FAQ

We have listed some of the Frequently Asked Questions (FAQs) from employers about hiring a  Foreign Domestic Worker (FDW) in Singapore.
Do contact us if you have other enquiries not listed here at  (65) 9667 7148 or enquiries@cbldmanpower.com.sg and we will be happy to assist you.

Engaging an Employment Agency

1. What are the requirements for a first-time FDW employer in Singapore?


All first-time FDW employers are mandated by MOM to complete the Employer’s Orientation Programme (EOP) to be allowed to hire a FDW in Singapore. The EOP is offered as a classroom-based or e-learning (online) programme which CBLD Manpower would assist you to enrol.
Click here for more information on MOM’s website.




2. What are the requirements to hire a FDW in Singapore?


To hire an FDW, MOM mandates that an employer must be

  • Either a Singapore Citizen, Singapore Permanent Resident or Expatriate with a valid Employment Pass;
  • At least 21 years old and;
  • Have enough room in your home to provide your FDW with proper accommodation
  • Have the mental capacity to fully understand and discharge one’s responsibilities as a lawful employer (MOM may consider your financial capacity to employ and upkeep an FDW in an acceptable accommodation).




3. What are the types of FDW available?


  • Fresh FDWs Candidates who arrive from their home countries with no prior work experience in Singapore. They may however have experience working in other countries.
  • Transfer FDWs Candidates who are presently employed and residing in Singapore but searching for new employers.
  • Ex-Singapore FDWs Candidates who have prior working experience in Singapore but are currently not residing in Singapore.




4. What is the levy for employing a FDW?


Employers are required to pay a Foreign Domestic Worker (FDW) monthly levy. Levy charges defers for 1st or subsequent FDW and is entitled to concessionary rates as well, please refer to table below. If she is a first-time FDW, the levy will begin on the 5th day of her arrival (including the arrival date). Otherwise, the levy will begin the next day after she arrives. The levy ends when the Work Permit is cancelled or expires. Levy Payment should be made via GIRO only.




5. What is the criteria to apply for FDW levy concession?


Subjected to MOM’s approval, employers may be eligible to apply for levy concession for their FDW if at least one of the following conditions is met:

  • A Singaporean child/grandchild (16 years old and below) in the household
  • A Singaporean elderly (67 years old and above) in the household
  • A Singaporean with a medical condition who needs help with at least 1 activity of daily living (ADL) in the household
*From 1 September 2019, an FDW employer can enjoy the levy concession if their FDW is employed to care for a member of their extended family or friend, who lives in the same household. Click here for more information on MOM’s website. Inform us if you fulfil one of the above criteria for us to assist you in applying for the FDW levy concession.




6. What happens if an employer does not pay the FDW levy on time?


There will be following penalties for any late payment of levy:

  • Late payment penalty of 2% per month or $20, whichever is higher. (capped at 30% of the outstanding levy)
  • Revocation of FDW’s Work Permit




7. How does an employer request to reinstate their FDW’s permit that is revoked due to levy default?


Employers would be required to pay the levy due and apply for the reinstatement of their FDW’s work permit. A fee of $35.00 is payable to MOM.




8. Can a household hire more than one FDW?


Employers may apply to hire more than one FDW in the same household if at least one of the following conditions is met:

  • There is more than one child under 18 years old
  • There is an elderly above 60 years old
The household will also be assessed on your financial ability to hire and upkeep more than one FDW in acceptable accommodation. Each household can hire up to 2 FDWs.





Employing a Foreign Domestic Worker (FDW)

1. What are the requirements for a first-time FDW employer in Singapore?


All first-time FDW employers are mandated by MOM to complete the Employer’s Orientation Programme (EOP) to be allowed to hire a FDW in Singapore. The EOP is offered as a classroom-based or e-learning (online) programme which CBLD Manpower would assist you to enrol.
Click here for more information on MOM’s website.




2. What are the requirements to hire a FDW in Singapore?


To hire an FDW, MOM mandates that an employer must be

  • Either a Singapore Citizen, Singapore Permanent Resident or Expatriate with a valid Employment Pass;
  • At least 21 years old and;
  • Have enough room in your home to provide your FDW with proper accommodation
  • Have the mental capacity to fully understand and discharge one’s responsibilities as a lawful employer (MOM may consider your financial capacity to employ and upkeep an FDW in an acceptable accommodation).




