Singapore Migrant Domestic Worker (MDW) Levy & Employer Guide 2026

Normal

Concessionary

Daily Rule

Daily levy rates apply when the MDW does not complete a full calendar month. The daily rates already reflect the applicable monthly-rate calculation published by MOM.

Start Rule

For a first-time helper, the levy starts from the fifth day of arrival, including the arrival date. For other helpers, it generally starts on the day after arrival.

End Rule

The levy ends when the Work Permit is cancelled or expires.

Rate

S$60 per month

Cap

One concessionary helper per eligible person, up to a maximum of 2 concessionary helpers per household.

Second Helper

A household needs 2 eligible persons to receive the concession for 2 helpers.

Eligible Categories

Adls

• Washing.
• Feeding.
• Dressing.
• Moving or walking around.
• Transferring from bed to chair and vice versa.
• Using the toilet.

Important Boundary

The concession is a caregiving subsidy for qualifying households. It is not a general discount available to every Singapore household with a child, senior or disabled family member.

Processing

Where MOM's conditions and supporting steps are satisfied, the concession is automatically granted and reflected in subsequent levy billing according to MOM's process.

Child Timing

For a qualifying Singapore Citizen child, the concession can begin from the child's date of birth when the required household record conditions are satisfied.

Elderly Timing

For an eligible elderly person, the concession starts according to the relevant date and household-record requirements published by MOM.

Disability Evidence

A medical practitioner and the applicable Agency for Integrated Care (AIC) process may be involved in establishing eligibility for the disability concession.

Statutory Requirements

• Be at least 21 years old.
• Not be an undischarged bankrupt.
• Have the mental capacity to fully understand and discharge employer responsibilities.
• Have sufficient financial ability to hire, maintain and upkeep the MDW in acceptable accommodation.
• Not have a medical condition that impairs the ability to exercise supervision and control over the MDW's well-being.

Caregiving Assessment

MOM considers the employer's caregiving needs and financial ability. Household income is relevant, but MOM does not publish one universal minimum-income figure that applies to every MDW employer.

Income Schemes

• Married couples can combine income for the Work Permit application.
• Under the Joint Income Scheme, income may be combined with one immediate family member other than a spouse who lives at the same address.
• Eligible older persons who do not earn income and do not live with working adults may use the Sponsorship Scheme where the published conditions are met.

First Time Employer

A first-time MDW employer must attend the Employers' Orientation Programme before submitting the Work Permit application.

Key Requirements

• The MDW must meet MOM's nationality, age, education and other Work Permit eligibility criteria.
• The helper must be from an approved source country or region under MOM's prevailing rules.
• The MDW must satisfy the applicable medical and Work Permit requirements.

Source Country Examples

• Bangladesh
• Cambodia
• India
• Indonesia
• Myanmar
• Philippines
• Sri Lanka

Source Country Warning

The approved source-country list and country-specific requirements can change. Employers should use MOM's current MDW eligibility page rather than treating examples in this guide as an exhaustive or permanent list.

Salary Rule

MOM's current MDW Work Permit key-facts page states that there is no minimum qualifying salary for an MDW Work Permit.

Minimum Salary

MOM does not impose a universal minimum qualifying salary for the MDW Work Permit.

Contractual Salary

The employer and MDW should agree the salary mutually and record it in the employment contract. Actual salary can also be affected by source-country requirements or agency arrangements.

Salary Payment

Employers must pay salary according to MOM's payment rules and must maintain records of the salary paid.

Rest Day Compensation

Where the MDW agrees to work on a compensable rest day, the employer must pay at least 1 day's salary in addition to the monthly salary. For MOM's calculation, 1 day's salary is monthly salary divided by 26 working days.

Example

Average Salary Warning

There is no single MOM-published 'average MDW salary' that should be hard-coded as an official rate. A household budget should use the actual contractual salary.

Amount

S$5,000 per helper

Who Needs It

Every non-Malaysian MDW employer.

