A Toa Payoh family considering a migrant domestic worker should begin with an honest assessment of the help required, the household’s ability to provide safe accommodation and the full responsibilities of being an employer. Singapore’s Ministry of Manpower (MOM) requires a valid Work Permit, proper medical and personal accident insurance, adequate food and accommodation, timely salary payment, appropriate rest days and safe working conditions. A helper can make family life more manageable, but hiring one is not the same as buying an unlimited household service.
As of 1 November 2026, a first-time employer must attend MOM’s Employers’ Orientation Programme at least two working days before applying for the worker’s Work Permit. Every migrant domestic worker is entitled to one rest day per week by mutual arrangement, with at least one rest day per month that cannot be replaced by money. MOM also requires at least $60,000 a year in medical insurance coverage and says workers are generally permitted to perform domestic work only for the registered employer at the residential address declared to MOM. Care arrangements at a relative’s home require specific conditions and notification, not an informal transfer of employment.
- Employer eligibility: check age, financial capacity, responsibilities and any first-time orientation requirements before applying.
- Legal employment: obtain the proper Work Permit and use MOM’s official recruitment or transfer processes.
- Budget fully: salary, levy, insurance, medical care, food, accommodation, agency fees where applicable and replacement or travel contingencies.
- Worker welfare: safe living space, adequate privacy, meals, healthcare, regular rest and respectful communication.
- Salary: pay monthly no later than seven days after the salary period and maintain appropriate records.
- Rest days: one weekly entitlement, with one mandatory non-compensable rest day each month.
- Safe tasks: follow high-rise window cleaning and other work-safety rules; do not assign unsafe or unlawful jobs.
- Family outcome: create a clear, lawful and humane employment relationship that supports both the household and the worker.
Definition Lock: A Domestic Worker Is an Employee, Not a Household Appliance
A migrant domestic worker, or MDW, is a person employed to perform permitted domestic work under Singapore’s Work Permit framework. She is entitled to the rights and protections provided by applicable law and MOM regulations. The household is an employer with duties, not a customer purchasing unrestricted access to another person’s time.
Domestic work can include appropriate household tasks and caregiving support within the permitted arrangement. It is distinct from business work, professional medical treatment or serving multiple households without authorisation. A helper’s presence in a flat does not make her a trained nurse, licensed childcare professional or commercial employee.
This guide explains national employment responsibilities in the context of a Toa Payoh HDB household. It is not an employment-agency advertisement or individual legal advice. The exact recruitment, employment, transfer and termination steps must follow current MOM instructions and the applicable contract.
Why Hiring Begins With Household Needs
Families often think about hiring when responsibilities have become difficult to manage. Parents may work long hours, an older relative may need support or housekeeping tasks may be crowding out time for family and rest. These are legitimate concerns, but they do not automatically mean a full-time live-in worker is the best solution.
Begin by writing down the actual tasks: cleaning, cooking, laundry, child supervision, transport assistance, personal-care support or errands. Then identify which tasks happen daily, which occur occasionally and which require specialised training.
A family needing a few hours of basic cleaning each week may find part-time services more appropriate. Someone needing intensive nursing care should seek a qualified service provider. A live-in MDW may fit certain household circumstances, but that decision should follow a careful assessment rather than pressure from an advertisement.
The HDB Flat Must Remain a Suitable Place to Live
Toa Payoh flats vary in size and layout, and the household must consider whether a worker can be accommodated safely. MOM requires adequate shelter, privacy, ventilation and basic amenities for MDWs. A cramped home does not remove these obligations.
The question is more detailed than whether there is enough floor space for a mattress. Can the worker sleep in a suitable and secure place? Is the area private? Is there proper ventilation and protection from unsafe equipment? Can she access bathing and toilet facilities reasonably?
A family that cannot provide acceptable accommodation should reconsider the arrangement rather than improvise a bed beside hazardous equipment or in an exposed common area. Proper housing is part of the cost of lawful employment.
Employer Eligibility Comes Before an Agency Deposit
MOM states that a person hiring a migrant domestic worker must generally be at least 21, not an undischarged bankrupt and have the mental capacity to meet employer responsibilities. MOM also considers financial ability and caregiving needs, among other circumstances.
