Singapore Maid Insurance Premium Calculator 2026 — MOM Mandatory FDW Coverage Requirements, S$300 vs S$60 Concessionary Levy Eligibility, Total Annual Foreign Domestic Worker Employment Cost Breakdown & First-Year vs Recurring Expenses

MOM mandates that all Singapore employers of Foreign Domestic Workers (FDWs) must purchase and maintain valid insurance throughout the FDW’s employment. Mandatory requirements (2026): (1) Personal Accident (PA) insurance: minimum sum assured of S$60,000; must cover death and permanent disability from accidents; payable to the FDW or their next-of-kin; (2) Medical insurance: minimum S$15,000 per year coverage; must cover inpatient hospitalisation and day surgery in Singapore; must include co-insurance (insurer pays at least a portion of the bill even if FDW is partially at fault); (3) Repatriation insurance/costs: employer must ensure the FDW can be repatriated if they are permanently incapacitated, seriously ill, or the employment is terminated under specific circumstances; most insurance plans include a S$5,000–S$8,000 repatriation benefit; (4) Validity: insurance must remain valid throughout the work permit validity period; must be from an MOM-approved insurer. Penalties for non-compliance: financial penalties up to S$5,000; potential ban from hiring FDWs; debarment from all MOM permit applications. MOM-approved insurers (2026): AIA Singapore, Great Eastern Life, NTUC Income, FWD Singapore, HL Assurance, Tokio Marine, Etiqa Insurance, MSIG Insurance, Direct Asia, various others. Purchase through: mom.gov.sg directly → FDW insurance portal; or through the insurer’s website or mobile app; or through an insurance agent/broker. The insurance must be uploaded and confirmed in MOM’s FDW portal — a paper certificate alone is insufficient.

The FDW levy is a monthly government fee paid by Singapore employers to MOM as part of the foreign worker levy system. Levy rates 2026: standard levy: S$300 per month (S$3,600 per year); concessionary levy: S$60 per month (S$720 per year); the standard and concessionary rate difference: S$240/month = S$2,880/year = S$5,760 over a 2-year contract. Concessionary levy eligibility: you qualify if your household includes at least ONE of the following Singapore citizens or PRs: a child aged 16 or below (as at 1 January of the relevant year — age is assessed at start of year, not monthly); an elderly person aged 67 or above (as at 1 January); a person with a certified disability who requires assistance with activities of daily living. How to apply for concessionary rate: apply online at mom.gov.sg → FDW portal → levy concession; provide supporting documentation (child’s NRIC or birth certificate, elderly person’s NRIC, or disability certification); MOM processes within 3–5 business days; concession applies from next billing cycle. Multiple FDWs: if you employ two FDWs: first FDW: can be at concessionary rate (if eligible); second FDW: typically pays standard rate regardless of eligibility. Losing eligibility: if the qualifying household member reaches 17 (child), or the qualifying elderly person passes away, you must inform MOM and the levy reverts to standard; failure to inform MOM when eligibility ends can result in penalties. Practical note: levy is deducted monthly from the employer’s GIRO-registered bank account — set up GIRO at MOM during the work permit application process.

Singapore maid insurance coverage and exclusions 2026: standard coverage (across most plans): Personal Accident death and permanent disability (minimum S$60,000); hospitalisation and day surgery for illness or injury in Singapore; repatriation costs (air ticket, medical escort if required); emergency dental treatment resulting from accident (many plans); ambulance fees; some plans include FDW substitute cost during hospitalisation. Common optional add-ons: fidelity/theft guarantee (if FDW steals from employer or household): typically S$5,000–S$15,000; employer’s personal liability (if FDW causes bodily injury or property damage to a third party): typically S$250,000–S$500,000; additional medical coverage above MOM minimum; critical illness for FDW; mental health treatment (very few plans include this). Common exclusions across most Singapore maid insurance plans: pre-existing conditions of the FDW (at time of policy purchase): if the FDW has a known medical condition (diabetes, hypertension), claims related to this may be excluded; pregnancy and childbirth: expenses related to pregnancy, childbirth, miscarriage are typically excluded; sexually transmitted infections; self-inflicted injuries; accidents while performing hazardous activities not related to domestic work; dental treatment (unless from accident in many plans); outpatient treatment: only hospitalisation (not outpatient visits); FDW’s family back home: the insurance only covers the FDW while in Singapore. Common claims in Singapore maid insurance: musculoskeletal injuries (back, ankle, knee): most common for active domestic workers; dengue fever: periodic outbreaks make this a frequent claim; typhoid and food-related illness; hand/arm injuries from kitchen work; accidental falls.

