Hiring a domestic helper in Singapore can feel like you’ve finally taken a breath after treading water. Suddenly, meals are cooked, floors are clean, your kids or elderly parents are cared for - and there’s a little more calm in your day.
But bringing someone into your home to work full-time isn’t just about lightening your load. It comes with serious responsibility. And not just moral responsibility - legal ones, too.
Most employers know they have to provide a salary and a place to stay. But very few actually understand the rules laid out by the Ministry of Manpower (MOM). These rules aren’t buried in fine print. They’re very real, very clear, and breaking them can land you in real trouble... I'm talking suspension of hiring privileges, or losing your $5,000 security bond.
So whether you’re a first-timer or have employed multiple helpers over the years, this updated guide will show you what it really means to be a responsible employer in 2025.
💡 Do You Know: You Can Apply for a Levy Waiver When Your Helper Takes Home Leave
Here’s something most employers are unaware of.
When your helper goes overseas for seven or more consecutive days, you can actually apply for a levy waiver... meaning you won’t have to pay the foreign worker levy during that period.
This can save you up to 60 days’ worth of levy per calendar year, which is no small amount.
How it works:
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Your helper must be overseas for at least 7 straight days
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The waiver is not automatic - you need to apply for it after she returns
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You must submit proof like her airfare or boarding pass
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If she doesn’t return, you’ll need to cancel her Work Permit and apply for the waiver within one year of receiving the levy bill
Let’s say your helper visits her family for 3 weeks during Hari Raya. That’s 21 days of waived levy - which means you could save up to $210 at the regular rate.
Source: Apply for Levy Waiver (MOM website)
If you’re already spending on her air ticket and giving her a well-deserved break, you might as well save where you can.
With that out of the way, let’s talk about the MOM rules that trip up even the most well-meaning employers — and how you can avoid becoming a cautionary tale.
1. You Cannot Keep Her Passport, Work Permit, or Personal Belongings
This is one of the most commonly violated MOM rules. Many employers think it is okay to hold on to their helper’s passport or Work Permit card “for safekeeping.” Others confiscate their helper’s phone during work hours to avoid distractions or, worse, to control when she can communicate with her family.
MOM’s stance is clear. Employers are not allowed to keep any of the helper’s personal belongings without her consent. And even with consent, if the access is restricted or coercive, it could still be seen as unlawful control. This includes passports, Work Permit cards, ATM cards, bank books, and especially mobile phones.
Consider this example. You take your helper’s passport and lock it away. She never asks for it, so you assume everything is fine. But if she ever feels mistreated and contacts MOM, one of the first questions they will ask is whether she has access to her own documents. If she says no, that becomes a red flag for forced control.
A better approach is to provide her with a safe place to keep her belongings, such as a personal locker or drawer with a key that only she can access. Respecting her privacy shows that you trust her and that you’re treating her like the adult she is.
Source: MOM Employer Guide
2. One Rest Day a Month Must Be Taken and Cannot Be Replaced With Money
Since January 2023, MOM made it mandatory for all helpers to take at least one full rest day each month. This day cannot be replaced with cash, even if both employer and helper agree to it. The purpose is to give the helper guaranteed time off for her own mental, emotional, and physical well-being.
In the past, many helpers would voluntarily give up their rest days for extra pay. And some employers got used to this arrangement. But this led to overwork, burnout, and exploitation, especially for helpers who were too afraid to speak up.
Today, even if your helper says, “I don’t need a rest day, just pay me extra,” you are legally required to ensure she takes one full day off per month. She can spend that day at home, out with friends, or however she likes. What matters is that she is not expected to work.
If your helper has multiple rest days per month, you can still agree to compensate the additional ones with pay or defer them. But at least one must be taken. Not offering this is a direct violation of MOM regulations and can lead to penalties or even a ban on future hiring.
Source: MOM Rest Day Policy
3. Salary Must Be Paid On Time and With Proper Documentation
You are required to pay your helper’s salary every month, and the payment must be made no later than seven days after the end of the salary period. If your helper requests to be paid through a bank transfer, you must honor that request. Paying in cash is still allowed, but you must issue a signed salary receipt each time and keep that documentation for at least two years.
Too often, employers say, “I always pay her on time,” but they have no record to prove it. This becomes a problem if the helper files a complaint or if MOM audits your employment practices. Without written proof, it becomes your word against hers.
Another issue is withholding her bank items or ATM card. Even if you say it’s to help her save money, that crosses a line. Her salary is her property, and she has every right to control it.
To stay compliant, set up a recurring transfer from your bank each month and maintain a simple record of payment. If paying by cash, use MOM’s salary payment form and keep it signed and dated.
