Hiring a Direct Indian Maid : A Practical Guide for Employers

For many families moving to Singapore, hiring a domestic helper can feel complicated. The process involves eligibility checks, a Work Permit, insurance, a security bond, medical requirements and orientation programmes. However, an employer can apply directly through the Ministry of Manpower rather than using a Singapore employment agency.

Singapore’s official term is migrant domestic worker, or MDW. This guide sometimes uses “helper” because it is familiar to families, but the arrangement is formal employment. The employer is responsible for lawful recruitment, accurate paperwork, fair employment conditions, safety and wellbeing.

Rules, fees and procedures can change. Check the current MOM guidance for your exact circumstances before making travel arrangements, paying an intermediary or promising a start date.

What direct hiring means

A direct hire means that you select the helper and handle the MOM Work Permit process yourself instead of paying a Singapore employment agency to manage placement and administration.

Families may meet candidates through friends, neighbours, community groups, existing helpers, previous employers or contacts in India. A helper who is already working in Singapore may also be seeking a transfer. A personal introduction can begin the conversation, but it does not replace eligibility checks, references or MOM approval.

Direct hiring may reduce agency costs and give both parties more control over the decision. In return, you take responsibility for understanding the process, meeting deadlines and keeping the documents organised.

Before you start: know your responsibilities

MOM assesses whether an employer is eligible and has the financial ability to employ and maintain a helper in acceptable accommodation. The employer must meet the Work Permit conditions and pay required employment costs.

• Treat the helper as an employee with legal rights and agreed working conditions
• Discuss salary, rest days, duties, food, accommodation and communication before hiring
• Pay required employer costs rather than passing them to the helper
• Keep recruitment, insurance, medical and Work Permit records
• Use MOM’s current rules rather than advice from an old social-media post

If an intermediary or recruiter is involved in India, establish who they represent, what services they provide, what they charge and who pays each fee. Do not assume an informal contact is authorised to perform regulated employment-agency work.

Step 1: find and interview the right helper

Hiring a helper means inviting another person to live and work in your home. Availability and salary matter, but a sustainable match depends on expectations, experience, household needs and communication.

Speak directly with the candidate, preferably by video if she is overseas. Give an honest description of your home, family members, daily routine, duties and accommodation. Ask open questions rather than looking only for “yes” answers.

Topics to discuss

• Previous domestic-work experience and employment history
• Experience with babies, children, older people or disability care
• Cooking skills, dietary requirements and willingness to learn
• Comfort around pets and any relevant allergies or fears
• Expected salary, rest days, working hours and start date
• Preferred household type and reasons for leaving a current employer
• Phone use, privacy, communication and emergency procedures

With the candidate’s knowledge, speak to previous employers where appropriate. Ask factual questions about duties, communication, reliability and the reason employment ended. A recommendation is useful context, not a guarantee.

Step 2: check MDW eligibility

Before making commitments, use MOM’s current MDW eligibility page. At the time of writing, a new Work Permit applicant must be female, aged 23 to below 50 at application, from an approved source country and meet education requirements. India is an approved source country.

For a first-time helper from India, verify that the required passport and recognised education documents are available and consistent. Do not buy a flight before the Work Permit is approved and the pre-arrival requirements are complete.

An experienced helper’s Singapore work history may make parts of the transition more familiar, but it does not guarantee a new Work Permit or remove the employer’s obligations.

Step 3: complete the Employer Orientation Programme

A first-time employer must complete the Employer Orientation Programme, commonly called the EOP, before applying. MOM states when it must be completed and who may need to attend a classroom programme rather than an online option.

The programme covers employer responsibilities, employment conditions, safety, rest days and building a constructive working relationship. Treat it as preparation for managing a live-in employee, not simply as a formality.

Step 4: apply directly for the Work Permit

An eligible employer can submit the application through MOM without engaging an employment agency. You will need accurate employer and helper information, supporting documents where required, and the helper’s written consent.

At the time of writing, MOM lists an application fee of S$35. Processing can take longer when additional information is needed, so do not promise a flight date based on an estimated approval time.

If approved, MOM issues an In-Principle Approval letter, or IPA. Check the name, passport details and conditions carefully, then send the required documents to the helper. The IPA is not the final Work Permit card.

Step 5: arrange the bond and insurance

Before a non-Malaysian helper arrives, the employer must arrange a S$5,000 security bond. MOM says the bond must be in effect when she enters Singapore. The helper cannot be asked to pay for it.

The employer must also buy the required medical and personal accident insurance. At the time of writing, MOM requires medical insurance with an annual claim limit of at least S$60,000 for inpatient care and day surgery, and personal accident insurance with a sum assured of at least S$60,000.

Compare policies by coverage rather than price alone:

• Medical and personal accident limits
• Exclusions, sub-limits and co-payment terms
• Hospitalisation and repatriation benefits
• Personal liability and optional employer protection
• Whether the security bond is included or arranged separately

The employer bears the cost of the required insurance. Read the policy wording and know how to make a claim before an emergency occurs.

