No. Foreign domestic workers (FDWs) 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 (PAI) for FDWs to provide them compensation in the event of death or permanent disability during their stay in Singapore.
As an employer, you will be responsible for the health and well-being of your foreign domestic worker. This includes ensuring that she has adequate privacy and sleeping space in the home where she is staying.
If you live in a 2-room HDB flat, you may have a space constraint with only 1 bedroom. We will consider your eligibility and need to employ an FDW.
Aside from employing an FDW, you could consider engaging a domestic cleaning service for household chores, and tapping on your extended family, or childcare and eldercare facilities for help with care-giving needs.
Yes. If you hold an Employment Pass or S Pass, you can apply for a Work Permit for a foreign domestic worker (FDW).
For your application, you will need to provide copies of the following:
Note: If you or your spouse are unable to produce the required Income Tax Notice of Assessment, you must give the reasons in writing and an employment letter from your company (on the company's letterhead) stating the employment start date and the monthly salary.
If you are unable to produce any of the supporting documents, you can provide the following alternatives:
If you are a single person, we will assess your eligibility and need to employ a foreign domestic worker (FDW).
To apply, you:
According to the Work Permit Conditions, a foreign domestic worker (FDW) is allowed to work only for the employer at the residential address stated on the Work Permit. This is to prevent FDWs from being exploited into working for multiple households and employers.
Your relative will have to be the official employer if they require an FDW.
Yes, you can extend her work permit for up to one month.
Her work permit must be:
You can get the lower levy for up to 2 foreign domestic workers (FDWs) per household (employer and spouse). This is subject to the conditions being met for each FDW.
Yes. Under the sponsorship scheme, the employer is the elderly person. As such, the elderly person would be able to enjoy the levy concession if they are eligible for levy concession.
As employers of FDWs directly benefit from hiring them, they must bear all the costs of maintaining their FDWs. This includes any medical costs necessary for her health.
Hence, you are not allowed to make your FDW pay for her medical expenses. This includes medical expenses that are part of, or above what the insurance pays.
To help employers better manage the risk of having to pay large sums of money for their medical FDW’s medical expenses, MOM already requires you to buy both medical insurance and personal accident insurance of a minimum coverage for your FDW before you’re allowed to employ her.
Employers are encouraged to buy insurance with a higher coverage to protect themselves from any excessive medical bills.
It is an offence for a foreign domestic worker (FDW) to engage in part-time employment, with or without her employer’s consent.
Under the Work Permit conditions, an FDW is employed to perform domestic chores only for her employer at the residential address stated in her Work Permit card.
According to the Work Permit conditions, a foreign domestic worker (FDW) is employed to perform domestic chores only for her employer at the residential address stated in her Work Permit card.
If your FDW is found working at any location other than at your residential address, it is a breach of the law.
However, we understand that you may prefer to have your FDW take care of your children under the supervision of your relatives while you are at work.
We allow this arrangement, but only during the daytime and only with the FDW’s agreement. You must ensure that your FDW does not perform the full load of housework in both households.
Yes, you can repatriate your foreign domestic worker (FDW) to another destination that is not her home country if you both agree to this. You need to notify us of this arrangement when you cancel the Work Permit.
On the cancellation page, select the option declaring that you are repatriating your FDW to a destination other than their home country, and that both of you have reached a mutual agreement.
You should also ensure that she has a proper entry visa to the other country, if needed.
If you’re transfering your helper to a new employer to save on repatriation costs, you will need to continue paying levy until your helper finds a new employer. Levy will be charged even if the helper is not with you, e.g. if you decide to send her back to the employment agency.
The process of finding a new employer may take a few weeks, so you should regularly check with the employment agency on the progress of the transfer.
Once the Work Permit is issued to the new employer, we will cancel the helper’s previous Work Permit and your levy liability will stop.
You and your foreign domestic worker (FDW) should mutually agree on who should pay for her passport renewal. This should be decided preferably at the start of her employment and stated in the employment contract.
Passport renewal fees can be relatively costly for an FDW. While you are not required to pay for your FDW’s passport renewal, you could consider helping with the cost out of goodwill.
You are strongly encouraged to provide your FDW with weekly rest days as it provides her with a physical, emotional, and mental break from work. This helps to improve your FDW’s productivity at work.
However, if you and your FDW mutually agree for her to work on her rest day, 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.
With this account applied through CDE, your FDW:
Your FDW must not already have an account with POSB or DBS to enjoy these benefits.
You can also help your new FDW apply for a DBS Payroll Account during the work pass issuance process.
Alternatively, you can help your FDW open an account at another bank. Please check with the bank on the conditions of opening and maintaining a bank account.
You are eligible to hire a second foreign domestic worker (FDW) if you have any of these family members living with you:
You also need to provide sufficient privacy and sleeping space in the house for the 2 FDWs.
To apply for the second FDW, submit a Work Permit application and provide the relevant information:
Each household can hire up to 2 FDWs.
When hiring an FDW, you may be asked to produce a Notice of Assessment (NOA) from IRAS to show your past years' income.
However, if you have just started working or returned from overseas, you can provide the following documents instead:
You can submit a request to MOM, subject to our approval:
Yes. You will need to provide proof of stay at this temporary residence, such as a copy of your NRIC (front and back) and tenancy agreement. Once you have moved, you also need to inform MOM of your new residential address.
If your foreign domestic worker fails to attend the SIP within 3 working days of arrival in Singapore, excluding the day of arrival, she will not be issued her Work Permit and will be sent home.
Working days are Monday to Saturday, excluding Sunday and public holidays.
If you engage an employment agency (EA) to help you with hiring a foreign domestic worker (FDW), the EA is responsible for:
The EA should only place the FDW for employment after she has attended the Settling-In Programme (SIP).
Employers are responsible for the cost of sending their FDWs home. This responsibility forms part of the conditions for granting a work permit, and is made known to employers at the point of work permit application. This is to prevent a situation where the FDW, upon termination of her employment, is left stranded here with no other means to return home.
Employers and foreign domestic workers (FDWs) are encouraged to discuss and agree on the terms and conditions of employment at the start of the employment relationship. This includes overseas leave arrangements, such as who pays for travel expenses.
If it is not stated in the employment contract, you can come to a mutual agreement with your FDW on who should pay. To minimise disputes, this agreement should be in writing.
All employers who wish to bring in foreign domestic workers (FDWs) are required to bear the full cost of employing them. This includes the cost of sending them home when the employment relationship ends.