Source: MOM Salary Guidelines
4. Her Sleeping Area Must Be Safe, Clean, and Private
Your helper lives in your home, but she still needs her own space. MOM requires that employers provide accommodation that is safe, well-ventilated, clean, and allows for privacy. This doesn’t mean giving up your master bedroom. But it does mean ensuring she has a decent bed and a secure, quiet space to sleep.
She should not be expected to sleep in storerooms, under staircases, or in makeshift spaces next to household appliances. She must not sleep in the same room as an adult male or teenage boy. That’s a firm boundary, even if everyone in the household is respectful.
If your home has limited space, consider a proper partition in the living room or spare room with a fan or access to fresh air. Provide a mattress, blanket, and pillow. Most importantly, ensure she has uninterrupted sleep.
And if you have CCTV cameras in the house, you must let her know where they are. There must be no surveillance in her sleeping quarters or bathroom. Privacy matters, and your helper is entitled to it.
Source: MOM Accommodation Rules
5. You Cannot Assign Duties Outside Your Home or Job Scope
Your helper is hired to work at your registered home address. She is not allowed to work at your parents’ place, your office, your sibling’s home, or your home-based business—even if she offers.
Let’s say she takes your baby to your parents’ house daily. While there, she helps your parents sweep the floor, do laundry, or prepare lunch. That is considered illegal deployment. You might think you are just being efficient, but MOM sees it as a violation of the Work Permit conditions.
Similarly, if you run a home-based baking business and ask her to help pack cookies or manage deliveries, that’s not allowed. Her role is strictly limited to domestic work for your family and only at the official residential address.
Unless you have applied for and received MOM’s written permission for deployment elsewhere, any work outside that scope is illegal—even if it is occasional, and even if it is unpaid.
Source: MOM Deployment Rules
6. You Must Not Expect Unpaid Overtime or Disrupted Sleep
Just because your helper lives with you does not mean she is on duty 24 hours a day. MOM expects helpers to get at least eight hours of uninterrupted sleep every night and to have breaks during the day, especially if they’re up at night caring for babies or elderly family members.
This is one of the most misunderstood areas of employment. Some helpers are expected to wake up at 6:00 AM to prepare breakfast, and also take on night duties... when the infant wakes up at 3am or helping Grandma to the toilet.
If your helper frequently wakes during the night, she must be allowed to nap in the afternoon or take extra rest hours. Continuous fatigue affects her health and performance. Imagine working long hours with broken sleep, day after day—it’s a recipe for burnout.
Also, remember that helpers need personal time, not just sleep. Eight hours of rest is not the same as personal “me time.” Just like you, your helper needs time to make a phone call, relax, or simply be by herself to mentally recharge. She is a human being, not a machine.
7. You Must Pay for Her Repatriation at the End of Employment
When your helper’s employment ends, whether because the contract was completed or terminated early, you are responsible for paying for her return trip home.
This includes the cost of a direct economy-class flight and any related airport charges. The only time you are not required to pay is if she is officially transferring to another employer through MOM.
Some employers assume that if the helper resigns, she must cover her own airfare. That’s incorrect. MOM sees repatriation as your final responsibility as the employer.
And do not try to deduct the cost from her last salary or final bonus. That’s not allowed, and it could cost you your security bond or lead to further penalties.
Source: MOM Repatriation Requirements
8. You Must Provide Medical Insurance That Meets MOM Standards
As of July 2023, MOM raised the minimum requirement for medical insurance to cover at least $60,000 per year for hospitalisation and surgery. In addition to this, you must buy Personal Accident Insurance of $60,000 and pay for all medical exams and necessary treatments.
This is not optional. It protects you as much as your helper. One unexpected hospitalisation could cost you thousands if you’re underinsured.
And here’s something important: you cannot deduct medical costs from your helper’s pay—not even if she agrees.
Need help choosing a compliant policy? Searchmaid offers a 25% discount on approved maid insurance plans. It’s a smart way to stay protected while staying compliant.
Source: MOM Insurance Rules
Final Thoughts
Being a good employer starts with understanding. You may mean well, but good intentions don’t protect you from penalties... or protect your helper from burnout.
These rules aren’t just checkboxes. They’re the bare minimum for building a fair, respectful, and legally sound working relationship. Follow them not because MOM says so, but because every person deserves to feel safe, respected, and valued in their work.
If you’re hiring or replacing a helper, work with an agency that keeps you up to date. Searchmaid is committed to keeping both employers and helpers informed, so you don’t have to worry about slipping up on the fine print.
