Look for an agency that is licensed by MOM, has good reviews, and offers transparent pricing. Ensure they provide proper training and support for both employers and domestic helpers.

Yes, we are officially licensed by MOM, ensuring compliance with all regulations.

Helpers are typically from Indonesia, the Philippines, and Myanmar, each with varying skills in childcare, elderly care, and housekeeping.

Consider your household needs—if you require childcare, look for someone experienced with kids; for elderly care, someone with medical knowledge may be beneficial.

It typically takes 2-6 weeks, depending on the helper’s availability and work permit processing time.

Anyone who meets MOM’s eligibility criteria can hire an FDW. You must be at least 21 years old, not an undischarged bankrupt, and mentally fit to take on the responsibilities. MOM will also consider whether you have a valid caregiving need (like young children or elderly family members at home) and whether you can financially support the maid. Singapore citizens, permanent residents, and even eligible expats can hire a maid as long as they fulfill these conditions.

There is no official minimum wage set by MOM for domestic helpers. However, each helper’s home country often has a guideline (usually around S$450 to S$570 per month, depending on nationality – for example, about S$570 for Filipino FDWs). In practice, most employers pay around S$600 or more a month, depending on the maid’s experience and skills. The exact salary is agreed between you and the helper, but it must be paid on time each month.

If you're hiring an FDW for the first time, yes – you must complete the Employers' Orientation Programme (EOP). The EOP is a short course (about 3 hours, available online or in-person) that educates new employers on their roles and responsibilities. You need to finish this at least 2 working days before applying for the maid’s Work Permit. (If you’ve hired maids before, then you don’t need to attend the course again.)

The basic requirements are the same as hiring any maid (meeting the eligibility and being able to pay her). There aren’t special extra rules just for eldercare, but if you’re hiring a helper specifically to care for an elderly person at home, you should of course choose someone with relevant experience or training. One thing to note: families who hire a maid to care for an elderly member (aged 67 or above) or a person with disabilities can qualify for a levy concession (paying a reduced monthly levy of $60 instead of $300). In essence, you must meet the general hiring criteria, and the elderly person should be part of your household to justify the need.

1. Yes – but only under certain conditions set by MOM. You may hire a second FDW if you have a genuine need for extra help, such as: (a) You or your spouse is at least 60 years old and may need additional support, (b) You have at least two children under 18 living with you, or (c) You have an elderly parent/parent-in-law (age 60 or above) living with you who needs care. MOM will also check that you have the financial ability to support two helpers. If these conditions are met, you can apply to hire an additional maid.

Hiring through a licensed maid agency is a common route. The steps are: Choose a reputable agency and inform them of your requirements (e.g. childcare, cooking, etc.). The agency will show you profiles of available maids and arrange interviews (usually via phone or video call). Once you select a candidate, the agency handles the paperwork – they apply for the Work Permit, help you purchase the required insurance and security bond, and arrange the maid’s travel to Singapore. Essentially, the agency guides you through the entire process, but you will pay an agency fee for their services.

A “transfer maid” is one already in Singapore looking for a new employer. To hire a transfer helper, you typically go through an agency or an online platform to find a suitable candidate. You can interview her in person (since she’s here) or via phone. If both sides agree, the new employer (you) will apply for a Work Permit for her. There’s no need for the maid to leave Singapore – once MOM approves the application and you’ve bought her insurance and posted the bond, she can transfer directly to your employment. You’ll coordinate with her current employer (often via the agency) to decide on a handover date. On that date, her current Work Permit is canceled and she immediately starts under your Work Permit.

