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General FAQ

Elderly Care

Caring for elderly loved ones requires patience, compassion, and respect. At Master Maid, we understand the unique challenges of elderly care and provide helpers who are trained to offer the highest standard of support. Our helpers are not only skilled but also empathetic, ensuring that your loved ones are treated with dignity and kindness.

What We Offer:

  • Helpers trained in elderly care techniques.
  • Assistance with daily activities, medication reminders, and companionship.
  • Ongoing support to ensure your loved ones are safe and comfortable.

Frequently Asked Questions:

Can my helper end her contract early?

Yes. Both employers and helpers have the legal right to terminate the contract before the two-year term ends, as long as proper notice is given or payment in lieu of notice is made—just like in any other employment relationship.

 

This flexibility is built into MOM’s regulations to allow both parties to handle unforeseen situations without being locked into the full term.

 

✅ What you need to know:

  • Your helper must serve the notice period stated in the employment contract or compensate accordingly.
  • It’s not considered a breach of contract when proper notice is served.
  • Employers must also provide full final salary payment before departure—failure to do so is an offence under the EFMA.

The employer is responsible.
Regardless of who initiates the termination, employers must bear the full cost of repatriating their Foreign Domestic Worker (FDW) when the employment ends.

This is part of MOM’s requirement for all employers who hire FDWs—you are expected to cover the full cost of employment, including her return home.

👉 For detailed steps on how to properly send your helper home, visit:

MOM Guide – Sending an FDW Home

It’s a requirement under MOM regulations. All employers are responsible for the cost of sending their helper home, regardless of who ends the employment.


This condition is clearly stated at the point of Work Permit application and is designed to protect the helper from being stranded in Singapore without support after her contract ends.


Even if your FDW resigns, you are still her legal employer until she departs—and it is your responsibility to ensure she returns home safely.

👉 More info:
MOM – Repatriation Responsibility

When your helper’s employment ends, you must arrange and pay for her return to her home country, including:

  • A flight to her home country, with check-in luggage included
  • Any transportation needed to reach her hometown after landing

📌 To avoid misunderstandings, it’s a good idea to have your helper acknowledge in writing that you’ve provided the necessary travel arrangements and payments.


👉 More info:
MOM Guide – Sending an FDW Home

Yes, you can—as long as both you and your helper mutually agree to the alternative destination.
When cancelling the Work Permit, you must:

  • Select the option indicating that she will be repatriated to a country other than her home country
  • Confirm that both parties have agreed to this arrangement

📌 Important:
Ensure that your helper has the necessary entry visa or documents required for the destination country.
👉 More info:
MOM – Repatriation to Another Destination

The notice period exists to ensure a smooth transition for both employer and helper. Like any employment contract, your helper is legally bound to either:

  • Serve the agreed notice period, or
  • Pay salary in lieu of notice

You should first discuss the situation openly with your helper and explain her contractual obligations. However, MOM also encourages employers to show compassion where appropriate—especially if the helper is facing genuine hardship.


🤝 Possible solutions include:

  • Agreeing on a shorter notice period
  • Waiving part or all of the salary in lieu of notice, if you’re comfortable doing so
  • Making alternative arrangements that suit both parties

The goal is to reach a mutually agreed solution that respects both your position and the helper’s circumstances.


👉 More info:
MOM FAQ – Early Contract Termination Without Notice

The passing of a loved one is a difficult time, and MOM understands that families may need time to manage immediate arrangements. Once ready, the family will need to take formal action regarding the helper’s employment, as the Work Permit becomes invalid upon the employer’s death.

 

The family must:
1. Settle all outstanding employment matters—this includes unpaid salary or benefits.
2. Choose one of the following options:

  • Cancel the Work Permit and arrange for the helper’s repatriation
  • Transfer the helper to a new employer (you may engage an employment agency to assist)

📌 A copy of the employer’s death certificate will be required for processing.

