A helper performance review sounds like something from a corporate office, and many families never hold one. Yet once a year, usually as the Work Permit renewal approaches, both you and your helper are quietly deciding whether to continue. This guide shows you how to turn that moment into a short, structured conversation: what to cover, how to agree on any salary increment, and how to set goals and training for the year ahead.
Without a review, the year ends on assumptions. You assume she is happy because she has not complained; she assumes you are satisfied because you have said nothing. Renewal gets decided on a vague feeling, and questions about pay, home leave or workload go unasked.
A review needs no forms or scores, just a quiet table, a few notes, a predictable date and a conversation that runs both ways.
Why an annual helper performance review is worth doing
- It gives renewal a proper basis. MOM says you should receive a renewal letter about 8 weeks before the Work Permit expires, and a renewed permit is usually valid for 2 years. A review held a little before that point means you both make the decision with full information.
- It separates the big picture from daily feedback. Daily comments deal with tasks; the annual conversation looks at the whole year and what each of you wants next.
- It shows respect. Being asked for her view, and having good work recognised, matters to most people.
A review is not a substitute for regular feedback. Nothing in the annual conversation should come as a surprise; our guide to giving feedback to your helper covers how to handle those smaller conversations through the year.
When to hold it
The natural time is about two to three months before her Work Permit expires, or on the anniversary of her start date if her permit runs for two years. That leaves time to agree changes, arrange a new security bond and insurance if you renew, and give her time to plan if either of you decides not to continue. MOM’s page on renewing a Work Permit sets out what renewal involves, including the $35 fee, the security bond and the medical and personal accident insurance. It is also a good moment to review helper vaccination requirements.
Tell her the date a week ahead and explain the purpose so that she does not worry: “I would like to sit down for half an hour to talk about how the year has gone and what we both want next year.” Avoid her rest day, and do not spring it on her after a difficult day.
How to prepare for the review
- Re-read the job scope and house routine. Look at what you originally agreed and what she actually does now. A new baby or a parent moving in can quietly double a workload.
- Note three or four real strengths. Be specific: “the way you settled the baby into a sleep routine”, not “good job”.
- Note one or two areas to develop. Choose things that matter, and frame them as goals rather than complaints.
- Ask the rest of the family. Gather views from anyone who works closely with her, so the household speaks with one voice. One or two employers in the room is better than a panel.
- Decide your position on pay and terms. Know before you sit down whether you are offering an increment, a bonus or other changes.
- Check her records. Make sure salary payments, rest days and any compensation for rest days worked are up to date and recorded.
A simple structure for the conversation
Keep it relaxed but follow an order. Most reviews take 30 to 60 minutes.
1. Her view first
Start by asking how she feels the year has gone. Ask what has gone well, what has been hardest, which tasks take too long and whether anything is worrying her. Listen without interrupting. The first answer may be “everything is fine”; gentle questions about specific parts of the day usually draw out more.
2. Your view of the year
Share the strengths you prepared, then the one or two areas to develop. If the year has been good, say so clearly.
3. Changes in the household
Talk about what is coming: a new baby, a move, a parent who will need more care. This is where a maid appraisal differs from an office review. Her job next year may look quite different from this one, and she deserves to hear that before agreeing to renew. If a child’s needs have grown, see our guide to supporting a child with special needs.
4. Terms for the next year
Cover salary, any bonus, home leave and rest day arrangements. Agree anything new clearly and put it in writing. If she asks about earning extra by working elsewhere, our guide on taking a second job explains the rules.
5. Goals and training
Finish with two or three goals for the year and any training that would help her reach them.
Salary increments, by agreement
MOM does not set a minimum salary for helpers, and it does not prescribe annual increments. Its salary guidelines do suggest that employers consider raising a helper’s salary periodically as a reward for good performance and loyalty in service. Any increment works best when you both agree on it.
Some practical points:
- Increases do not need MOM’s approval. MOM’s page on notifying MOM of changes states that if you are increasing her salary, there is no need to inform MOM.
- Reductions need her written consent first. The same page says you must get her written consent and then inform MOM of the new salary through FDW eService before you reduce it. A review is not a tool for cutting pay as a penalty.
- Put the new figure in writing. Record the new salary and the date it starts in an addendum to the employment contract, signed by both of you.
- Bonuses are separate. A one-off bonus, such as at the end of a contract year or a festive period, can work alongside or instead of a monthly increment. Be clear which you are offering.
Salary must still be paid in full, monthly and no later than 7 days after the end of the salary period, whatever the outcome of the review. For more on typical approaches, see our guide to salary increments and bonuses, and for writing changes into the contract, our guide to the maid employment contract.