On average about 2 to 4 weeks from the time you select a maid to the time she arrives at your home. This timeline can vary: it includes the Work Permit application (which can take about a week or so for approval), the maid preparing to come (settling paperwork and attending the mandatory Settling-In Programme if she’s new), and booking flights. Some cases might be faster (if the maid’s paperwork and medical check are all in order quickly) or slower (if there are delays in documentation or flight availability). But roughly, expect a few weeks lead time to bring in a new helper from overseas

You (the employer) will need to provide personal details and certain documents for the application. Key things include: the helper’s passport details (and personal info like name, date of birth, etc.), your own identification details (NRIC for locals or FIN/passport for expats), and proof of your income (such as CPF statements or income tax Notice of Assessment) to show you can afford a maid. You also must obtain the helper’s written consent to be employed by you (the agency usually helps with this if she’s overseas). Additionally, if you’re a first-time employer, you’ll need the EOP certificate number to show you’ve done the orientation course. Once approved in principle, you will also need to have bought the maid’s insurance and furnished the security bond before the Work Permit can be issued.

1. If the maid is overseas, interviews are usually done via phone or video call (WhatsApp/Skype, etc., often arranged by the agency). Prepare a list of questions about her past work experience (e.g. has she taken care of children or the elderly before, can she cook, etc.), her reason for working in Singapore, and her expectations. Speak slowly and clearly, and if there’s a language barrier, you might have a translator (some agencies provide one). If the maid is already in Singapore (transfer maid), you can sometimes meet her face-to-face at the agency or a convenient location. The interview is your chance to assess her communication skills and attitude, and for her to understand your household needs, so both sides should ask questions.

Hiring a maid involves one-time costs and monthly costs. Upfront, you may spend a few thousand dollars: this can include the agency’s service fees (approximately $1,000–$3,000, depending on agency and whether it includes the maid’s placement loan), the Work Permit application fee ($35) and issuance fee ($35), the Settling-In Programme fee (around $75, if applicable), airfare for the maid to come to Singapore, and purchasing the maid’s insurance (perhaps $300+ for a 26-month coverage). Monthly, you’ll pay the maid’s salary (commonly around $500 to $700+), plus the maid levy to the government ($300 per month, or $60 if you qualify for a concession). Additionally, you cover her living expenses like food, utilities, and medical bills (after insurance). All in, many employers budget roughly $1,000 or more per month to maintain a maid, not including the initial placement costs.

Maid agency fees can vary, but typically range from about S$1,000 to S$3,000. This fee depends on the agency’s pricing and what services are included. It generally covers the agency’s work in recruiting and matching a helper to you, handling the Work Permit application, and arranging documentation and training. Sometimes part of the “fee” includes the maid’s placement loan (an amount equal to a few months of the maid’s salary which you advance and then recover from her salary). Always clarify with the agency how much is the service fee (non-refundable) versus the maid’s loan. A reliable agency will provide a clear breakdown of the costs.

A typical agency package will handle all the major steps for you. This usually includes finding and screening candidates (the agency presents you with biodata of suitable maids), arranging interviews with the candidates, and once you choose one, processing all the paperwork (Work Permit application, security bond, etc.). They also usually arrange the maid’s arrival – booking her flight to Singapore, scheduling her for the Settling-In Programme (if she’s a first-time helper), and sometimes even sending her for a medical examination upon arrival. Many agency packages also include them buying the required insurance on your behalf. Some agencies offer a free replacement policy – meaning if the maid quits or is found unsuitable within a certain period (e.g. 3 or 6 months), they will find you a replacement maid at little or no extra charge. It’s good to ask what exactly is covered in your agency’s package to avoid misunderstandings.

Yes. As the employer, you are responsible for the cost of the maid’s travel to and from Singapore. When you first hire an FDW from overseas, you (often via the agency) will pay for her one-way airline ticket to Singapore. Similarly, when her employment ends, you must pay for her one-way ticket home. This is a requirement by MOM – employers must bear the cost of repatriation. In summary, you cover the flights at the start and end of her contract; the maid should not have to pay for her own airfare.

There shouldn’t be any “hidden” charges if you go through proper procedures. All the fees should be made clear upfront by the agency and in the MOM guidelines. Besides the obvious costs like salary, agency fee, insurance, and levy, be aware of other obligations: for example, you pay for the maid’s Settling-In Programme (if applicable), her required medical check-ups every 6 months, and the Work Permit renewal fee every 2 years. Some first-time employers forget that you also need to provide daily necessities (food, toiletries) for the maid. The key is to engage a licensed agency and ask for a full cost breakdown – this way you know exactly what you’re paying for and can avoid any surprises. There are no secret government charges beyond what MOM stipulates.