These requirements explain why an agency’s promise is not final authority. A person may be enthusiastic about hiring but not meet the legal eligibility criteria. An agency also cannot guarantee that MOM will approve every application.
Check the current employer requirements independently before committing significant funds. If the intended employer cannot manage the obligations, seek advice about legitimate alternative arrangements. Avoid putting a relative’s name on an application purely as a formality when that person will not fulfil the employer’s role.
First-Time Employers Need Orientation
MOM’s Employers’ Orientation Programme, or EOP, is compulsory for first-time MDW employers. Its current guidance says the programme should be completed at least two working days before the Work Permit application.
The programme covers core employer responsibilities and helps households understand supervision, worker welfare and safety. It can be completed through approved classroom or online arrangements. Actual fees and available sessions should be checked through MOM’s current provider information.
Treat the course as preparation for a real working relationship rather than a box to tick. A family that understands legal duties and communication challenges before arrival is better placed to avoid disputes and unsafe arrangements later.
Decide Between Direct Hiring and an Agency
MOM describes several hiring routes, including using a licensed employment agency or managing relevant steps directly where eligible and practical. Agencies may support recruitment, paperwork and training, but they can also charge service fees under their contracts.
If using an agency, verify its licence and record through the official MOM employment-agency directory. Ask who pays which fees, what the replacement policy means, how worker details are verified and what happens if the employment relationship ends early.
Do not rely on a salesperson’s verbal assurance. Read the written agreement and distinguish agency charges from the worker’s salary, levy, insurance and other employer responsibilities. A lower initial fee may not mean lower overall cost.
Worker Matching Is More Than a Short Profile
A profile may list language, experience and previous employment, but a sustainable match requires understanding the work and the person’s actual capabilities. Ask about relevant experience honestly, with respect for privacy and without discriminatory assumptions.
Consider the household’s tasks. Someone experienced in general housekeeping may need training to support a person with complex mobility or dementia-related needs. Language confidence may be particularly important where medication instructions or safety hazards are involved.
Give the worker an opportunity to understand the job as well. Expectations about rest days, caregiving, cooking, household size and accommodation should be communicated accurately. A match built on unrealistic promises can lead to stress for both sides.
A Work Permit Is Not Optional
MOM states that a migrant domestic worker must have a valid Work Permit and work only for the registered employer under the applicable conditions. Employing a person without valid authorisation or deploying her illegally can result in significant penalties.
A household should verify the actual status of the application and permit rather than assume the agency’s arrangement is complete. Use official MOM channels and keep the relevant documents accessible in a secure manner.
A worker must not be asked to perform business duties or take work for another employer without legal authorisation. This matters in a town with home-based businesses: the fact that the employer runs a home bakery, tuition service or shop does not automatically permit the MDW to work in that business.
Residential Address Rules Are Real Employment Conditions
MOM’s employment rules state that an MDW generally works at the residential address registered with the Ministry for her employer. She cannot casually be sent to clean a friend’s or relative’s flat because the household wants to share the salary.
There is a specific pathway for certain caregiving situations involving a child or parent at a relative’s home. MOM’s guidance requires prior notification and conditions, including the worker’s written agreement and limitations on household workload. Overnight arrangements must meet accommodation requirements.
This is not a general permission for two families to jointly employ one helper. Obtain the correct approval or notification outcome before altering the work location. A family that genuinely needs care at two addresses should ask MOM about the lawful arrangement.
The Full Cost Includes More Than Salary
MOM requires employers to pay salary and monthly levy and to provide suitable accommodation, meals and medical care. Employers must also purchase the specified insurance and may incur agency fees, medical examination costs and other legitimate expenses.
Build a realistic monthly and annual budget before hiring. Include regular salary and levy, expected food and household costs, insurance premiums, medical obligations, rest-day compensation where agreed and likely travel or replacement contingencies.
Do not assume the worker’s pay is the only substantial cost. A family that stretches its budget too far may later struggle to meet obligations. Responsible employment should remain affordable without withholding salary or making inappropriate deductions.
