Hiring a Filipina Domestic Helper in 2026 | Singapore | Best Home

Hiring a Filipina Domestic Helper in Singapore 2026: A Comprehensive Guide for Employers

Filipina domestic helpers continue to be among the most sought-after maids in Singapore. They are widely valued for their strong English communication skills, professional caregiving standards, and familiarity with structured household management. Many Singapore families, especially those with young children, elderly parents, or higher caregiving expectations, continue to prefer Filipina helpers.

However, employing a Filipina domestic helper in Singapore involves more complex legal and contractual obligations than many employers realise. Beyond complying with Ministry of Manpower (MOM) regulations and signing a service agreement with a maid agency, employers must also strictly adhere to the Standard Employment Contract (SEC), also known as the POEA or DMW contract, issued by the Philippines Department of Migrant Workers (DMW).

This article provides a comprehensive 2026 guide for employers, with particular emphasis on salary requirements, contractual obligations, and the serious consequences of non-compliance.

Minimum Global Basic Salary for Filipina Domestic Helpers in 2026

Mandatory Minimum Salary Set by the Philippines Department of Migrant Workers

As of 2026, the Philippines Department of Migrant Workers mandates a minimum global basic salary of at least USD 500 (SGD 650) per month for Filipina domestic helpers deployed overseas, including Singapore.

This minimum salary is compulsory and non-negotiable. It applies regardless of:

• The employer’s household size

• The scope or intensity of duties

• The helper’s experience level

• Prevailing market rates in Singapore

The USD 500 refers strictly to basic salary and excludes:

• Compensation for rest days

• Bonuses or discretionary allowances

Employers must ensure that the salary paid in Singapore Dollars meets or exceeds the USD 500 equivalent based on prevailing exchange rates. Salary must be paid in full, on time, and without unauthorised deductions. Any attempt to restructure salary components to fall below the minimum requirement may be treated as a breach of the SEC.

Multiple Layers of Legal Obligations When Hiring a Filipina Helper

A common misconception among employers is that compliance with MOM regulations and the maid agency service agreement is sufficient. This is incorrect when hiring a Filipina domestic helper.

Employers are simultaneously bound by three separate frameworks:

1. MOM Singapore’s regulations governing migrant domestic workers

2. The service agreement signed with the maid agency

3. The Standard Employment Contract issued by the Philippines Department of Migrant Workers

   
   

The SEC is a government-mandated contract and carries legal force backed by the Philippine authorities and enforced through the Philippine Embassy in Singapore.

What Is the Standard Employment Contract (SEC)

The Standard Employment Contract is prescribed by the Philippines Department of Migrant Workers to safeguard the rights and welfare of Overseas Filipino Workers.

For domestic helpers in Singapore, this contract is mandatory for deployment approval and remains enforceable throughout the employment period.

Signing the SEC creates legally binding obligations for employers, even where certain clauses may differ from local employment norms.

Key Provisions of the Standard Employment Contract

Minimum Salary and Salary Protection

As mentioned above, the SEC guarantees a minimum basic salary of at least USD 500 per month. Employers must:

• Pay salary monthly without delay

• Refrain from salary withholding

• Avoid unauthorised deductions

Late or unpaid salary is one of the most common grounds for formal complaints lodged with the Philippine Embassy.

Weekly Rest Days and Reasonable Work Conditions

The SEC provides for:

• At least one rest day per week

• Reasonable daily working hours

• Adequate rest and personal time (8 hours of continous rest)

Where work is required on rest days, compensation or replacement rest must be provided in accordance with the contract.

Humane Treatment and Safe Living Conditions

Employers must ensure:

• No physical, verbal, or psychological abuse

• Safe, clean, and dignified accommodation

• Adequate food and rest

Any form of mistreatment may result in immediate embassy intervention.

In addition, any suspected forms of abuse must be reported to the Singapore Police.

Medical Care and Insurance

Employers are required to:

• Provide prompt medical attention when the helper is unwell

• Maintain medical insurance as required under Singapore law

• Avoid arbitrary termination due to illness

Medical neglect is treated as a serious breach under the SEC.

Prohibition of Unauthorised Job Scope Changes

Employers must not:

• Deploy the helper outside the household

• Assign commercial or third-party work

• Alter job scope without consent and proper documentation

Unauthorised deployment is a serious violation under DMW regulations.

Employer’s Responsibility for Repatriation and Departure Costs

Under the SEC, employers bear full responsibility for repatriation if employment ends, whether due to contract completion, early termination, or incompatibility.

This obligation includes:

• One-way air ticket back to the Philippines

• Any departure-related charges

• Reasonable local transport costs linked to repatriation

• Full settlement of outstanding salary and entitlements

Employers are strictly prohibited from deducting repatriation costs from the helper’s salary. If employment ends due to employer-related reasons, liability for repatriation remains entirely with the employer.

In dispute cases, illness, or allegations of mistreatment, the Philippine Embassy may subsequently pursue recovery of costs from the employer if obligations are not met.

Mandatory Home Leave at the End of Contract

Filipina domestic helpers are subject to mandatory home leave upon completion of their employment contract, typically at the end of a two-year term.

At contract completion, helpers are generally required to:

• Return to the Philippines for home leave

• Complete post-employment documentation with Philippine authorities

• Remain in the Philippines for a prescribed period before redeployment

This requirement applies even when both employer and helper wish to renew the contract. Employers must plan for temporary absence and cannot assume in-Singapore renewals.

Employers are responsible for the return air ticket at the end of the contract. Attempts to bypass or discourage mandatory home leave may jeopardise future deployment approvals and constitute a breach of the SEC.

Consequences of Non-Compliance With the SEC

Failure to comply with the SEC exposes employers to serious consequences, including:

• Blacklisting or banning by the Philippines Department of Migrant Workers

• Permanent ineligibility to hire Filipina domestic helpers

• Formal complaints through the Philippine Embassy in Singapore

• Civil lawsuits initiated by the helper in the Philippines

• Diplomatic intervention affecting future employment approvals

These consequences extend beyond Singapore’s employment framework and may have long-term implications for employers.

Importance of Reading and Understanding All Contracts

Employers must carefully read and understand all documents involved in hiring a Filipina domestic helper, including:

• The maid agency service agreement

• MOM work permit conditions

• The Standard Employment Contract issued by the Philippines DMW

Signing without understanding does not exempt employers from liability. All clauses remain enforceable once signed.

Best Home Employment Agency’s Advisory to Employers

At Best Home Employment Agency, we emphasise transparency, education, and compliance. Employers are fully briefed on:

• DMW and MOM regulatory requirements

• Salary structures compliant with global minimum standards

• SEC obligations, including repatriation and home leave

• Proper documentation and lawful renewals

Our role is to protect both employers and helpers from disputes, sanctions, and long-term consequences.

Compliance Is Essential

Hiring a Filipina domestic helper in Singapore in 2026 requires careful planning, clear understanding, and strict compliance with multiple legal frameworks.

The minimum USD 500 basic salary, the binding nature of the Standard Employment Contract, mandatory repatriation obligations, and compulsory home leave are not optional considerations. They are fundamental legal requirements.

Employers who take the time to understand and comply with all contractual obligations protect themselves legally while fostering a respectful and sustainable working relationship with their helper.

Working with an experienced and ethical maid agency such as Best Home Employment Agency remains the most prudent way to ensure compliant and trouble-free employment.