MOM work permit rules every employer of a domestic helper

Hiring a foreign domestic worker (FDW) is one of the most practical ways for Singapore families to manage childcare, eldercare, and day-to-day household needs. But it also comes with legal and ethical responsibilities. This guide to MOM work permit rules every employer of a domestic helper should know is written for real households—first-timers and experienced employers alike—so you can avoid common pitfalls, budget accurately, and build a stable working relationship from day one.

In Singapore, the Ministry of Manpower (MOM) sets the conditions for the FDW Work Permit: who can hire, what you must buy (insurance), what you must do (medical checks, levy payments), and what you must not do (illegal deployment, under-declaring salary, or ending employment improperly). Understanding the rules upfront also helps you work better with your agency and your helper—especially when paperwork involves both Singapore processes and Philippine requirements like the OEC (Overseas Employment Certificate).

1) Who can hire a domestic helper under MOM rules

The first set of MOM work permit rules every employer of a domestic helper should know is about employer eligibility. MOM’s baseline principle is simple: the employer must be able to responsibly employ and maintain an FDW.

Minimum age and suitability checks

In general, you should be:

• At least 21 years old to employ an FDW
• Not an undischarged bankrupt
• Considered able to manage an employer-helper relationship responsibly

If you are employing a helper for the first time, MOM typically requires the Employer Orientation Programme (EOP) before the Work Permit can be issued. Some employers may be exempt depending on prior hiring history.

Household needs and realistic scope of work

MOM does not “approve” based on a formal dependency ratio, but households should be prepared to show genuine domestic needs and provide proper living conditions. As a practical point, be clear that an FDW Work Permit is for domestic duties in your household, not for:

• Working at an employer’s office
• Helping in a family business
• Doing cleaning for relatives living elsewhere (without permission)
• Providing services to multiple households

These are common areas where well-meaning families accidentally cross into illegal deployment.

2) The correct hiring pathway: direct hire vs agency, and why paperwork matters

MOM allows families to hire via an agency or directly, but the rules still require the same end result: correct documentation, correct declarations, and correct Work Permit issuance.

Hiring through an employment agency

Many families choose an agency for coordination, interviews, medical scheduling, and to reduce administrative errors. A reputable agency will align your hiring plan with MOM requirements and source-country processes.

At Happy Home Agency, we support families with a structured matching process and post-placement support. You can browse our helper directory or learn how our consultants support families through our services.

Direct hire: possible, but be meticulous

Direct hiring can work for employers rehiring a known helper or engaging someone already in Singapore. The risks are usually not about MOM itself, but about:

• Missing a step (e.g., medical, security bond, insurance)
• Incorrect declarations in the Work Permit application
• Misalignment with the helper’s source-country documentation (particularly for Filipino helpers)

For Filipino helpers, the Philippine Embassy and Philippine overseas employment rules may come into play. This is where employers often hear about the OEC and wonder why it matters.

A note on Filipino helpers, OEC, and embassy-related steps

Filipino domestic helpers are protected by Philippine overseas employment regulations. Depending on the hiring channel and the helper’s status, there may be requirements linked to contracts, verification, and the OEC for deployment.

If your helper is spending time in central areas like Lucky Plaza (Orchard) on rest days to remit money or meet friends, that is normal and common. The important part is that travel and deployment are done properly, with paperwork completed, so the helper is not put in a stressful or risky position at the airport or at any point during processing.

3) Work Permit conditions: what your helper can and cannot do

A key part of MOM work permit rules every employer of a domestic helper should know is understanding what the Work Permit legally permits.

Domestic work only, at the registered address

Your FDW is employed to perform domestic duties at the employer’s residential address stated in the Work Permit. This typically includes:

• Cleaning, cooking, laundry
• Childcare and infant care
• Eldercare, mobility assistance
• Household errands related to the home

What is not allowed (without explicit approvals where applicable):

• Working for another household
• Doing tasks at a commercial workplace
• Taking on “part-time cleaning” for friends or neighbours

If your living arrangement changes (for example, you shift home or the helper is temporarily staying elsewhere), check MOM’s rules carefully and update records as required.

Safety expectations and proper job scope

MOM expects employers to ensure safe working conditions. Be especially cautious with:

• Working at heights (e.g., cleaning external windows)
• Use of ladders or high stools
• Chemical handling

A practical household rule: if you wouldn’t ask an elderly parent to do it, don’t ask your helper to do it.

4) Employer obligations: levy, salary, rest days, and acceptable practices

This section covers the day-to-day obligations that most affect the helper’s wellbeing and the employer’s risk exposure.

Foreign Domestic Worker Levy

Employers generally pay the FDW levy monthly. Some households may qualify for a levy concession (for example, where there is an eligible young child, elderly person, or person with disability). Eligibility conditions change from time to time, so confirm using MOM’s official guidance.

Salary: clear agreement, timely payment, proper records

MOM requires employers to pay salary promptly. Even when salary negotiations vary by experience and skills, good practice is consistent:

• State salary clearly in writing
• Pay on time each month
• Provide payslips or a written salary record
• Avoid “deductions” unless they are lawful and agreed

If you use bank transfer, it creates a clean audit trail. If you pay cash, keep a simple signed acknowledgment.