You must purchase maid insurance that meets MOM’s minimum requirements. This includes two main components: medical insurance with coverage of at least S$60,000 per year for inpatient care and surgery, and personal accident insurance with at least S$60,000 coverage (sum assured) for accidental death or permanent disability. These are the compulsory minimums. In practice, insurance companies offer bundled maid insurance plans that cover both requirements, and often also provide a security bond guarantee. When buying a plan, ensure it specifies coverage that satisfies MOM’s rules (most standard packages in Singapore do). The insurance typically lasts for 26 months (to cover the 2-year employment plus a bit of buffer).

Aside from the required coverage, maid insurance often includes additional benefits. Core coverage will be: inpatient hospital bills (up to the limit, e.g. $60k/year) and personal accident compensation (up to $60k for death or disability). Most plans also cover repatriation expenses (if, say, the maid has to be sent home due to serious illness or in the event of death, the insurance pays for the airfare/coffin shipment). They usually include a security bond guarantee to MOM (the insurer pledges the $5,000 bond on your behalf, so you don’t tie up cash). Some plans have extras like outpatient medical coverage, dental, or third-party liability (damage caused by the helper), but those vary. It’s important to read the policy details. At minimum, ensure the plan covers the mandatory medical and accident areas; anything beyond that is added protection.

Yes, for non-Malaysian FDWs it’s compulsory. When you hire a foreign domestic helper, you must post a $5,000 security bond to MOM – it’s a guarantee that you will follow all the Work Permit conditions. In practice, you don’t typically deposit $5,000 cash; instead, you purchase a security bond through an insurance company or bank (often bundled with maid insurance) which acts as a guarantor. The only exception is if your helper is from Malaysia – no security bond is required for Malaysian helpers. For all other nationalities, this bond must be in place before the maid arrives. Remember, you cannot charge the maid for this bond – it’s fully the employer’s responsibility.

The $5,000 bond will be at risk if you or the maid violate the Work Permit conditions. Examples of when it might be forfeited include: if you fail to send the maid home when her employment ends (you must repatriate her promptly), if the maid goes missing/absconds and you don’t report it to the authorities, or if you illegally deploy her (like letting her work for someone else). Essentially, any serious breach of MOM’s rules can lead to MOM claiming the bond. Minor infractions (like a late medical exam) typically wouldn’t forfeit the bond, but major ones (not repatriating, illegal work, abuse of the helper) would. To protect your bond, always follow the regulations: pay her on time, don’t ill-treat or exploit her, and ensure she leaves Singapore when her permit is cancelled. If all rules are followed, the bond will be discharged (released back to you) after the maid leaves.

Generally no, not under the standard maid insurance. The insurance covers the maid’s medical bills and accidents (to her), not damage to the employer’s property. For instance, if the helper accidentally breaks an appliance or damages something in your home, you cannot file a claim against the maid’s insurance for that. Some comprehensive home insurance policies or certain maid insurance add-ons might have a small third-party liability coverage that could, in theory, cover some damage or loss caused by the maid, but this isn’t common and usually has many limitations. In short, you as the employer would have to bear the cost of any household damages. It’s best to train and supervise the helper to minimize accidents, rather than rely on insurance for such scenarios.

Preferably yes, if you can. While it’s not a strict legal requirement that she must have her own room, MOM guidelines state that you must provide your helper with “adequate accommodation” and privacy. Typically, that means giving her a separate room to sleep in. If your house/flat doesn’t have a spare room, you should at least provide a suitable space that is not a shared space with a male adult. For example, some families have the maid sleep in a room with a female family member (like a grandma or a young child) or partition off a section of a room for her. The key is: she should have a proper bed or mattress, and a space where she can have privacy when resting or changing. Also, she cannot be made to sleep in hazardous or unsuitable places (like a storage room, or near dangerous equipment). In summary, do your best to give her her own room; if that’s impossible, make sure her sleeping area is safe, reasonably private, and respectful of her modesty.

