Hiring Filipino Domestic Workers in Singapore

This guide explains the process and requirements for employers in Singapore who wish to hire a Filipino domestic worker (also referred to as a Household Service Worker or HSW under Philippine regulations). It reflects the latest reforms under DMW Advisory No. 25, Series of 2025, which took effect on 22 August 2025.

Who Can Hire a Filipino Domestic Worker in Singapore?

Any employer in Singapore who holds a valid Ministry of Manpower (MOM) In-Principle Approval (IPA) for a Foreign Domestic Worker (FDW) may hire a Filipino domestic worker, provided the employment arrangement meets both Singapore's MOM requirements and the Philippine Department of Migrant Workers (DMW) standards outlined below.

Minimum Employment Standards

Under Philippine regulations, the following minimum terms must be reflected in the employment contract of every Filipino domestic worker deployed to Singapore:

How to Hire: Step-by-Step Process

The hiring of a Filipino domestic worker in Singapore is done through a Singapore-based employment agency (EA) that partners with a Philippine Recruitment Agency (PRA) licensed by the DMW. The employer does not deal with the PRA directly.

No placement fees or salary deductions. Under Philippine law (R.A. 10022 and DMW regulations), Filipino domestic workers are classified as household service workers and are exempt from any placement fee. Neither the Philippine recruitment agency nor the Singapore employment agency may charge the worker a placement fee. Salary deductions to recover recruitment costs, training expenses, or similar charges are likewise prohibited. If you learn that your worker has been charged fees or is having salary deducted, please report this to the MWO Singapore immediately.

New Reforms Under DMW Advisory No. 25, Series of 2025

The following reforms apply to all newly hired Filipino domestic workers with contracts entered into, or returning/vacationing workers with contracts renewed, 60 days after 22 August 2025 (i.e., from 21 October 2025 onward):

1. Minimum Wage Increase to SGD 650

The minimum monthly salary is now USD 500 (SGD 650 in Singapore), up from the previous USD 400. This floor applies without prejudice to higher wages set by individual agreement or by Singapore law. The increase is integrated into all employment contracts processed by the DMW.

2. Annual Medical Check-ups

Annual medical check-ups for Filipino domestic workers will be implemented, initially on a voluntary basis. In cases of work-related accidents and illnesses, the employer and the recruitment agencies shall cause the hospitalization and/or treatment of the worker.

3. "Know Your Employer" (KYE) Protocol

A mandatory video conference between the employer and the prospective worker must take place before the contract is finalized. This gives the worker the opportunity to understand the job duties, workplace conditions, household composition, rest periods, and accommodation before giving informed consent. The DMW and MWO may monitor or audit these virtual meetings.

4. "Kumusta Kabayan?" Digital Welfare Monitoring

The DMW and OWWA have launched a digital welfare monitoring system involving regular check-ins with deployed workers through calls or messaging platforms. Welfare case officers will reach out to workers, and any issues identified will be referred to the appropriate assistance channels (legal, medical, psychosocial, financial, or reintegration).

5. Upskilling and Career Mobility

In partnership with TESDA, the DMW offers training programs for domestic workers in caregiving (elder and child care), household management, hospitality services, digital literacy, and language proficiency. Workers performing caregiving tasks may be reclassified to the higher-skilled caregiving category.

6. Stricter Standards for Recruitment Agency Accommodation

The DMW has imposed stricter standards on pre-deployment accommodation facilities operated by recruitment agencies in the Philippines (MC No. 02, s. 2025). Facilities must be registered, safe, habitable, and accessible, with proper ventilation, sanitation, and lighting. Agencies must provide food, secure lockers, and internet access.

Employer Obligations: Quick Checklist

• Minimum age for hiring is 24 years old
• Pay at least SGD 650/month in salary
• Provide at least one full rest day per week
• Provide suitable accommodation and adequate meals (or food allowance)
• Bear the cost of medical treatment; ensure hospitalization for work-related accidents/illnesses
• Ensure no placement fees are charged to the worker and no salary deductions are made to recover recruitment or deployment costs
• Do not retain the worker's passport — it must remain with the worker at all times
• Participate in the mandatory video conference (KYE) before the contract is signed
• Comply with all Singapore MOM requirements (work permit, SIP, insurance, levy, etc.)
• Ensure the employment contract complies with the DMW Standard Employment Contract

For Returning or Vacationing Workers

If you are renewing the contract of a Filipino domestic worker who is returning from vacation or renewing their stay, the new minimum wage of SGD 650 and all other reforms under DMW Advisory 25-2025 apply to contracts renewed from 21 October 2025 onward. The "Know Your Employer" video conference requirement does not apply to contract renewals with the same employer where the worker is already familiar with the household.

AKSYON Fund: Assistance Available to Workers

Filipino domestic workers in Singapore are entitled to assistance under the AKSYON Fund (Agarang Kalinga at Saklolo para sa mga OFW na Nangangailangan), which provides legal, medical, financial, and emergency support. If a worker encounters problems with their employment, they may seek assistance from the MWO Singapore. For more information, see our article on AKSYON Fund Assistance.

Contact the MWO Singapore

For questions about hiring a Filipino domestic worker, contract verification, or any employment-related concerns: