In early 2025, The Straits Times reported that many first-time employers in Singapore faced delays in hiring domestic helpers because they were unaware of updated Ministry of Manpower (MOM) rules. Some applications were returned for missing training requirements while others were delayed due to new insurance and safety checks. Several families shared that they had already confirmed helpers but paperwork changes slowed the process by weeks.

This situation shows one important truth. Hiring a maid in SG is no longer just about choosing a helper. Employers must understand updated rules, compliance steps, and protection policies set by MOM. The 2026 updates aim to protect both employers and domestic workers while also improving hiring transparency.

This guide explains everything you must know before hiring in 2026.

Why MOM Updated the Hiring Rules

Singapore relies heavily on foreign domestic workers to support families with childcare, eldercare, and home management. According to the Ministry of Manpower (MOM), Singapore has more than 280,000 foreign domestic workers supporting households.

With rising demand, the government regularly updates policies to ensure:

• Better worker safety

• Clear employer responsibilities

• Transparent agency practices

• Proper training before employment

• Reduced disputes between employers and helpers

The 2026 changes focus mainly on training, insurance, employer responsibility, and hiring transparency.

Key 2026 Rule Changes Employers Must Understand

1. Mandatory Orientation and Safety Training Updates

MOM strengthened the Settling-In Programme (SIP) for newly arrived helpers. Training now includes:

• Home safety practices

• Emergency response basics

• Communication and conflict handling

• Safe use of household appliances

Employers must ensure their hired domestic helper completes this training within the required timeline. Failure to comply may result in work pass issues.

This rule helps reduce accidents and workplace misunderstandings.

2. Stronger Employer Orientation Requirements

First-time employers must attend the Employer Orientation Programme (EOP). The 2026 update expanded this training to include:

• Updated employment responsibilities

• Fair treatment guidelines

• Rest day requirements

• Medical and insurance obligations

• Legal consequences of non-compliance

Many delays reported in 2025 happened because employers skipped or postponed this step.

3. Higher Insurance Coverage Standards

Insurance requirements for domestic helpers were revised to improve medical and accident coverage. Employers must now ensure policies include:

• Higher personal accident coverage

• Expanded hospitalization coverage

• Faster claim processing timelines

• Mandatory policy validity matching work permit duration

Insurance providers in Singapore have already adjusted their packages to match MOM standards.

4. Clearer Salary and Payment Documentation

To prevent disputes, employers are now encouraged to maintain proper salary records and payment proof. MOM inspections increasingly check:

• Salary payment methods

• Deduction transparency

• Loan repayment documentation

• Rest day compensation

Digital payment methods are recommended as they create verifiable records.

5. Stricter Agency Transparency Requirements

Licensed maid agencies must now provide clearer documentation covering:

• Full hiring costs breakdown

• Agency service fees

• Replacement policy details

• Contract transparency

These measures help employers compare agencies more confidently before making hiring decisions.

Step-by-Step Hiring Process Under the 2026 Rules

Although regulations have improved, the hiring process remains straightforward if done correctly.

Step 1: Confirm eligibility

Employers must meet income and household eligibility requirements set by MOM.

Step 2: Complete employer orientation (if first-time)

This step is mandatory before the work permit application.

Step 3: Choose a licensed agency or verified hiring platform

Many employers now begin their search online using platforms that allow agency comparison. If you are planning to hire a maid in sg, using a comparison portal can help you review agencies, helper profiles, and hiring costs in one place.

Step 4: Apply for work permit

Agencies often handle this process, but employers remain responsible for compliance.

Step 5: Arrange insurance and security bond

Coverage must meet MOM’s latest requirements.

Step 6: Ensure helper attends the Settling-In Programme

This must be completed within the approved timeline.

Cost Changes Employers Should Expect in 2026

Hiring costs have not dramatically increased, but certain compliance requirements may slightly adjust total expenses.

Typical hiring expenses include:

• Agency service fees

• Work permit processing

• Security bond

• Medical insurance

• Personal accident insurance

• Training costs (if required)

• Air ticket and onboarding expenses

According to MOM hiring guides, the average total hiring cost in Singapore typically ranges between SGD 2,000 to SGD 5,000, depending on the hiring method, experience level, and agency services.

Transfer helpers may cost less due to reduced placement fees.

Transfer Maid Hiring Gaining Popularity

Singapore continues to see strong growth in transfer maid hiring where helpers already working in Singapore change employers. This option has several benefits:

• Faster hiring process

• Lower placement costs

• Helpers already familiar with local culture

• Immediate availability

• Reduced onboarding time

Because of these advantages, many agencies now highlight transfer helper listings first.

Employer Responsibilities Many People Still Overlook

Despite clear rules, MOM reports that many employer compliance issues still occur due to simple oversights.

Common mistakes include:

• Forgetting work permit renewal deadlines

• Not updating insurance coverage

• Poor salary documentation

• Misunderstanding rest day rules

• Not completing employer training

These issues can lead to penalties, work permit cancellation, or hiring restrictions.

Why Proper Research Matters More Than Ever

Hiring a domestic helper today requires planning, not rushing. Many families who successfully hired helpers in 2025 shared that careful preparation saved them time and unexpected costs. Some employers reported spending several hours of research comparing agencies, reading MOM guides, and understanding employment responsibilities before making a final decision.

This extra preparation often results in smoother employment relationships and fewer disputes later.

Technology Is Changing How Employers Hire

Digital hiring platforms are transforming how employers search for domestic helpers. Instead of visiting multiple agencies physically, employers can now:

• Compare agency ratings

• View helper profiles online

• Filter by nationality, skills, and experience

• Understand hiring costs upfront

• Contact agencies directly

This approach saves time and improves transparency across the hiring process.

Future Trends in Domestic Helper Hiring

Based on MOM hiring data and industry reports, several trends are expected to grow in the coming years:

1. Increased hiring transparency through online platforms

2. Stronger worker safety regulations

3. Higher adoption of transfer helper hiring

4. Digital salary payment tracking

5. Better pre-employment training programs

6. Rising demand for elderly care support helpers

Singapore’s aging population is one of the key reasons eldercare-trained helpers are becoming highly requested.

Practical Tips for Employers Hiring in 2026

Before starting the hiring process, keep these simple tips in mind:

• Read the latest MOM hiring guidelines carefully

• Choose licensed agencies with transparent fee structures

• Keep digital records of salary payments

• Confirm insurance coverage validity

• Attend employer orientation early

• Plan hiring at least 1 to 2 months ahead

These steps prevent last-minute delays and unnecessary paperwork corrections.

Hiring a Maid in SG in 2026: What Every Employer Should Remember

Singapore’s updated 2026 hiring rules are designed to protect both employers and domestic helpers while improving fairness across the system. Although the process now includes more compliance steps, it is also more transparent and structured than before.

Employers who stay informed, prepare early, and follow MOM guidelines carefully will find the hiring journey much smoother. Understanding the new rules today can save weeks of delays, unexpected costs, and administrative stress tomorrow.

Hiring a domestic helper is not just a paperwork process. It is a long-term working relationship that supports families, improves household stability, and helps many households manage childcare and eldercare responsibilities effectively. Being informed is the first step toward making the right hiring decision in 2026.