It’s not ideal, but it happens in some households. If no separate room is available, a maid can sleep in a living area provided the conditions are acceptable: the area should be safe, sheltered, and she must have a proper bed or mattress. You should also ensure she has some privacy at night – for example, after everyone goes to bed, that space is essentially hers and no male family member should be sleeping or frequently walking through there while she’s resting. Also consider providing a curtain or screen for privacy if possible. Many employers avoid this arrangement if they can, but if the living room is the only option, communicate with your helper so she is comfortable with it. Always remember the goal is to give her a dignified living condition.

Yes, you are responsible for providing meals. Typically, a live-in maid eats with the household or is given groceries/allowance to prepare her own food – either way, at your expense. By law, you must ensure the helper is given 3 meals a day. Most employers simply include the maid in their family meals or let her cook her own portions from the same pantry. In some cases, an employer might give a food allowance (cash) if the helper has different dietary needs, but it’s still the employer paying. The helper shouldn’t have to use her salary to buy her basic meals. So, plan your household food budget to include one extra person when you have a maid.

In Singapore, a domestic helper must live in the employer’s home (no off-site or live-out arrangements are allowed). Acceptable living arrangements mean you provide proper accommodation for her in your home. Important points: she needs a safe place to sleep (indoors, protected from the elements), with adequate ventilation (fan or window), and basic amenities like a bed, pillows, and blankets. You should also respect her privacy and modesty – she must not sleep in the same room as an adult male, and you shouldn’t install cameras in her private areas (e.g., in her bedroom or wherever she changes clothes). She should have access to a bathroom and be able to keep her belongings in a reasonable space. In essence, treat her living arrangement as you would for a family member in your home: it should be clean, safe, and allow her some personal space.

No, not as a regular arrangement. The work permit for an FDW is tied to the employer’s address (the address you used in the application). She is only allowed to live and work at that address. You cannot station her permanently at someone else’s house, even if they are your parents or relatives. For example, if you hired the maid but want her to actually live with and care for your elderly parents at a different address, that’s not allowed under MOM rules – that would essentially be an illegal deployment. The maid should reside in your household. It’s okay if you bring her along when visiting your parents to help out occasionally (since you are present and it’s temporary), but she can’t live separately from you or have a “dual” workplace. If your parents need a full-time helper, they should hire one under their own name.

By law, at least one rest day per week. That means four rest days a month (if a month has four weeks). Starting 1 Jan 2023, MOM regulations also stipulate that at least one of those rest days each month cannot be traded for cash – in other words, the helper must take a full day off at least once a month. The default is one day off every week, but if the helper agrees to work on some of her rest days, she can, as long as she gets compensated. Just remember: you must provide at least one actual day off in a calendar month, no matter what. Not giving the mandatory rest days can lead to penalties for the employer.

Yes, but with conditions. If your maid is willing, you may compensate her with extra pay to work on her rest day. For each rest day she works, you must pay her at least one extra day’s wage on top of her monthly salary. However, you cannot replace all her rest days with payment. As mentioned, at least one rest day per month is compulsory and cannot be bought out – she has to take that day off. So, for example, if a helper has 4 rest days a month, you could mutually agree for her to work on 3 of them for extra pay, but one day must remain a real off day. Always discuss and get her agreement in writing if possible when compensating rest days with cash.

The required compensation is one day’s salary (at minimum) for each rest day the helper works. This “one day’s salary” is usually calculated by dividing her monthly salary by 26 (assuming 4 rest days a month, she typically works 26 days). For simplicity, if her salary is $600 per month, one day’s pay is about $23. So you would pay an extra ~$23 (at least) for her to work on a scheduled rest day. Some employers and helpers agree on a round figure (say $20 or $25) per rest day worked, depending on the monthly salary. The key is that it should be no less than what she’d earn per day normally. This extra pay is given in addition to her regular salary.

