FDW Rest Days and Well-Being in Singapore
Rest days and mental well-being are not just “perks” — they are essential for a safe, stable and long-term employment relationship. This guide helps employers understand how to plan rest days fairly, support your helper’s well-being and handle common concerns around outings and time off.
At a glance
Many families worry about rest days — where their helper goes, who she meets and whether she will get into trouble. At the same time, helpers need time to:
- Rest and recover physically
- Connect with friends and family
- Run personal errands and attend religious services
- Look after their own mental well-being
With clear house rules, open communication and mutual respect, rest days can work smoothly for both you and your helper.
Rest days, regulations & why they matter
In Singapore, FDWs are employed under Work Permit conditions with specific requirements around rest days. These rules can change, so you should always check the latest MOM guidelines for the most accurate details.
From a practical point of view, regular rest days:
- Help prevent burnout and fatigue
- Improve focus, energy and patience when caring for children or elderly
- Reduce the risk of accidents due to exhaustion
- Show your helper that you respect her as a person, not just a worker
How to plan and schedule rest days
Good planning prevents last-minute stress. Here is a structured way to manage your helper’s rest days.
Discuss rest day expectations at the start
During hiring and onboarding, talk about:
- How many rest days per month she will have
- Which day(s) of the week (e.g. Sunday, or a weekday for cheaper transport)
- What time she typically leaves and returns on her rest days
Put these in writing in your employment agreement to avoid misunderstandings later.
Agree on timing and flexibility
Every family is different. For example:
- Some prefer early departure and earlier return (e.g. 8am–8pm)
- Others are flexible as long as she confirms her schedule in advance
- Special events (birthdays, travel, medical appointments) may require swapping rest days
The key is to have clear communication and avoid last-minute changes on both sides.
Plan around your family’s peak needs
Consider:
- Which days you can cope independently (e.g. fewer activities on Sundays)
- Whether external help (e.g. grandparents, HSS part-time cleaners) can cover some tasks
- Adjusting children’s or elderly’s routines slightly on rest days
With planning, your family can manage well even when your helper is away for the day.
Clarify rules before and after rest days
To keep things safe and smooth, you can set reasonable expectations, for example:
- Return on time unless there is an emergency
- Inform you if she is unwell and cannot return at the agreed time
- Come back sober and in a fit state to work the next day
These should be explained calmly, not as threats, and applied consistently.
Supporting your helper’s well-being
Well-being is more than just “not being sick”. It includes your helper’s mental, emotional and social health.
1. Create a respectful working environment
Small things make a big difference:
- Address her by name, not just “maid”
- Avoid shouting, insults or humiliation in front of children or others
- Give feedback calmly and specifically, not just “everything is wrong”
2. Provide basic privacy and personal space
As far as possible, ensure she has:
- A space to sleep with reasonable privacy
- Some time in the day to rest (especially if caring for infants or elderly at night)
- A safe place to store her personal belongings
3. Encourage social connection and healthy activities
On rest days, many helpers:
- Meet friends in town or at community spaces
- Attend religious services
- Join classes, workshops or sports
These activities help reduce homesickness and build a support network.
4. Look out for signs of stress or burnout
Warning signs may include:
- Frequent crying or withdrawal
- Loss of appetite or difficulty sleeping
- Becoming forgetful, easily irritated or fearful
If you notice these, have a gentle conversation, ask how she is coping, and consider adjusting workload or seeking advice from your agency.
Common concerns & how to address them
It is normal for employers to worry about safety, influences and behaviour on rest days. Here is how to manage these concerns without being overly controlling.
1. “I’m worried about bad company or risky places.”
Instead of banning everything, you can:
- Explain which places you feel are unsafe and why
- Encourage her to go out with trusted friends or established communities
- Ask for a simple update if she will be back later than usual
2. “What if she comes back very late or doesn’t return?”
Set expectations clearly:
- Agree on a reasonable latest return time
- Ask her to call or message if she is delayed
- Explain calmly what will happen if she repeatedly returns very late without valid reason
3. “I’m afraid she will be approached by loansharks or bad influences.”
Have an open conversation about:
- Risks of illegal moneylenders and high-interest loans
- Not giving your home address or contact as guarantor without your permission
- Coming to you or your agency early if she faces financial difficulty
4. Balancing trust and boundaries
A good balance is:
- Trust — she has freedom to choose how to spend her rest day within reasonable boundaries
- Boundaries — she understands your non-negotiables (e.g. safety, punctual return, avoiding illegal activities)
- Communication — both sides feel safe to raise issues early
Frequently asked questions
- Advise you on practical rest day arrangements based on your family profile
- Help mediate conversations if there are repeated issues around time off
- Provide guidance if rest day behaviour is linked to deeper problems (e.g. loanshark issues, stress or homesickness)
- Support you in building a fair, respectful and sustainable working relationship with your helper
