The timeline for your maid’s arrival in Singapore depends on various factors, including document processing, entry approval dates issued by MOM, and any additional requirements based on her country’s legislation. Here’s an overview of the typical process:

1. Work Permit Approval:

Once you have selected your helper, the processing for her work permit will begin.

If her documents, such as her passport, are ready, her work permit application should take less than a week for approval.

2. Arrival Timeline:

If your maid’s work permit is approved without the need for additional processing, it will take about a month for her to arrive in Singapore.

However, if she requires other forms of document processing based on her country’s requirements, it may take about 2 months for her to arrive.

The availability of the Entry Approval date issued by MOM also plays a significant role in determining your maid’s arrival date.

3. Covid-19 Situation:

Due to the current Covid-19 situation, it’s essential to note that your helper will still need to undergo a 14-day quarantine period upon her arrival in Singapore.

After completing quarantine, she will proceed for her medical check-up and may need to complete the Settling In Programme, which is required for all foreign domestic workers working in Singapore for the first time.

4. Work Permit Processing:

Your maid will be required to pass her medical examination and have her work permit issued within 14 days of arriving in Singapore.

Engaging Greatlink Employment offers numerous benefits for those seeking domestic staffing solutions. Here’s why you should consider choosing Greatlink Employment for your maid hiring needs:

1. Comprehensive Services:

Greatlink Employment offers a wide range of services to streamline the maid hiring process. From initial consultations to post-placement support, they handle every aspect to ensure a hassle-free experience for clients.

2. Professional Expertise:

With years of experience in the industry, Greatlink Employment boasts a team of professionals who understand the complexities of maid recruitment. They leverage their expertise to match clients with suitable candidates and navigate through legal requirements seamlessly.

3. Personalized Solutions:

Greatlink Employment recognizes that each household has unique requirements. They take the time to understand clients’ needs and preferences, offering personalized solutions tailored to meet specific domestic staffing needs.

4. Extensive Candidate Pool:

Greatlink Employment maintains an extensive database of qualified maid candidates. This allows them to efficiently match clients with suitable candidates based on skills, experience, and cultural compatibility.

5. Ongoing Support:

Beyond the placement process, Greatlink Employment provides ongoing support to both clients and maids. Whether it’s assistance with contract renewal, troubleshooting issues, or providing training resources, they are committed to ensuring a positive experience for all parties involved.

6. Transparent Communication:

Greatlink Employment values transparent communication with clients. They keep clients informed at every step of the process, addressing any concerns promptly and maintaining open lines of communication throughout the employment period.

7. Regulatory Compliance:

As a reputable agency, Greatlink Employment adheres to all regulatory requirements and industry standards. Clients can trust that their services comply with relevant laws and regulations, providing peace of mind throughout the hiring process.

8. Dedication to Client Satisfaction:

Greatlink Employment is dedicated to client satisfaction. They prioritize the needs and preferences of clients, striving to exceed expectations and build long-lasting relationships based on trust and reliability.

By engaging Greatlink Employment, clients can expect a seamless and efficient maid hiring process, backed by professional expertise and personalized service.

The security bond of $5,000 applies to employers of migrant domestic workers (MDWs) in Singapore. Its primary purpose is to ensure that employers uphold their responsibilities towards their domestic workers, including their upkeep, prompt salary payment, and timely repatriation if necessary.

Purpose of the Security Bond:

Responsibility: The security bond serves as a financial guarantee that employers remain responsible for the well-being and maintenance of their migrant domestic workers.

Salary Payment: It ensures that employers adhere to the agreement of paying their domestic workers’ salaries promptly and in full.

Repatriation: In the event of the worker’s repatriation, the security bond helps cover the associated costs, ensuring timely and appropriate arrangements are made.

Forfeiture Conditions:

Employer Violations: The security bond may be forfeited if the employer violates the conditions of the Work Permit.

Worker Misconduct: However, if the domestic worker breaches these conditions through her own actions (e.g., getting pregnant), the employer will not be held liable, and the security deposit will not be forfeited.

Worker Absconding: In cases where the domestic worker absconds, and the employer is unable to repatriate her, only half of the security bond will be forfeited. This is contingent upon the employer demonstrating reasonable efforts to locate the worker.

Mitigation of Forfeiture:

Reasonable Efforts: Even in situations where the domestic worker absconds and the employer struggles to repatriate her, only half of the security bond will be forfeited, provided that the employer has made reasonable efforts to locate her.