Yes, absolutely. On her rest days, the maid is free to spend her time as she wishes – that’s the whole point of a rest day. Most maids will go out to meet friends, attend religious services, run personal errands, or just have a day out for themselves. You should not confine her to the house on her off day. It’s common to discuss what time she plans to be back (especially if you have any house rules for security at night), but essentially she has the autonomy to leave the house and enjoy her day off. Just ensure she has her phone with her and returns at the agreed time. Trust and respect during off days are important for a good employment relationship.

Typically 2 years. The Work Permit for an FDW is issued for a two-year duration, and standard employment contracts also span 2 years. After 2 years, if both you and the maid are happy to continue, you would renew the contract for another term (and renew the Work Permit accordingly). There isn’t a shorter official term (some employers might send a maid back earlier or a maid might resign early, but the intended duration is 2 years). Always check the exact dates on the Work Permit and the contract – but generally, think of it as a 2-year commitment that can be extended.

To renew, you need to extend her Work Permit for another 2-year term through MOM. About 6 to 8 weeks before the permit expires, you will receive a notification from MOM. The renewal process involves: buying a new insurance policy and security bond to cover the next 2 years (the current ones will expire with the permit), and then applying online via MOM’s FDW eService or WP Online for renewal. You pay a renewal fee (similar to the application fee, $35). Once MOM approves the renewal, a new Work Permit card will be issued. It’s also good practice to sign a new employment contract with your maid outlining the terms for the next 2 years (you can use the same standard contract format, updating any changes like salary or off-day arrangements). Remember to schedule any necessary medical examination if MOM requires it at renewal (usually just continue the 6-monthly check-ups). After that, it’s essentially a seamless continuation of her employment.

Yes, you can renew her contract and Work Permit as many times as you both agree to, subject to MOM’s rules (mainly the age limit of the helper and your continued eligibility). FDWs can generally work in Singapore up to age 60 (some exceptions for a one-time extension to 67 for certain nationalities, but 60 is the usual limit). As long as your helper is under that age and still wants to work for you, and you are in good standing as an employer, you can keep renewing the Work Permit every 2 years. Many helpers end up working with the same family for multiple renewals. Just be sure to start the renewal process on time before each 2-year period ends. There’s no requirement for the maid to leave Singapore or take a home leave unless you both want to arrange a vacation; renewal can be done entirely within Singapore.

If your maid requests to resign and return home before finishing the 2-year contract, you should have a frank discussion to understand her reasons and try to accommodate a smooth exit. Legally, you must cancel her Work Permit when she stops working for you and then repatriate her (buy her a flight ticket home). It’s good to refer to the employment contract – many have a clause about notice period (commonly one month’s notice from either side). Ideally, she gives you notice so you have time to find alternative arrangements, and you similarly give her time to prepare to depart. Once decided, you’ll set her last working day, ensure you pay her any salary or benefits owed up to that day, then proceed to cancel the Work Permit and send her home. There’s no penalty to you if she decides to leave early (apart from the inconvenience of finding a replacement). Just make sure to follow the proper steps so that MOM is informed and your security bond is protected (it will be discharged once she leaves). If she had an outstanding loan (placement fee) being deducted from salary, that’s something to sort out with the agency, but usually by the time a maid wants to leave, her loan is already paid off.

Yes. As the employer, you have the right to cancel the Work Permit whenever you need to terminate the employment, even before the 2 years are up. You don’t need to provide a reason to MOM (though if you cancel abruptly, you should have a plan as you must still send the maid home). To cancel, you will go onto MOM’s online system (WP Online) and follow the cancellation procedure. Before doing that, ensure you have arranged a departure flight for the maid or are transferring her to a new employer. Once you cancel the permit, the maid can only stay in Singapore for a very short time on a Special Pass (usually given automatically for a week or so) until she departs. Always abide by the rule that after cancellation, you must repatriate the helper (unless it’s a transfer, in which case the new employer takes over immediately). Also, note that you should cancel the Work Permit within 1 week of the helper’s last day of work at the latest (you can actually do it up to a month in advance, providing a future date of departure, if you know when she’ll leave).