At Master Employment Agency, we can support families by:

  • Taking over the case with proper authorisation
  • Helping the helper prepare her biodata
  • Arranging interviews and matching her with a new employer
  • Requesting a short testimonial from the family to explain the transfer reason, which helps reassure potential employers

While the standard Work Permit duration for helpers is up to 2 years, MOM may issue a shorter duration due to several reasons, including:

  • The helper’s insurance coverage (medical or personal accident insurance) expires in less than 2 years
  • The permit cannot extend beyond the helper’s 60th birthday
  • The helper was issued a one-off or special Work Permit valid for a shorter period
  • Administrative or policy-related decisions that limit the permit to less than the full term

MOM always ensures that the Work Permit aligns with key validity requirements to protect both employers and helpers.

What’s the difference between agency fees and the helper’s loan?
1️⃣ Placement Fees (a.k.a. Loan)

This is the advance salary paid on behalf of the helper, usually to cover her overseas recruitment costs (e.g. training, medical, paperwork). It’s not paid to the agency directly, but deducted from the helper’s monthly salary over a few months after she starts work.

  • This amount is owed by the helper to the employer, not to the agency.
  • If the helper is sent home or transferred before completing repayment, she can’t work to repay the balance, and the employer may not recover the full amount.
  • When transferring the helper to a new employer, the agency may help facilitate a repayment agreement, but is not liable for any unpaid portion of the loan.

In short: It’s the helper who owes you (the employer), not the agency.

2️⃣ Agency Fees

These are the fees paid by you (the employer) to the agency for services such as:

  • Sourcing and screening helpers
  • Work permit application
  • Training coordination
  • Travel arrangements
  • Admin support

This fee is a direct transaction between you and the agency.
✅ As long as the agency’s contract terms meet MOM’s refund policy, employers may be eligible for a 50% refund on the net agency fee if the helper is returned or transferred within the refund period.

To reduce premature contract terminations and improve matching quality, MOM introduced a mandatory service fee refund policy that applies to contracts signed on or after 1 June 2022.

✅ Key Highlights:
  • 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.
📌 Important Conditions & Exclusions:

1. What’s excluded from the 50% refund?
The refund only applies to the net service 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)
  • Placement loan owed by helper to employer
  • Third-party services already paid by the agency on your behalf

2. When is the refund not applicable?
You do not qualify if:

  • You cancel the Work Permit without first informing the agency and allowing them to speak with both you and the helper
  • You’ve violated employment laws (e.g. illegal deployment, withholding rest days or handphone)
  • 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
🤝 Master Maid Agency’s Enhanced Policy (Above MOM Minimum)

We go further to support both employers and helpers:
🔁 1. Extended Coverage:

  • We offer up to 9 months of replacement/refund coverage (vs MOM’s 6 months)

🔄 2. Multi-Tier Replacement Support:

  • If your first helper stays for at least 6 months, you are entitled to a 1st replacement
  • If the replacement helper also completes at least 6 months, you may qualify for a 2nd replacement
  • Applies only if the helper is transferred, not repatriated

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

It depends on who the qualifying person is in your household.

💰 Levy Rates:
  • Subsidised levy: $60/month
  • Standard levy: $300/month
✅ Automatic Levy Concession (No need to apply):

You will automatically qualify if you are living with a Singapore citizen who is:

  • Your child under 16 years old
  • You or your spouse, and either of you is 67 years or older
📌 You MUST apply for the concession if the qualifying person is:
  • Your elderly parent or parent-in-law
  • Your grandchild
  • A Person with Disabilities (PWD) certified by a Singapore-registered doctor to need assistance with at least one Activity of Daily Living (ADL)

Even if your elderly parent lives with you and is included in the application, you must still apply, as it’s no longer automatic for this group. When applying, some employers have noted that the system may incorrectly state “not required” under “elderly parents”—in such cases, apply under the “Others” category instead.

