In the unfortunate event that you need to terminate the services of the maid or if the maid decides to stop working for you, here are some contractual things to note from the Service Agreement (SA) and the Employment Contract (EC) for easy reference:
Employer and FDW must give each other 30 days' notice (or salary in lieu of notice), unless there is a breach of work permit conditions. (EC 6.1).
Employer shall inform agency 2 weeks before the FDW's services is terminated. (SA 5.5) This may run concurrently with #1.
Employer must agree to transfer the maid to a new employer, failing which any outstanding placement fee will not be refunded (SA 5.3.1 and 5.7). If the employer repatriates the maid or sends her to another agency, any outstanding placement fee will not be refunded (SA 5.7)
The employer shall give the Agency 21 days (effective from day of returning the maid to agency) to look for a new employer for the maid (SA 4.2.3). During this time, the Foreign Worker levy still applies.
When the maid is returned to the agency, the employer shall pay in advance (non-refundable) for the FDW's food and lodging at a daily rate as stated in your contract (currently $25 per day) for 21 days.
In the event that the agency is unable to find the maid an employer within 21 days, employer will be responsible for repatriating the maid (EC 6.4) or agree to a further extension.
Employer may request for a replacement after the maid has worked for the employer for a minimum of 30 days and before expiring of warranty period. (SA 4.1)
If the agency is unable to provide a replacement within 2 months, agency shall refund to employer $288 within 2 weeks. (SA 3.1.1 (iii)). This refund is not applicable if employer declines to accept available replacements.
In the event of any dispute arising from the Service Agreement or the Employment Contract, employer may refer the dispute to the Association of Employment Agencies (Singapore) (AEAS).