8 Best Maid / Domestic Helper Agencies in Singapore 2026 — How to Choose (Licence, Costs & What to Check)

THE SINGLE MOST IMPORTANT STEP: verify the agency is LICENSED by the Ministry of Manpower (MOM). Every employment agency placing migrant domestic workers (MDWs) in Singapore must hold a valid MOM EA (Employment Agency) licence — and MOM publishes a free, searchable online EA Directory where you can check: (1) whether the agency's licence is currently valid, (2) its DEMERIT POINTS, and (3) its track record of any past infringements. An agency with a clean record + valid licence is the baseline; high demerit points or an expired/suspended licence is a major red flag. NEVER engage an unlicensed agency — you lose legal protections and risk serious problems. BEYOND THE LICENCE, vet for: (1) FEE TRANSPARENCY — get the full breakdown in writing (placement fee, insurance, medical, training, levy setup) and be wary of vague 'all-in' quotes. (2) ETHICAL RECRUITMENT — a suspiciously low employer fee can mean the worker has been loaded with excessive debt, which is both unethical and a sign of trouble. (3) REPLACEMENT POLICY — what happens if the placement doesn't work out (and the conditions/time window). (4) REAL REVIEWS — look for patterns in recent Google/forum reviews, especially on after-sales support + how disputes are handled. (5) BIODATA + REFERENCES — accurate candidate information and, for transfers, references from the current employer. Treat the MOM EA Directory check as non-negotiable step one, then layer these other checks on top. Always confirm current requirements on MOM's official website, as rules can change.

There's the UPFRONT agency cost and the ONGOING monthly cost — budget for both (figures below are approximate 2026 ballparks; confirm current rates with the agency + MOM/IRAS): UPFRONT: (1) AGENCY PLACEMENT FEE — roughly S$1,000-3,000+, varying widely by agency, source country, and whether it's a new worker or a transfer. (2) Initial items: work-permit application, the helper's airfare (for new workers), first medical exam, and sometimes settling-in costs. ONGOING MONTHLY: (1) MDW SALARY — roughly S$600-700+/month, varying by nationality, experience, and what's agreed (salaries have trended up; some nationalities/experienced helpers command more). (2) FDW LEVY — the government levy: S$300/month at the standard rate, OR S$60/month at the CONCESSIONARY rate if your household qualifies (e.g. a child under a certain age, an elderly family member, or a person with disabilities). (3) Food + accommodation + amenities for the helper. PERIODIC / ONE-OFF: (1) MANDATORY INSURANCE — MDW medical + personal-accident insurance (renewed periodically). (2) SECURITY BOND — a S$5,000 bond is required for non-Malaysian MDWs, but this is typically satisfied via an insurer (part of the insurance package) rather than cash. (3) 6-MONTHLY MEDICAL EXAM (6ME). (4) SETTLING-IN PROGRAMME for first-time helpers. (5) Annual rest-day arrangements (a weekly rest day, or agreed compensation in lieu). TOTAL: many households budget roughly S$1,000-1,300+/month all-in once salary + levy + insurance + food/amenities are added, on top of the upfront agency cost. Always confirm the latest levy rates, salary norms, and requirements on MOM's official site, as these are updated periodically.

There are three main routes: (1) THROUGH AN AGENCY (new worker from source country) — the agency recruits, trains, and handles the full work-permit + administrative process. Most convenient + the default for first-timers; you pay a placement fee for that convenience + support (and the replacement guarantee). Best for: first-time employers, those who want hand-holding + a replacement safety net. (2) DIRECT HIRE (DIY) — you handle the hiring + MOM paperwork yourself without an agency (e.g. re-hiring a helper you know, or one recommended by family). Cheaper (no agency placement fee) but you take on ALL the admin (work permit, levy, bond, insurance, medical, Settling-in Programme) + have no agency replacement support if it goes wrong. Best for: experienced employers, or hiring a known/recommended helper. (3) TRANSFER MAID (via agency) — you hire an MDW already working in Singapore who wants to switch employers. KEY ADVANTAGES: you can INTERVIEW HER IN PERSON (not just read biodata), get REFERENCES from her current SG employer, she's already adjusted to Singapore + often needs less training, and it's usually FASTER + lower upfront cost than flying in a new worker. KEY CAUTION: ask why she's transferring + check references carefully. Best for: employers who want to meet the helper first, need someone to start sooner, or prefer SG-experienced help. RULE OF THUMB: first-timers who want maximum support → full-service agency (new); want to meet + assess first / faster start → transfer maid; experienced + hiring someone known → consider direct hire. Whichever route, the worker must be properly documented through MOM. Confirm the current process on MOM's official site.

Hiring a helper comes with legal + ethical responsibilities — getting these right protects both of you and is the foundation of a good working relationship: (1) WORK PERMIT + LEVY — keep the work permit valid and pay the monthly FDW levy on time (via GIRO is easiest). (2) SALARY — pay the agreed salary in full and on time, every month, and keep records/acknowledgement. (3) REST DAY — provide a weekly rest day; if both sides agree to work on a rest day, provide compensation in lieu as per MOM rules. (4) INSURANCE + MEDICAL — maintain the mandatory MDW medical + personal-accident insurance, and arrange the 6-monthly medical examination (6ME). (5) SAFE, DECENT ACCOMMODATION + ADEQUATE FOOD — provide proper accommodation and sufficient nutritious food (or a food allowance). (6) SETTLING-IN PROGRAMME — first-time MDWs must attend the SIP within their first days in Singapore. (7) SAFETY — follow MOM's rules on safety (e.g. no unsafe window-cleaning of exterior windows). SETTING HER UP FOR SUCCESS: (1) Communicate expectations clearly + kindly from day one (duties, routines, house rules) — ideally written down, in a language she understands. (2) Give her time + training to adjust, especially a first-timer or someone new to your household's needs (infant care, eldercare, pets). (3) Respect her rest, privacy, and personal time — a well-rested, fairly-treated helper does better work + stays longer. (4) Keep her phone/communication access reasonable so she can stay in touch with family. (5) Handle issues through conversation first; if there's a serious dispute, MOM + the agency can help mediate. A fair, respectful employer relationship is not just the right thing to do — it's also the best way to retain a good helper. Always check the current employer obligations on MOM's official website, as rules are updated periodically.