⚠️ Additional Notes:
  • Levy concession is granted for one helper per eligible person
  • Capped at 2 helpers per household

👉 Apply or learn more:
MOM – Levy Concession Guide

The monthly levy is payable to MOM and deducted via GIRO on the 17th of each month.

💰 Levy Amounts:

 

  • $60/month (Subsidised Rate) – If your household includes:
  • A Singapore citizen child below 16 years old, or
  • A Singapore citizen senior aged 67 or above, or
  • A Person with Disabilities (PWD) certified by a doctor as needing help with at least one daily activity (e.g. showering, feeding, dressing)
  • $300/month (Standard Rate) – If you do not meet the concession criteria.

 

📌 Automatic Levy Concession applies when:

  • The employer or spouse turns 67
  • A child is born or granted Singapore citizenship

If the eligible person is not your spouse or child (e.g. a parent), you’ll need to submit an application.
👉 Apply or check eligibility here:
MOM Levy Concession Guide
AIC Support Info for PWDs

If you’ve overpaid levy or your helper qualifies for a levy waiver, here’s what to do:

✅ Step 1: Apply for a Levy Waiver (if eligible)

If your helper was on overseas leave, hospitalized, or didn’t work for valid reasons, you must first apply for a levy waiver.

✅ Step 2: What happens after approval or overpayment?
  • If you’re still employing a helper, the excess amount will be automatically offset from your next levy bill.
  • If you’ve already cancelled the Work Permit and won’t receive further bills, you need to submit a levy refund application to CPF Board within 1 year from the date of payment.

You’ll receive the outcome by email within 12 working days.
👉 Apply for refund here:
How to Get a Levy Refund
🎥 Need help? Watch this demo:
Levy Refund Demo Video

No, she does not. 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.

✅ To qualify for the FDWL Relief (for a given Year of Assessment), your wife must:

1. Have had you or herself 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.).


💰 How much can she claim?
She can claim twice the total levy paid for one helper.
For example, if $60/month was paid:
$60 × 12 months × 2 = $1,440


👉 Full details here:
IRAS – FDWL Relief


⚠️ 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

Can my helper sleep in the living room?

Yes, she can—as long as the accommodation meets MOM’s guidelines.

Ideally, you should provide your helper with a separate room, but if that’s not possible, it is acceptable for her to sleep in the living room or another shared space, provided you ensure the following:

 

✅ Accommodation must include:

  • Adequate space for rest and comfort
  • Sufficient ventilation (e.g. windows or a fan)
  • Privacy and modesty, such as using curtains or a portable foldable partition
  • A mattress, pillow, blanket, and access to bathroom amenities

🔒 If there are CCTV devices at home, you must inform your helper where they are placed.
Cameras must not be installed in private areas such as where she sleeps, changes, or in the bathroom.

 

⚠️ Respect her rest time. If she’s sleeping in a shared space like the living room, ensure no one is using the area (e.g. watching TV) while she is trying to sleep.

 

👉 More info from MOM:
Helper Accommodation Guidelines

No. Employers should not keep the passports or work permits of their migrant domestic workers (MDWs).

Passports are the property of the helper and her issuing country. Keeping or withholding someone else’s passport is a serious offence under the Passports Act.

Employers also must not pressure or force their helper to hand over her passport.

✅ Best Practice:

Good employers provide a safe place, such as a locker, for their helper to store her passport and belongings. The helper must have unrestricted access to them at all times.


👉 More info:
MOM FAQ on Passport Handling

No, employers must not confiscate or withhold their helper’s mobile phone. It is considered personal property, and according to MOM guidelines, helpers have the right to keep and use it, especially during their rest hours.

📌 From MOM and relevant authorities:

  • The helper must have access to her phone during breaks so she can communicate or seek help if needed.
  • The 24/7 MDW helpline and mandatory check-in interviews by MOM reinforce the importance of helpers having access to their phones.

