Insurance for your MDW is not just a checkbox. Here is what the cover actually does and does not do.
Every employer of a migrant domestic worker in Singapore is required by law to purchase a personal accident insurance policy for their worker. Most employers do this without thinking too hard about it — they tick the box during the work permit application and move on. But the details of that policy matter more than most people realise, and gaps in cover can leave both employer and worker in a difficult position when something goes wrong.
What the law requires
The Ministry of Manpower requires employers to maintain a personal accident insurance policy with a minimum sum assured of $60,000 for accidental death and permanent disability. This is a baseline, not a recommendation. It does not include medical expenses, hospitalisation, or repatriation costs unless you have chosen a policy that adds those components.
What standard policies often leave out
Many off-the-shelf MDW insurance plans are priced to be competitive, which sometimes means the coverage is narrow. Common gaps include:
Outpatient medical costs. A worker who needs to see a GP or physiotherapist after a minor injury may find that costs fall on the employer — or, unfairly, on the worker herself. Check whether your plan includes outpatient cover and what the annual limit is.
Hospitalisation limits. Some plans cap hospitalisation reimbursement at amounts that fall short of actual ward costs. Read the fine print before assuming it is sufficient.
Mental health treatment. This is almost universally excluded from standard plans. It is worth knowing this, especially if your worker is adjusting to a new environment or managing stress from caring for a family member with complex needs.
Why this matters for the working relationship
When a worker gets sick or hurt and is unsure whether she will be supported, it creates anxiety that affects everything — her focus, her confidence, her willingness to flag problems early. Employers who communicate clearly about what is covered, and who top up where it matters, build real trust. That trust is not sentimental. It shows up in how well the household runs day to day.
A practical step you can take now
Pull out your current policy documents. Look at the hospitalisation limit, the outpatient clause, and the repatriation benefit. If you are not sure what you are looking at, your insurer is required to explain it plainly. Consider whether the cover reflects the responsibility you have taken on.
At Anisya, we believe that a good employment relationship is built on clarity — including clarity about what protection exists when things do not go to plan. Practical information like this is part of what we try to make easier to find.