Frequently Asked Questions

The minimum household income threshold is set by the Department of Immigration Malaysia (JIM). The threshold was at time of writing but is subject to change — always verify the current requirement at jim.gov.my before submitting an application.

Additional eligibility criteria include: being a Malaysian citizen or permanent resident, having adequate accommodation for the helper, a clean immigration record, and (for first-time employers) attendance at a briefing programme. See our full requirements guide.

No — you do not need to be a homeowner. Renters can employ domestic helpers provided the accommodation is suitable for an additional person. The key requirement is that the helper has adequate living space, privacy, and access to basic facilities.

Most households are permitted to employ one domestic helper. Employers may apply for a second helper under specific qualifying circumstances such as very large households or special care needs. Approval for a second helper is not guaranteed and is assessed on a case-by-case basis.

Yes, in certain cases. Expatriates holding long-term employment passes or residence visas may be eligible to hire a foreign domestic helper in Malaysia, subject to JIM's approval. We recommend consulting with our team or checking directly with JIM for the most current requirements for non-citizen employers.

The total first-year cost covers: the agency placement fee, work permit fee, FOMEMA medical examination, PERKESO contribution, personal accident insurance, monthly levy, and the helper's monthly salary. See our detailed cost breakdown for itemised figures, all marked with VERIFY notices so you can confirm current rates.

The monthly levy is a government-mandated charge paid by the employer to JIM for every month the helper is employed. The rate differs depending on the helper's source country. The levy is the employer's responsibility — it cannot legally be deducted from the helper's salary.

Minimum salary requirements are governed by bilateral Memoranda of Understanding (MOUs) between Malaysia and the helper's source country. For Indonesian helpers, the minimum is set in the Indonesia–Malaysia MOU. For Filipino helpers, the minimum is set in the Philippines–Malaysia MOU. Employers must not pay below these minimums.

Beyond the main agency fee, permit, levy, and salary, employers should budget for: medical costs not covered by FOMEMA (e.g., follow-up treatment if the helper is unwell), annual insurance premium renewal, any airport transport fees, and additional document fees if the helper changes jobs or requires a passport renewal. We itemise all charges upfront — no surprise fees from our side.

Both are popular choices for Malaysian families, but there are practical differences. Indonesian helpers generally speak Bahasa Indonesia, which is closely related to Bahasa Malaysia, making day-to-day communication with Malay-speaking and some Chinese-speaking households easier. Many are Muslim and comfortable with halal cooking. Filipino helpers typically speak English, which can be valuable in English-speaking or expatriate households. Both nationalities require compliance with their respective bilateral MOUs.

See our deeper comparison on the Choosing the Right Helper page.

Yes. Filipino helpers placed through legitimate channels require documentation and clearances from the Philippine Overseas Employment Administration (now the Department of Migrant Workers, DMW) and the Philippine Overseas Labour Office (POLO) in Kuala Lumpur. Employers are required to sign a Standard Employment Contract approved by both the Philippine and Malaysian governments. We handle all documentation coordination on your behalf.

This depends on the language needs of your family member receiving care. If the elderly person speaks Malay or a Chinese dialect that Indonesian helpers can pick up, Indonesian helpers can be an excellent choice. If the elderly person is more comfortable communicating in English, a Filipino helper may be better. Other factors — patience, experience with bedridden or dementia patients, and temperament — are individual qualities that vary regardless of nationality. We discuss these factors during matching.

Timelines vary by source country and individual circumstances. For Indonesian helpers from Indonesia (new placement), the process from signing an agreement to home delivery typically takes . For Filipino helpers, POEA/DMW documentation adds time, typically extending the process to . Transfer maids already in Malaysia move faster as many steps are already complete. We give you a realistic timeline estimate at the start of the process.

Yes. We will present you with profiles of candidates matched to your household's needs. You can review these profiles — which include work history, skills, and experience — and indicate your preferences. Final placement is subject to the helper's availability and successful processing of documentation.

Our placement agreement includes provisions for replacement in certain circumstances — for example, if the helper fails her FOMEMA medical or if there is a significant performance issue that cannot be resolved. We will discuss the specific terms of our replacement guarantee during consultation, as these vary by situation and are subject to conditions. We cannot guarantee that every placement will be a perfect fit, but we work actively to resolve issues before escalating to replacement.

Work permits for domestic helpers are typically issued for and are tied to a specific employer. The permit must be renewed before it expires if the employment continues. An employer cannot transfer a work permit from one helper to another — each employment relationship requires its own permit.

A transfer maid is a domestic helper who is currently in Malaysia with a valid work permit under a different employer and is seeking to change employers. The process involves: verifying the helper's current permit status, obtaining a release from the previous employer, cancelling the original permit with JIM, and applying for a new permit under the new employer's name. We carry out verification diligently before recommending any transfer candidate, as unverified transfers carry risk. See our Transfer Maid page for full details.

FOMEMA is the Foreign Workers Medical Examination Monitoring Agency, which provides mandatory health screening for all foreign workers in Malaysia, including domestic helpers. The examination is required when the helper first arrives and at work permit renewal. The cost of the FOMEMA examination is typically borne by the employer. Helpers who do not pass the FOMEMA screening cannot legally continue employment.

No. Retaining an employee's passport is illegal in Malaysia. A domestic helper's passport belongs to her and she must keep it in her own possession. Employers found retaining helpers' passports can face legal consequences. If you are concerned about passport security, we can advise on lawful alternatives such as storing documents in a household safe that the helper has access to.

Rest day provisions depend on the employment contract and the bilateral MOU requirements for the helper's source country. For Filipino helpers, a minimum of one rest day per week is standard. For Indonesian helpers, rest day arrangements should be set out in the employment contract per the Indonesia–Malaysia MOU. If the employer and helper agree that the helper will work on a rest day, the contract should specify how the helper is compensated for that. We advise on compliant contract terms during placement.

Employers must provide accommodation that is safe, private, and adequate. The helper should have her own sleeping space (a shared room with a household member of the same gender may be acceptable in some contexts). She must have access to basic sanitation facilities. Employers are also responsible for providing meals or a meal allowance as specified in the employment contract.

We recommend beginning the renewal process at least three months before the permit's expiry date. Processing takes time, and leaving it too late risks the helper working with an expired permit — which is an offence. If your permit expires in less than three months, contact us urgently. See our Work Permit Renewal page for full details.

When an employment arrangement ends, the employer must formally cancel the helper's work permit with JIM. The employer is also responsible for repatriation — that is, arranging and paying for the helper's travel back to her home country if the contract has concluded. Failure to cancel the permit after employment ends can leave the employer legally liable. See our Permit Cancellation and Maid Transport pages for step-by-step guidance.

Yes, subject to mutual agreement and proper documentation. The helper's passport must be valid, her work permit should be in good standing, and the home leave duration should be agreed in writing. Upon return, she will need to be granted re-entry. We can assist with coordinating home leave documentation and airport transport. See our Home Leave section for more information.