Singapore maid insurance claim process 2026: when to use the insurance: if your FDW is injured in an accident (fall, kitchen injury, traffic accident): file a PA claim; if your FDW requires hospitalisation for illness or surgery: file a medical claim; if your FDW needs to return to their home country due to serious illness/incapacity: file a repatriation claim. Immediate steps on accident/injury: ensure the FDW receives necessary medical treatment first — this is the priority; take your FDW to an A&E or polyclinic as appropriate for the severity; for serious accidents: call 995 for ambulance; notify the insurer’s 24-hour hotline immediately (required in most policies); for certain accidents, you must also report to MOM (serious workplace injuries). Documentation required: completed insurer claim form (download from insurer’s website); medical reports and bills from Singapore-registered hospital or clinic; FDW’s work permit copy; police report (if accident involves third parties or criminal elements); FDW’s statement (for PA claims); proof of relationship between accident/illness and the claim. Submission timeline: most insurers require claim submission within 30–60 days of the incident; submit even if you’re waiting for more bills — notify the insurer and submit supplemental claims; for hospitalisation: pre-authorise with the insurer if possible before non-emergency admission. Reimbursement vs cashless: some Singapore hospitals work directly with maid insurance panels for cashless hospitalisation; most claims: pay upfront, submit for reimbursement within 2–4 weeks. If the claim is denied: request a written reason; provide additional medical evidence; escalate to FIDReC (Financial Industry Disputes Resolution Centre) if disputes persist.

If your FDW falls ill or is injured in Singapore 2026 — employer obligations and insurance response: immediate obligations (MOM rules): employer must arrange and pay for medical treatment; you cannot refuse or delay treatment — this is a MOM condition of employment; if the FDW cannot work due to medical reasons: you cannot deduct salary during certified sick leave; statutory sick leave for FDWs: unlike employees under the Employment Act, FDWs are not entitled to paid sick leave under the EA; however, MOM’s standard employment contract typically provides 14 days paid sick leave and 60 days hospitalisation leave (terms vary by individual contract). Insurance claim triggers: illness requiring hospitalisation: file a medical insurance claim; accident causing injury: file a PA claim (if permanent disability/death, S$60,000+ payout); infectious disease (dengue, COVID-19 complications): file medical claim if hospitalised; surgical requirement: file medical claim (cover up to plan medical limit). Costs during recovery: medical bills: insurance covers up to the plan limit; employer pays the balance; replacement FDW during hospitalisation: some plans provide a lump-sum benefit (typically S$300–S$500) to help cover a substitute’s cost; salary during recovery: if the FDW is certified unfit to work, most employment contracts provide continuation of salary during the recovery period (this is part of the employer’s contractual obligation, not insurance). If the FDW cannot return to work: permanent incapacity from accident (PA insurance pays the S$60,000+ death/disability benefit); terminal illness: the employer is obligated to arrange repatriation; repatriation insurance covers the air ticket and medical escort cost (typically S$5,000–S$8,000); the employer must bear the cost of repatriation if not covered by insurance. MOM FDW hotline: 1800-339-5505 for employer guidance on managing FDW medical situations.

