Hiring a Foreign Domestic Worker (FDW) in Singapore 2026: A Complete Employer Guide

To hire a migrant domestic worker in Singapore, check employer and helper eligibility, complete any required EOP, obtain consent and apply through the correct MOM route. After approval, arrange the required bond and insurance, then complete the applicable arrival, SIP, medical and issuance steps before employment begins.

Reviewed against official MOM guidance on 23 October 2026. This guide concerns household helpers, not business Work Permit holders.

For families relocating to Singapore from Hong Kong, Dubai, London, or further afield, the FDW route is often the difference between a workable lifestyle and an untenable one. We treat it accordingly , as a structural household decision, not a peripheral one , and we begin from the eligibility test before any agency conversation should start. For the wider relocation context, our relocating to Singapore family guide 2026 sets the FDW decision in the broader move planning.

Hiring a Foreign Domestic Worker Singapore: who can be an employer?

An employer must be at least 21, not be an undischarged bankrupt, and have the mental capacity to understand and fulfil the responsibilities of employing a helper. MOM also considers household care needs, financial ability and suitable accommodation.

MOM assesses income but does not disclose the exact qualifying amount. Do not rely on an advertised S$6,000 or S$7,000 benchmark as an approval threshold. Married applicants may combine their income with their spouse's. Depending on their circumstances, applicants may qualify through the Joint Income Scheme or Sponsorship Scheme, or demonstrate financial ability using savings. Every application remains subject to MOM's assessment.

Sources: Official guidance 1; Official guidance 2; Official guidance 3.

Do not use an agency’s advertised income benchmark as an approval threshold. Prepare the documents relevant to the household and follow MOM’s case-specific requests.

A work pass held by a household member does not itself guarantee approval to employ a helper. MOM explains how it assesses employer requirements.

Check the helper’s eligibility

The helper must be female, aged 23 to below 50 when applying, and have at least eight years of formal education with a recognised certificate. She must come from an approved source country or region and must not be related to her employer. Existing helpers aged 50 or above may renew their permits until age 60. A first-time helper means someone who has never actually worked as a helper in Singapore, not simply someone new to your household.

Approved sources include Bangladesh, Cambodia, Hong Kong, India, Indonesia, Macau, Malaysia, Myanmar, Philippines, South Korea, Sri Lanka, Taiwan and Thailand. For an overseas hire, follow MOM's rule on remaining outside Singapore during application and obtaining IPA and the bond before arrival; MOM states a Malaysian exception. A transfer helper already working in Singapore follows the separate transfer process. Do not apply the overseas-hire sequence indiscriminately to transfers.

Sources: Official guidance 1.

FDW Singapore work permit: the application sequence

Application processing is separate from recruitment, home-country departure arrangements and arrival requirements. Use the sequence below for an overseas hire; transfers follow their own process.

Stage 1: Employer Orientation Programme (EOP)

First-time employers must complete the Employers' Orientation Programme at least two working days before submitting the Work Permit application. EOP is offered by MOM-appointed training providers, online or in a classroom, and is not free. MOM currently lists online fees of S$29.98 to S$35.65 including GST. The online course lasts two hours; classroom courses last three hours. Use matching names and identification details for EOP registration and the Work Permit application.

MOM allows a representative or sponsor to attend on an employer's behalf only in specified circumstances and through the required appointment process. This is not a general exemption.

Sources: Official guidance 1.

Stage 2: Choose direct hire or agency

The employer can either source the candidate directly (typically a returning helper from a personal network) or engage a MOM-licensed employment agency. Agency-route hires include candidate sourcing, biodata matching, interviews, and document handling. Direct hires save agency fees but require the employer to handle visa logistics and pre-deployment requirements independently.

Stage 3: Lodge the Work Permit application

Employers with Singpass and employment agencies submit MDW applications through MOM's FDW eService. Obtain the helper's written consent and prepare her passport details, household particulars and income information. MOM charges S$35 to apply and another S$35 when the permit is issued. Online applications normally receive an outcome within one week, although additional checks can take longer. Employers without Singpass may use the designated online application-form route, usually processed within three weeks; agencies must use FDW eService.

If using an agency, complete the required employer authorisation with your own Singpass. The authorisation guide explains the separate request and transaction stages.

Sources: Official guidance 1.

