MOM work permit rules every employer of a domestic helper

Hiring help at home is often a practical, family-centred decision—especially when you are caring for young children, elderly parents, or managing a demanding work schedule. But in Singapore, employing a Foreign Domestic Worker (FDW) also means taking on legal duties under MOM. This guide to MOM work permit rules every employer of a domestic helper should know is written for real households: what you must do, what you cannot do, and where families commonly get caught out.

Done properly, hiring can be smooth and reassuring. You can also reduce risks by working with an established agency and clear processes—like our Precision Match™ and ongoing 365-Day Employer Care™ support—while still understanding the rules yourself.

1) The basics: What an FDW Work Permit allows (and doesn’t)

The Work Permit for a Foreign Domestic Worker is specifically for domestic work in the employer’s residential address. It is not a general employment pass.

Key points MOM expects every household to understand:

• The helper can only work for the employer listed on the Work Permit.
• The helper can only work at the approved residential address (your home). If you move, you must update the address.
• The helper cannot be deployed to do work for your relatives, your business, or at non-residential work sites.
• The helper should not be sent to your office, shop, childcare centre, or to clean other households (even if you pay her). That is treated as illegal deployment.

Common “grey areas” that are actually risky

Some situations look harmless but can still breach MOM rules:

• Sending your helper to a grandparent’s home daily to provide care while you remain the employer.
• Asking her to assist in a home-based business operation (packing, cooking for sale, handling customers).
• Having her do renovation-related labour or tasks at a property that is not your registered residential address.

If you genuinely need care across two households (for example, a parent living separately), speak to a consultant early so you can consider compliant alternatives. You can also browse profiles and preferences in our helper directory and ask our team to advise how to structure arrangements within MOM’s framework.

2) Employer eligibility: Who can hire, and what MOM looks at

MOM generally assesses whether the household has a need for a domestic helper and whether the employer is suitable to take on the responsibilities.

While eligibility details can vary based on household profile and the helper’s nationality requirements, employers should be prepared for:

• Assessments around caregiving needs (young children, elderly, disability, or caregiving load).
• Financial ability to support salary, levy, and insurance.
• Readiness to provide acceptable accommodation and safe working conditions.

The Employer Orientation Programme (EOP)

If you are hiring an FDW for the first time (and in some other scenarios), MOM may require you to complete the Employer Orientation Programme (EOP). This ensures you understand your obligations, including:

• Your responsibilities as the employer of record
• Basic employment terms and dispute prevention
• Safety requirements, especially for high-risk tasks

Practical tip: do the EOP early. It prevents last-minute delays when you are ready to submit applications.

3) Work Permit application, renewal, and what changes you must report

One of the most important MOM work permit rules every employer of a domestic helper should know is that the Work Permit is not “set and forget”. Employers must keep details current and follow timelines.

Applying for a Work Permit

Whether you hire via an agency or manage some steps yourself, the process typically involves:

• Submitting the Work Permit application
• Satisfying any pre-employment requirements (including medical checks)
• Arranging for required insurance and security bond
• Issuance and card delivery

Families often prefer an agency-assisted route because the paperwork is time-sensitive and errors can delay start dates. If you want help end-to-end, you can start a hiring application and our consultants will walk you through the compliant steps.

Renewals: Don’t leave it late

MOM usually provides a window for renewal. If you miss it, you may face unnecessary stress, disruption to caregiving arrangements, and possible overstays.

Set internal reminders for:

• Work Permit expiry date
• Passport validity
• Insurance policy renewal dates

Changes you must update

Notify or update MOM (as applicable) when there are changes such as:

• Residential address changes
• Employer’s contact details
• Helper’s passport renewal and particulars
• Termination of employment

A practical household habit: keep a simple folder (physical or digital) with the helper’s Work Permit details, insurance documents, medical check dates, and key contacts.

4) Mandatory insurance, security bond, and levy: What you must pay and maintain

This section is where families most appreciate clarity because it affects monthly budgeting and risk.

FDW levy (and possible concessions)

As an employer, you must pay the foreign domestic worker levy. Some households may qualify for levy concessions (for example, caregiving scenarios), subject to MOM criteria.

If you are unsure what your household qualifies for, it is worth clarifying before hiring so you budget correctly. Our team can guide you during the application process.

Security bond (and why it matters)

For many FDWs, a security bond is required. This is an obligation the employer undertakes to ensure the helper complies with Work Permit conditions. If the helper breaches certain conditions, the bond may be forfeited.

Practical takeaway: don’t treat the bond as “just paperwork”. It is a compliance tool, and you should brief your helper clearly on rules like not taking up other work, not overstaying, and following immigration conditions.

Medical insurance and personal accident insurance

MOM requires employers to purchase and maintain medical insurance and personal accident coverage at the required levels for the entire duration of employment. Even when a helper is healthy, medical bills can become significant quickly, especially in emergencies.

Do not wait for a renewal notice—ensure coverage continues seamlessly. Lapses can become a compliance issue and create financial exposure.

5) Salary, rest days, and written agreements: Set expectations from day one

Many disputes start not because a family is unkind, but because expectations were never written down. MOM expects employers to provide clear terms and to follow fair employment practices.

Salary: clarity and consistent payment

Agree on:

• Monthly salary amount
• Payment date each month
• Payment method and record-keeping

Keep simple records (bank transfer history or signed acknowledgements). It protects both the employer and helper.

Rest days and off-day arrangements

Rest is not only humane—it reduces burnout, accidents at home, and conflict. MOM has requirements and strong guidance around weekly rest days. If any rest day is not taken, there must be proper compensation according to MOM rules.

