All citizens of Singapore, permanent residents and expatriates (holding valid employment or work passes) who have a valid reason to employ a Foreign Domestic Worker (FDW) at their place of residence are eligible to apply but subject to MOM approval.
For expatriate employers, they must announce that members of their family reside with them upon request.

Employers are expected to pay a monthly levy of $300 (normal) or $60 (concessionary) to Foreign Domestic Workers (FDW).
Fee charges start on the fifth day after the arrival of the FDW in Singapore, including the day of arrival. Payment of levies should only be made via GIRO. If the employer refuses to maintain a clear GIRO account, the FDW's Work Permit (WP) will be cancelled. 

In general, a household with a child / grandchild who is a Singapore citizen under the age of 16 or an elderly individual (Employer / spouse / parent
/ grandparent / grandparent / grandparent-in-law) who is a Singapore citizen aged 65 or older will be eligible to apply for a levy but subject to MOM approval.
In addition, a family residing with a disabled person can also be eligible for concession levy but subject to approval.

Yes,for the shortlisted candidates who are not in Singapore, we offer webcam and/or telephone interview to facilitate the selection.

You should pay your FDW her salary monthly and no later than 7 days after the last day of the pay period.
We strongly advise you should not retain the salary of your FDW for safekeeping purposes because this may lead to possible misunderstandings.

There are 2 forms to make payments on wage.

The first approach is to deposit into their Singapore bank account and let it hold the bank book.

The second way to pay is through cash. If payment is made by cash, a compensation schedule has been prepared to ensure that proper records are made.

Most maids can work without off-days in lieu of compensation. If the employer or the maid wants an off-day, it can be arranged prior to the maid’s deployment.
Regarding handheld phone use, it is up to the discretion of the employer about the use of the maid on the hand phone.

We provide lodging accommodation for the maid if you decide to put the maid with us at $20 per day.

Inevitably, due to temperament or performance problems, some eligible FDWs will not be considered appropriate for employers. In these situations, we provide the FDWs with counselling services and the employers with advisory services.
Once all appropriate steps are taken we will provide the employer with a replacement as soon as possible if the current FDW has to be transferred.

We are dedicated to delivering outstanding after-sales and before-sales support.
We have loyalty programs and a full suite of services including FDW counselling, work permit and passport renewal, home-leaves, embassy document support, substitution of FDWs, upgrading of training courses, allocation of air fares, and repatriation of FDWs upon fulfillment of their contracts.
We can provide the FDW with hotline services (by their native-speaking counselors) should they need more help. (This involves translation, advice, etc.)

At the moment we accept cash and cheque only.

In the event that the FDW is returned and successfully moved to a new employer, we have a refund policy for the remainder of the advance payment.

Employers in Singapore are expected to look after their FDW medical expenses. Therefore all FDWs require sufficient insurance coverage.
This is imperative before MOM can grant a work permit. The new insurance policy requires that the FDW be covered for the hospitalization claim with a minimum sum of S$15,000 per year.
The number is in accordance with the latest legislation on hospitalization subsidies. Employers are therefore obliged to carry out a Personal Accident Compensation policy for their FDWs before they can employ the FDW. The total guaranteed amount is expected to be $40,000. We would nonetheless advise employers to upgrade the FDW insurance policy to a better plan to cover higher-than - expected bills resulting from FDW hospitalization costs.

Yes, the employer can repatriate the FDW without going through the agency, as long as such action does not infringe any of the clauses in the employer-agency service agreement. However, we will strongly advise the employer to repatriate the said FDW through our department, so we can discharge your (if any) duties to protect your interest.