Malaysian Exception

The S$5,000 MDW security bond is not required for Malaysian helpers.

Form

The bond is a banker’s or insurer's guarantee.

Purpose

It is a binding pledge to pay the government if the employer or helper breaches Work Permit or security-bond conditions.

Employer Pays

The employer cannot ask the MDW to pay for the security bond.

Purchase Timing

The employer must buy the bond and the required medical and personal accident insurance before the helper arrives in Singapore.

Transmission

The bank or insurer can take up to 3 working days to send security-bond details to MOM.

Forfeiture Examples

• The employer or helper breaches applicable Work Permit or security-bond conditions.
• The employer fails to pay the helper's salary on time.
• The employer fails to send the helper home when required after Work Permit cancellation, expiry or revocation.
• The helper goes missing.

Cost Warning

S$5,000 is the guaranteed amount, not a S$5,000 government application fee. The employer normally pays an insurer or bank premium for the guarantee.

Calculator Treatment

The full S$5,000 must be displayed as a contingent guarantee amount rather than automatically added to the household's non-refundable cost.

Medical

Personal Accident

Premium Warning

S$60,000 is a minimum coverage or sum-assured amount, not the price of the insurance policy. Insurance premiums vary by insurer, helper profile and policy structure.

Pre Employment

The helper must undergo the required pre-employment medical examination by a Singapore-registered doctor. MOM specifies the applicable timing and Work Permit issuance depends on meeting the medical requirements.

Six Monthly

Who Must Attend

First-time MDW employers.

Deadline

At least 2 working days before submitting the Work Permit application.

Duration

3 hours.

Current Fees

Provider Variation

EOP prices vary by training provider and format, so S$35 should not be treated as a universal mandatory fee.

Who Must Attend

First-time MDWs working in Singapore.

Timing

Within 7 days after arrival in Singapore, excluding Sundays and public holidays.

Duration

1 day.

Work Start

A first-time MDW must attend the SIP before starting work.

Provider Fees

Payer

The employer bears the SIP cost.

Application

Pre Arrival

• After approval, prepare the required security bond.
• Buy the required medical insurance and personal accident insurance.
• For a first-time helper, register her for the SIP.
• Ensure the required bond and insurance arrangements are in place before arrival.

Issuance

Card

MOM's current Work Permit service information states that the physical card is received at the provided address about 4 working days after registration or document verification.

Duration

The Work Permit is generally valid for up to 2 years, depending on the applicable passport, bond and employment-period rules.

Renewal

Eligible employers receive a renewal invitation around 2 months before expiry. MOM's 2026 written answer states that once the required bond and insurance are arranged and the renewal application is submitted, eligible MDW Work Permit renewals are approved immediately.

Employer Responsibility

The employer is responsible for the MDW's upkeep and maintenance and for providing acceptable accommodation.

Accommodation

• Accommodation must meet MOM's requirements and be suitable for the MDW's safety and well-being.
• The MDW should have adequate space, ventilation, privacy and safe sleeping arrangements consistent with MOM's current guidance.
• Employers should follow the current MOM accommodation checklist rather than relying on a generic household statement.

Food

The employer is responsible for the helper's upkeep and should provide adequate food and medical treatment as required by the Work Permit conditions.

Salary Loan

Placement-loan and salary arrangements should be documented in the employment contract where applicable.

Weekly Entitlement

An MDW is entitled to one rest day per week, with the specific arrangement mutually agreed between employer and helper.

Work On Rest Day

If the MDW agrees to work on a rest day, the employer must compensate her with at least 1 day's salary.

Monthly Protection

At least one rest day every month cannot be compensated away.

Flexibility

• A rest day can be taken as a full day or two half days.
• The rest day can fall on any day of the week if mutually agreed.
• A rest day may be deferred by up to 1 month under the applicable rules.

2026 Status

MOM's May 2026 parliamentary response confirms that the mandatory monthly non-compensable rest-day policy remains in force.

