule should have priorities and reasonable breaks, not an endless list of tasks impossible to complete without exhaustion. If a serious welfare or safety issue arises, use MOM or recognised support organisations rather than attempting coercion. A productive arrangement needs mutual understanding and clearly defined responsibilities.

Domestic work safety agreements

A signed safety agreement is mandatory

MOM’s employer guide says the household and MDW must sign a safety agreement before the worker starts employment. The document covers safe work practices, including conditions around high-rise window cleaning. It is not merely an internal employment note. An agreement about salary and rest days is strongly encouraged as a separate employment contract, while the safety agreement is required. Employers should explain tasks, equipment and prohibited activities and ensure the worker has understood them, not just collect signatures without discussion.

Window cleaning is especially consequential in HDB estates

A Toa Payoh high-rise flat can expose someone to serious fall risk if they lean outside to clean windows. MOM’s window-cleaning rules restrict how such work can be performed and require appropriate grilles and adult supervision where relevant. Employers should not ask a worker to climb onto ledges, hang out of windows or improvise unsafe methods simply to make glass look cleaner. If a task cannot be done within the safety rules, use a safe professional alternative or do not perform it.

Work outside the approved employer’s household

The permit does not cover every neighbour’s request

An MDW is hired to work for the registered employer at the approved place of employment and within the permitted domestic duties. A friendly neighbour or relative cannot simply hire the worker for a separate cleaning job, use her to run a shop or take her to another business as extra labour. MOM has specific rules concerning temporary accommodation and permitted duties, including when an employer travels. The household should not assume personal relationships create legal exceptions.

A change of address or living arrangement needs formal action

If a Toa Payoh family moves to another flat or temporarily places the worker elsewhere, use MOM’s notification and address-update procedures as required. The actual Work Permit account and household should remain accurate. A tenant moving between Lorongs 1 and 8 cannot simply leave the helper working alone at the old premises while the registered employer lives elsewhere. For special travel or family circumstances, ask MOM for the proper process.

Agency contracts, replacements and refunds

Read terms before a problem arises

An employment agency may offer a replacement guarantee, training support or other services. The family should read the actual contract and ask when fees are refundable, which services are included and what costs apply to replacing a worker. MOM’s October 2026 Parliamentary answer notes the rule requiring agencies to refund at least 50% of their service fees in specified early-termination cases without a suitable replacement. This does not mean every household receives a full refund regardless of circumstances, or that the worker must pay the employer’s agency fee.

The worker’s wellbeing is not a commodity warranty

If a match does not work, the employer should handle transfer or termination through lawful procedures and respect the worker’s dignity. A replacement policy is not permission to withhold wages, passport access or medical treatment. A successful arrangement depends on genuine communication and realistic expectations. Ask MOM or a recognised support organisation for guidance where serious problems arise.

Helping an older relative with daily care

Clarify what the worker can do safely

An MDW may help prepare meals, maintain hygiene routines, provide companionship or assist with ordinary household activities according to her training and the individual’s needs. But an older person with reduced mobility may require safe transfer techniques, specialised therapy or nursing. The family should seek professional assessment and instruction before expecting the worker to perform tasks that could injure either person. AIC’s community-care system includes Home Personal Care, day care and caregiver-training options that may complement the employment arrangement.

The $60 levy concession is only one part of the cost

An eligible elderly or disability-related concession can reduce the monthly levy, but does not cover salary, insurance, living expenses, professional care services or the employer’s other obligations. Compare the full financial model with alternatives. A household may find a combination of day care and part-time support more appropriate than live-in employment, depending on the elder’s preferences and practical needs. Financial assistance should be confirmed rather than assumed.

Caring for young children

Supervision needs a shared plan

An MDW may be involved in child care, including school collection and normal routines, but parents remain responsible for organising a safe environment and appropriate supervision. Clarify who is authorised to collect children from school or preschool, what emergency contacts to use and what care decisions require a parent or clinician. A worker should not be expected to provide specialist medical treatment or educational assessment outside her training. Where school-based student care is available, compare how the two arrangements work together.

Safety is a routine, not a one-time briefing

Introduce the worker to household appliances, safe food handling, child travel routes and what to do if a child becomes unwell. Avoid changing instructions constantly without explanation. A clear timetable and communication method protect the child and reduce stress for the worker. If the household includes several adults, agree who gives primary instructions so the worker is not asked to meet conflicting demands simultaneously.