Step 6: prepare for arrival

Send the helper the documents and information MOM requires for travel, including the IPA and security-bond acknowledgement where applicable. She should also have your full name, Singapore address, telephone number, flight details and a reliable plan for reaching your home.

For a first-time helper, meeting her at the airport is a considerate and practical choice. She may be entering an unfamiliar country without local mobile service or transport knowledge. If an experienced helper travels independently, agree on transport and who will pay before arrival.

Do not ask her to carry another person’s bags or parcels unless she knows and is comfortable with the contents. Both employer and helper should understand Singapore’s customs and immigration requirements.

Step 7: arrange the Settling-In Programme when required

The EOP is for a first-time employer; the Settling-In Programme, or SIP, is for a first-time helper. MOM will state in the IPA whether she must attend.

At the time of writing, a first-time helper who is required to attend must complete the SIP within seven days of arrival, excluding Sundays and public holidays, and can begin work only after attending it.

The programme introduces employment conditions, adapting to Singapore and essential safety practices. Give the helper time to absorb the information and ask questions afterwards.

Step 8: complete the medical examination

MOM requires the helper to complete the prescribed pre-employment medical examination before the Work Permit can be issued. At the time of writing, employers must send helpers for this examination within 14 days of arrival.

Follow the medical form and clinic instructions exactly. Medical information deserves privacy: discuss results respectfully and share them only where the official process requires it.

Step 9: get the Work Permit issued

Once the arrival requirements are complete, submit the information MOM requests to issue the Work Permit. At the time of writing, MOM lists an issuance fee of S$35. The helper may also need to register fingerprints and a photograph before the physical card is delivered.

Follow the IPA and MOM portal for the actual deadline and registration instructions in your case. Keep the temporary Work Permit accessible until the card arrives.

If the helper is transferring within Singapore

A helper who has worked in Singapore may already understand local transport, household routines and the Work Permit system. She may have a FIN and previous employment records and may not need the first-time SIP.

A transfer still requires the correct MOM process and approval. Clarify the current employer’s role, the agreed transfer timing and any release arrangements. Do not encourage someone to leave employment or make promises until all parties understand the applicable process.

Ask the candidate directly why she wants to transfer and what she hopes will be different in the next household. Employers should describe their own expectations with the same honesty.

Be careful with informal networks

Facebook groups, WhatsApp communities and personal introductions can help families meet candidates. They can also create pressure to decide quickly or rely on incomplete information.

• Verify the candidate’s identity and documents through the proper process
• Ask permission before contacting a current or previous employer
• Never pay for a guaranteed Work Permit or guaranteed approval
• Get a written breakdown of every recruiter or intermediary fee
• Do not share passport copies broadly through informal groups
• Use MOM’s employment-agency directory if someone claims to be licensed in Singapore

Protect the helper too. She should know what role she is accepting, what she will earn, where she will sleep, who lives in the home and what rest-day arrangement is offered before she agrees.

A direct-hire checklist

Before applying

• Confirm employer and helper eligibility
• Interview the helper and discuss duties, salary and rest days
• Check documents, references and employment history where relevant
• Complete the EOP if MOM requires it
• Obtain the helper’s written consent for the application

After IPA approval

• Check every detail on the IPA
• Arrange the security bond and required insurance
• Confirm the bond takes effect on the arrival date
• Register the first-time helper for SIP when required
• Send the helper her documents and arrival information

After arrival

• Complete SIP within the stated window when required
• Complete the prescribed medical examination
• Issue the Work Permit and complete registration if instructed
• Save the temporary permit and card-delivery details
• Start a secure employment-document folder

Build the working relationship deliberately

The paperwork ends, but the relationship continues. Use the first days to explain the home, appliances, children’s routines, food, safe work practices, emergencies and what a normal week looks like. Demonstrate tasks rather than assuming they are universal.

Put the agreed duties, salary, rest days and household expectations in writing. Schedule regular check-ins where both employer and helper can raise concerns without an argument already underway.

Respect privacy, adequate rest, proper food, medical needs and communication with family. Never ask a helper to perform unsafe work. MOM’s rules on rest days, salary, accommodation and safety apply throughout employment, not only during the application.

A strong employer-helper relationship grows through clear expectations, fair treatment, patience and trust. For a family living far from grandparents and extended relatives, a helper may become an important part of daily support—but she remains an employee and a person building her own life away from home.

Keep the IPA, bond, insurance, Work Permit records, salary records, medical documents and key employment information securely organised. This will make renewals, claims and future administration easier.

This article provides general editorial information, not legal or employment advice. Always follow the latest MOM instructions and seek qualified help when your situation is unusual or disputed.

Where to verify: This article is general editorial information, not legal, immigration, medical or financial advice. Requirements can change. Check the relevant Singapore government agency or a qualified professional for advice about your situation.