3. What are the types of FDW available?


  • Fresh FDWs Candidates who arrive from their home countries with no prior work experience in Singapore. They may however have experience working in other countries.
  • Transfer FDWs Candidates who are presently employed and residing in Singapore but searching for new employers.
  • Ex-Singapore FDWs Candidates who have prior working experience in Singapore but are currently not residing in Singapore.




4. What is the levy for employing a FDW?


Employers are required to pay a Foreign Domestic Worker (FDW) monthly levy. Levy charges defers for 1st or subsequent FDW and is entitled to concessionary rates as well, please refer to table below. If she is a first-time FDW, the levy will begin on the 5th day of her arrival (including the arrival date). Otherwise, the levy will begin the next day after she arrives. The levy ends when the Work Permit is cancelled or expires. Levy Payment should be made via GIRO only.




5. What is the criteria to apply for FDW levy concession?


Subjected to MOM’s approval, employers may be eligible to apply for levy concession for their FDW if at least one of the following conditions is met:

  • A Singaporean child/grandchild (16 years old and below) in the household
  • A Singaporean elderly (67 years old and above) in the household
  • A Singaporean with a medical condition who needs help with at least 1 activity of daily living (ADL) in the household
*From 1 September 2019, an FDW employer can enjoy the levy concession if their FDW is employed to care for a member of their extended family or friend, who lives in the same household. Click here for more information on MOM’s website. Inform us if you fulfil one of the above criteria for us to assist you in applying for the FDW levy concession.




6. What happens if an employer does not pay the FDW levy on time?


There will be following penalties for any late payment of levy:

  • Late payment penalty of 2% per month or $20, whichever is higher. (capped at 30% of the outstanding levy)
  • Revocation of FDW’s Work Permit




7. How does an employer request to reinstate their FDW’s permit that is revoked due to levy default?


Employers would be required to pay the levy due and apply for the reinstatement of their FDW’s work permit. A fee of $35.00 is payable to MOM.




8. Can a household hire more than one FDW?


Employers may apply to hire more than one FDW in the same household if at least one of the following conditions is met:

  • There is more than one child under 18 years old
  • There is an elderly above 60 years old
The household will also be assessed on your financial ability to hire and upkeep more than one FDW in acceptable accommodation. Each household can hire up to 2 FDWs.





Knowing your responsibilities as an FDW employer

1. What are the recurring costs of hiring a fresh FDW for a first-time employer in Singapore?


There are various recurring costs such as:

  • Monthly salary and levy
  • Bi-annually medical examination
The above recurring costs do not include meals, lodging and transportation expenses for your live-in domestic helper which employers must also lawfully provide.




2. When is the Six-Monthly Medical Examination (6ME) for my FDW due?


FDWs are required to go for their 6ME to screen for pregnancies and infectious diseases every six months. MOM will send the employer a letter when your FDW is due for her 6ME. The employer is required to send her for the 6ME before the due date.




3. Who is required to bear the medical expenses if the FDW falls ill?


MOM regulates that the employer should bear the full cost of medical treatment including hospitalization if needed by their FDW in the course of service. Employers are advised to check on your insurance plan’s medical coverage.




4. How often should an FDW be paid her salary?


An FDW must be paid at least once a month. She must be paid no later than seven days after the last day of her salary period. For example: If your FDW’s salary period is from 1-31 May, then for the month of May, your FDW should receive her salary by 7 June.




5. What are the employer’s daily obligations as an employer to the FDW?


MOM regulates that as an employer, you are obliged to pay your FDW’s salary on time, provide her with suitable and adequate food, insurance, medical care and a safe and conducive working and living environment.




6. What are the employer’s responsibilities in keeping the FDW safe?


Employers are responsible for ensuring that the FDW performs her work in a safe manner. She may not be used to working in an urban environment or in a high-rise building. Many aspects of high-rise living that we take for granted may be completely new to her. She must be made aware of the risks involved when performing certain household chores such as cleaning windows and hanging laundry.




7. Can an FDW be asked to work for another employer or to work in a different occupation?


No. FDWs can only work as a domestic worker and for the employer stated in her work permit. It is illegal for any person to ask an FDW to work for another employer or to perform non-domestic work, whether it is on her rest day or not. Likewise, it is illegal for an employer to hire or engage someone else’s FDW to work for him or her.




