How to check a helper's references before deciding

By APEX Maids Agency Pte. Ltd. · MOM EA Licence 25C3180 · UEN 202547196H. Based in Jurong West and serving households across Singapore. Our website is apexmaids.sg and our phone is 8405 6661.

Three different sources of information

When you check a helper's background, you are working with three sources that tell you different things. Keep them separate in your notes.

What MOM's employment record includes and does not include

Prospective employers can check a helper's employment history through FDW eService (Singpass) or ask their employment agency for it. The record shows prior Singapore employers and dates. In its 8 April 2026 parliamentary answer, MOM confirmed that previous-employer feedback is shared directly between employers; MOM does not access, verify or attach it to the employment history. Past employers may volunteer their contact as referees, but that feedback is private and is not submitted to or confirmed by MOM.

Do not treat an official employment timeline as a performance recommendation or proof of care skills. Discuss the work and why a placement ended separately. Ask the agency what additional information can be arranged, and treat it as a courtesy check, not a certified report.

How to check the employment history yourself

Start with MOM's employment-history instructions, then use FDW eService with your own Singpass. You will need the helper's name or FIN (either one is sufficient), her nationality or citizenship, and her date of birth. The system returns previous Singapore employers and placement dates. Your employment agency can also check on your behalf. Once you have the record, compare the Singapore timeline against what the candidate states in her biodata and interview: consistent dates and employer count are a basic cross-check, while unexplained gaps are a point to clarify, not proof of unsuitability.

When a reference can be arranged

Ask the agency whether the previous employer is willing to speak with you or provide feedback. The agency may facilitate an introduction, but it cannot compel a previous employer to respond. A reference arranged courteously through the agency respects both sides. Do not demand that the agency disclose the previous employer's personal contact details directly to you. If the previous employer agrees to be contacted, keep the conversation focused on the household duties and working arrangement.

A practical eight-question reference script

If a previous employer agrees to speak with you, keep the conversation respectful and focused. These questions are editorial suggestions, not a required checklist or a service Apex promises to perform on your behalf.

1. What were her main duties in your household? Listen for: childcare ages, elderly support, cooking, cleaning, household size.
2. How long did she work with you? Compare the answer with MOM employment dates.
3. How did she communicate day to day? Listen for: language used, whether instructions needed repeating, how she asked questions.
4. Was there anything she needed training or support for? This is more useful than asking if she was "good". Every helper needs some guidance in a new household.
5. How did she handle unexpected situations? For example: a sick child, a visitor, a change of plans.
6. Why did the arrangement end? Relocation, family changes and contract completion are ordinary reasons.
7. Is there anything you would want to mention to her next employer? An open question lets the referee raise what matters to them.
8. Would you be comfortable recommending her for a similar role? A direct question, but ask it last after the specific ones have provided context.

Thank the referee and keep the conversation private. The reference is one input alongside the interview and biodata, not a pass or fail.

A simple record: facts, accounts and unconfirmed

After gathering the employment record, the candidate's interview and any reference, sort what you know into three columns:

• Records and documents: placement dates from MOM and what a document actually records. Two matching accounts can corroborate a point, but they are still accounts.
• Accounts: what the candidate says, what the referee says, where they agree and where they differ.
• Unconfirmed: duties claimed but not checked, short placements with no explanation, skills that were not tested in the interview.

Keep the unconfirmed column visible. An information gap does not automatically establish unsuitability; assess its relevance to your essential duties. If an unresolved point affects an essential duty, seek further information, arrange the support or training needed, or continue the search rather than relying on an unconfirmed ability.

When no reference is available

A first-time overseas helper has no Singapore employment record and may have no contactable previous employer in Singapore. This is normal, not a disqualification. For a first placement, the interview, the biodata, any overseas references the agency can arrange and the household preparation carry more weight.

For a transfer or ex-Singapore helper, a reference may still be unavailable if the previous employer declines, has moved or cannot be reached. Ask the agency what it can confirm. Then rely more heavily on the interview and employment history dates. A short placement with no available reference is a question to ask the candidate about, not an automatic rejection.

What to do next

• Compare biodata properly. Read the biodata guide to separate willingness, experience and assessment before shortlisting.
• Prepare the interview. Use the interview checklist to ask each candidate the same questions and keep a comparison record.
• Assess English communication. If your household uses English, the English communication guide gives practical interview prompts.
• Check the transfer route. For transfer helpers, confirm release, availability and the applicable process separately from the reference.
• Compare Indonesian and Filipino candidates. If you are considering both, the comparison guide explains how to use the same brief for each nationality.

For nationality-specific enquiries, start with the Indonesian helper shortlist or Filipino helper shortlist. Ask which information can be checked for the actual candidate; neither a nationality nor a reference guarantees suitability or availability.

Sources and limits

MOM's eight steps to hiring covers employment history, biodata and interview preparation. MOM's 8 April 2026 parliamentary answer confirms that previous-employer feedback is shared directly between employers and is not collected or verified by MOM. The AskGov answer on checking employment history explains the FDW eService route. MOM's FDW employment-history FAQ confirms the Singpass login, required fields (name or FIN, nationality/citizenship, date of birth) and that an employment agency may check alternatively. The reference script and record method above are editorial suggestions for household use. They are not a certified assessment, a legal obligation for the referee or a service that Apex guarantees. FDW employment-history FAQ checked 27 October 2026; other sources last checked 19 October 2026.