Maid Salary in Singapore 2025: Complete Breakdown of Costs, Minimum Wage, and Contract
Seeking accurate information regarding the maid salary in Singapore 2025 is often a major challenge, both for prospective employers and for Foreign Domestic Workers (FDW). Data available from various sources tends to vary and often does not cover the details of other mandatory costs.
A lack of detailed information can have serious consequences. Employers risk violating employment regulations or struggling to recruit quality workers; while workers risk receiving salaries below the required standard. Understanding the salary structure and total costs regulated by the Ministry of Manpower (MOM) is key to ensuring a fair and legal contract.
This article is your complete guide. We will provide a full breakdown of the estimated minimum salary, mandatory costs, and factors that influence the total cost and income. This will help you, as both an employer and a worker, make informational and strategic decisions.
Main Components of a Maid’s Salary in Singapore (FDW)
The income received by a domestic worker (FDW) in Singapore consists not only of a basic monthly salary but also several mandatory allowances and compensation. Understanding these components is important for transparency.
Basic Salary (Monthly Salary)
The basic salary is the agreed-upon monthly amount paid directly to the worker. This amount is the result of negotiation between the employer and the worker (or through an agency). Unlike some other sectors, the Singapore Government (MOM) does not set a national minimum wage for FDWs.
Minimum Salary Based on Country of Origin
Although MOM does not set a national minimum salary, the Embassies of the sending countries often set a minimum salary standard for their citizens to protect their rights.
- Indonesia: Based on guidelines from the Indonesian government (KBRI), the recommended minimum salary tends to range above S$600–S$650. This figure serves as a benchmark for agencies.
- Philippines: The Philippine Government (through the Philippine Embassy) sets a minimum salary that Singaporean employers must meet, which is generally higher than the benchmark of other countries.
The actual agreed-upon salary in 2025 is often above these minimum limits, especially amid fierce competition for quality FDWs.
Day-off Compensation
The FDW is entitled to a minimum of one full day off per week (rest day). If the worker agrees to work on their mandatory rest day, the employer must provide an agreed-upon cash compensation, which is calculated as the mandatory daily allowance.
Read Also: The Fast and Cheap Way to Transfer Money from Singapore: A Real-Time Guide Free of Hidden Fees
Total Cost Analysis for Employers (More Than Just Salary)
For employers, the total cost of employing an FDW far exceeds the monthly salary paid. There are three mandatory components that must be met, strictly regulated by MOM.
Foreign Domestic Worker Levy (Mandatory Levy)
This is a compulsory monthly fee that the employer must pay to the Singapore Government (MOM). Its purpose is to regulate the number of FDWs in the country.
Cost Comparison: The levy amount varies:
- Normal Levy: The standard fee charged to employers without special conditions (generally S$300 or more per month).
- Concessionary Levy: A much lower discounted fee (generally S$60–S$90 per month). An employer only qualifies if there are certain family members who require care, such as the elderly (above 67 years old) or young children (under 16 years old).
Mandatory Insurance
Employers are legally required to provide two main types of insurance:
- Personal Accident Insurance: Must have a minimum coverage of S$60,000 (as per MOM regulations).
- Security Bond: The employer is required to purchase a Security Bond (generally S$5,000) from a bank or insurance company. This Bond guarantees that the employer will comply with all terms of the employment contract and MOM regulations.
Upfront Costs
These are non-routine costs that must be paid at the beginning of the recruitment process.
- Agency Fees: Fees paid to agencies in Singapore for the search and administrative process.
- Medical Examination: FDWs are required to undergo a medical examination before and periodically during employment.
- Training/Orientation: Costs for the Settling-In Programme if this is the FDW’s first time working in Singapore.
Routine Operational Costs
The employer must also bear the following routine costs:
- Food: Providing adequate and suitable food.
- Accommodation: Providing suitable and safe housing.
- Medical Costs: Covering basic medical and hospitalization costs.
Factors Influencing the Increase in Maid Salary in Singapore
The maid salary in Singapore 2025 is heavily influenced by variables beyond the basic provisions. Understanding these factors is crucial for fair negotiation.
Work Experience and Skill Level
- Local Experience: FDWs who have worked in Singapore for a previous employer (called Transfer Helpers) usually demand a higher salary because they are already familiar with the culture and expectations in Singapore.
- Global Experience: Work experience in other countries such as Hong Kong, Taiwan, or the Middle East also increases salary negotiation power.
Specific Additional Skills
Specialized skills are highly valued and can significantly increase the salary.
- Specialized Care: The ability to provide elderly care for those with certain medical conditions, or infant care that requires 24-hour attention. These are highly sought-after skills.
- Household Skills: The ability to cook foreign cuisine (Western, Chinese, Halal) or master specific housekeeping methods.
Language and Education Level
- Good English: The ability to speak good English simplifies communication with the employer and increases work efficiency, which directly affects the salary.
- Formal Education: A higher formal education background is often a reason for employers to offer a better starting salary.
Mandatory Employment Rights and Regulations (MOM)
To ensure a legal and fair contract, employers and workers must comply with the employment regulations set by MOM.
Mandatory Rest Days
The FDW is entitled to a minimum of one full day off per week. If the worker agrees to work on that day, the employer must provide cash compensation. Employers must not force the worker to work on their day off.
Annual Leave and Sick Leave
The worker is entitled to paid annual leave and paid sick leave if the worker is ill and obtains a doctor’s certificate.
Accommodation, Food, and Timely Salary
The employer is required to provide decent, safe, and adequate accommodation. In addition, the salary must be paid in full and on time (at least once a month), and a pay slip must be provided.
Singapore FDW Contract Regulation: All employment terms must be clearly stated in a Standard Employment Contract approved by MOM. Violations of these regulations can lead to serious penalties, including the revocation of the work permit.
Information regarding the maid salary in Singapore 2025 shows that the FDW labor market is a regulated and competitive one. The basic salary is influenced by the country of origin and experience, but the total cost for the employer must also include the mandatory Levy and insurance.
We encourage employers and workers to always refer to the latest MOM Guidelines and ensure that the agreed-upon contract is fair, transparent, and complies with all employment regulations. Honest negotiation is key to building a productive and sustainable working relationship.
Download the Transfez app for easy and affordable money transfers from Singapore to Indonesia!
Don’t just send money, send your love home. Transfez is the money transfer app made by fellow Indonesians, so we totally get your needs here in Singapore. It’s secure, the rates are competitive, and most importantly: you can be calm knowing your family gets instant confirmation. Ready to send your love, no fuss? Download Transfez on your phone now (available on Android & iOS)!