The Current Monthly Levy Structure
MOM’s published levy guidance lists a normal rate for a first helper, a higher rate for subsequent helpers and a lower concessionary rate for qualifying households. As of the current guidance, these are $300, $450 and $60 per month respectively, with rules about eligibility and partial-month calculations.
The concessionary rate is not automatically granted because a family has an older resident. MOM’s specific criteria and application details must be checked. A household may also experience changes in levy when circumstances change.
Record the applicable rate separately from salary and other expenses. Do not make the worker responsible for the levy or treat it as a deduction from her agreed pay. The levy is an employer obligation.
Medical Insurance Is a Mandatory Employer Expense
MOM requires medical insurance for an MDW covering inpatient care and day surgery with an annual claim limit of at least $60,000. Personal accident insurance is also required. The employer cannot transfer the cost of these compulsory policies to the worker.
These requirements reduce some financial exposure, but an insurance policy is not a guarantee that every possible medical bill is covered. Employers remain responsible for medical needs under MOM’s rules. Read coverage, exclusions and reimbursement procedures carefully.
When comparing plans, avoid assuming the lowest premium provides identical benefits. Ask what the policy covers and whether its details meet MOM’s current mandatory standards. Insurance selection should be informed, not improvised after a medical event.
Six-Monthly Medical Examinations Require Planning
MOM’s six-monthly medical examination, or 6ME, requirements apply to MDWs during employment. The examination includes specified health screening according to MOM’s schedule, and results must be certified and submitted by clinics.
Employers are responsible for arranging and paying for the examination, including associated costs. MOM’s guidance also states that employers and their representatives should not be present during the medical examination itself.
Record the due date and use the official eService for relevant information. Do not treat the examination as an optional annual check or ask the worker to pay because it occurred on a working day. This is an established regulatory responsibility.
Pay Salary on Time and Keep Proper Records
MOM states that a migrant domestic worker must be paid every month, no later than seven days after the end of the salary period. The salary period must not exceed one month, and pay cannot fall below the amount declared to MOM.
Direct transfer into the worker’s own bank account is encouraged. If she requests bank transfer, MOM requires employers to use it. If salary is paid in cash, the employer must maintain appropriate signed records of payment.
A reliable household sets a fixed payroll date and treats it as a non-negotiable obligation. Do not delay pay because of disagreement over chores or because the family expects a late reimbursement. Wages belong to the worker.
Never Keep the Worker’s Salary or Bank Card
MOM’s salary guidance states that employers must not keep a domestic worker’s salary or other money belonging to her, even if she requests it. Employers also must not keep her bank book or card.
The rule helps protect financial independence and prevents inappropriate control. Employers can support someone learning how to use local banking safely without taking possession of her accounts or monitoring every personal purchase.
A household with good intentions should still follow the law. If there is concern about scams or remittance services, provide reliable information and let the worker make her own lawful financial decisions.
Rest Days Are Not an Optional Favour
MOM states that an MDW is entitled to one rest day per week, with the particular day mutually agreed upon. If she agrees to work on an eligible rest day, she must be compensated with at least one day’s salary in addition to regular pay.
Since January 2023, at least one rest day per month cannot be compensated away. This is a mandatory break intended to support worker wellbeing. A household cannot pay extra money to eliminate all rest days.
Work schedules should reflect these requirements from the beginning. If care needs are continuous, the family must plan alternative arrangements for the worker’s leave rather than assume she can remain on duty indefinitely.
How Rest-Day Compensation Is Calculated
MOM’s current FAQ explains that the daily rate for compensation can be calculated by dividing the monthly salary by 26 working days, regardless of the number of days in the month. This applies to rest days the worker mutually agrees to work, apart from the mandatory non-compensable day.
Families should document the mutually agreed schedule and payments clearly. Do not treat a casual statement that the worker ‘did not go out’ as proof she gave up her rest day. She may choose how to spend a lawful day off.
If the family needs frequent coverage during rest periods, it may need additional approved services or help from relatives. The worker’s entitlement should be protected even when caring responsibilities are demanding.
