How to Hire a Live-In Caregiver
From first consultation to settling in — a transparent, step-by-step process. Typically 1–2 weeks for local transfers, or 3–4 weeks for overseas recruitment.
Four Steps, Start to Finish
Every placement follows the same structured process, whether you’re hiring your first caregiver or your third.
STEP 01:
Consultation
- Free, no-obligation needs assessment
- Assess care recipient's medical conditions & daily needs
- Discuss language and personality preferences
- Full cost breakdown: salary, fees, levy, insurance
- First-time employers: MOM's 3-hour Employer's Orientation Programme (EOP)
STEP 02:
Selection
- Pre-screened profiles matched to your needs
- Detailed biodata: qualifications, experience, languages
- In-person or video interviews
- Final choice is always yours
STEP 03:
Processing
- Work permit application under MOM's MDW scheme
- Embassy processing for overseas hires
- Medical & personal accident insurance arranged
- Pre-placement training tailored to your care recipient
STEP 04:
Deployment & Settling-In
- Arrival pick-up arranged
- Regular check-ins during the first two weeks
- Ongoing refresher training & helpline support
- Optional nursing-team home visits
At What Cost
Full transparency — every figure below is discussed and confirmed during your free consultation.
Eldercare Helper
Caregiver (specialised skills)
Private Nurse (Diploma/BSc)
Other monthly costs:
- Foreign Domestic Worker levy: $300 standard, or $60 concessionary if the care recipient is 67+, has a disability, or your household has a child under 16
- Medical & personal accident insurance: roughly $30/month
- Food & living expenses: roughly $200–$400/month
Home Caregiving Grant
Up to $600/month, administered by the Agency for Integrated Care (AIC). Requires a care needs assessment — we can point you to how to apply.
Caregivers Training Grant
Up to $200/year to support caregiver training and skills development.
Levy Concession
Cuts the monthly levy from $300 to $60 — a saving of roughly $2,880/year — for eligible households.
ElderShield/CareShield Life and Pioneer/Merdeka Generation support may also apply depending on your situation — we’ll check your eligibility during consultation. Our agency fee covers sourcing, pre-screening, in-house training, profile matching, documentation processing and post-placement support, confirmed upfront with no hidden charges. If a placement doesn’t work out within the first 6 months, we offer a partial refund of at least 50% (terms discussed upfront, some exceptions apply).
MOM Requirements — What Employers Need to Know
Live-in caregivers in Singapore are hired under MOM’s Work Permit for Migrant Domestic Worker (MDW) scheme. We handle the paperwork end-to-end, but here’s what MOM requires of you as the employer.
- Application: $35 application fee. Approval typically within 1 week via the FDW eService (3 weeks by paper form). Written consent from the caregiver is required before applying.
- Before arrival: Non-Malaysian MDWs require a security bond and mandatory medical + personal accident insurance, arranged before the caregiver arrives.
- First-time helpers: If it's the caregiver's first time working as an MDW in Singapore, we register her for MOM's Settling-In Programme (SIP) within 7 days of arrival (excluding Sundays and public holidays) — she attends, we handle the registration. A medical examination is required within 14 days for every caregiver.
- Issuance: $35 issuance fee. The Work Permit is generally issued within 2 weeks of arrival — first as a temporary 1-month permit, followed by the physical card.
- Validity: Work Permits are valid for up to 2 years, and renewable — we handle the renewal paperwork.
- Levy concession: Lower-income employers or seniors may qualify for Joint-Income or Sponsorship schemes to ease affordability.
Source: Ministry of Manpower, Work Permit for Migrant Domestic Worker (mom.gov.sg). Requirements and fees are set by MOM and may change — we’ll always confirm the current figures during your consultation.
Communicating Well From Day One
- Set expectations early — discuss during the interview and document them in a written contract
- Daily check-ins for day-to-day updates, plus a weekly sit-down for bigger concerns
- Create an open environment — their observations matter for the care recipient's wellbeing
- Address conflicts early and constructively, using "I feel..." statements rather than accusations
- Include the care recipient in conversations where possible — it preserves their dignity and gives you better insight
Ready to start?
Book a free, no-obligation consultation and we’ll walk you through every step.