Employers' Orientation Programme (EOP)

The Employers' Orientation Programme (EOP) is a three-hour programme that provides employers with a basic understanding of their roles and responsibilities when hiring an FDW. Who is required to attend
  • i) A first-time employer of an FDW, unless he/she has been exempted, before he/she submits the Work Permit application; or
  • ii) An employer who has submitted five Work Permit applications for FDWs within a 12-month period; or
  • iii) n employer who has submitted four Work Permit applications for FDWs within a 12-month period, with the previous three FDWs each having been employed for less than three months. Employers must complete the EOP at least two working days before submitting the Work Permit application.

Security Deposit

The employer needs to place a security deposit of $5,000 in the form of a banker's or insurance guarantee. This can be purchased at any bank or insurance company. The bank or insurance company will provide MOM with the guarantee details electronically.
The Security Bond must be successfully transmitted before the FDW arrives in Singapore. Otherwise, she will be refused entry and the cost of custody/care and repatriation may be recovered from the employer.

Personal Accident Insurance

Similarly, the employer will need to purchase a Personal Accident Insurance policy with a minimum coverage of $40,000 for the FDW. The policy is usually in a form of a banker's or insurance guarantee and can be purchased at any bank or insurance company.
The bank or insurance company will provide MOM with the guarantee details electronically.

Medical Insurance

For medical insurance policies taken up or renewed on/or after 1 January 2010, the insurance coverage must be at least $15,000 per year for the FDW's inpatient care and day surgery during her stay in Singapore.

Settling-In Programme (SIP)

All first-time FDWs in Singapore must attend the Settling-in Programme (SIP) from 1 May 2012 within the first three working days of their arrival in Singapore (excluding the day of arrival). The SIP replaces the Entry Test and Safety Awareness Course.

Medical Examination

The FDW has to undergo and pass a medical examination by a Singapore registered doctor within 14 days of arrival (including Sunday/Public Holidays) in Singapore. The Work Permit will only be issued if the worker passes the medical examination.
FDWs who are unable to pass the medical examination, which includes those who have been diagnosed with active pulmonary Tuberculosis and/or HIV will have to be repatriated. The medical examination screens the FDW for four types of infectious diseases (Tuberculosis, HIV, Syphilis and Malaria) that are of public health concern.
It also serves to check that the worker is generally fit to work at the point of examination. However, even if the worker passes the medical examination, it does not mean that she is free from all illnesses.

Signing of Safety Agreement

For FDWs who are deployed from 1 December 2012 onwards, EAs will be required to facilitate the signing of a safety agreement between employers and the FDWs, i.e. when new employment relationships are established, whether for first-time or transfer FDW.
For first-time FDWs, the EA should facilitate the safety agreement after the FDW has attended the Settling-In-Programme, prior to the deployment of the FDW to the employer's home.
For transfer FDWs, the EA should facilitate the safety agreement prior to the deployment of the FDW to the employer's home.
This agreement is to ensure that both employers and FDWs are aware and understand MOM's requirements when cleaning the exterior of windows. The agreement lists MOM's restrictions on the cleaning of window exterior and employers will state their requirement for the FDW to clean the window exterior in accordance to MOM's regulations.
The FDW will also acknowledge the employer's requirement on cleaning the window exterior. To ensure FDWs understand, the agreement copy to be signed by the FDW will be in her native language. All three parties, i.e. EA, employer and FDW, will sign the safety agreement and each should keep a copy of the signed agreement.

Monthly Salary

A FDW's wages should reflect the scope of work agreed upon. The employer must pay the FDW the fixed monthly salary declared to MOM.
She must be paid her due salary each month, no later than seven days after the last day of the salary period. Any salary period agreed between the employer and worker shall not exceed one month.

