Direct hiring involves an employer personally selecting a domestic helper from the home country, rather than adopting a locally based transfer helper. While this approach can offer more control over the selection process, it’s crucial to adhere to both Singapore’s Ministry of Manpower (MOM) regulations and the Philippines’ Department of Migrant Workers (DMW) requirements.
Legal Requirements and Procedures
- POEA Accreditation: Employers must engage with a Philippine Overseas Employment Administration (POEA)-accredited agency to process the employment of Filipino domestic workers. This ensures the protection and welfare of the workers.
- MOM Regulations: In Singapore, employers must comply with MOM’s guidelines, which include obtaining a valid work permit for the domestic helper and ensuring they meet the eligibility criteria.
- Documentation: Necessary documents include the employment contract, medical examination reports, and proof of accommodation arrangements.
Eligibility Requirements
🧑 Employer (in Singapore):
- Must be at least 21 years old, not bankrupt, and mentally capable of navigating employer responsibilities
- Financial ability and caregiving need are assessed by MOM
- First-time employers must attend an Employer Orientation Programme (EOP) before applying for a work permit.
đź‘© Helper (from the Philippines):
- Age range typically between 23 – 50, with at least 8 years of formal education
- Must hold NC II certification in domestic work, be medically fit, fully vaccinated including booster, and pass PEOS/PDOS requirements under POEA/OWWA
Benefits & Challenges of Direct Hiring
âś… Pros:
- Greater control over selection and interview
- Possibly lower overall cost compared to full-service transfers
- Opportunity to engage helpers based on personal referrals
⚠️ Cons:
- Complex legal environment—must comply with both Singapore (MOM) and Philippines (POEA/POLO) requirements
- Additional bureaucratic steps such as verified contracts, OEC, PDOS, and insurance
- Risk of delays and unforeseen documentary rejections
- Limited support during disputes or integration issues without agency backup
How JL Recruitment Agency Adds Value
Expert document management
Verifying contract with POLO, preparing documents for OEC processing, and ensuring compliance
Streamlined processing
Coordinating courier logistics, helping with embassy submissions, and reducing delays
Support for training requirements
Ensure helper attends medical, PEOS, PDOS, insurance application, and NC II certification
Post-placement support
Mediation, adjustments, settling‑in feedback, and follow‑up through your agency network
Transparency in cost breakdowns
Clear budgeting avoids surprises and hidden fees
While direct hiring of Filipino maids in Singapore offers certain advantages, it’s imperative to approach the process with a thorough understanding of the legal landscape. Employment agencies, even in a supportive capacity, can provide invaluable assistance to ensure a smooth and compliant hiring experience. By partnering with our agency, employers in Singapore enjoy the benefits of a direct recruitment approach, while minimizing risks and ensuring a smoother, legally compliant process from interview to arrival.