Food Must Be Adequate and Respectful of Preferences
MOM requires employers to provide three meals a day and to be sensitive to dietary needs, including religious beliefs and preferences. A helper should not be expected to survive on leftovers or food that is unsuitable for her circumstances.
Discuss meals in a respectful way. Different household members may eat different foods, and it is possible to provide suitable nutrition without requiring everyone to share identical dishes. A worker should be able to raise concerns about inadequate food.
Food provision is an employer duty, not a benefit that can be withdrawn as punishment. A family that budgets properly and communicates clearly is more likely to build a respectful household environment.
Accommodation Must Offer Privacy and Safety
MOM’s accommodation guidance calls for suitable shelter, ventilation, basic amenities, adequate space and privacy. A separate room is encouraged where possible; where it is not possible, the employer must still provide acceptable space and privacy.
Workers should not sleep near dangerous equipment or in a place exposed to unsuitable weather conditions. MOM also has rules intended to protect modesty, including restrictions on sleeping arrangements with male adults or teenagers.
Before hiring, inspect the actual arrangement rather than plan to ‘find a corner later’. If the flat is too small to provide suitable accommodation, explore alternatives to a live-in employment model.
CCTV and Privacy Need Clear Boundaries
Some households use cameras for home security or care monitoring. MOM requires employers to inform their MDWs about the presence and locations of recording devices. Cameras must not be installed in spaces that compromise privacy or modesty, such as where the worker sleeps, changes clothes or uses the bathroom.
MOM’s May 2026 parliamentary response also explains that MDWs are not required to disclose their whereabouts on rest days. Ordinary employment supervision does not create unlimited rights over a worker’s private life.
If a household has legitimate security concerns, clarify the purpose and applicable rules before installing equipment. Surveillance should not become a substitute for communication or a means of controlling private relationships.
High-Rise Window Cleaning Is a Major Safety Issue
High-rise living requires particular attention to window cleaning, laundry handling and work near open edges. MOM provides training and restrictions intended to reduce fall risks when an MDW cleans exterior window panes.
Do not assign hazardous work simply because an employer has seen another household doing it. Follow MOM’s actual rules, including the required safeguards and the signed safety agreement. Where a task cannot be carried out safely, it should not be done that way.
An accident can cause life-changing harm. Safety must not be traded away for a cleaner window or a few minutes saved. Employers have a direct responsibility to explain and enforce safe work practices.
The Safety Agreement Is Mandatory
MOM’s contracts-and-safety guidance says employers and MDWs must sign a safety agreement before the worker starts employment. It addresses safe practices, including high-rise window-cleaning restrictions. The agreement is not a substitute for real training and supervision.
A family should explain the instructions in a language the worker understands as far as possible and provide suitable tools. Someone unfamiliar with a particular household appliance should be taught how to use it safely.
Never assume an employee’s prior experience guarantees familiarity with every installation. Safe work requires ongoing communication and a willingness to stop a task when conditions are dangerous.
Employment Contracts Reduce Disputes
MOM encourages a written contract covering salary, placement loan where relevant, rest days, compensation, notice and other terms. Although MDWs are not covered by the Employment Act, their employment is regulated through the Employment of Foreign Manpower Act and Work Permit conditions.
A written agreement helps both parties understand what has been promised. It should not contain terms that contradict mandatory worker protections. The worker should have a meaningful opportunity to understand the conditions rather than be pressured to sign immediately.
Keep a copy available to both employer and worker. If a work arrangement changes substantially, discuss it and document appropriate revisions. Clear terms are part of a fair household relationship.
Communication Across Languages and Cultures
A helper may be new to Singapore, unfamiliar with a particular HDB flat or learning the household’s languages. Misunderstandings can arise even when everyone intends to cooperate. Instructions should be clear and realistic rather than delivered as rapid criticism.
Demonstrate household appliances safely, explain priorities and allow questions. Avoid relying on vague commands such as ‘clean properly’ when the intended standard is not clear. A simple written or pictured routine may help when appropriate.
The worker is also an adult with her own experience and preferences. A collaborative conversation can reveal practical improvements to a schedule or safer ways of performing tasks. Respect is compatible with clear employer expectations.
