Hiring a domestic helper in Singapore comes with responsibilities beyond simply providing a job. Employers must ensure their helpers receive fair wages, proper rest days, and essential benefits. By practising fair employment standards, you can establish a positive and professional working relationship built on mutual respect and trust.
This guide will help you understand salary expectations, off-day policies, and benefits for your domestic helper in Singapore. Following these guidelines will comply with regulations and contribute to a healthy and productive work environment.
Salary Management
Understanding Minimum Wage Requirements
While Singapore does not impose a fixed minimum wage for FDWs, source countries such as the Philippines, Indonesia, and Myanmar have set their own minimum salary requirements that employers must adhere to. These guidelines vary, so it is important to check and comply with the specific conditions based on your helper’s nationality.
Payment Procedures
To ensure smooth salary transactions, employers should follow these best practices:
- Employers are encouraged to pay their helpers via bank transfer for a proper audit trail. Setting up a bank account for the helper is recommended.
- If a bank transfer is not possible, payment can be made in cash.
- Helpers should receive their salary on time, within seven days after the end of each salary period.
- Keeping a salary record is recommended to avoid misunderstandings and accurately track payments.
Additional Compensation
Helpers may be entitled to extra pay in certain situations, such as:
- Working on rest days or public holidays.
- Taking on additional tasks beyond the agreed job scope.
- Extending their working hours beyond the standard arrangement.
Employers should be transparent about additional compensation to maintain a fair and positive working relationship.
Off Days (Rest Days)
Entitlement
Since January 2013, Singapore’s Ministry of Manpower (MOM) has required that all FDWs be entitled to one weekly rest day. This is essential for their physical and mental well-being, allowing them time to relax and recharge.
Flexible Arrangements
Employers and helpers may agree on alternative rest day arrangements based on mutual consent. These may include:
- Splitting the rest day into two half-days.
- Deferring rest days to another period.
- Compensating the helper with additional pay instead of a rest day.
Compensation for Working on Rest Days
If the helper voluntarily agrees to work on a designated rest day, they must be compensated with either:
- A replacement rest day within the same month or
- At least one day’s salary as extra pay.
However, under the latest Ministry of Manpower (MoM) regulations, employers must ensure that the helper takes at least one rest day each month, which cannot be compensated with pay.
Employers should discuss these arrangements with their helpers and document them properly to prevent future disputes.
Benefits and Well-Being
Accommodation and Meals
Employers must provide suitable accommodation for their helpers, ensuring they have:
- A clean and well-ventilated space to rest.
- Adequate privacy and security.
- Access to basic amenities, such as clean water and proper sanitation facilities.
Additionally, helpers should receive sufficient and nutritious meals each day to support their health and energy levels.
Medical Care
Employers are legally required to cover their helper’s medical needs. MOM mandates the following:
- Employers must bear the full cost of medical care, including consultations and hospitalisation.
- Purchasing medical insurance with a minimum coverage of S$15,000 per year is compulsory.
- Helpers must undergo a six-month medical examination to remain fit for work.
Providing access to proper healthcare ensures your helper’s well-being and allows them to work effectively.
Respecting Cultural and Religious Practices
Being mindful of your helper’s cultural and religious practices can help foster a positive working relationship. Employers should accommodate their helper’s needs where possible, including:
- Allowing them to observe religious duties.
- Providing time off for important cultural or family events.
- Respecting dietary restrictions based on their religious beliefs.
A respectful approach encourages trust and cooperation in the household.
Legal Obligations
Work Permit Conditions
All FDWs in Singapore must comply with Work Permit conditions, including:
- Working only for the employer and household listed in their Work Permit.
- Not taking up any part-time work or external employment.
- Residing at the employer’s registered address.
Employers should also ensure that they comply with these conditions to avoid penalties.
Employment Contract
To prevent misunderstandings, it is advisable to have a written employment contract that clearly outlines:
- The agreed salary and payment terms.
- Rest day arrangements and compensation.
- The job scope and responsibilities.
- Any additional benefits offered.
A well-documented contract protects both the employer and the helper, ensuring clarity and fairness in the employment arrangement.
Partnering with Best Housekeeper for Fair Employment Practices in Singapore
At Best Housekeeper, we are committed to promoting fair and ethical employment practices for domestic helpers in Singapore. Employers can create a supportive and positive work environment for their helpers by appropriately managing salary, rest days, and benefits.
If you need professional guidance on hiring a domestic helper or understanding employment regulations in Singapore, Best Housekeeper is here to assist you. Our expertise in helper placement and employment laws ensures you make well-informed decisions while fostering a harmonious employer-helper relationship. Contact us today to find out more