Rest days and compensation

Rest day arrangements should be clear from the start. Ensure both parties understand:

• Number of rest days per month
• Whether any rest day is worked and how compensation is handled
• Emergency exceptions (rare, and not a default)

From a relationship standpoint, predictable rest is one of the strongest factors in long-term stability.

Communication access and respectful boundaries

While not always discussed as a “rule”, employer practices can create compliance risk. For example, unreasonable restrictions on communication can lead to disputes, stress, and sudden resignation. Families do best when they:

• Allow reasonable phone use during rest periods
• Set privacy expectations respectfully
• Agree on household routines without humiliation or threats

If you are unsure what’s reasonable, a consultant can help you set a workable household policy. You can contact our consultants for a practical discussion tailored to your family.

5) Mandatory insurance, security bond, and medical coverage

If you remember only one compliance area, let it be this: insurance and medical requirements are not “optional admin”. They are core MOM work permit rules every employer of a domestic helper should know.

Medical insurance and personal accident insurance

Employers must purchase and maintain mandatory insurance coverage for the FDW, including medical and personal accident components as required by MOM. These policies protect both employer and helper if something unexpected happens.

Practical tips:

• Check coverage limits, exclusions, and claim procedures
• Ensure the policy start date aligns with arrival/Work Permit issuance
• Keep a copy accessible, not buried in an email thread

Security bond for non-Malaysian helpers

Most employers must buy a security bond (typically via an insurer) for non-Malaysian FDWs. This is a commitment to ensure the employer complies with Work Permit conditions.

Bond forfeiture can happen for serious breaches, such as:

• Allowing the helper to work illegally
• Not paying salary and obligations properly
• Negligence leading to major violations

Medical care responsibilities

Employers are responsible for medical care and medical expenses, subject to insurance coverage and policy terms. It helps to agree early on how the household will handle:

• Routine clinic visits
• Emergencies (which hospital, who accompanies)
• Sharing of medical information

This is especially important when employing helpers for eldercare, where chronic conditions and physiotherapy may become part of the routine.

6) Medical examinations, renewals, and key timelines to track

Work Permit compliance is not a one-time event. It is an ongoing calendar.

Pre-employment and post-arrival medical checks

FDWs must undergo medical examinations as required by MOM, including screening tests. If a helper fails medical requirements, the Work Permit may not be issued or may be cancelled.

Practical advice:

• Avoid making big household commitments until the medical is cleared
• Be prepared emotionally and logistically for alternative plans

Work Permit duration and renewal planning

Work Permits are time-bound. Renewal requires you to maintain eligibility and ensure:

• Passport validity is sufficient
• Insurance is renewed
• Any required medical examination is completed

A common employer mistake is waiting too late, which creates stress for both the family and the helper—especially if travel home is planned around the same period.

Keep documents organised

At minimum, keep a simple folder (digital and/or physical) with:

• Work Permit details
• Insurance certificates
• Salary records
• Copies of key agreements
• Emergency contacts

If you hire through an agency, ask what documentation they will provide after placement.

7) Transfers, termination, and repatriation: doing it correctly (and kindly)

Life changes. Parents fall ill, children become independent, finances change. Understanding proper end-of-employment processes is part of MOM work permit rules every employer of a domestic helper should know.

Transfer vs termination

If a helper is changing employer in Singapore, there are formal transfer processes. Do not attempt “informal” arrangements like letting a helper live elsewhere while still under your Work Permit.

When a placement is not working, a managed transfer can be safer than abrupt termination, depending on the situation.

Notice period and settling final salary

Follow the agreed notice period and ensure all salary, off-in-lieu (if any), and reimbursements are settled clearly. Provide a written final statement. This avoids misunderstandings and reduces the risk of disputes.

Repatriation responsibilities

Employers are generally responsible for repatriation arrangements at the end of employment, unless otherwise allowed under specific circumstances. For Filipino helpers, repatriation considerations may interact with the helper’s Philippine documentation and return plans.

If you are unsure what applies, check MOM guidance and seek advice before making bookings.

Common mistakes to avoid

• Cancelling the Work Permit without confirming next steps (especially if a transfer is being arranged)
• Holding on to the helper’s passport or personal documents unnecessarily
• Delaying medical care or salary payments because the relationship is ending

8) Where Happy Home Agency fits in (and how we support compliant hiring)

Most families don’t struggle because they don’t care—they struggle because there are many moving parts. The best hiring outcomes happen when expectations are clear, paperwork is clean, and both employer and helper feel supported.

At Happy Home Agency (EA Licence 06C4290, est. 2006), we help Singapore families hire with confidence using our structured Precision Match™ approach and our post-placement support under 365-Day Employer Care™. If you’d like to start browsing profiles, you can visit our helper directory. If you already know your needs, you can start a hiring application and a consultant will guide you through the next steps.

For families who want to read more before deciding, you can explore other guides or reach us anytime to discuss MOM requirements, Filipino helper documentation considerations (including common OEC questions), and practical household policies. To speak with a consultant or message us on WhatsApp, use contact our consultants.

If you take away one thing, let it be this: MOM work permit rules every employer of a domestic helper should know are not just compliance checkboxes—they’re the foundation for a safe, respectful home and a stable working relationship. When you’re ready, submit an application at /application or reach us via /contact, and we’ll help you move forward carefully and correctly.