A Realistic Weekly Schedule Protects Everyone
A household that expects continuous work from early morning to late night may create exhaustion and errors. Even where detailed working-hour regulation differs from ordinary Employment Act arrangements, employers remain responsible for wellbeing, rest and safety.
Design tasks around household priorities and realistic time. Identify essential daily duties, periodic cleaning and activities that another family member can handle. Allow breaks and do not expect a single person to respond to every request simultaneously.
A good schedule can change as children grow or care needs develop. Review it together and maintain the worker’s legal rest entitlements. Fair scheduling can make service more reliable while protecting the person providing it.
Childcare Requires Boundaries and Preparation
A helper caring for children needs clear instructions about safe supervision, school routines, emergency contacts and permitted activities. The household should explain which decisions the worker may make and when a parent or guardian must be contacted.
Do not expect an untrained worker to diagnose illness, administer complicated treatment or supervise hazardous activities beyond her competence. Where specialist care is needed, obtain proper professional guidance.
Children should also be taught to treat the worker respectfully. An adult employee is not a servant whom children may insult, threaten or command arbitrarily. A healthy household models courtesy and consistent boundaries.
Elderly Care May Need More Than Domestic Assistance
Some Toa Payoh families hire an MDW to support an older relative with mobility, meals and daily routines. This can be useful, but the worker may need caregiver training and support from qualified services for complex needs.
AIC offers information about home personal care, day care, respite and caregiver training. A family should assess whether the duties are appropriate for a domestic worker or require nursing, therapy or another professional service.
The worker must also receive rest and medical support. An employer cannot meet one person’s care needs by disregarding the health and dignity of another. A sustainable care plan has enough capacity to cover emergencies and time off.
Dementia Care Needs Additional Understanding
Supporting a person living with dementia may involve communication difficulties, confusion or changing daily abilities. A helper should not be expected to improvise clinical approaches or deal alone with situations involving serious safety risks.
Caregivers can seek professional assessment, training and respite guidance through AIC. The family should describe the person’s preferences and routines, provide clear instructions and remain engaged in decisions.
For detailed community care pathways, see Toa Payoh | Dementia Caregiving, Day Care and Respite for Families. The present article focuses on the legal and humane employment relationship when a worker is part of the care arrangement.
Rest Days Require a Backup Care Plan
When a worker takes her mandatory rest day, household responsibilities still exist. Parents may need childcare, and an older relative may need supervision. This is not a justification for removing the worker’s entitlement.
Plan alternatives: family sharing, suitable short-term services or other lawful arrangements. AIC’s respite guidance and MOM’s Household Services Scheme can help households compare appropriate support types, subject to actual suitability.
The important work happens before the rest day. A clear roster and realistic backup reduce friction and allow the worker to rest without being made responsible for the family’s failure to plan.
Do Not Use an MDW for Your Commercial Business
MOM prohibits illegal deployment for non-domestic work and work for other employers. A family running a home-based baking service, e-commerce operation or tuition business cannot simply require its MDW to pack customer orders, serve paying clients or manage commercial stock.
The fact that business activity happens in the same flat does not automatically make it a domestic chore. Employment permission is tied to the worker’s authorised role, employer and residential address.
If the household needs business staff, explore lawful employment arrangements separate from the domestic Work Permit. This protects the worker and avoids penalties for the employer. For HDB enterprise rules, use the dedicated Toa Payoh Home-Based Businesses guide.
Worker Health and Emotional Wellbeing Matter
Living away from home can involve loneliness, homesickness and difficulty adjusting to a new environment. MOM encourages employers to support communication with the worker’s family and to be patient with cultural and language differences.
This is a human relationship within a professional employment arrangement. The worker should have appropriate privacy and be able to seek advice or support when necessary. Emotional strain should not be dismissed simply because the household pays a salary.
Employers can build a healthier atmosphere through clear expectations, reliable rest, respectful conversation and access to legitimate support channels. These habits benefit the family too because conflict and stress are less likely to accumulate unnoticed.
What to Do if a Dispute Arises
Disagreements may involve duties, pay, rest days, communication or the employment contract. Start by identifying the actual issue and checking the written terms and applicable MOM rules. Avoid punishment, threats or confiscation of personal possessions.