Singapore maid insurance — insurer choice 2026: MOM does NOT specify a single mandatory insurer; you can purchase maid insurance from any MOM-approved insurer. The choice of insurer and plan is the employer’s, subject to meeting MOM’s minimum coverage requirements. MOM-approved insurers offering maid insurance in Singapore (2026): AIA Singapore; Great Eastern Life; NTUC Income; FWD Singapore; HL Assurance (a Great Eastern subsidiary); Tokio Marine; Etiqa Insurance (Maybank-Ageas); MSIG Insurance; Direct Asia; Chubb. Where to purchase: directly from insurer’s website or app (often cheapest, no intermediary fee); through mom.gov.sg’s FDW portal (links to approved insurers); through an insurance agent or broker (convenience, but may add fee); through maid agency as a package (convenient but check if price is competitive). Price comparison: maid insurance prices are not regulated; compare across multiple insurers before purchasing; comparison sites: comparefirst.mas.gov.sg (official MAS comparison), MoneySmart.sg, SingSaver.com.sg; annual premium differences between insurers for equivalent coverage can range from S$50 to S$200 for standard plans. What to compare beyond price: medical coverage limit (S$15,000 vs S$40,000 vs S$60,000+); claims process reputation (check Google reviews for insurer’s claims responsiveness); cashless hospital network (if any); additional riders included as standard; renewal process complexity. MOM portal verification: after purchasing, the insurer must upload the policy to MOM’s FDW portal within 3–5 days; verify at mom.gov.sg that the insurance is registered under your FDW’s work permit number; this is your proof of compliance.

Complete first-year FDW employment cost in Singapore 2026 (illustrative, salary S$650/month, standard levy, standard insurance, via agency): one-time costs: agency fee: S$1,500–S$5,000+ (varies widely; Indonesia ~S$1,500–2,500; Philippines ~S$2,000–5,000; in-Singapore transfer ~S$500–S$1,500); MOM work permit application fee: S$35; Settling-In Programme (SIP): S$75 (new FDW, first-time employers — both FDW and employer must attend online/in-person); arrival medical examination: S$60–S$80; total one-off costs: approximately S$1,670–S$5,190 (excluding air ticket if employer-paid). Annual recurring costs: salary (S$650/month × 12): S$7,800; standard levy (S$300/month × 12): S$3,600; insurance (standard plan): S$450; bi-annual medical exams: S$140; work permit renewal (amortised S$35/2yr): S$18; total annual recurring: approximately S$12,008. First year total: S$12,008 + S$1,670–S$5,190 = approximately S$13,678–S$17,198 for the first year. Subsequent years: approximately S$12,008/year recurring; monthly average (recurring): approximately S$1,001/month. Levy concession saves S$2,880/year: if eligible, annual recurring reduces to approximately S$9,128/year; monthly average with concession: approximately S$761/month. Note: some Singapore employers provide a rest day payment (if FDW works on their rest day), additional allowances, or annual bonus — these are contractual additions not included in the base calculation. Plan on approximately S$800–S$1,100/month for a standard FDW employment arrangement in Singapore in 2026.

Singapore’s Settling-In Programme (SIP) 2026: the SIP is a mandatory orientation programme for FDWs arriving in Singapore for the first time. Who must attend: the FDW: must complete SIP within 3 days of arriving in Singapore; first-time employers: employers who are hiring their first FDW must complete the Employer Orientation Programme (EOP); first-time FDW: any FDW new to Singapore regardless of employer’s experience. SIP content (for FDW): safety at home (fire, gas, fall prevention); FDW’s rights and responsibilities in Singapore; how to seek help (MOM helpline, FDW support organisations); employer’s rights and responsibilities. Employer Orientation Programme (EOP) content: FDW recruitment process; work permit conditions; salary and employment contract obligations; MOM regulations for FDW employment; safety standards for domestic work. Cost: FDW SIP: S$75 per session (paid by employer); EOP for first-time employers: also S$75 per session. Format: FDW SIP: in-person (typically conducted by MOM-accredited centres); EOP: online (self-paced, can be completed before the FDW arrives). SIP providers in Singapore (2026): MOM accredits specific providers; major SIP providers: NTUC Employment Cluster, National Trades Union Congress, Centre for Domestic Employees (CDE); check the current accredited provider list at mom.gov.sg. Is SIP required for subsequent FDWs? If you’ve previously hired an FDW: EOP exemption (you’ve done it before); fresh FDW to Singapore: must still complete SIP; FDW who has previously worked in Singapore with another employer: may be SIP-exempt; the agency or MOM can confirm SIP exemption status based on the FDW’s employment history in Singapore.

