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Do Employers Have to Give Helpers Public Holidays Off in Singapore?
Are Singapore employers required to give helpers public holidays off? Here is what MOM say
Are Singapore employers required to give helpers public holidays off? Here is what MOM say
Welcoming a Migrant Domestic Worker (MDW) into your home brings gsupport to your family’s daily routine. However, managing employment guidelines can sometimes feel confusingespecially when major festive seasons like Chinese New Year, Hari Raya, or Christmas approach. A common question many employers ask is whether domestic helpers are legally entitled to Singapore’s official public holidays off.
Understanding Ministry of Manpower (MOM) regulations alongside your household's daily care needs requires clarity. Knowing the official rules, standard employment contract norms, and practical ways to foster a fair, supportive home environment makes managing rest day expectations straightforward and stress-free.
Unlike corporate employees covered under Singapore’s Employment Act, Migrant Domestic Workers are not statutory-entitled to gazetted public holidays by default. Because domestic work revolves around dynamic household environments, MOM excludes domestic helpers from standard public holiday provisions under the Employment Act.
Under standard MOM guidelines and standard employment agency contract templates, public holidays are not automatically included as paid days off. Instead, MOM mandates that public holiday arrangements are determined through mutual agreement. Whether your helper receives public holidays off depends on what is explicitly written into her employment contract before her employment begins.
It is vital to distinguish between a standard weekly rest day and an official gazetted public holiday.
Under MOM regulations, every domestic worker is entitled to one mandatory rest day per week, and at least one rest day per month must be non-compensable to safeguard her overall well-being. Public holidays, on the other hand, are strictly contractual.
If a standard MOM-based contract is used without adding custom clauses, public holidays are typically treated as regular working days. However, if a gazetted public holiday happens to land on your helper’s designated weekly rest day (such as a Sunday), she receives her regular weekly rest day as usual.
While standard MOM-based contracts do not mandate public holidays off, managing a household successfully relies on empathy, open communication, and mutual give-and-take. Domestic work is inherently personal, and treating the employer-helper relationship as a dynamic partnership creates long-term trust, loyalty, and peace of mind.
For your helper, holidays such as Hari Raya Aidilfitri or Christmas hold profound religious and emotional significance. Allowing her time off on days that matter deeply to her heritage—even when it is not legally required—goes a long way toward making her feel valued, respected, and truly part of the family.
If your household requires extra assistance during busy festive periods, flexibility works both ways:
Navigating employment terms, MOM compliance, and fair rest day arrangements does not have to feel overwhelming. At gentleHelp, we believe that clear communication, transparency, and genuine empathy form the foundation of every happy household.
Combining healthcare, technology, and consulting expertise, gentleHelp takes the guesswork out of domestic hiring. As one of Singapore's top-rated domestic helper agencies, we guide you through MOM regulations step by step, ensuring clear, fair contract terms that prevent misunderstandings down the road.
Our team carefully screens helpers from Indonesia, Myanmar, and the Philippines to match your family's unique infant, child, or eldercare needs. From work permit processing to setting up practical rest day schedules and caregiver training, gentleHelp provides compassionate, end-to-end guidance long after placement day.
Reach out to gentleHelp today to experience seamless, transparent, and supportive domestic hiring for your family.