Covering Repatriation Costs: The forfeited sum will then be utilized to cover the expenses associated with repatriating the domestic worker.

Understanding the purpose and conditions surrounding the security bond ensures that both employers and domestic workers are aware of their respective obligations and rights, contributing to a fair and responsible working environment.

Yes, there are alternative options to the $5,000 security deposit requirement for employers of migrant domestic workers (MDWs) in Singapore.

1. Maid Insurance Policy:

One alternative is to purchase a maid insurance policy, which is a more cost-effective option compared to the security deposit.

These insurance policies offer coverage for various areas of concern, such as medical expenses, personal accidents, and even runaway bonds, depending on the policy selected.

2. Coverage Options:

With maid insurance policies, employers have the flexibility to choose coverage options that best suit their needs and preferences.

For example, if there’s a concern about the domestic worker absconding, employers can opt for a policy that includes a runaway bond to provide financial protection in such situations.

3. Legal Requirement:

It’s important to note that while maid insurance policies offer an alternative to the security deposit, employers may still be liable for the forfeiture of $5,000 if they fail to repatriate the maid for any reason.

This liability remains because repatriation of the domestic worker is a legal requirement mandated by the Law of Singapore, regardless of whether an insurance policy is in place.

4. Considerations:

Before opting for a maid insurance policy as an alternative, employers should carefully review the coverage details and terms of the policy to ensure it meets their specific needs and provides adequate protection.

Additionally, employers should familiarize themselves with their obligations under Singaporean law to avoid any potential liabilities or penalties.

Understanding the alternative options to the $5,000 security deposit allows employers to make informed decisions that best suit their requirements while ensuring compliance with relevant regulations.

1. Do I Need to Buy Medical Insurance for My Helper?

Yes, you are required by law in Singapore to purchase medical and personal accident insurance for your helper. This insurance policy must be in effect before your helper arrives in Singapore or is deployed to work in your house.

2.Requirements for Medical Insurance:

Employers need to purchase at least $60,000 per year for inpatient care and day surgery during your helper’s stay in Singapore.

3.Requirements for Personal Accident Insurance (PAI):

The PAI policy must have a sum assured of at least $60,000 per year, as per MOM regulations. This insurance covers sudden, unforeseen incidents resulting in permanent disability or death.

4.Considerations for Higher Insurance Coverage:

Employers are encouraged to buy a higher insurance coverage for their helpers, especially in light of the Covid-19 pandemic. MOM advises additional insurance coverage to alleviate unforeseen medical costs.

5.Important Checks Before Purchasing Medical Insurance:

Always ensure that the medical insurance covers treatment and hospitalization costs related to Covid-19. Pay attention to exclusion clauses to understand the coverage comprehensively.

6.Responsibility for Inpatient and Outpatient Costs:

As an employer, you are fully responsible under the Employment of Foreign Manpower Act for both inpatient and outpatient treatment costs incurred by your helper.

1. Upon your maid’s arrival in Singapore, she will need to undergo a series of medical checks to ensure her health and eligibility to work under the Ministry of Manpower’s (MOM) standards.

   1. Initial Medical Examination:
   • Within 14 days of arrival, your maid must complete a comprehensive medical examination. This examination assesses her overall health, checks for pregnancy, evaluates blood pressure, and screens for any viral diseases.
   2. Half-Yearly Medical Screening:
   • Following the initial examination, your maid will be required to undergo half-yearly medical screenings to maintain MOM’s health standards.
   • These screenings typically include checks for pregnancy and VDRL every 6 months, HIV every 2 years, and TB screening once every 2 years.
   3. Additional Checks:
   • In addition to the standard screenings, recent requirements mandate checks on Body Mass Index (BMI) and visible signs of abuse during the half-yearly medical screenings.
   4. Clinic Visits and Submission:
   • All medical checks must be conducted at MOM-approved clinics.
   • The results of these checks are submitted directly to MOM by the authorized clinics.
   Ensuring that your maid undergoes these regular medical checks is essential for maintaining compliance with MOM regulations and safeguarding her health and well-being throughout her employment in Singapore.
   
   

1. As an employer, it’s crucial to fulfill your obligations to your maid to ensure her well-being and adhere to regulations set by the Ministry of Manpower (MOM). Here are some key responsibilities:

   Timely Salary Payment: It’s imperative to pay your maid’s salary on time as agreed upon in the employment contract. This ensures financial stability for your maid and reflects your commitment to fair employment practices.