If you suspect your maid has run away (for example, she’s not at home and you cannot contact her), act quickly: inform the police and MOM immediately. Filing a police report is important to document that she is missing – this protects you because it shows you didn’t collude in any wrongdoing and it’s necessary for the security bond conditions. After reporting, the authorities will try to locate her (sometimes maids run to their embassy or an NGO; the police will check those places). Also notify your maid agency if she came through one – they might assist or have background info. Do not wait too long; report within a day once you’re sure she’s missing. While the search is ongoing, you generally should not cancel her Work Permit on your own – usually MOM will advise when to cancel. If she’s truly absconded and isn’t found, MOM will eventually cancel the permit and may require you to forfeit a portion of the bond (but if you’ve done everything right, often the bond can be preserved, especially if it’s confirmed she left Singapore). The key is prompt reporting. It’s an unfortunate situation, but handling it by the book will mitigate consequences for you.

It’s a serious violation. If an FDW is caught working for a person or company that isn’t her registered employer, it is considered illegal employment. For the maid: MOM will likely revoke her Work Permit and she could be sent back to her home country and possibly blacklisted from returning, depending on the severity. For you (the official employer): you can face heavy penalties for allowing this to happen – fines (up to $10,000) and even a possible ban from hiring domestic workers in the future. The third party who employed her illegally could also face penalties. Even if the helper was doing it behind your back on her rest day, it’s still not allowed. The bottom line: an FDW can only work for her registered employer and only perform domestic duties. So do not agree to let your maid help out at someone else’s house or do side jobs – the risks are not worth it.

This depends on the nature of the problem. If it’s related to employment issues (like you suspect abuse, or your maid is facing exploitation elsewhere, or you have a dispute), you can contact MOM or the domestic worker helpline for advice. If the issue is with the maid’s conduct (e.g., theft or illegal behaviour), you should report to the police. If it’s a more general employment dispute or you need advice on handling a challenging situation, you might reach out to the Centre for Domestic Employees (CDE) – they provide support and mediation between employers and helpers. Additionally, if you hired through an agency, you can inform the agency; they often will try to mediate or counsel the helper. In summary: for crimes or safety issues, involve the police; for employment or welfare issues, involve MOM/CDE or the agency. Always address serious issues promptly rather than letting them worsen.

Start with communication. Often, clear feedback and additional guidance can help improve a maid’s performance. Explain the areas she needs to improve, demonstrate how you want things done, and ensure she understands your household standards. Give her some time to adjust or train – especially if she’s new, there’s a learning curve. If performance doesn’t improve despite guidance, you can involve the maid agency (if within the initial months); agencies can provide retraining or counseling to the helper. Many agencies also offer a replacement guarantee within a certain period – meaning if you truly find the maid unsuitable, they will help you find a replacement. Replacing the maid is the last resort: it involves canceling her Work Permit and sending her home or transferring her, then getting a new helper. It’s doable, but before that step, do try to resolve issues through proper communication or mediation. Remember to stay respectful and calm when addressing performance issues – a good working relationship often hinges on understanding and patience.

Yes, you can. If the arrangement is not working out, an employer can terminate the contract early and hire someone else. There’s no law that you must keep the maid for the full 2 years if there are valid reasons to change. To replace her, you’d follow these steps: give notice (preferably) and inform the maid if things aren’t working, then cancel her Work Permit and send her home (or arrange a transfer for her to another employer if she finds one). After that, you can hire a new maid – either a transfer helper or one from overseas. If you’re using an agency, coordinate with them; agencies often handle the replacement process smoothly (they might even line up a new helper while the current one is serving notice). Just ensure all final payments are settled with the leaving maid and that you abide by regulations during the switch. Keep in mind that if you terminate a maid early, your agency fee isn’t refunded (unless covered by a free replacement policy), but you won’t lose your security bond as long as you cancel and repatriate properly.

