Why the transfer market tells us more about the industry than hiring from overseas does

When an employer in Singapore starts looking for a domestic worker, many still default to hiring from overseas. It feels like a clean start — a worker who comes fresh, committed, and without complicated history. But that assumption quietly disadvantages both employers and workers in ways worth examining.

The transfer market — workers already in Singapore, either between employers or serving notice — has grown steadily. According to MOM data, a significant portion of new placements each year involve workers already based here. And yet, many employers treat transfer candidates with suspicion. Why is she leaving? What went wrong?

That question is fair. But it cuts both ways.

Transfers happen for many reasons

Employers sometimes assume a transfer worker is the problem. In reality, the reasons are far more varied. An employer relocated abroad. A family downsized after children left home. A worker's role changed in ways that weren't agreed to at the start — more hours, different duties, less rest. Sometimes the household dynamic simply wasn't a match, which is not a moral failing on either side.

What the transfer market actually reflects is that the original placement process failed to match people well. Many workers are still placed based on thin profiles — nationality, a few skills checkboxes, a brief interview. Neither party gets enough information to make a confident decision.

What transfer workers bring

A worker already in Singapore has adapted to local norms. She understands how households here operate, has often managed local groceries, transport, and routines. She has a track record — references, lived experience, sometimes years of continuous employment. She does not need the same adjustment period as someone arriving for the first time.

For employers who are honest about what they need and willing to have a real conversation, transfer workers are frequently the stronger hire.

The real question employers should be asking

Instead of asking why is she transferring, a more useful question is: what does she want in her next role, and can we offer that? A worker who has clarity about her needs — rest days, duties, communication style — and who expresses that clearly is showing self-awareness, not red flags.

The same is true for employers. Being honest about your household's demands upfront makes a match more likely to last.

At Anisya, we built our platform around direct conversations between workers and employers — no agency acting as gatekeeper in the middle. If you're open to exploring the transfer market with clear information on both sides, that is exactly what we are here for.