👉 Source:
Legal Guidelines for FDW Employers (Page 6)
Straits Times Article

From 1 January 2023, the Ministry of Manpower (MOM) requires all employers to provide their MDWs with at least one rest day per month that cannot be compensated away.


This policy ensures that helpers get the time they need to rest, recharge, and connect with friends—forming a healthy support network outside of work. It’s not just about physical rest; it’s also about mental and emotional well-being.


While rest days don’t have to fall on Sundays, most employers and helpers prefer Sundays since it’s a common day off. That said, if Sundays aren’t ideal due to work schedules, employers and helpers can agree on another day. Some helpers even prefer weekdays—it’s less crowded when shopping or dining out.

 

Here are the key points to note:

  • The first non-compensable rest day must be taken within the first month of employment.
  • Example: If the MDW starts on 15 Jan 2023, her rest day should be taken by 14 Feb 2023.
  • One non-compensable rest day is required each month, regardless of whether the MDW is still paying off her loan.
  • Rest days can be deferred, but only by a maximum of one month, and only with mutual agreement.
  • Other rest days in the month can be compensated if the helper agrees to work, but employers must pay at least one day’s salary per rest day worked, on top of her regular pay.
  • Tip: To calculate 1 day’s pay, divide her monthly salary by 26.

If a month has five Sundays, employers can offer an extra rest day or compensate accordingly.


👉 For full guidelines, check out MOM’s official rest day guide: Download the Guide (https://www.mom.gov.sg/-/media/mom/documents/publications/guides/migrant-domestic-worker-rest-day-guide.pdf)

 

References:
https://www.mom.gov.sg/faq/work-permit-for-fdw/how-do-i-calculate-my-fdws-pay-in-lieu-of-a-weekly-rest-day

https://www.mom.gov.sg/newsroom/press-releases/2022/1007-mandatory-rest-days-for-mdws

https://www.straitstimes.com/singapore/mandatory-day-off-247-helpline-among-measures-to-help-domestic-workers-gan-siow-huang?utm_campaign=stfb&utm_medium=social&utm_source=facebook

https://www.channelnewsasia.com/news/singapore/maids-mandatory-rest-day-policy-manpower-ministry-employers-15268588

https://www.todayonline.com/singapore/employers-required-give-maids-least-1-rest-day-month-end-2022-cannot-be-compensated-away

https://www.channelnewsasia.com/singapore/maids-mandatory-rest-day-policy-manpower-ministry-employers-2041696

Yes, but only under specific conditions. MOM allows employers to place their helper at a relative’s house—such as to care for your child or elderly parent—as long as the following conditions are met:


✅ You must:

  • Get your helper’s written agreement to care for your family member at the relative’s home.
  • Ensure she does not perform the full load of housework in both households.
  • Provide proper accommodation if she needs to stay overnight (adequate shelter, privacy, ventilation, and basic amenities).


As the employer, you remain fully responsible for your helper’s upkeep, meals, safety, and well-being at all times.


📌 Before making the arrangement, you must notify MOM by submitting this form:
Submit Notification to MOM

Yes, but as the employer, you are still fully responsible for your helper’s well-being—even if you’re away on holiday or a business trip.

You have a few options:
1. Leave her at home (if safe and suitable).
2. Send her home for a home leave.
3. Leave her with a friend or relative – but you must:

  • Seek MOM’s approval at least 7 working days before your trip.
  • Ensure the person can care for her and will not assign her any work.
  • Request MOM Approval Here

4. Arrange lodging at a licensed accommodation provider, such as:

  • An employment agency’s partnered housing
  • A dormitory for female workers (MOM approval is still required.)

📌 Our Agency Option:
We offer a partner lodging service that includes:

  • Daily lodging at $30/day, including 3 meals, a clean place to stay, and shower facilities.
  • Transport to and from your home at $80 per trip. (Transport is bundled with lodging due to cost structure.)

That said, if you have a trusted relative, we often recommend that option instead. Lodging houses can host many helpers from different backgrounds, and some employers prefer a more controlled environment.


