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Published on 16 Dec 2025 by Lami M.
Hiring domestic workers in Singapore is a long-term commitment that goes beyond finding the right helper. As we move into 2026, employers must stay informed about costs, legal requirements, and responsibilities to ensure a smooth and compliant employment process. This guide covers everything from maid salary and maid insurance to the domestic worker levy and other key requirements you shouldn’t overlook.
Maid salary: What to expect in 2026
Maid salary depends on factors such as experience, skill set, nationality, and job scope. Employers should agree on a clear salary structure before employment begins, including payment frequency, rest day compensation, and any future increments. Paying salaries on time and in full is a legal obligation and helps build trust with domestic workers.
Domestic worker levy and concessions
The domestic worker levy is a mandatory monthly fee payable to the government. Some households may qualify for a reduced levy, including those with young children, elderly family members, or persons with disabilities. Employers should confirm eligibility early and include the levy as part of their long-term budgeting.
Maid insurance: A mandatory requirement
Maid insurance is compulsory for all employers and must be maintained throughout the employment period. Coverage typically includes personal accident insurance, medical expenses, and employer liability. Comprehensive maid insurance protects both employers and domestic workers against unexpected medical or workplace incidents.
Security bond and work permit
Employers are required to purchase a security bond as part of the Work Permit application. This bond ensures that employers comply with all employment conditions set by MOM. The Work Permit must be valid at all times, and employers are responsible for timely renewals, cancellations, or transfers when necessary.
Medical examinations and healthcare
Domestic workers must undergo a medical examination within 14 days of arrival and attend regular six-monthly medical exams. Employers are responsible for medical costs, including outpatient care and hospitalisation, and must ensure timely medical attention when needed.
Rest days, working conditions, and well-being
Employers must provide at least one rest day per week or compensate accordingly if both parties agree otherwise. Proper accommodation, sufficient food, and reasonable working hours are essential requirements. Creating a respectful and supportive environment improves well-being and leads to a more positive employment relationship.
Training and orientation
First-time employers are required to attend the Employer Orientation Programme (EOP). This programme helps employers understand their roles, legal obligations, and best practices when hiring domestic workers. Additional training for helpers may also be encouraged, depending on household needs.
Hiring domestic workers is a shared responsibility. By understanding maid salary expectations, securing proper maid insurance, budgeting for the domestic worker levy, and meeting all employment requirements, employers can create a fair, compliant, and supportive household in 2026 and beyond.
You might be interested in:
Guiding Your Helper: How to Address Challenging Behaviour Around Children
Measles Rules for Hiring Domestic Helpers
Is It Safe to Hire a Maid Without an Agency in Singapore?
Home Leave & Off Days: What Every Employer Should Know This Festive Season
Why Employers Should Always Use Licensed Maid Agencies and Verified Hiring Platforms
Hiring domestic workers in Singapore is a long-term commitment that goes beyond finding the right helper. As we move into 2026, employers must stay informed about costs, legal requirements, and responsibilities to ensure a smooth and compliant employment process. This guide covers everything from maid salary and maid insurance to the domestic worker levy and other key requirements you shouldn’t overlook.
Maid salary: What to expect in 2026
Maid salary depends on factors such as experience, skill set, nationality, and job scope. Employers should agree on a clear salary structure before employment begins, including payment frequency, rest day compensation, and any future increments. Paying salaries on time and in full is a legal obligation and helps build trust with domestic workers.
Domestic worker levy and concessions
The domestic worker levy is a mandatory monthly fee payable to the government. Some households may qualify for a reduced levy, including those with young children, elderly family members, or persons with disabilities. Employers should confirm eligibility early and include the levy as part of their long-term budgeting.
Maid insurance: A mandatory requirement
Maid insurance is compulsory for all employers and must be maintained throughout the employment period. Coverage typically includes personal accident insurance, medical expenses, and employer liability. Comprehensive maid insurance protects both employers and domestic workers against unexpected medical or workplace incidents.
Security bond and work permit
Employers are required to purchase a security bond as part of the Work Permit application. This bond ensures that employers comply with all employment conditions set by MOM. The Work Permit must be valid at all times, and employers are responsible for timely renewals, cancellations, or transfers when necessary.
Medical examinations and healthcare
Domestic workers must undergo a medical examination within 14 days of arrival and attend regular six-monthly medical exams. Employers are responsible for medical costs, including outpatient care and hospitalisation, and must ensure timely medical attention when needed.
Rest days, working conditions, and well-being
Employers must provide at least one rest day per week or compensate accordingly if both parties agree otherwise. Proper accommodation, sufficient food, and reasonable working hours are essential requirements. Creating a respectful and supportive environment improves well-being and leads to a more positive employment relationship.
Training and orientation
First-time employers are required to attend the Employer Orientation Programme (EOP). This programme helps employers understand their roles, legal obligations, and best practices when hiring domestic workers. Additional training for helpers may also be encouraged, depending on household needs.
Hiring domestic workers is a shared responsibility. By understanding maid salary expectations, securing proper maid insurance, budgeting for the domestic worker levy, and meeting all employment requirements, employers can create a fair, compliant, and supportive household in 2026 and beyond.
You might be interested in:
Guiding Your Helper: How to Address Challenging Behaviour Around Children
Measles Rules for Hiring Domestic Helpers
Is It Safe to Hire a Maid Without an Agency in Singapore?
Home Leave & Off Days: What Every Employer Should Know This Festive Season
Why Employers Should Always Use Licensed Maid Agencies and Verified Hiring Platforms