Employment Contracts

To avoid disputes, the Ministry of Manpower (MOM) encourages employers and their FDWs to enter into a written employment contract. Employment agencies commonly draft mutually agreeable contracts for the two parties involved. In event of an employment problem or breach of contract by her employer, the FDW can lodge a complaint or file a claim with MOM. MOM will contact the employer and arrange for a meeting between the FDW and the employer to resolve the

Weekly Rest Day

All foreign domestic workers (FDWs) who have their Work Permits issued on or after 1 January 2013 will be entitled to a weekly rest day.
To give employers and FDWs greater flexibility, employers may compensate their FDWs if there is mutual written agreement between both parties for the FDWs to work on their rest days. The compensation should be at least one day's salary or a replacement rest day taken within the same calendar month.
The employer shall grant the foreign employee a rest day without pay for every 7-day period (including sunday and public holidays).The rest day must be any day within the 7-day period and must be mutually agreed between the employer and the foreign employee.
In calculating the rate of pay for one day's work under paragraph 13(b)(ii), the rate of pay for one day's work shall be the foreign employee's monthly rate of pay divided by 26


A well-rested FDW is more productive. You should ensure that she has sufficient rest, especially during the night. Rest days should also be catered for, as agreed between yourself and the worker.

Medical Care

As an employer, you are responsible for your FDW's medical needs. You are required to bear the full cost of her medical care should she require medical treatment, including hospitalisation.

6-Monthly Medical Examination

A Foreign Domestic Worker (FDW) is required to go for a 6-Monthly Medical Examination (6ME) to screen for pregnancies and infectious diseases, i.e. Venereal Disease, HIV, Tuberculosis.
As the employer, you should refer to your worker's 6ME letter and report form for the types of medical screenings she is due to undergo. The 6ME helps to ensure that FDWs do not carry infectious diseases such as HIV or TB. A pregnancy test is also required for the FDWs.
The 6ME should be performed by a Singapore-registered doctor and you should bear the cost of the 6ME and any other medical expenses arising from the 6ME. A FDW who fails the 6ME should be repatriated immediately.


As an employer, you are responsible for the provision of accommodation for your FDW. Accommodation is acceptable only if it meets all the following requirements:

Adequate shelter

Accommodation must adequately protect your FDW from environmental elements such as the sun, rain or strong winds.

Provision of basic amenities

Your FDW must minimally be provided a mattress, a pillow, and a blanket.

Sufficient ventilation

Accommodation must be sufficiently ventilated. Mechanical ventilation (e.g. electrical fan) should be provided if natural ventilation is inadequate.

Ensuring safety

Your FDW should not sleep near any dangerous equipment or structure that could potentially cause harm or hurt to her.

Ensuring modesty

Your FDW must not sleep in the same room as a male adult / teenager.

Ensuring space and privacy

Where possible, your FDW should be given a separate room of her own. If that is not possible, you should ensure that sufficient space and privacy are provided for your FDW


A FDW levy is to be paid by employers at the end of each month. Levy charges begin one day after she arrives in Singapore. For a first-time FDW, the levy will begin on the fourth day of her arrival (excluding the day of arrival).

Levy Concession

Eligible FDW employers may qualify for the concessionary levy rate of $120 per month under any of the schemes
  • Young child/grandchild scheme
  • Aged person scheme
  • Persons with disabilities scheme

  • Foreign Domestic Worker (FDW) Grant

    This monthly grant of $120 is given to support employers who hire FDW to care for their family members with moderate disability.
    To qualify, the applicant must have a per capita monthly household income of $2,600 and less. The Foreign Domestic Worker must also attend relevant caregivers' training approved by Agency for Integrated Care (AIC)

    Termination of Services, Repatriation And Security Bond

    Termination of Services

    When you no longer require the services of your FDW, you should ensure that all issues arising from her employment (e.g. outstanding wages, compensation claims) have been settled before cancelling the Work Permit.

    Repatriation and Security Bond

    You should give your FDW reasonable notice of her repatriation to her home country and bear the full cost of her repatriation. To ensure that employers bear full responsibility, a security bond must be executed with MOM's Work Pass Division.
    Under the bond, employers are required to post a security deposit of $5,000 per FDW in the form of an insurance or banker's guarantee. This deposit may be forfeited if you breach any of the security bond conditions, including failing to repatriate your FDW upon cancellation of her Work Permit.

    Illegal employment/deployment

    Under the existing Work Permit conditions, Foreign Domestic Workers can only be employed for the performance of domestic chores for their employers, at the residential addresses stated on the Work Permits.
    FDWs may only be deployed to work at another address if: Their duties in their employer's home includes looking after the employer's young children or elderly parents; and They are at the other address to continue their duty of looking after the employer's young children or elderly parents. Employers can be charged for illegally employing or deploying a FDW.