Frequently Asked Questions

On Employing a Foreign Domestic Worker

All Singapore citizens, Permanent Residents and expatriates (holding valid employment or work passes), having a valid reason to employ a Foreign Domestic Worker (FDW) at their residence, are eligible to apply but subject to MOM approval. For expatriate employers, they have to declare that their family members are living with them upon application.

Employers are required to pay a Foreign Domestic Worker (FDW) monthly levy of $265 (normal) or $60 (concessionary). Levy charges begin on the fifth day after the FDW arrival in Singapore, including the day of arrival.

Levy Payment should be made via GIRO only. The FDW's Work Permit (WP) will be cancelled if the employer fails to maintain a valid GIRO account. Employers can view their levy bills online using the Internet Foreign Worker Levy Billing (iFWLB) System via SingPass.

An employer is eligible for a levy concession for each FDW (max. for two FDWs for each household) if he/she satisfies conditions set by MOM. Generally, a household that has a child/grandchild who is a Singapore Citizen below 12 years old or an elderly (Employer/Spouse/Parent/parent-in-law/grandparent/gandparent-in-law) who is a Singapore Citizen aged 65 years old or above may be eligible to apply for a levy concession but subject to MOM approval. Besides, a household living with a person with disability may also be eligible for levy concession. For further details on conditions and application procedures, please contact us at 6665 8199.

For Indonesian FDWs:

For Indonesian FDWs, their monthly salary is $550 depending on their working experience and capabilities. For Filipino FDWs, their monthly salary ranges from $550 to $580 depending on their working experience and capabilities.

On Nation’s Quality Control and Services

Our FDWs are personally interviewed by our staff and they have to go through various stringent screenings in order to be selected for employment in Singapore. The FDWs are first recruited by our provincial recruiters and then transported to Training Centres. At the training centres, only those applicants that are considered suitable by the standards set by the Ministry of Manpower in Singapore (MOM) will be shortlisted for the first round. Applicants must further meet the preliminary physical, mental and attitude requirements set by our agents before they can proceed for the second round selection.

Those FDWs selected will go through the training programmes in the designated training centres. It is here that those with undesirable work attitude and poor learning capabilities will be disqualified. Essentially, only good candidates be offered a job in Singapore.

All FDWs’ profiles are stored in our common server (using SingTel Megapop system that provides real-time access of database to all of our branches). This could prevent double selection by different employers.

We will do our best to provide the so called "1-in-1-out" service to the employers as we understand that employers usually need the replacement FDW immediately after their existing FDW has been transferred. We will do our best to match the timing while at the same time abide by MOM’s regulations and formalities.

Yes. At Nation, we do offer webcam and/or telephone interview for choice of FDW not in Singapore,so to facilitate the selection. Due to the accessibility of some remote centers, prior notice is required for arrangement of such interview.

Inevitably, some qualified FDWs may not be found to be suitable for employers due to personality or compatibility issues. In such instances, we do provide counseling services to the FDWs and advisory service to the employers. After the necessary assessment, if the existing FDW needs to be transferred, we will provide the employer replacement as soon as possible.

We value our customers. At Nation, we are committed to providing excellent before and after-sales service to all of our customers. We provide loyalty programmes and a full-range of services that includes counseling of the FDW, renewal of work permit and passports, home-leaves, endorsement of embassy document, replacement of FDWs, upgrading skill courses, arrangement of air-tickets, and repatriation of the FDWs upon completion of their contracts. We also provide 24 hrs hotline services (by their native speaking counselors) to your FDW if they need additional assistance.

We offer several service packages comprising of different FDWs replacement entitlements and fees. We could customize the service package to the employer if necessary.

ECTC Caregiver's Course

We accept cash, Nets, Cheques and Credit card payment for fees generated. Additionally, we offer 0% installment service for repayment of placement fees enhanced by the selected banks. However, please speak to our customer service officers should you require other payment mode. Our priority is to provide convenience to our customers.

We have a refund policy on the balance of the advance payment in the event the FDW is returned and successfully transferred to a new employer. This policy is conditional upon the employers not breaching any of the clauses stated in the service agreement between the employer and the agency.

On FDW Current Policies

The employers are required to take care of their FDW medical expenses in Singapore. Therefore, all FDWs need to be covered with adequate insurance. This is compulsory before a work permit can be issued by MOM. The new insurance policy requires the FDW to be covered with a minimum sum of S$15,000 per year for hospitalization claim. The sum is in line with the new hospitalization subsidy regulation. It is also compulsory for employers to take up a Personal Accident Insurance policy for their FDWs before they can employ the FDW. The minimum sum assured should be $40,000. Nevertheless, we would advise employers to upgrade the FDW insurance policy to an even better coverage to meet higher-than-expected bills arising from the FDW hospitalization expenses.

Yes, the employer can repatriate the FDW without going through the agency as long as such action does not breach any of the clauses in the service agreement between the employer and the agency. However, we would strongly advise the employer to repatriate the said FDW via our agency, so that we could discharge your responsibilities (if any) to protect your interest.