Stage 4: In-Principle Approval and Settling-In Programme

Check the IPA particulars and instructions before arranging travel. Before a non-Malaysian helper arrives, purchase the S$5,000 security bond and ensure it takes effect on arrival. The bond is a banker's or insurer's guarantee, not automatically a S$5,000 cash payment or recruitment fee. The helper cannot be made to pay for it. Allow up to three working days for the bank or insurer to transmit the details to MOM.

Buy medical and personal accident insurance before arrival. Medical insurance must cover inpatient care and day surgery with an annual claim limit of at least S$60,000. Personal accident insurance must provide at least S$60,000 per year for qualifying accidental permanent disability or death, with compensation payable to the helper or her beneficiaries. Insurance premiums cannot be passed to the helper.

Register a first-time helper for SIP before arrival.

First-time helpers must attend the one-day Settling-in Programme within seven days of arrival, excluding Sundays and public holidays. They cannot attend on arrival day and may start work only after attending SIP, subject to the other Work Permit requirements. Register early. The employer pays the provider fee: MOM currently lists S$76.40 at Absolute Kinetics Consultancy, S$92.65 at Grace Management & Consultancy Services and S$77.00 at NTUC LearningHub, including GST. Confirm the booking price with the chosen provider.

The training centre requires the full IPA letter, passport, a copy of the educational certificate and a copy of the digital arrival card. Training is conducted in the helper's native language.

Sources: Official guidance 1; Official guidance 2; Official guidance 3.

Stage 5: Medical examination and Work Permit issuance

Arrange a medical examination with a Singapore-registered doctor within two weeks of arrival. The helper must pass before her Work Permit can be issued. MOM's examination screens for tuberculosis, HIV, syphilis and malaria and assesses fitness for work. If the household includes a child below seven who is not fully vaccinated against measles, the employer must ensure that the helper has measles immunity.

An IPA is not the issued Work Permit. Check that its particulars match the passport, complete the pre-arrival requirements and request permit issuance within two weeks of arrival. Issuance processing is immediate when requirements are met. Follow the Temporary Work Permit's instructions for fingerprint and photograph registration, required within one week of issuance where applicable.

Sources: Official guidance 1; Official guidance 2.

Stage 6: Six-monthly medical examinations

During employment, follow MOM's six-monthly medical examination notice and complete the required tests by its stated due date. The employer pays, and the clinic submits the results. Tests are not identical at every examination. Helpers aged 50 or above are exempt from 6ME but require a medical examination at Work Permit renewal. Special arrangements apply to overseas leave and imminent repatriation.

Sources: Official guidance 1.

Migrant domestic worker levy 2026: standard and concessionary rates

Monthly levy is S$300 for the first helper at the normal rate, S$450 for subsequent helpers at the normal rate, or S$60 where concession criteria are met. A second helper can qualify for concessionary levy if there are two eligible persons; concession is capped at two helpers per household.

Levy is due by the 17th of the following month, or the next working day when that date falls on a weekend or public holiday. This is the payment deadline, not the date the bill is first issued. GIRO is available; employers without an existing GIRO arrangement can pay using PayNow QR.

Sources: Official guidance 1; Official guidance 2.

Tier	Monthly levy	Who qualifies
Concessionary rate	SGD 60	Households with an eligible person , child under 16 (citizen), elderly 67+, or person with disabilities
Standard rate (first MDW)	SGD 300	Households without a qualifying eligible person
Subsequent MDW	SGD 450	Normal rate for subsequent helpers; concession may apply when its criteria are met

Concession eligibility depends on the qualifying person’s citizenship or PR status, relationship and household arrangements. MOM has separate conditions for children below 16, people aged at least 67 and persons with disabilities. Complete the required same-address and household-member steps. Disability cases need the specified certification and AIC process.

Sources: Official guidance 1.

One helper may qualify per eligible person, capped at two helpers per household. Check the applicable route rather than assuming every older person, disability or second helper qualifies.

Foreign domestic worker Singapore cost: agency fees and total economics

Separate government charges, third-party costs, agency fees and contingent liabilities. Obtain an itemised written quotation. Commercial salary, premium and agency-fee figures are not MOM tariffs.