The 6ME is a health check that must be done for your foreign domestic worker every six months during her employment. It’s a basic medical screening mandated by MOM to ensure the maid remains fit for work. The exam checks for things like pregnancy and infectious diseases. The reason: FDWs are not allowed to be pregnant while working here, and certain contagious illnesses would need to be managed for the safety of the household. So every 6 months, you will receive a notification from MOM to send your helper to a Singapore-registered doctor for the 6ME. The doctor will conduct the tests (it’s usually a quick process) and send the results to MOM. As an employer, you have to pay for this exam, and if the maid fails any part of it, you’ll be notified on what to do next.

The 6ME typically screens for: pregnancy, syphilis (VDRL test), HIV, and tuberculosis (TB). Specifically, every 6 months the helper will be tested for pregnancy and VDRL (which checks for syphilis, a sexually transmitted infection). An HIV test is required less frequently (usually once every 2 years). A chest X-ray for TB is also required once every 2 years (to ensure she hasn’t developed active tuberculosis). Additionally, the doctor will note her general health, including checking her BMI and any visible signs of abuse or health issues (this is more of a general observation). All results are reported to MOM. If any of these tests come back positive (for example, if she is pregnant or has TB), MOM will instruct on follow-up actions (usually the helper would have to stop working). If all tests are clear, the helper continues her employment as normal until the next 6ME.

“Failing” the 6ME means the results showed something that disqualifies her from continuing work – the most common issues would be pregnancy or a serious infectious disease (like active TB or HIV). If that happens, MOM will require that you terminate her employment. Practically, that means you will have to cancel her Work Permit and send her back to her home country fairly soon. MOM usually gives a short grace period for you to do this. You should inform your maid of the result (often the clinic or MOM will do so as well), ensure any needed immediate medical care is given, and then arrange her departure. Your maid’s insurance can help cover some medical treatment costs if needed. It’s unfortunate, but these rules are in place due to public health and policy reasons. Make sure to also settle any salaries or payments due to her. Once she is repatriated, your security bond will be discharged. If in the future her health issue is resolved, she could apply to work in Singapore again, but pregnancy obviously is a personal choice and she may or may not return after giving birth.

You do, as the employer. Singapore law requires employers to bear all necessary medical expenses for their FDW. This is why purchasing medical insurance for her is mandatory – it helps cover the big bills. But for routine matters, like clinic visits for a cough or the 6ME check-ups, you also have to pay those out of pocket (usually insurance doesn’t cover small outpatient bills unless specified). The helper should not pay for her own medical bills using her salary. So, if she falls sick or gets injured, you take her to the doctor and you pay for the consultation, medicine, etc. If she needs a specialist or hospital stay, your insurance will kick in according to its coverage limits, and you pay any remainder. Always budget a bit for healthcare costs as part of having a maid.

Treat it as you would if any family member gets COVID-19. Ensure she gets tested and sees a doctor if needed. Nowadays (in 2025), COVID-19 protocols are much simpler than before: if she has mild symptoms, the doctor may advise rest at home and isolation from vulnerable people. So you should allow her to rest and isolate (give her a separate room or area) and not have her do any work while she’s sick. Provide her with meals, fluids, and any medication prescribed. You’ll cover any medical fees (for example, if she needs to see a doctor or buy medicine). There’s no need to report her case to MOM; just follow the general health guidelines in Singapore (which might include testing other household members if needed). Once she recovers and tests negative (or after the recommended isolation period), she can resume her duties. The key is to be supportive – she’s your employee but also under your care in your home, so help her get well and prevent the virus from spreading in your household.

If you are not renewing her contract, you need to send her home and cancel her Work Permit. Here’s a simple checklist: as the 2-year period ends, talk to your maid about her return arrangements (confirm her last day of work). Book a flight for her to go back to her home country around that time. A few days before her last day (or immediately after her last day), go onto MOM’s online system to cancel the Work Permit – you will input her departure date. When you cancel, a Special Pass will be generated to allow her to stay until that date. On her last working day, pay her any remaining salary and possibly a completion bonus if you promised one or any compensation for unused rest days. Take her Work Permit card from her – you’ll have to return or discard it (typically, you cut it in half and keep it to show immigration if asked). Ensure she has all her belongings and her passport. On departure day, either send her to the airport or make sure she has transport. After she leaves Singapore, MOM will verify her exit (through immigration records) and about one week later your security bond will be released. If you are renewing her, then you wouldn’t do these steps – instead you’d renew the permit. But assuming she’s finishing and leaving, the main things are: cancel permit, pay everything, and provide the air ticket home.

