Frequently Asked Questions — Hiring a Domestic Helper in Malaysia

Total first-year costs typically include:

• Government levy: RM 410 per year (flat rate for all nationalities)
• FOMEMA medical: approximately RM 217 per examination
• Security bond: RM 250 (Indonesian) or RM 750 (Filipino)
• Insurance: approximately RM 120–200 (required under the work permit)
• Agency fee: capped at RM 15,000 for Indonesian helpers under the 2022 MOU; varies for Filipino helpers — confirm in writing
• Airfare and mobilisation: varies depending on origin and timing

Ongoing monthly costs: salary at or above MOU minimums (RM 1,500 for Indonesian, approx. RM 1,900 for Filipino), plus food, accommodation, and any agreed allowances.

All figures marked against current government schedules before signing any agreement.

For Indonesian domestic helpers, the 2022 Malaysia-Indonesia MOU caps the total placement fee at RM 15,000. This cap applies to the combined agency fees from both the Malaysian and Indonesian sides — not just the Malaysian agency's portion.

For Filipino helpers, there is no equivalent government-set cap in Malaysia. However, the Philippine POLO/POEA regulate what the Filipino side can charge. Total fees should be clearly itemised in the placement agreement. Ask for a written breakdown before signing.

Government fees are not refundable. The levy, FOMEMA fee, and security bond paid for the original helper cannot be reclaimed if she leaves before the permit expires. The levy is paid to the government annually — if the helper leaves mid-year, the unused portion is not returned. The security bond is released after the work permit is properly cancelled through JIM.

This is one reason why the replacement guarantee (which waives the agency fee on replacement) matters — families should not have to pay the agency again, but the government fees apply anew to the replacement helper.

Yes, the security bond is refundable at the end of a successful placement when the work permit is properly cancelled and the helper has returned to her home country. The refund is processed through the Immigration Department (JIM). Processing time varies — it is not immediate. The bond is forfeited if the helper absconds and is not found.

For Indonesian helpers, the typical timeline from signing to arrival is 4–8 weeks. This covers profile matching, contract signing, the helper's pre-departure training and processing in Indonesia, immigration approval in Malaysia, and mobilisation.

For Filipino helpers, expect 8–16 weeks due to the POLO/POEA verification process, OEC issuance, and employer verification steps required by the Philippine government.

These are typical ranges. Delays can occur if employer documents are incomplete, immigration processing is backlogged, or if the specific profile requested has limited availability.

• Copy of employer's MyKad (Malaysian citizen or PR) or passport and work permit (foreign nationals working in Malaysia)
• Latest salary slip or employment letter (to demonstrate financial capacity)
• Utility bill or proof of residence
• For Filipino helpers: employer verification form required by POLO

Requirements can change — PMA will provide a current checklist at consultation. Do not begin document collection from memory alone.

Yes. PMA conducts a profile briefing where the employer reviews the helper's background, experience, and relevant skills. Where possible, a video call interview can be arranged before the commitment is finalised. This is more standard for helpers who are ready for deployment — helpers still completing training in Indonesia or the Philippines may not always be immediately available for a call.

We recommend using this interview opportunity to ask specific questions about cooking, care routines, and household preferences — not just to assess character but to establish mutual expectations early.

Indonesian helpers are the most common choice for Malaysian families. They tend to have strong Malay language familiarity (Bahasa Indonesia is mutually intelligible with Bahasa Malaysia), halal cooking backgrounds, and are placed through a relatively straightforward MOU process. The MOU sets a minimum salary of RM 1,500/month and caps agency fees at RM 15,000.

Filipino helpers typically have stronger English language ability, which can matter for households with young children who need English interaction, or elderly care where communication in English is important. They go through the POLO/POEA regulatory process, require a higher security bond (RM 750), and have a minimum salary of approx. RM 1,900/month. The placement process takes longer.

Both nationalities perform the same range of domestic helper duties. The practical choice depends on your household's language needs, cooking requirements, care priorities, and timeline.

This is one of the most common mismatches in domestic helper placements. Indonesian helpers typically arrive with strong Malay and halal cooking backgrounds — they can usually cook nasi goreng, rendang, and standard Malay dishes confidently. However, Chinese cooking (Cantonese soups, Hokkien dishes, dim sum, stir-fry techniques specific to Chinese Malaysian households) is a different skill set that many have not been trained in.

Some helpers do have Chinese cooking experience — usually those who have worked previously in Chinese Malaysian households. PMA specifically notes this in profiles where it applies. If Chinese cooking is a daily requirement, be explicit about which cuisines — it changes the shortlist significantly.

Filipino helpers may not be Muslim, which raises the halal question for observant Malay Muslim households. Indonesian helpers are predominantly Muslim and typically cook halal as a matter of course. For halal households with strict observance requirements, Indonesian helpers are generally the more straightforward choice. For households where halal certification of cooking is required at a formal level, this should be discussed at consultation — PMA will give you honest guidance.

The PLKS (Pas Lawatan Kerja Sementara) is the domestic helper's work permit in Malaysia. It is issued annually and renewable, up to a maximum of 13 years of cumulative stay for domestic workers. Since February 2025, PLKS applications and renewals are processed through FWCMS (Foreign Workers Centralised Management System) or MyPass@JIM (for the employer portal).

The permit is tied to the specific employer. If the helper changes employers, a new permit application is required. PMA handles the initial PLKS application as part of the placement service.