👉 More info from MOM:
MOM FAQ on Overseas Arrangements

Helpers are free to spend their rest days however they choose. Many take the opportunity to run errands, attend religious services, meet friends, or simply relax and recharge.


Some may visit areas where they can access familiar food, cultural items, or services like remittance and parcel delivery. As with anyone, their preferred locations often depend on personal habits, convenience, and community ties.


👉 For more information on rest day guidelines, check out MOM’s official guide:
Download the Guide 

No, the Ministry of Manpower (MOM) does not set a curfew or define specific hours for a helper’s rest day. A rest day is considered a full day off, which typically means around 12 hours.


At our agency, many employers and helpers commonly agree on a timeframe like 8:30 AM to 8:30 PM, as it allows ample time for socializing, meals, and travel. For example, if dinner with friends wraps up around 7:30 PM, public transport time often brings them home by around 8:30 PM.


That said, there’s no fixed rule. What matters most is mutual agreement. Employers and helpers can openly discuss and adjust rest day timings to suit both parties’ needs.


MOM also allows rest days to be taken as one full day or two half days, as long as both sides agree.


👉 For full details, refer to MOM’s official guide:
Download the Guide

The number of rest days is agreed upon during the hiring process and documented in the job order, work permit application, and employment contract.


If either the helper or employer wants to change this arrangement later—whether to increase or reduce the number of rest days—it must be mutually agreed upon. For example:

  • If the helper requests more off days for personal or religious reasons but the employer cannot accommodate, the original agreement stands.
  • Likewise, if an employer offers more off days but the helper prefers to stick to the original schedule, no change is made.

If no agreement can be reached, either party may choose to end the employment contract by giving the required notice as stated in the agreement.

👉 More info:
MOM FAQ on changing work terms 
MOM on mutual agreement for changes

Can I bring my helper to a Polyclinic?

Yes, you can. However, Polyclinic consultations and medication are not subsidised for foreign pass holders, including domestic helpers. This often makes it more expensive than visiting a private GP, and waiting times at Polyclinics can be long.
For convenience and cost-efficiency, many employers choose to bring their helpers to private clinics instead.

While Foreign Domestic Workers (FDWs) are not entitled to paid sick leave under the Employment Act, employers are still responsible for their medical care, including paying for necessary treatment.


Most employers do continue paying their helper’s salary during sick leave—while not a legal requirement, it is widely regarded as a good and fair practice in Singapore.


For longer-term medical leave or hospitalisation, employers may refer to general sick leave guidelines under the Employment Act:

  • The FDW must have worked for at least 3 months to be eligible.
  • Between 3 to 6 months, leave entitlement is pro-rated.
  • After 6 months of service, they are eligible for full entitlement—up to 14 days paid outpatient sick leave and 60 days paid hospitalisation leave per year (combined total).

👉 More info:
MOM Guide on Rest Days & Well-Being
MOM Sick Leave Entitlement

No, MDWs are not covered under WICA. This is because they live and work in the same household as their employer, making it difficult to determine whether an injury was work-related.

However, to ensure protection, employers are required by law to purchase Personal Accident Insurance (PAI) for their helper. This insurance provides compensation in the event of:

  • Death, or
  • Permanent disability during her stay in Singapore

👉 More info:
MOM – MDW Insurance Requirements

You can log in to the FDW eService to check:

  • The date of your helper’s last 6-monthly medical examination (6ME)
  • Whether she is due for her next 6ME

👉 Check here:
FDW eService – 6ME Status

How do I arrange her handover when I get a new helper?