Rather than negotiating monthly in a stressful way, decide upfront:

• Which day is rest day (fixed or flexible)
• Expected return time if going out
• Emergency contact methods
• Any house rules that relate to safety (e.g., not sharing employer address publicly)

Use a written employment agreement

A written agreement prevents misunderstandings. It should cover:

• Job scope (childcare, eldercare, cooking, cleaning)
• Working routines (e.g., night care expectations)
• Rest days and public holiday arrangements
• Food arrangements and accommodation
• Phone usage guidelines (reasonable, not punitive)

If you engage an agency, this is one area where professional templates and consultant mediation can help. You can view our services to understand how we support employers with clear documentation and alignment.

6) Housing, privacy, and safe working conditions: What MOM expects at home

Your home is the workplace. MOM’s requirements and advisories focus on safety, decent living conditions, and prevention of abuse.

Suitable accommodation

Your helper must have acceptable accommodation with basic privacy, ventilation, and a safe environment. In many Singapore homes, this might be:

• A dedicated helper’s room
• A partitioned area that still provides privacy

Ensure the sleeping area is safe (not next to hazardous storage, not exposed to weather, not in unsafe locations).

Food and basic needs

MOM expects employers to provide adequate food and allow access to basic needs. In practice, families choose different approaches:

• Shared meals
• Providing ingredients with a cooking arrangement
• Food allowance

Any approach can work if it is consistent, respectful, and sufficient.

Safety: high-risk chores and training

A major safety topic in Singapore is working at heights—particularly cleaning windows. MOM has repeatedly highlighted the risks of falls.

Household safety rules you should adopt:

• Do not allow your helper to stand on window ledges.
• Use safe tools (long-handled wipers) and keep windows fitted with grilles where appropriate.
• Supervise or arrange professional cleaning for high-risk external areas.

If you want a simple method, use this checklist before assigning a new task:

1. Is there a fall risk, sharp tools, or chemicals involved?
2. Has the helper been shown the safe method and equipment?
3. Is there a safer alternative (e.g., professional service for external façade work)?

7) Travel, home leave, and Philippine requirements (OEC, Embassy, and practical planning)

Singapore families hiring Filipino helpers often encounter both Singapore rules and Philippine processes. Beyond MOM, the Philippines has its own overseas employment requirements.

Home leave and re-entry planning

If your helper travels (for home leave or emergencies), plan early:

• Confirm passport validity
• Confirm Work Permit validity and any MOM requirements for travel
• Ensure insurance remains valid

The Philippine OEC: why it matters for Filipino FDWs

For many Overseas Filipino Workers (OFWs), the Overseas Employment Certificate (OEC) is a key document for exiting the Philippines and confirming legal deployment. Requirements and processes can change, and they depend on the helper’s situation (new hire, returning worker, contract verification, etc.).

Practical Singapore context: many Filipino helpers handle parts of this process through channels connected to the Philippine Embassy and accredited services. In Singapore, some services historically have been associated with areas like Lucky Plaza and the Orchard Road vicinity because of the concentration of Filipino community resources. That said, always rely on official guidance and accredited providers rather than informal “quick fixes”.

If your helper mentions OEC timelines, take it seriously—travel dates may need to be adjusted to avoid last-minute disruption.

Keep documents organised

For smoother travel and compliance, maintain copies of:

• Work Permit card details
• Passport page
• Insurance documents
• Employment contract

8) Termination, transfer, repatriation, and what “duty of care” looks like

Another set of MOM work permit rules every employer of a domestic helper should know relates to how employment ends. Even if the relationship is ending, the employer’s responsibilities do not disappear overnight.

Notice periods and settling payments

Follow the employment agreement and applicable MOM requirements on:

• Notice period or salary in lieu
• Payment of outstanding salary
• Payment for unused off days/compensation where applicable

Keep the communication calm and written, especially if emotions are running high.

Repatriation responsibility

Employers are generally responsible for the helper’s repatriation costs at the end of employment, unless otherwise provided for under specific arrangements or circumstances. Plan for:

• Flight booking
• Transport to airport
• Final date of work and handover

Transfers: When a helper changes employers

Transfers can be sensitive. If a helper wishes to transfer, or if the employer can no longer accommodate employment (e.g., caregiving needs changed), handle it properly:

• Do not “pass” the helper informally to another household.
• Ensure all steps are done through proper channels.
• Confirm that the next employer meets eligibility and that the helper’s status remains legal throughout.

Handling disputes and safeguarding wellbeing

If a problem arises—performance issues, communication breakdown, or cultural misunderstandings—address it early:

• Set a private discussion time (avoid arguing during busy caregiving moments)
• Use clear examples and simple instructions
• Consider mediation through your agency

If there are concerns about safety, abuse, or serious conflict, prioritise immediate safety and seek proper help. Responsible employers protect the helper’s wellbeing as well as their household.

Making the Right Choice

Knowing the MOM work permit rules every employer of a domestic helper should know is not about being overly strict—it is about building a stable, respectful working relationship that protects your family and your helper. When terms are clear, documentation is in order, and boundaries are compliant, most households find the experience much smoother.

If you would like guidance tailored to your household (childcare, eldercare, cooking preferences, language needs, rest day expectations, and budgeting), we can help you shortlist and hire with confidence through our matching and care process. Browse our helper directory, learn about our services, or contact our consultants for a calm, practical discussion. When you are ready, you can start a hiring application—and if you prefer a quick chat, reach us via WhatsApp through our contact page. For more practical reading, explore other guides.