8. Can the FDW be allowed to take overseas leave?


Yes, it is acceptable and common for FDWs to request for overseas leave to return home to visit their families, subject to the employer’s approval. Employers may apply for a levy waiver for the period that she is on leave and you may defer her biannual medical screening if needed.

  • Before the FDW departs for her overseas leave, employers are to ensure the following: Ensure that your FDW has a valid passport.
  • Verify with your FDW’s embassy on her home country’s immigration requirements.
  • Ensure that your FDW brings along her work permit card and passport when she departs. She will need these documents to re-enter Singapore.
  • Keep a copy of her travel ticket or departure itinerary.
Click here for more information on MOM’s website.





Discontinuing the employment of the FDW

1. What are the recurring costs of hiring a fresh FDW for a first-time employer in Singapore?


There are various recurring costs such as:

  • Monthly salary and levy
  • Bi-annually medical examination
The above recurring costs do not include meals, lodging and transportation expenses for your live-in domestic helper which employers must also lawfully provide.




2. When is the Six-Monthly Medical Examination (6ME) for my FDW due?


FDWs are required to go for their 6ME to screen for pregnancies and infectious diseases every six months. MOM will send the employer a letter when your FDW is due for her 6ME. The employer is required to send her for the 6ME before the due date.




3. Who is required to bear the medical expenses if the FDW falls ill?


MOM regulates that the employer should bear the full cost of medical treatment including hospitalization if needed by their FDW in the course of service. Employers are advised to check on your insurance plan’s medical coverage.




4. How often should an FDW be paid her salary?


An FDW must be paid at least once a month. She must be paid no later than seven days after the last day of her salary period. For example: If your FDW’s salary period is from 1-31 May, then for the month of May, your FDW should receive her salary by 7 June.




5. What are the employer’s daily obligations as an employer to the FDW?


MOM regulates that as an employer, you are obliged to pay your FDW’s salary on time, provide her with suitable and adequate food, insurance, medical care and a safe and conducive working and living environment.




6. What are the employer’s responsibilities in keeping the FDW safe?


Employers are responsible for ensuring that the FDW performs her work in a safe manner. She may not be used to working in an urban environment or in a high-rise building. Many aspects of high-rise living that we take for granted may be completely new to her. She must be made aware of the risks involved when performing certain household chores such as cleaning windows and hanging laundry.




7. Can an FDW be asked to work for another employer or to work in a different occupation?


No. FDWs can only work as a domestic worker and for the employer stated in her work permit. It is illegal for any person to ask an FDW to work for another employer or to perform non-domestic work, whether it is on her rest day or not. Likewise, it is illegal for an employer to hire or engage someone else’s FDW to work for him or her.




8. Can the FDW be allowed to take overseas leave?


Yes, it is acceptable and common for FDWs to request for overseas leave to return home to visit their families, subject to the employer’s approval. Employers may apply for a levy waiver for the period that she is on leave and you may defer her biannual medical screening if needed.

  • Before the FDW departs for her overseas leave, employers are to ensure the following: Ensure that your FDW has a valid passport.
  • Verify with your FDW’s embassy on her home country’s immigration requirements.
  • Ensure that your FDW brings along her work permit card and passport when she departs. She will need these documents to re-enter Singapore.
  • Keep a copy of her travel ticket or departure itinerary.
Click here for more information on MOM’s website.





Download the Ministry of Manpower (MOM)’s guide to hiring a FDW.
Our Story

CBLD Manpower Consultancy is an employment agency based in Singapore with a growing presence in Asia. We specialize in the recruitment, training and placement of foreign domestic workers which we achieve by having in place a structured and robust training curriculum. Our programmes cover a comprehensive scope of areas in home administration, caregiving and personal effectiveness. 

 

We are a subsidiary of the Center for Competency-Based Learning and Development (CBLD), a leading specialist in human resource development for the Singapore workforce. 

East Office

AZ @ Paya Lebar, #06-05/06
140 Paya Lebar Road

Singapore 409015

Operating Hours

Mon - Fri: 9am - 6pm

City Office

Far East Shopping Centre #04-06, 545 Orchard Road

Singapore 238882

Operating Hours

Mon - Fri: 11am - 8pm

Sun: 11am - 4pm

Subscribe now!

© 2019 CBLD Manpower Consultancy Pte Ltd | EA License No. 18C9349 | All rights reserved.