FOMEMA (Foreign Workers Medical Examination Monitoring Agency) administers the mandatory health screening for foreign domestic workers in Malaysia. Since January 2024, FOMEMA examinations are required annually (previously they were every two years). The current fee is approximately RM 217 per examination. The employer bears this cost.

FOMEMA screening checks for communicable diseases, fitness to work, and other health conditions. If a helper fails FOMEMA, she may be required to be repatriated. This is one of the scenarios covered under PMA's replacement guarantee.

POLO (Philippine Overseas Labour Office) is the Philippine government body that oversees Filipinos working abroad, including domestic helpers placed in Malaysia. For employers, the practical implication is that Filipino helper placements require a POLO-approved contract, employer verification, and the helper must obtain an OEC (Overseas Employment Certificate) before departing the Philippines.

This adds steps and time to the placement process but is a mandatory protection framework for Filipino workers. PMA handles the documentation requirements on the Malaysian employer side.

Domestic helpers in Malaysia are authorised to perform household duties including cooking, cleaning, laundry, childcare, and elderly care — within the employer's household. Their work permit authorises them to work exclusively for the named employer at the registered address. They are not permitted to work for a third party or perform commercial activities.

Domestic workers are largely excluded from the Employment Act 1955, which means protections such as overtime pay, statutory rest days, and minimum wage provisions under the general law do not apply automatically. However, the written contract (required under both the MOU and JIM's regulations) should specify agreed working hours, rest days, and salary.

The Malaysia-Indonesia MOU stipulates one rest day per week. Where the employer requires the helper to work on her rest day, the MOU provides for compensatory pay or a replacement rest day — the exact arrangement should be agreed in the employment contract.

For Filipino helpers, POLO contract standards also require a weekly rest day. Discuss rest day arrangements clearly at the start of the placement — disputes about rest days are among the most common friction points in domestic helper placements.

It depends on the household and the specific demands. Elderly care and childcare together is a heavy workload, particularly if the elderly person has significant mobility or health needs. A helper who is also expected to cook three meals daily and handle full housekeeping will be stretched thin.

PMA's approach is to be direct about this during consultation. If you need a helper to cover elderly care, infant care, cooking, and full cleaning — that is four roles. Be realistic about which tasks are daily priorities and which can be reduced or outsourced. Overloading a helper is a common cause of placement breakdown.

Contact PMA as soon as you become aware there is a problem — before it escalates. Many placement difficulties can be resolved early with a structured conversation, mediated if necessary by the agency. Issues that seem like personality clashes often have practical solutions (adjusting duties, clarifying expectations, addressing a specific communication gap).

If the placement genuinely cannot continue, contact PMA to discuss the circumstances. Whether the replacement guarantee applies depends on the reason for the breakdown. Reacting without involving the agency first can complicate the cancellation process and the helper's legal status.

If a helper leaves the household without notice, the employer should report to the nearest police station and to the Immigration Department (JIM). Failure to report can create complications if the helper is found later — the employer may be held partly responsible for not reporting.

PMA should also be notified immediately. The agency can assist with the reporting process and, if the absconding falls within the guarantee period, begin the replacement process.

An absconded helper's work permit must be cancelled. The security bond may be forfeited if the helper cannot be located.

Transfers between employers are possible in principle but involve a formal process — the original work permit must be cancelled, and a new permit must be applied for under the new employer. This cannot be done informally. An undocumented transfer (where the helper works for a new employer without a permit amendment) is illegal and exposes both the employer and helper to penalties.

If you need to end a placement and are aware the helper wishes to continue working in Malaysia, contact PMA — we can advise on whether a proper transfer can be facilitated.

• Maintain the helper's valid PLKS (work permit) — renew before expiry
• Ensure annual FOMEMA examination is completed
• Pay salary at or above MOU minimum, on time
• Provide adequate accommodation, food, and rest
• Fund the helper's return airfare at end of employment
• Not confiscate the helper's passport (this is illegal under Malaysian law)
• Provide one rest day per week per the MOU
• Report to JIM if the helper absconds

Domestic workers are largely excluded from the Employment Act 1955, but this does not mean no obligations exist. The written contract, MOU terms, and Immigration Act requirements all impose obligations on employers.

No. Confiscating or holding a domestic helper's passport is illegal in Malaysia. The helper has the right to hold her own travel document. Employers sometimes request to hold passports "for safekeeping" — this is not legally permissible regardless of intent. The employer may retain a photocopy for the purposes of permit records, but the original passport must remain with the helper.

All private employment agencies in Malaysia must hold a valid JTKSM licence (issued by the Department of Labour, Ministry of Human Resources). You can verify a licence by searching the JTKSM directory at jtksm.mohr.gov.my. A licensed agency will have a JTKSM licence number displayed — ask to see it, and check it against the official registry.

Unlicensed operators cannot legally place domestic helpers. If an agent does not display a licence number, this is a significant red flag.

• What is your JTKSM licence number? (Verify it independently)
• What is your total fee — broken down by government fees versus agency fees?
• What does your replacement guarantee cover and for how long?
• How do you assess helpers' skills — especially cooking and care experience?
• What is the typical sourcing time for the nationality I'm considering?
• What happens if the helper fails FOMEMA after arrival?
• Do you handle the PLKS application and FOMEMA arrangements, or do I manage these myself?

Yes. Agensi Pekerjaan PMA Sdn Bhd holds a valid JTKSM licence. Our licence number is KL-0049/93. We have operated under JTKSM licensing since 1993. You can verify our licence at jtksm.mohr.gov.my.