Cost element	Budget basis	Frequency
Government application and issuance	S$35 + S$35, S$70 total for those transactions	One-off payments
Salary	Agreed salary declared to MOM	Monthly
Levy	S$300 first / S$450 subsequent normal rate, or S$60 concession	Monthly
Agency services	Written scope, price and refund terms	Contract dependent
Insurance	Compliant policy quotation	Policy dependent
Medical examinations	Clinic quotation and required examination	As required
Security bond	S$5,000 guarantee for non-Malaysians; premium separate	Guarantee, not routine cash fee
Travel, food, accommodation and contingencies	Household-specific budget	As applicable

Add the actual salary, applicable levy and household costs to periodic and one-off items. Do not treat the guarantee amount as an annual operating expense. Use our helper costs, levy and insurance guide for a quotation checklist.

Employer obligations during the Work Permit period

The Work Permit places ongoing obligations on the employer that go well beyond the initial application. The five most important are:

Salary. Pay at least the salary declared to MOM, every month and no later than seven days after the last day of the salary period. The salary period must not exceed one month. Pay by bank transfer if the helper requests it; for cash payments, both parties must sign the payment record. Do not keep the helper's salary, bank book or bank card, even if she asks you to keep her money.

Sources: Official guidance 1.

Rest day. Helpers are entitled to one rest day each week. If the helper agrees to work on a rest day, pay at least one additional day's salary. At least one rest day per month cannot be exchanged for money. Agree on the arrangements with the helper and follow MOM's rules for any permitted deferral.

Sources: Official guidance 1.

Accommodation. The employer must provide proper accommodation with adequate space, ventilation, basic amenities, and privacy. Check MOM’s accommodation requirements for the household arrangement.

Medical care. The employer is responsible for required medical care. Buy medical and personal accident insurance before arrival. Medical insurance must cover inpatient care and day surgery with an annual claim limit of at least S$60,000. Personal accident insurance must provide at least S$60,000 per year for qualifying accidental permanent disability or death, with compensation payable to the helper or her beneficiaries. Insurance premiums cannot be passed to the helper.

Sources: Official guidance 1.

Repatriation. For a departing helper, follow MOM’s cancellation and employer-paid repatriation requirements. Direct transfer and agency takeover follow different steps; do not cancel the old permit first without establishing the route.

When the Work Permit ends: cancellation and replacement

If the helper is leaving rather than transferring, cancel the Work Permit within one week after the last working day. An already-expired permit does not need cancellation, but request a Special Pass if she remains in Singapore. For cancellation and repatriation, arrange departure within two weeks of cancellation and before the Special Pass expires. A cancelled permit does not allow further work.

If the helper has already left Singapore and will not return to work for you, cancel within one week of departure. Before repatriation, settle outstanding employment matters and provide the required ticket, baggage and connecting transport arrangements at the employer's cost.

For a direct transfer, do not cancel the old permit first: it is cancelled automatically when the new permit is issued. Agency takeover is a separate arrangement involving an authorised cancellation and transfer of responsibilities; follow that route's instructions instead.

Sources: Official guidance 1; Official guidance 2; Official guidance 3.

For replacement hires, check the applicable MOM instructions, including whether any EOP requirement applies to your circumstances. For families considering long-term arrangements , including supplementing FDW care with elderly care for an ageing parent , our LTVP for parents of Singapore PRs and citizens guide sets out the parallel pass route for a parent moving to Singapore long-term.

Conclusion: plan the FDW decision as part of the relocation

Hiring a foreign domestic worker in Singapore is a structured employment relationship, not a domestic convenience. The MOM framework , financial-means test, levy structure, employer obligations, and Work Permit lifecycle , places the household in the role of a regulated employer for the duration of the Work Permit. Families that approach the decision as part of the broader relocation programme typically find the process orderly; families that treat it as an afterthought often find themselves remediating compliance gaps mid-cycle.

For incoming expat families planning a Singapore move where FDW employment is part of the household plan, our team at Singapore Employment Agency handles the work-pass strategy for the principals , Employment Pass, Personalised Employment Pass, ONE Pass, or Dependant’s Pass for spouse and children , and coordinates with Raffles Corporate Services on the broader relocation, banking, and household-setup workstream where a more integrated programme is needed.

The Editorial Team, Little Big Employment Agency

Raffles Corporate Services is an associated business. Its services are offered separately.

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