Setting goals and choosing training
Good goals are specific, realistic and linked to what the household actually needs. Two or three are plenty. Examples include:
- learning to cook four new family dishes, such as low-salt meals for an older parent;
- taking over the weekly meal plan and grocery list;
- building a calm bedtime routine for a toddler;
- learning safe ways to help an elderly parent move around the home.
Then agree how you will support each goal, whether by teaching her yourself or through a course. If she cares for an older family member, the Agency for Integrated Care’s Caregivers Training Grant can help with the cost of approved courses. AIC states that a migrant domestic worker is eligible if she is the main caregiver of a care recipient who is a Singapore Citizen or PR aged 65 or above, or who has a disability. The grant starts at $400 in the first year, with a $200 top-up each April and a cap of $400, and each course has a minimum co-payment of $10. Check AIC’s page for the current terms and approved course list before you book. Our guide to caregiver training for domestic helpers covers the options in more detail.
Training should take place during working time or by agreement, not by quietly using her rest day.
Recording what you agreed
Write a one-page summary covering:
- the date of the review;
- the main strengths you discussed;
- the goals for the coming year and the support you will provide;
- any changes to salary, bonus, home leave or duties, with start dates;
- anything she raised and what you agreed to do about it.
Both sign it, and she keeps a copy. Home leave in particular is worth recording clearly, because MOM’s employer advice on home leave requests is to decide whether it is paid or unpaid based on her employment contract, and to reach a consensus on the dates. Our article on maid home leave explains how families usually plan it.
What a review should never become
- It is not a disciplinary hearing. If there is a serious problem, raise it when it happens, calmly, and involve your agency if it does not improve.
- Rest days are not performance rewards. Her weekly rest day and the monthly rest day that cannot be compensated away are conditions of her Work Permit, whatever the outcome of the review.
- Salary is not a penalty. Do not reduce pay or make deductions to punish poor work. MOM’s guidance on resolving disputes states that employers must not take matters into their own hands by punishing their helper.
- It is not a threat. Hinting that she will not be renewed unless she accepts extra duties undermines trust.
If the review leads you to decide not to renew, tell her kindly and early, so she has time to plan. Our guide to renewal versus replacement can help you weigh that decision. If you then need a replacement, we can introduce transfer helpers already in Singapore.
Related guides: Hiring a Maid in Singapore: A First-Time Employer's Guide and Benefits of Hiring a Maid Through an Agency: Singapore 2026.
Frequently Asked Questions
Is an annual helper performance review required by MOM?
No, MOM does not require employers to hold a formal performance review. It is a good-practice habit that many families find useful, especially before the Work Permit renewal. MOM does encourage employers to communicate regularly with their helpers, and its salary guidelines suggest considering periodic salary increases to reward good performance and loyalty.
Do I have to give my helper an increment every year?
No, there is no legal requirement for an annual increment, and MOM does not set a minimum salary for helpers. MOM’s salary guidelines suggest considering periodic raises to reward good performance and loyalty. If you increase her salary, MOM says there is no need to inform it, but record the new figure in writing.
Can I reduce my helper’s salary after a poor review?
MOM’s rules say a reduction requires her written consent first, and you must then inform MOM of the new salary through FDW eService. A salary cut should never be used as a punishment, and employers must not punish their helper. If performance is a concern, agree clear goals and support, and involve your agency if things do not improve.
How long should a maid appraisal take?
Most reviews take 30 to 60 minutes. Prepare beforehand by noting strengths, one or two areas to develop and any changes to pay or duties you plan to offer. Let her speak first, keep the tone relaxed and finish by agreeing goals and writing down what you decided.
Conclusion
A helper performance review need not be formal to be valuable. Held once a year, a couple of months before renewal, it gives both of you a clear basis for deciding whether to continue. Let her speak first, recognise what has gone well, be honest and specific about one or two areas to develop, and explain how the household will change in the year ahead.
Agree any increment or bonus in writing, set two or three realistic goals with support to reach them, and keep rest days, salary and respectful treatment separate from the outcome. A signed one-page summary becomes the starting point for next year.
An annual review is one of the simplest ways to keep a good working relationship on track for the long term. You can get in touch with the Femme5 team to discuss your family’s needs, read more about how we work with employers, or explore what a good placement looks like.
The Femme5 Team
Maid placement specialists, Femme5 Maid Agency
Our consultants work with Singaporean and expatriate families on helper matching, contracts and MOM compliance, and we verify the regulatory guidance in our articles directly against the Ministry of Manpower’s published requirements.
