Domestic Helper Trial Period in Singapore: What to Know

Employers often use “trial period” to mean the first few weeks of observing fit. That can be a useful review window, but it is not a casual test shift. Once the helper is employed and working, salary, food, accommodation, rest, safety and contractual responsibilities apply. Define onboarding milestones without telling either party that the normal rules are suspended until she “passes”.

Separate three documents and three relationships

MOM’s employment-contract guidance encourages a mutually agreed contract covering salary, placement loan, rest days, notice and compensation in lieu of notice. It also says early termination is allowed: either party can give the contractual notice or pay salary in lieu, and notice may be waived by mutual consent. This is the employer-helper relationship.

MOM says an EA’s written service agreement states terms such as replacements, fee refunds and dispute resolution. A marketing phrase like “six-month guarantee” is not enough. Before paying, read what triggers a replacement, how many are included, which additional fees apply, whether selection criteria must remain the same and when the employer must notify the agency.

Use a supported first-month review, not a pass-fail surprise

Give clear instructions, demonstrate appliances and care routines, then watch the helper perform them safely. Review one or two priorities at a time. A new arrival may be adjusting to language, high-rise living and unfamiliar equipment; a transfer helper may still need to learn your household. Distinguish a training gap from dishonesty, unsafe conduct or a fundamental mismatch.

Use observable facts: “the school pickup was missed twice after the route was demonstrated” is more useful than “poor attitude”. Let the helper explain what happened and whether instructions conflicted. Agree on a short correction plan, name the person giving instructions and set a follow-up date. Do not add an ever-growing list of duties just to see how much she can handle.

• What did we explain clearly, and what needs another demonstration?
• Which tasks take longer than the job brief suggested?
• Are instructions coming from more than one person?
• Does the helper have enough sleep, food and weekly rest?
• Is the issue a learnable skill, a communication gap or a core mismatch?
• What specific change will each party try before the next review?

Know what an early ending requires

MOM’s FAQ on ending a two-year MDW contract early says either the helper or employer may terminate before expiry by serving the contractual notice or paying in lieu. It is not a contract breach when the termination clause is followed. Employers must pay the helper before she leaves. Discuss transfer, cancellation or repatriation steps with the agency and MOM; do not simply stop scheduling work or withhold salary.

Where there is a serious safety, abuse, theft or criminal concern, protect people first and use the appropriate authority or professional channel. Do not force a private confrontation or publish allegations. For an ordinary mismatch, notify the agency early, keep factual records and allow a safe transition. The helper must not become homeless or be left without food, medical care or lawful arrangements while the paperwork is resolved.

Understand the six-month service-fee refund separately

MOM’s EA service-fee refund policy requires at least 50% of service fees to be refunded when employment ends within the first six months and the stated conditions are met. The page lists exclusions and requires employers to notify the EA within a reasonable time before cancelling, repatriating or transferring the helper. “Service fees” exclude several government, home-country, training and placement-loan costs.

A refund, a replacement and termination of employment are different outcomes. Ask for an itemised calculation and the agency’s written process. If you want a replacement, do not promise that the outgoing helper can transfer to a particular employer or date until the required parties and Work Permit steps are in place.

How this guide avoids overlap

This guide owns the first-month review and the distinction between employment, agency and Work Permit arrangements. The replacement-handover guide covers overlap and transfer logistics, the agency-fee guide covers commercial terms in depth, and the frequent-change guide explains MOM requirements after repeated changes.

Sources and review note

Reviewed on 24 September 2026 against MOM’s employment-contract, early-termination, EA service-agreement and refund guidance. The review schedule is an editorial management tool, not a new legal probation category. Read your signed documents and confirm unusual cases with MOM or the agency.