The employer pays for it. When your maid’s employment is ending (whether at the 2-year completion or any earlier termination), it’s your obligation to provide her with a one-way ticket back to her home country. Ideally, this ticket should take her as close to her hometown as an international flight can (for example, if she’s from the Philippines, you’d typically buy a ticket to Manila or Cebu, and if she’s from a smaller city, possibly with a connecting domestic flight). The cost of this repatriation flight is yours to bear. Many employers let the maid choose the date (around the end of contract) and sometimes even allow her to detour to another country if she wishes (e.g., if she wants to visit Malaysia en route, you could get a ticket to Malaysia instead, but only if she agrees). However, the default assumption is you pay for her flight home. If the maid decides to continue with you (renewal) then no flight is needed at that point.

Yes, you can renew her. If both you and the helper want to continue the employment, you just proceed with renewing her Work Permit and signing a new two-year contract. “Keeping” the maid beyond the contract means going through the renewal process before the current permit expires. As long as you do that, she can stay on without leaving Singapore. There’s no requirement for her to exit the country or anything; renewals are done locally. Just ensure you arrange the new insurance, bond, and MOM renewal in time. Once renewed, it’s basically another 2-year term (or whatever period you decide, but typically 2 years). Do note that if the helper has been with you for, say, several contract cycles, you should consider if she wants a home leave to visit family – many helpers negotiate for a short home leave between contracts (e.g., a 2-week break) which you can discuss. But contractually and legally, you can continue employing the same helper as long as both sides agree and MOM’s criteria (like age, etc.) are met.

Transferring a maid involves coordination between you (current employer), the new employer, the maid, and usually an agency to facilitate. Here’s how it works: The new employer first should ensure they meet eligibility and obtain the maid’s consent to transfer. They will then apply for an In-Principle Approval (IPA) for a Work Permit for the helper under their name. Once that is approved, you and the new employer (or the agency) will set a transfer date. On that date, you will cancel the maid’s Work Permit under your name (citing “transfer to new employer” as reason). The new employer will then activate the new Work Permit for the maid. Because this is a direct transfer, the maid does not leave Singapore – she can go straight to work for the new employer. You are responsible for the maid up until the transfer date (so pay her up to that day, and ensure her needs are taken care of). After that, the new employer takes over (they must have bought insurance and a new bond for her before transfer). It’s wise to do transfers via an agency or with MOM’s guidance to ensure all steps are properly done. Once transferred, remember to collect your security bond refund letter a few weeks later, confirming you’re free of liability.

The cancellation process is done online and is straightforward. First, ensure you’ve settled the maid’s departure or transfer plans (i.e., know what her last day of work is and have a flight booked if she’s leaving). Then: Log in to MOM’s Work Permit (FDW) online portal using your Singpass. In the system, find the option to “Cancel Work Permit”. You will need to input details such as the reason (e.g., “maid returning home” or “transfer to new employer”) and the date of departure (if she’s leaving Singapore). If the helper is still in Singapore and will be here for a few days more, the system will generate a Special Pass for her – you should print this Special Pass, which legalizes her stay until the departure date. Once you submit the cancellation, the Work Permit is immediately canceled. You must then cut the Work Permit card in half (to invalidate it). Provide the Special Pass to the maid (as proof she can be here) and make sure she departs as planned. Upon her leaving, your obligation is done – MOM will verify her exit. Typically, about one week after her confirmed departure, your security bond is released. The cancellation is usually quick online, but do remember to do it either a day before or within 1 week after her last work day. If you have no Singpass or prefer help, an employment agency can do the cancellation for you as well.