Before anything else, you’ll need to decide whether your current helper will be:

  • Transferred to another employer, or
  • Sent home (repatriated)

Once that’s clear, there are three common handover arrangements when replacing a helper:

🔁 1. Current Helper Goes Out First
  • You allow for a short period without a helper
  • Your current helper is transferred or sent home first
  • The new helper arrives after the previous one departs

Good for: Employers who don’t mind a temporary gap in help

🔄 2. One In, One Out (Same-Day Transition)
  • Your current helper is transferred or repatriated one day before or on the same day
  • The new helper arrives immediately after
  • No overlap or gap in domestic help

Good for: Smooth transition with minimal disruption to the household

👥 3. Short Co-Existence for Handover
  • Your current and new helper co-exist for 1–2 weeks
  • The current helper can guide and train the new one before leaving

Note: This is usually recommended only if you’re confident in your current helper’s attitude and habits, as it may affect the new helper’s adjustment.

Let us know which option you’re considering, and we’ll help you plan the logistics smoothly!

Yes, you can—if you meet any of the following criteria:

  • You have at least 2 children under 18 years old living with you, or
  • You have a parent or parent-in-law aged above 60 living with you

👉 More info:
Apply for a Second Helper

 

Will I get the subsidised levy for the second helper too?

You may, but it depends on who in your household qualifies:

  • Levy concession ($60/month) is based on one eligible person per helper
  • Capped at 2 helpers per household
💡 Who qualifies you for the subsidised levy?
  • Children under 16 years old
  • Seniors aged 67 and above
  • Persons with Disabilities (PWDs) certified by a doctor

If your child is 16 or 17, or your parent is between 60 and 66, you’ll still be eligible to hire a second helper, but the full levy of $300/month applies unless another qualifying person is present.

👉 More info:
Levy Concession Guidelines
How to Pay Levy

MOM uses income assessment to ensure that the employer (or sponsor) is financially able to cover the helper’s salary and levy.

If you don’t have a Notice of Assessment (NOA)—for example, if you’ve just started work or recently returned from overseas—you can still proceed by submitting alternative proof of financial ability, such as:

✅ Acceptable documents:
  • Your employment letter
  • Your CPF contribution statements
  • If you’re a retiree, a recent bank statement may be used to show sufficient savings
    (From our experience, a balance of around $30,000 to $50,000 is usually considered sufficient)

👉 More info:
MOM – Hiring Without NOA

Yes. As the employer, you are responsible for repatriating your helper once her employment ends. This obligation is part of the Security Bond conditions.


While helpers can be sent to a destination other than their home country by mutual agreement, both parties are encouraged to be understanding and flexible when discussing travel plans.


If you and your helper cannot come to an agreement, you can contact MOM for assistance in resolving the dispute.


👉 More info:
MOM – Resolving Repatriation Disagreements

What’s the difference between helpers of different nationalities?

We get this question often—but the truth is, the most important factor is always the individual, not the nationality. Just like in any country, you’ll find people with different strengths, personalities, and work ethics.

That said, here are some general observations our clients have shared:

  • Filipino Helpers
    Generally have a stronger command of English, which can make communication smoother. Many are known to be good with children and pets. However, they may not always align well with elderly employers who have more traditional expectations, as younger Filipinos today are often more aware of their rights and boundaries.
  • Indonesian Helpers
    Tend to pick up local dishes quickly and are familiar with many Southeast Asian cooking styles. Most are Muslim, so they typically do not consume pork. Communication is usually manageable, especially if they’ve worked in Singapore before.
  • Myanmar Helpers
    Often appreciated for their gentle temperament. Many are Buddhists or Christians, which some employers may prefer for cultural or religious compatibility. Their English may vary, and some employers may need a bit of time to get used to their accent or communication style.
  • Mizoram Helpers (India)
    A smaller group in Singapore, most are Christians and communicate in English. Some families prefer them for their calm demeanor and straightforward communication style.

At the end of the day, it’s about finding someone whose personality, values, and skills match your household needs—not just focusing on nationality.

Master Maid Employment Agency:
Your Partner in Caregiving

We don’t just provide helpers—we share your duty of care. From elderly care to newborn care, pet care, and household management, we are here to journey alongside you, offering professional, dependable, and sincere support every step of the way. You are not alone.

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