Normal Rule

An MDW should generally perform household and domestic duties only at the residential address stated on the Work Permit.

Relative House

MOM permits a limited arrangement where, with the MDW's consent and under MOM's conditions, the employer can deploy her to a relative's home to perform household duties for the employer's child or aged parent. MOM must be informed and the helper cannot be required to perform the full domestic workload in both households.

Business

An employer must not deploy an MDW to work in an office, shop, business or other commercial premises.

Illegal Employment

An MDW working for another employer or doing unauthorised work outside the permitted household arrangement can be committing illegal employment or illegal deployment.

Important Correction

It is too broad to say an MDW can never enter or work at a relative's home. MOM allows a limited caregiving-related relative-house arrangement subject to its conditions.

Status

MOM encourages employers and MDWs to sign an employment contract even though MDWs are not covered by the Employment Act.

Recommended Terms

• Salary.
• Placement loan.
• Number of rest days per month.
• Compensation in lieu of rest days.
• Notice period.
• Compensation in lieu of notice.

Safety Agreement

Employer and MDW must sign the required safety agreement before the MDW starts working.

Recurring

• MDW salary.
• Monthly levy.
• Medical insurance premium.
• Personal accident insurance premium.
• Food and household upkeep.
• Medical expenses.
• Transport and communications where provided by the employer.
• Rest-day compensation when applicable.

Initial Or Periodic

• Work Permit application fee.
• Work Permit issuance fee.
• EOP fee for first-time employers.
• SIP fee for first-time MDWs.
• Security-bond premium.
• Agency or placement fees, if an employment agency is used.

Not Ordinary Expense

• S$5,000 security-bond guarantee amount.

Illustrative Budget

Concession Illustration

Two Helper Illustration

Primary Intent

Informational search for current Singapore MDW levy rates, S$60 concession rules, employer eligibility, security bond, insurance, medical examinations, rest days and Work Permit requirements.

Primary Entities

• Migrant Domestic Worker
• MDW levy
• Foreign Domestic Worker levy
• Ministry of Manpower
• Work Permit
• security bond
• medical insurance
• personal accident insurance
• Employers' Orientation Programme
• Settling-In Programme

Keyword Strategy

Use natural variations such as Singapore maid levy 2026, MDW levy S$300, second maid levy S$450, S$60 concession, Singapore domestic helper cost, MDW security bond, MDW insurance, MDW rest day and Work Permit for MDW without presenting salary estimates as statutory MOM minimums.

Article Type

Article

Faq Page

Faq Count

6

Date Modified

2026-08

Author

NationRules Global Visa Team

Primary Entity

Singapore Migrant Domestic Worker employer and levy rules

Official Sources

• Ministry of Manpower

Calculator

Dynamic Claims Warning

MDW levy rates, concession requirements, LQS-linked rules, insurance standards, programme fees, source-country rules and Work Permit procedures can change. Revalidate the current MOM pages before every material publication update.

Legal Boundary

This page summarizes published MOM requirements and practical budgeting considerations. It does not guarantee levy-concession approval, Work Permit approval, bond discharge, insurance acceptance or any particular immigration or employment outcome.

Content Boundary

Do not treat salary estimates, agency charges or insurer premiums as MOM statutory rates. Keep the S$5,000 bond guarantee separate from actual household expenditure and distinguish weekly rest-day entitlement from the monthly non-compensable rest-day requirement.

Source Hierarchy

Use current MOM MDW levy, levy-concession, employer-eligibility, Work Permit, security-bond, insurance, 6ME, EOP, SIP, rest-day and deployment-rule pages as the primary authority. Recheck the current MOM page whenever a rate, threshold, provider fee or legal condition is displayed.

Thin Content Policy

This page is intentionally expanded only where detail materially helps an employer understand MDW levy eligibility, hiring compliance and realistic household costs. Generic legal or procedural sections should not be added unless they improve MDW-specific search intent.