Singapore FDW employment termination obligations 2026: termination scenarios and obligations: mutual termination (contract ends): employer must: pay all outstanding salary; provide sufficient notice (as per employment contract, typically 1 month or salary in lieu); arrange and fund repatriation (air ticket) back to FDW’s home country or to another employer in Singapore if transferring; complete end-of-permit formalities at MOM within 1 week of the FDW’s departure from Singapore. Termination for misconduct (by FDW): same salary and repatriation obligations apply; may file a police report if criminal offence involved; cannot withhold salary as “punishment” — still must pay salary owed; MOM can investigate employer conduct if the FDW lodges a complaint. Termination for cause (by employer): if FDW’s conduct warrants termination, employer still must: pay salary due up to the termination date; provide 1 month notice or salary in lieu (unless the employment contract specifies otherwise); fund repatriation. If FDW is on hospitalisation: cannot terminate FDW’s employment while they are hospitalised and unfit to travel; must wait until they are well enough to travel or complete medical treatment; you remain liable for medical costs above insurance coverage during this period. Repatriation costs: employer must fund the FDW’s air ticket home; MOM allows employers to reclaim some repatriation costs from the FDW’s final salary in certain circumstances; repatriation insurance typically covers S$5,000–S$8,000 of repatriation costs (air ticket + medical escort if needed). Security bond: if you posted a S$5,000 security bond (for non-Malaysian FDWs): the bond is returned after the FDW departs Singapore and the work permit is cancelled in MOM’s system; MOM may forfeit part or all of the bond if the FDW overstays or if employer obligations are not met. MOM’s Migrant Worker Centre helpline: 6536-2692 can clarify specific termination scenarios.

Singapore FDW rest days 2026: the Employment of Foreign Manpower Act (EFMA) mandates that all FDWs in Singapore are entitled to one rest day per week (approximately 52 days per year). Rest day provisions: the specific rest day should be agreed between the employer and FDW; it does not have to be a Sunday — it can be any day of the week agreed upon; the rest day is paid (FDW still receives their daily salary for the rest day even if not working). If the FDW works on their rest day: the employer must pay compensation; compensation options: pay an additional day’s salary (i.e., the rest day rate + normal salary) OR allow the FDW to take a replacement rest day (off in lieu) within the same month; many Singapore employers pay the extra day’s salary for rest day work. MOM’s rest day rules: these rules apply from 1 January 2013 to all FDWs regardless of nationality; the Philippines Overseas Employment Administration (POEA) additionally mandates specific rest day terms for Philippine FDWs — verify with your agency; non-compliance with rest day provisions: if the FDW files a complaint with MOM for rest day violations, the employer can face penalties and debarment; MOM takes rest day compliance seriously — it is part of Singapore’s commitment to FDW welfare. Indonesian and Philippine embassy requirements: both the Indonesian Embassy (KDEI Singapura) and Philippine Overseas Labor Office (POLO Singapore) have their own standard employment contracts and requirements; for Filipino FDWs, the Philippines government mandates specific welfare provisions that are more stringent than MOM’s minimum; ensure your employment contract with a Philippine FDW meets both MOM and POLO requirements.

Singapore FDW Work Permit renewal checklist 2026: work permit validity: check the current expiry date at mom.gov.sg → FDW portal → View details; renewal should be initiated at least 6 weeks before expiry; MOM sends SMS/email reminders approximately 3 months before expiry. Work permit renewal process: apply online at mom.gov.sg (employer must do this, not the FDW or agency); renewal fee: S$35 (paid online by credit/debit card); processing time: typically 2–5 business days; once approved: a new in-principle approval (IPA) is issued; the FDW may need a new medical examination if MOM requires it. Insurance renewal: FDW insurance must be renewed before or simultaneously with the work permit; many Singapore insurers link renewal to the work permit validity period; ensure insurance is active on the first day of the new permit period; upload new insurance policy to MOM’s FDW portal. Medical examination: MOM may require a repeat medical examination if the FDW has been employed for 2+ years; standard FDW medical examination (for STIs, TB, pregnancy): conducted every 6 months for all FDWs already employed in Singapore (mandatory bi-annual test); conducted at approved clinics and uploaded directly to MOM. Salary adjustment: if you plan to adjust the FDW’s salary on renewal: discuss and agree with the FDW before the renewal; update the service agreement/employment contract; MOM does not set a minimum salary but requires the agreed salary to be honoured. Security bond: the S$5,000 security bond (non-Malaysian FDWs) typically transfers to the new permit period automatically if the same employer is renewing — confirm with MOM if bond needs renewal. Levy rate check: at renewal, confirm if your concessionary levy status is still applicable; if the qualifying household member (child/elderly/disabled) status has changed, inform MOM.