If direct discussion is not productive or an allegation is serious, use the appropriate MOM or legitimate support organisation’s channels. Workers also have access to official and community support. Personal safety should take priority where immediate harm is suspected.
An employment dispute is not a reason to ignore salary, medical obligations or lawful termination requirements. Both parties benefit from accurate records and an orderly resolution process.
Employment Agencies Have Responsibilities Too
MOM’s October 2026 parliamentary answer describes requirements intended to encourage agencies to provide suitable matches, including an obligation to refund employers at least 50% of certain service fees when an MDW contract ends within the first six months and no suitable replacement is offered, subject to the relevant rules.
This is not a guarantee that every amount paid to an agency or worker will be refunded. The contract, fee category and actual circumstances matter. Employers should read the agency agreement before signing rather than rely on a broad slogan such as ‘free replacement’.
Use official agency licensing records and keep receipts. If an agency makes a claim that appears inconsistent with MOM guidance, seek clarification before paying.
Changing or Transferring Employment Must Follow MOM Procedures
Sometimes the relationship is unsuitable despite good intentions. A worker may wish to transfer, or an employer may no longer need full-time help. MOM provides formal processes for transfer and cancellation of Work Permits.
Do not arrange an informal transfer by sending the worker to another household for paid duties while the existing pass remains in force. The required consent, application and status changes must be properly handled.
Communicate the decision respectfully and consider notice, salary, lawful deductions, travel obligations and any agency arrangements. The goal is an orderly transition that does not leave either party exposed to avoidable problems.
An Emergency Plan Should Include the Worker
A domestic worker living in an HDB flat needs to know the correct emergency contacts, block address, household safety arrangements and how to seek help if an incident occurs. These instructions should be understandable and rehearsed calmly.
Do not place the entire responsibility for rescuing children or older adults on one worker without training and realistic planning. In a fire or medical emergency, follow the relevant professional service’s guidance. The household should agree on communication roles and safe action.
For general home fire precautions, see Toa Payoh | HDB Fire Safety, Emergency Readiness and Safer Shared Spaces. Employment fairness includes not assigning dangerous tasks merely because someone has been hired to help.
A Household Should Review Costs Before Renewal
An MDW arrangement creates recurring financial commitments. A family should compare salary, levy, insurance, meals, healthcare and service needs against the value of appropriate support. Some households find the arrangement sustainable; others may prefer a different mix of care and cleaning services.
Review costs and responsibilities before renewing the Work Permit or contract. Changes in family needs can alter the ideal arrangement. A child may become more independent, while an older relative may need more specialised professional care.
Avoid making the worker bear the household’s financial adjustment through late pay or withheld rest. If the arrangement is no longer affordable, plan lawful and respectful changes early.
Alternatives to a Live-In Helper
MOM’s hiring guidance mentions alternatives such as part-time household services where full-time live-in support may not be suitable. AIC offers separate care services for eligible people needing personal care or respite. The best option depends on the tasks, frequency, household space and finances.
A few hours of cleaning each week may be more economical through a suitable legal provider than a full-time employment arrangement. Conversely, a household with substantial recurring care needs may require a broader, coordinated plan rather than occasional ad-hoc help.
Compare the service’s actual scope. A cleaner does not automatically offer nursing, and a domestic worker cannot be assumed to replace a clinical professional. The aim is suitable help rather than the cheapest apparent hourly rate.
Teach Children That Fairness Begins at Home
Children learn from the way adults treat workers. A household that expects courtesy but uses insulting language toward a helper sends a contradictory message. Clear boundaries, respectful requests and appreciation of work create a healthier environment.
Children can be taught to manage age-appropriate personal responsibilities rather than treat the worker as someone who must pick up every toy or school bag. A helper should not be placed in the position of disciplining children without guidance and support from parents.
A fair household does not require pretending that employer and employee have identical roles. It requires recognising that different responsibilities can coexist with equal human dignity.