   Cover Living Expenses: As per MOM requirements, you are responsible for covering all living expenses of your maid, including food, accommodation, and utilities. Providing a safe and comfortable living environment contributes to her overall welfare and satisfaction.

   Healthcare and Insurance: Ensure your maid has access to necessary healthcare services. This includes providing medical insurance coverage as mandated by MOM to cover her medical expenses in case of illness or injury during her employment period.

   Work Permit and Documentation: It’s your responsibility to ensure that your maid’s work permit and other necessary documentation are valid and up-to-date. Any lapses in documentation could lead to legal complications for both you and your maid.

   Welfare and Safety: Prioritize your maid’s welfare and safety by providing adequate rest periods, reasonable working hours, and a safe working environment. Additionally, ensure she has access to appropriate support services if needed.

   Respect and Fair Treatment: Treat your maid with respect and fairness, adhering to the principles of dignity and equality. Avoid any form of discrimination, harassment, or exploitation in the workplace.

   Communication and Support: Maintain open and clear communication with your maid to address any concerns or issues she may have. Provide necessary support and guidance to help her adapt to her new environment and perform her duties effectively.

   By fulfilling these obligations, you not only comply with MOM regulations but also contribute to a positive and respectful working relationship with your maid, fostering mutual trust and understanding.
   
   
   

1. Ensuring your migrant domestic worker (MDW) receives rest days is not just a matter of obligation; it’s also crucial for their well-being and productivity. Here’s what you need to know about rest days for MDWs:

   Entitlement to Rest Days: According to regulations set by the Ministry of Manpower (MOM), all MDWs who have their work permits issued on or after January 1, 2013, are entitled to a weekly rest day. This provides them with much-needed time to rest, recharge, and attend to personal matters.

   Mutual Agreement for Work on Rest Days: While MDWs are entitled to rest days, there may be situations where they agree to work on their rest days. This could be due to urgent household needs or other reasons. In such cases, both the employer and the MDW must have a mutual, written agreement for her to work on her rest days.

   Compensation for Work on Rest Days: If your MDW works on her rest days as per the mutual agreement, you are obligated to compensate her accordingly. This compensation can take the form of either a replacement rest day within the same calendar month or extra pay.

   Calculation of Rest Day Pay: The formula for calculating compensation for each rest day worked is straightforward. You divide the MDW’s basic salary by 26 to determine the compensation for one rest day. This ensures fair compensation for the additional work performed.

   Respecting Rest Days: It’s essential to respect your MDW’s rest days and avoid unnecessary work assignments during these times. Encourage her to use this time for rest, recreation, and personal activities, which can contribute to her overall well-being and job satisfaction.

   By adhering to these guidelines, you not only fulfill your obligations as an employer but also demonstrate respect for your MDW’s rights and well-being. A balanced approach to work and rest fosters a positive working relationship and contributes to a harmonious household environment.

1. The Settling-In-Program (SIP) is a one-day orientation course mandatory for first-time migrant domestic workers (MDWs) in Singapore. Within three days of arrival, excluding Sundays and public holidays, MDWs attend this program conducted in their native language. The SIP covers five modules: Introduction to Singapore, Conditions of Employment, Safety at Home, Safety in Other Areas, and Relationship and Stress Management. It equips MDWs with essential information and skills to adapt to life and work in Singapore effectively, promoting a safe and harmonious environment for both employers and employees.

1. Transferring your helper involves several steps to ensure a smooth transition for both you and your helper. Here’s what you need to do:

   Obtain Consent: Provide written consent to your agency to authorize them to assist with your helper’s transfer. This step enables the agency to facilitate the transfer process effectively.

   Levy Payment: Continue paying the levy up to the day before the new Work Permit is issued for your helper. Additionally, if your helper’s last medical examination was conducted five months ago, you are responsible for arranging her 6-monthly medical examination, if required.

   Repatriation Responsibility: If the transfer is unsuccessful and the Work Permit is canceled or expires, you must repatriate your helper within 14 days from the date of the Work Permit cancellation or expiry.

   New Employment: Your helper can only start working with the new employer once the Work Permit has been issued in the new employer’s name. Ensure any outstanding salary is paid on the day you release her to join her new employer.

    

   Agency Fees: For the transfer process, you typically won’t need to pay anything to the maid agency unless you require them to provide food and accommodation for your helper during the interim period. However, it’s important to note that you are still responsible for paying your helper’s salary, even if she is not performing any work while staying with the agency.

   By following these guidelines, you can facilitate a successful transfer for your helper while fulfilling your obligations as an employer. This ensures a seamless transition for all parties involved.