Cost of Direct Hiring a Domestic Helper in Singapore

Hiring a domestic helper directly—without going through an agency—can seem like a cost-saving approach at first. While it's true that direct hiring eliminates agency placement fees, employers must understand that they are still fully responsible for all other associated costs. In Singapore, when you directly hire a foreign domestic worker (FDW), you are responsible for every expense involved in bringing them in and sustaining their employment.

Here’s a clear breakdown of what you need to budget for when directly hiring a helper:

Employer's financial responsibilities

1. Monthly levy

This is a mandatory fee paid to the Singapore government. The standard levy is S$300/month, but a concessionary rate of S$60/month is available for eligible households (e.g. those with young children or elderly family members).

2. Salary

The helper’s salary must be agreed upon prior to employment.

3. Living expenses

As an employer, you must provide your helper with:

• Adequate meals (or a food allowance)
• Lodging with privacy and proper ventilation
• Utilities (water, electricity, etc.)

4. Processing fees

These include:

• Work permit application and issuance fees
• Medical check-ups and vaccinations

5. Insurance

You must purchase:

• Medical insurance
• Personal accident insurance

6. Security bond

A S$5,000 bond is required for most helpers, especially those from countries such as the Philippines and Indonesia. This bond serves as a guarantee that you'll fulfill your obligations as an employer.

7. Settling-In Programme (SIP)

New FDWs are required to attend the SIP within the first few days of arrival in Singapore. Employers must cover the S$75 fee.

8. Transportation costs

If you're hiring from overseas, you must pay for:

• One-way airfare to Singapore
• Transport from the airport
• Any quarantine costs (if applicable)

9. Placement fees

If any placement fees are involved during direct hiring, employers should bear the full amount. Helpers should not be burdened with repaying loans or upfront costs, promoting fairer treatment and financial freedom.

10. Other miscellaneous costs

You might also need to cover:

• Laundry and household product costs
• Helper’s public transport if her job requires it (e.g., grocery runs)
• Yearly medical exams

Key considerations for employers

• Legal compliance: Ensure you meet MOM's standards for employment terms, living conditions, insurance, and permits.
• Helper welfare: Beyond just meeting minimums, aim to foster a respectful, safe, and supportive environment.
• Ongoing costs: Remember that your financial obligations don’t end after the helper arrives, they continue monthly and yearly.

Direct hiring can be a fairer and more transparent approach to employing domestic helpers in Singapore. But it comes with significant financial responsibility and administrative effort. If you choose this route, make sure you understand the full picture and are committed to providing your helper with a dignified, lawful, and safe work experience.

At Ministry of Helpers, we support employers and helpers through every stage of this journey, providing digital tools, training access, and transparent resources to help both parties build lasting, respectful relationships.

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