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 apply for a helper on your own which will save you costs. However, there are benefits to hire a helper through an agency. Without an agency, Due Diligence You are responsible for verifying identity, past experience, references, and any criminal or medical history. Legal Risks You may overlook important legal requirements (e.g., work permits, contracts, insurance), which agencies typically handle. No Replacement Guarantee Agencies often offer a free replacement if the maid quits or doesn’t work out within a certain period — not the case with private hires. No Support or Mediation Agencies often mediate disputes or offer guidance; without them, you handle issues on your own. Administrative Burden You must handle all paperwork, government registrations, taxes (if applicable), and contracts yourself. Lack of Training Agency-provided maids are usually trained in housekeeping, safety, and etiquette. Private hires may lack formal training.

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.

We will advise you on the minimum income as it is not publicly released criteria by Ministry of Manpower (MOM). The household income will be assessed based on the type of application: For married couples, you can combine income with your spouse. Under the Joint Income Scheme, you can combine your income with one of your immediate family members (other than your spouse) living at the same address. If you are aged 60 years old or above, not earning an income and not staying with any working adults, you can apply under the Sponsorship Scheme.

MOM introduced a mandatory service fee refund policy that applies to contracts signed on or after 1 June 2022. If the employment ends within the first 6 months, the employment agency must offer a refund of 50% of the service fees paid. This applies regardless of who initiated the termination (employer or helper). The aim is to encourage better matching and support long-term employment. What’s excluded from the 50% refund? The refund only applies to the agency fees and excludes: 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 do not qualify if: 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. References & More Info: MOM – Service Fee Refund Policy MOM FAQ – Refund Eligibility Why Notification is Needed

As long as either you or your wife employed the helper, and she meets the eligibility criteria, your wife can claim the relief—even if she is not listed as the employer. Qualifying Assessment 1. Did you or your wife employ a foreign domestic worker in the year before the assessment year; and 2. Be 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 Note: FDWL Relief is only used to offset earned income (e.g. salary, business income, etc.). 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 Year of Assessment 2025 (i.e. no claims for income earned in 2024 and beyond). Official Announcement

We’re often asked this question, but the reality is that it all boils down to the individual. Same nationality can vary widely in personality, strengths, and work ethic. That said, here are some general impressions: Filipino Helpers Often have a strong command of English, which can make communication easier. Many are well-regarded for their rapport with children and pets. However, some employers with more traditional expectations may find it challenging to adjust, as younger Filipinos today tend to be more aware of their rights and freedom of speech. Indonesian Helpers Typically known as the better cooks, especially in Southeast Asian cuisines. Most are Muslim and therefore do not consume pork. Communication is generally smooth, especially for those with prior experience in Singapore. Myanmar Helpers Frequently praised for their gentle nature. Many follow Buddhism or Christianity, which some employers find culturally or religiously compatible. English proficiency can vary, and there may be a short adjustment period in terms of communication style. Mizoram Helpers (India) A smaller community in Singapore, most are Christian and converse in English. Families often appreciate their calm demeanor and clear, straightforward communication. Ultimately, the best match comes down to aligning with your household’s unique needs in terms of personality, values, and skills—far beyond just nationality.

The Ministry of Manpower (MOM) does not specify exact hours for a helper’s rest day, but it is generally considered a full day off, typically ranging from 8-12 hours. At Redline Employment, we encourage employers and helpers to agree on a timeframe from the start of the contract to set clear ground rules. This helps to minimize any miscommunication. We guide employers and helpers through practical scenarios to ensure smooth communication and understanding.