FDW and CPF (Central Provident Fund) in Singapore 2026: CPF contributions for FDWs: no — FDWs (Foreign Domestic Workers) are NOT entitled to CPF contributions; CPF only applies to Singapore citizens and permanent residents employed under the Employment Act; FDWs are employed under the Employment of Foreign Manpower Act (EFMA), not the Employment Act; the employer has no obligation to make any CPF contributions for their FDW. What FDWs receive instead of CPF: the full salary must be paid in cash/bank transfer (no CPF deductions from FDW salary); rest day compensation as described above; mandatory insurance (PA + medical) provided by employer; accommodation and food provided by employer (or food allowance). Benefits the FDW does NOT receive (unlike Singaporean employees): CPF; maternity leave pay (though some employer contracts provide a month’s leave); Employment Act protections (FDWs have EFMA protections instead). Insurance is the primary protection: since FDWs have no CPF savings and no Social Security in Singapore: the mandatory maid insurance (PA + medical) is the FDW’s only formal financial protection in Singapore; this is why MOM requires it and enforces renewal compliance. Voluntary insurance beyond MOM minimums: some employers, out of goodwill or obligation under source-country requirements, purchase higher medical coverage, critical illness riders, or disability coverage for their FDWs — this is not mandatory but reflects good employer practice. Payment method: MOM requires salary to be paid by the 7th of each month or earlier; payment via GIRO to FDW’s bank account is recommended (creates a record and prevents salary disputes); cash payment is still accepted but requires a receipt signed by the FDW.

Singapore FDW security bond 2026: the security bond is a requirement for employers of non-Malaysian FDWs. Amount: S$5,000 per non-Malaysian FDW. What it is: the employer acts as guarantor — signing a S$5,000 bond that MOM can forfeit if the FDW overstays her work permit or the employer fails to uphold certain conditions. Form of bond: bank guarantee or insurance bond (most common, cheaper than bank guarantee); the employer pays an annual premium of approximately S$50–S$100 for an insurance company to stand as bond guarantor; the employer does not physically deposit S$5,000 — the insurance company guarantees the S$5,000 to MOM on your behalf. When is the bond forfeited: if the FDW overstays in Singapore (remains after permit expires); if the employer fails to repatriate the FDW when required; serious breach of Work Permit conditions; the FDW is found working for another employer illegally. Bond renewal: the security bond must be renewed every time the work permit is renewed; your maid insurance provider often offers combined insurance + bond renewal in one policy. Malaysian FDW exception: Malaysian FDWs do not require a security bond; this is a historical arrangement reflecting the close Singapore-Malaysia relationship. Refund of bond: if the security bond is in insurance format (most common): no cash refund occurs — the annual insurance premium is the cost; if the security bond was a bank guarantee (less common): the bank guarantee is released when the work permit is cancelled and the FDW has departed Singapore; MOM confirms the cancellation and releases the guarantee. Bond holder verification: some Singapore maid agencies purchase the bond on the employer’s behalf — ensure the bond is in your name, not the agency’s name; if the agency holds the bond, you may not control its renewal or release.

