From 1 January 2023, all employers must ensure their domestic helpers have at least 1 off day a month. This is to ensure that helpers have sufficient break, especially for their mental state. However, if you and your domestic helper mutually agree for her to work on the remainder of her rest days, you must pay her at least 1 day’s salary for each rest day she does not take on top of her monthly salary.

Note: 1 day’s salary can be calculated by dividing her monthly salary by 26 working days, as there are typically 4 weeks and therefore 4 rest days in a month.

Helper's basic monthly salary: $650

Helper's 1 off day pay: $650 ÷ 26 = $25

Payment for 2 rest days: $25 × 2 = $50

Yes, you can hire a helper on your own, which can save costs. However, there are several benefits to using an agency: 1. **Due Diligence**: Agencies verify identity, past experience, references, and any criminal or medical history. 2. **Legal Risks**: Agencies handle important legal requirements like work permits, contracts, and insurance. 3. **Replacement Guarantee**: Agencies often offer a free replacement if the helper quits or doesn’t work out within a certain period. 4. **Support and Mediation**: Agencies mediate disputes and offer guidance, whereas you would handle issues on your own. 5. **Administrative Burden**: Agencies manage all paperwork, government registrations, taxes, and contracts. 6. **Training**: Agency-provided helpers are usually trained in housekeeping, safety, and etiquette, unlike private hires.

Yes, helpers can open a POSB payroll account. As part of our services, we will assist with the bank account opening during the hiring process for the helper.

No. Migrant domestic workers are not covered under Work Injury Compensation Act (WICA) because they live and work close to their employers in the same premises, making it difficult to determine whether any injury sustained in the premises was due to work-related activities. However, employers are required to buy personal accident insurance for MDWs to provide them compensation in the event of death or permanent disability during their stay in Singapore.

As an employer, you are responsible for covering her upkeep—including any medical care she may need. This means that MDWs should not be asked to pay for their own medical expenses, even if those costs exceed what is covered by insurance.

To help employers manage such situations, the Ministry of Manpower (MOM) requires that you provide both medical insurance and personal accident insurance for your MDW, with minimum coverage in place before employment begins.

For added peace of mind, you may wish to consider insurance plans with higher coverage, which can offer better protection against unexpected or high medical bills.

The Ministry of Manpower (MOM) does not publicly release the minimum income criteria for hiring a Migrant Domestic Worker (MDW). However, we can advise you based on the type of application: 1. **Married Couples**: You can combine your income with your spouse. 2. **Joint Income Scheme**: You can combine your income with one of your immediate family members (other than your spouse) living at the same address. 3. **Sponsorship Scheme**: If you are aged 60 years or above, not earning an income, and not staying with any working adults, you can apply under this scheme.

Yes, we adhere to the 6-month refund policy introduced by MOM for contracts signed on or after 1 June 2022. If the employment ends within the first 6 months, we offer a refund of 50% of the service fees paid, regardless of who initiated the termination. This policy encourages better matching and supports long-term employment. **What’s excluded from the 50% refund?** - Government charges: Work permit fees, Settling-In Programme (SIP), medical exams - Travel and logistics: One-way air/ferry ticket, SHN/testing (if any), local transport - Overseas costs: Country-specific employment documents (e.g., OEC, POEA, Embassy contract) - Third-party services already paid by the agency on your behalf - Placement loan **When is the refund not applicable?** - You cancel the Work Permit without any notification - You’ve violated employment laws (e.g., illegal deployment, withholding rest days, etc.) - You hired the helper as a caregiver, but caregiving is no longer needed (e.g., family member passes away) - The agency only handled administrative tasks without providing a matching service Our aim is to allow time for both parties to adapt and ensure fair support for employers in finding the right match.

The Maid Levy Relief is available if either you or your wife employed the helper and she meets the eligibility criteria. Here’s what you need to know: 1. **Qualifying Assessment**: - Did you or your wife employ a foreign domestic worker in the year before the assessment year? - Was your wife one of the following during that same year? - Married and living with you - Married, but you were not a Singapore tax resident - Separated, divorced, or widowed, with children living with her and on whom she could claim child reliefs 2. **Relief Calculation**: The relief is used to offset earned income (e.g., salary, business income). She can claim twice the total levy paid for one helper. For example, if $60/month was paid: $60 × 12 months × 2 = $1,440. ⚠️ **Important**: As announced in Budget 2023, the FDWL Relief will lapse starting from the Year of Assessment 2025 (i.e., no claims for income earned in 2024 and beyond).