ADDENDUM: Compliance Conditions for Deployment and Replacement of MDWs

This Addendum forms part of the binding Service Agreement between the Employer and R.C Employment Pte Ltd. The following clauses apply to all deployments — whether first-time or replacement — and are essential to uphold fair employment standards and compliance with MOM regulations.

In cases where a goodwill replacement is granted (i.e. not contractually entitled), any breach of the following will render the waiver void, and the employer shall be liable for the full agency service fee of S$2,488, or the prevailing structured fee — whichever is higher.

1. No Salary Reduction After Deployment

Employers are strictly prohibited from reducing the MDW’s salary after deployment, even if:

  • The MDW is perceived to have weak language skills; or

  • The Employer is dissatisfied with performance post-deployment.

Justification: The Employer had ample opportunity to interview, assess, and agree to salary terms prior to confirmation.

Any attempt to alter the agreed salary is a breach of contract and will void waiver and/or replacement entitlement. If a discount was given, the Employer must repay the difference.

2. No Unjustified Reduction of Rest Days

Employers must honour the agreed number of monthly rest days unless a significant change in household circumstances occurs (e.g. sudden need for intensive elderly care), and this is:

  • Clearly documented; and

  • Approved in writing by the Agency.

Unilateral reduction of rest days without valid justification will forfeit any replacement rights and may be reported as a breach.

3. Significant Job Scope Alteration

If the actual scope of work differs substantially from what was disclosed to the MDW and/or Agency, and the MDW requests a transfer:

  • The Employer shall bear the placement fee for the MDW (equivalent to two months of salary).

“Substantial changes” include, but are not limited to:

  • Introduction of daily caregiving duties for a baby, child, elderly or bedridden person that was not disclosed in the job scope;

  • Assignment of materially different duties not communicated during the matching process.

Minor lifestyle adjustments (e.g. weekend guests) are not considered job scope breaches.

4. Breach of Worker Rights – Prohibited Conduct

In accordance with MOM regulations and Clause 17.iv of the Service Agreement, employers must not:

  • Withhold or confiscate the MDW’s passport, work permit card, or mobile phone;

  • Restrict the MDW from taking her agreed rest days;

  • Prevent the MDW from contacting the Agency, MOM, embassy, or seeking help.

Any such conduct constitutes a serious violation. If verified, it will:
• Void any waiver or replacement entitlement;
• Lead to potential blacklisting, MOM reporting, or civil recovery.

5. Refund Policy Clarification

Refunds will not be granted if the MDW is returned or requests a transfer under the following circumstances:

a) Caregiving Duties No Longer Required

If the MDW was hired for caregiving but:

  • The caregiving responsibility is transferred to another party; or

  • The dependent passes away or leaves the household,

The Employer shall not be entitled to any refund, as the MDW accepted the role based on the original disclosed duties.

6. Enforcement & Application

  • These clauses apply to all standard and replacement deployments.

  • For goodwill replacements, any breach of the above shall render the waiver void and full agency fees chargeable.

  • Discounted amounts must be reimbursed in full.

  • R.C Employment Pte Ltd reserves the right to pursue civil recovery, blacklisting, and regulatory escalation to MOM in cases of serious or repeated violations.