Alternatives to live-in employment

Part-time household services can meet narrower needs

MOM suggests part-time cleaning and household support through lawful providers under the Household Services Scheme as an alternative for families that do not need a live-in MDW. This can suit a resident who wants occasional help with cleaning but can manage daily meals and care independently. The service contract, hours and permitted work depend on the provider. Compare the actual cost and scope rather than assuming every part-time worker is permitted to perform all domestic or clinical tasks without supervision.

AIC services may fit a care-centred problem better

AIC can explain Home Personal Care, day care, rehabilitation and other community services for eligible seniors. A person who primarily needs therapy, safe lifting help or companionship outside the home may be better served by a specialised programme or a combination of services. The choice should reflect the individual’s wishes and professional assessment. Hiring a worker is not always the most humane or cost-effective solution.

The first-month household onboarding plan

Begin with legal readiness and a realistic schedule

Complete the employer’s EOP when required, obtain the Work Permit and arrival documents, arrange the bond and insurance, provide suitable accommodation, and ensure the worker’s medical and settling-in obligations are met. Then discuss salary, rest days, duties and safety agreement with the worker in a language she understands. The household should identify the person responsible for communication and record important contacts. These are practical steps toward a respectful employment relationship, not a promise that every adjustment is easy.

Review what is working without constant surveillance

After the first weeks, ask whether tasks are clear, whether rest and food arrangements are adequate and what support the worker needs. If care duties are too complex, seek training or alternative services. Do not punish honest questions or treat normal adaptation as failure. A strong employer communicates, meets legal obligations and solves problems early. The goal is a stable household arrangement that respects everyone living and working in the home.

Frequently Asked Questions About Migrant Domestic Workers in Toa Payoh

How much is the monthly levy for one MDW?

MOM currently lists S$300 for the first MDW at the normal rate, or S$60 for households that satisfy concession criteria.

What is the levy for a second helper?

The normal rate is S$450 monthly; the concession requires additional qualifying conditions and is limited to two helpers per household.

How old must an elderly person be for the age-related concession?

MOM’s current ordinary elderly threshold is 67, with specified citizenship, household and address rules.

Can a household with a child get the S$60 rate?

A qualifying Singapore Citizen child below 16 can support the concession under the official scheme conditions.

Do first-time employers need training?

Yes. The Employers’ Orientation Programme must be completed at least two working days before the Work Permit application.

Must I purchase a S$5,000 security bond?

For most non-Malaysian MDWs, the employer arranges a S$5,000 bond through a bank or insurer before arrival. The worker must not pay for it.

How much mandatory medical insurance is required?

MOM currently requires at least S$60,000 annual inpatient and day-surgery cover, plus personal accident insurance.

Is a helper entitled to a weekly rest day?

Yes, under MOM rules, with mutually agreed scheduling and compensation where other rest days are worked.

Can every rest day be exchanged for salary?

No. At least one actual rest day per month cannot be compensated away.

When must the salary be paid?

Within seven days after each salary period, which must not exceed one month, at no less than the amount declared to MOM.

Can an MDW work at another family’s home for extra wages?

The Work Permit is tied to the approved employer and duties. Ordinary household employment does not authorise unrelated outside work.

What alternatives can I consider for an older relative?

MOM and AIC describe part-time household services, Home Personal Care, day care and other assessed community care options.

Official MOM and AIC Resources

Reviewed 5 November 2026. Employer, levy and insurance rules may change and eligibility is individual. This guide is general information and does not replace MOM’s Work Permit conditions, medical advice or the actual employment agreement.

A well-run domestic-employment arrangement begins with a defined household need and a legal, respectful contract. The official levy, bond, insurance, salary and rest-day rules are the minimum obligations, while care suitability and family relationships require continuing attention. Toa Payoh households should compare legitimate alternatives before deciding whether live-in help is the right model.

Continue the Toa Payoh Information Series

More focused Toa Payoh guides explain separate household tasks, school choices, financial planning and vehicle administration. For any fee, legal requirement or availability, review the latest official sources linked inside each article.

Toa Payoh Information | Hiring a Migrant Domestic Worker, Levy and Caregiver Support