Insurance requirements for MDWs in Singapore: what employers must know and workers deserve to understand

Every employer who hires a migrant domestic worker in Singapore is required by law to buy three types of insurance before the worker arrives. These are not optional add-ons. They are conditions of the Work Permit. Yet many employers tick the boxes without fully understanding what they have bought — and many workers have no idea what protection they are entitled to.

That gap matters. When something goes wrong — an illness, an accident, a hospital stay — clarity about coverage can make a serious difference to how quickly help arrives and who pays for it.

The three mandatory covers

Medical insurance must provide at least S$15,000 per year for inpatient care and day surgery. This covers hospital bills if your worker is admitted. It does not cover outpatient GP visits, so employers should be prepared to pay for those directly.

Personal accident insurance must provide at least S$60,000 in coverage. This pays a lump sum if your worker suffers a permanent disability or dies as a result of an accident. It is a recognition that domestic work carries real physical risk — from falls, burns, and other hazards that are easy to overlook in a home environment.

Security bond is not insurance in the traditional sense, but employers must maintain a S$5,000 bond with MOM for each non-Malaysian MDW. This bond can be forfeited if the employer breaches Work Permit conditions.

What workers should know

If you are an MDW, you have the right to know what insurance your employer has taken out for you. You can ask your employer for the policy details. You should know the name of the insurer, the policy number, and how to make a claim. This is not an unreasonable request — it is information that affects your health and your safety.

If you are hospitalised, your employer is required to pay for treatment first and then claim from the insurer. You should not be asked to bear medical costs yourself.

Common gaps employers miss

The mandatory medical policy covers inpatient care only. Many workers who fall ill need outpatient treatment first. Employers are responsible for these costs under MOM guidelines, even when they are not covered by insurance. Buying a slightly more comprehensive plan — one that includes outpatient benefits — is a straightforward way to avoid confusion later.

It is also worth checking your policy renewal date. Coverage must be continuous for the duration of the Work Permit. A lapse, even a short one, puts you in breach of the permit conditions.

At Anisya, we believe good employment starts with both parties understanding their rights and responsibilities. Our platform makes it easier to find the right match — and to start that relationship on solid ground.