Comparing Singapore maid insurance premiums 2026 — systematic approach: Step 1 — Determine the coverage you need: decide on medical coverage level: S$15,000 (basic/MOM minimum), S$40,000 (standard), or S$60,000+ (comprehensive); decide on optional add-ons: fidelity guarantee, personal liability, higher PA sum assured. Step 2 — Get quotes from multiple sources: direct from insurers: AIA, NTUC Income, FWD, Great Eastern (HL Assurance), Tokio Marine, Etiqa, MSIG; online comparison: comparefirst.mas.gov.sg (MAS official platform); comparison sites: MoneySmart.sg for premium comparison; MOM’s FDW portal: links to approved insurers with standardised plan information. Step 3 — Compare on these dimensions: annual premium (the obvious one — but not the only factor); medical coverage limit (S$15K vs S$40K vs S$60K per year); PA sum assured (S$60,000 or above); fidelity/theft coverage (included or add-on); personal liability (included or add-on); excess/deductible (amount you pay before insurance kicks in); claims reputation (search insurer name + maid insurance claim on Google or Seedly); renewal process (some insurers have seamless MOM portal integration, others require manual upload); 24-hour helpline (critical for accident emergencies). Step 4 — Watch for exclusions: check the specific medical conditions excluded; check if existing illnesses are excluded; check the definition of accident vs illness for PA claims. Step 5 — Consider multi-year policy: some Singapore insurers offer 2-year maid insurance (matching typical WP validity); reduces annual admin but requires larger upfront payment; ensure premium is competitive over 2 years. Typical premium range comparison (standard plan, S$40K medical coverage, 2026): lowest: approximately S$330–S$380/year; mid-range: S$380–S$490/year; premium: S$490–S$600/year; the cheapest plan from an insurer with poor claims reputation may cost more in the long run — a denied claim for a S$20,000 hospitalisation is financially devastating.

Singapore MOM FDW portal and key employer tools 2026 — a practical guide: Main portal: mom.gov.sg → FDW section. Key tasks you can complete online: work permit application (new FDW hire): upload employment contract, FDW’s passport, medical clearance; work permit renewal: submit online 6–8 weeks before expiry; insurance purchase/renewal: link to MOM-approved insurers; upload insurance policy certificate; levy payment: GIRO setup and payment history; concessionary levy application: apply and track status; FDW profile management: view current status, permit validity, insurance status; termination: cancel work permit when FDW leaves or employment ends; work permit in-principle approval (IPA): download and print for FDW’s entry to Singapore. MOM’s FDW mobile app: available on iOS and Android; allows: checking FDW’s permit status, verifying insurance coverage dates, viewing levy payment history, receiving renewal reminders; useful for real-time monitoring without logging into the full portal. Important MOM contacts: MOM main line: 6438-5122; FDW employer hotline: 1800-339-5505; Centre for Domestic Employees (CDE): 1800-2255-233 (FDW welfare support); Foreign Worker Helpline: 6438-5122. MOM’s FDW educational resources: FDW employer guide (downloadable PDF from mom.gov.sg); Employment of Foreign Manpower Act (EFMA) full text; Standard Employment Contract templates (English and FDW’s language). Key regulatory references: Employment of Foreign Manpower Act (EFMA) Cap. 91A; Employment of Foreign Manpower (Work Passes) Regulations 2012; MOM’s FDW employer handbook (updated periodically, downloadable from mom.gov.sg).

Singapore FDW absconding — employer obligations and MOM process 2026: an FDW who leaves employment without the employer’s knowledge or consent is considered to have “absconded.” Immediate steps: report to MOM within 7 days of discovering the FDW has left: go to mom.gov.sg → FDW → Report FDW as absent; or visit a MOM service centre in person; if you suspect criminal activity (theft, harm): also report to Singapore Police Force (SPF) — file a police report at the nearest NPP or online at I-Witness. What happens after reporting: MOM marks the FDW as “absent without leave” in the system; the FDW’s work permit becomes invalid from the date of reporting; the FDW cannot legally work for another employer; the FDW is liable for overstaying if found after permit is cancelled. Security bond implications: if the FDW overstays after absconding: the security bond (S$5,000) may be forfeited; MOM uses the bond to cover administrative costs; as an employer who reported promptly and correctly: MOM generally does not forfeit the bond if you followed the proper reporting procedure. Insurance implications: if the FDW has an accident after absconding but before the permit is cancelled: insurance may still apply if the policy is still valid; once the work permit is cancelled and the insurance expires: no coverage. Locating the FDW: MOM and SPF share information; if the FDW is found, they will be repatriated at the employer’s expense (you may recover some costs from the security bond); if the FDW is found working illegally: both the FDW and the new illegal employer face penalties. Employer rights after absconding: employer can deduct the agency fee from the FDW’s salary if the FDW absconds within a specific period (check your employment contract — most include a clause about this); any unserved notice period costs may be deductible per the employment contract. Preventing absconding: maintain open communication with the FDW; address grievances promptly; ensure working conditions comply with MOM standards and the FDW’s rights are respected.