A Four-Week Preparation Before Hiring
In week one, list the tasks and assess whether the household genuinely needs a live-in worker. Review accommodation, employer eligibility and recurring costs. In week two, complete any required EOP and investigate legal recruitment routes or licensed agencies.
In week three, compare candidates and clarify work expectations, training needs, rest arrangements and contract terms. In week four, confirm insurance, the Work Permit process, suitable living space and a first-month orientation schedule.
Do not rush the legal steps to match an arbitrary moving or travel date. A responsible employment arrangement begins with accurate information, respect and a plan that remains workable after the first week.
Frequently Asked Questions About MDWs in Toa Payoh
Can any Toa Payoh resident hire an MDW?
Not automatically. MOM sets employer eligibility conditions involving age, legal and mental capacity, finances and caregiving circumstances.
Must a first-time employer attend orientation?
Yes. MOM requires completion of the Employers’ Orientation Programme at least two working days before the Work Permit application.
Is a Work Permit necessary?
Yes. The worker must have the appropriate valid permit and follow the declared employer and residential work conditions.
How much is the normal monthly levy?
MOM’s published rates list $300 for a first helper and $450 for subsequent helpers, with a $60 concessionary rate for eligible households. Verify actual eligibility and changes.
Can I deduct the levy from the worker’s salary?
The levy is an employer obligation. Do not treat it as a reduction of the amount the worker is entitled to receive.
Is medical insurance compulsory?
Yes. MOM currently requires at least $60,000 annual medical insurance coverage for specified treatment, along with personal accident insurance.
Must a worker have a medical check every six months?
MOM’s six-monthly medical examination requirements apply during employment, with specified tests and submission through authorised clinics.
When must salary be paid?
Monthly, no later than seven days after the end of the salary period, according to MOM’s current guidance.
May an employer hold the worker’s bank card?
No. MOM prohibits employers from keeping an MDW’s bank card, bank book, salary or other money.
Is there a weekly rest day?
Yes. The worker is entitled to one rest day each week by mutual arrangement, and at least one rest day each month cannot be compensated away.
Can all rest days be replaced with pay?
No. The mandatory monthly rest day must be taken. Other agreed worked rest days require the applicable additional compensation.
Must the employer provide meals?
Yes. MOM requires three meals daily and sensitivity to dietary needs and restrictions.
Does the worker require a private space?
Yes. MOM requires adequate accommodation, ventilation, safety, space and privacy, with a separate room encouraged where feasible.
Can I install CCTV where the worker sleeps?
No. MOM prohibits recording arrangements that compromise the worker’s privacy or modesty and requires disclosure of camera locations.
Can my helper clean my sister’s flat?
Not under an informal general sharing arrangement. MOM limits the registered work location and has specific conditions for certain caregiving arrangements at a relative’s home.
Can an MDW help run my online shop?
MOM prohibits deployment for non-domestic business duties. Business staffing must be handled through an appropriate separate legal arrangement.
What happens if the employment relationship does not work?
Follow MOM’s formal transfer, termination or Work Permit cancellation processes and the applicable contractual obligations, rather than improvising a private handover.
Your Next Step: Check the Employment Duties Before Choosing a Candidate
Begin with MOM’s employer eligibility, then review the orientation programme, worker wellbeing and rest-day rules, and insurance requirements. For caregiving alternatives, consult AIC’s respite guidance and Toa Payoh | Dementia Caregiving, Day Care and Respite for Families.
A well-run household does not depend on one person working without limits. It depends on appropriate duties, lawful employment, clear communication, safety and recognition that the worker has a life and responsibilities of her own. These conditions make support more stable for the family and more humane for the person providing it.
Official Sources and Review Date
- MOM: MDW employer requirements.
- MOM: first-time Employers’ Orientation Programme.
- MOM: rest, food, accommodation, healthcare and privacy.
- MOM: monthly salary, timing and records.
- MOM: monthly levy rates.
- MOM: medical and personal accident insurance.
- MOM: six-monthly medical examinations.
- MOM: declared employer and lawful work location.
- MOM: MDW privacy and rest days, May 2026.
Reviewed 1 November 2026. Work Permit, insurance, levy and employment obligations are governed by the current official rules and individual circumstances.