Guide for Employers of
Foreign Live-In Caregivers
Source: Human Resource Development

Summary and Comments
  1. Before You Look Abroad
    Contact your local Human Resources Centre and be familiar with the terms of the Foreign Live-In Caregiver Program before you spend time and money looking abroad. HRC may require you to show that you have made reasonable effort to hire locally. You must satisfy HRC's income requirement and be able to offer your employee acceptable accomodation. Your offer must specify the duties of the caregiver, such as care of children or an elderly or disabled person. The nannies in Singapore typically take care of one or more children and sometimes, less often, an elderly/disabled person.

    Your employee

    1. must have the equivalent of a Canadian High School education. All our applicants satisfy this requirement.

    2. have six months of full-time training or 12 month of expereince in a field or occupation you are offering. All our applicants satisfy the experience requirement.

    3. must be able to speak read and understand either English or French. She must be able to function independently. Some foreign nannies do not satisfy this requirement, but we only register applicants who do.
    4. How to Hire a Foreign Live-in Caregiver
      Employers are responsible for finding the live-in caregiver. Such as by using the services of an agency like ours, Inter-Mares Management Services. When you have found your would-be caregiver, contact your local HRC which will then assess your offer. You wil asked to declare you can satisfy the requirements of your provincial authority (eg: ability to pay the salary prescribed). HRC will provide information.

      When HRC has validated your offer, it will be sent to the appropriate visa office abroad such as the Canadian High Commission in Singapore. The visa office will issue an employment authorization (work permit) if the caregiver or nanny is found to be suitable.

      Employers in Quebec are advised to refer to the provincial government booklet entitled "Working as a Live-in Caregiver in Quebec". Sorry, we have not located this document. If you have found it, we would appreciate it if you would kindly send us the URL.

    5. Using the Services of a Hiring Agency
      If you are using a hiring agency, be sure to ask questions.

      • Who pays the airfare?
        Our applicants are able and willing to pay the airfare up to Vancouver or Toronto. However, if the final destination is beyond Vancouver or Toronto, the additional sector is on the employer's account.
      • Is there any hidden cost?
        None whatsoever. If we do not say, you do not pay.
      • Does the agency give a refund if the nanny quits?
        Yes full refund.
      • Does the agency provide a replacement.
        Without a doubt, yes.
      • Ask for references
        to be sure there is no misrepresentation.
      • Does the agency provide adequate screening?
        We certainly do! We know the expectations of Canadian employers - since 1985.
      • Does the agency have the resources to service clients?
        Most certainly. We are a full-fledged agency serving employers in Singapore since 1981 and in Canada since 1985. We are open 7 days a week.
      • Does the agency have a non-refundable placement fee?
      • Does the agency check references and does it conduct personal interviews with applicants?
        We know that anything less than 100% genuine will reflect badly on us and we certainly conduct a personal interview. We can even arrange for a phone interview so that prospective employer can see if the resume we post on our web pages is accurate.
      • Choose the right nanny
        We believe from our experience that if a nanny is going to do a more or less similar job, then if she has served one employer for at least two years, she ought to be able to make the grade. In fact some applicants have served more than one employer well and often for a lot longer than two years.

    6. Employment Contract
      will avoid disputes in the future. Our form "Employer Profile/Job Offer" allows employer to add conditions not covered.

    7. Your responsibility
      You have responsibility like providing acceptable working conditions, etc.

      You should meet the minimum standard prevailing in your province. Or else someone may poach her, we might add.

    8. Hiring a Caregiver Who Is Already in Canada
      Good luck! If you do not need one to live in. This section is better read in full.

    9. Hospital and Medical Insurance
      Check with the provincial authority for this.

    10. Workers' Compensation
      It is to your benefit to insure your employee. Contact your local workers' compensation office for details.

    11. Employer's Legal Responsibilities
      The employer of a live-in caregiver is required by federal law to register as an employer with Revenue Canada Taxation and is required to make the proper deducations for income tax, employment insurance and remit these amounts to the proper federal authority.

    12. Room and Board
      The employer usually deducts the cost of room and board (around C$300) but check if your province allows you to deduct directly for the nanny's salary.

    13. Helping Your Employee Adjust
      Our applicants adjust easily. From the Philippines to Singapore, the adjustment may not be so easy. Once they have made this adjustment, further adjustment to life in Canada is a breeze.

    14. Ending an Agreement with an Employee
      If the employer wishes to terminate the contract, be sure to give the notice as specified in the contract. Even if notice is not specified, you may be liable under common law or Quebec's civil law.

Inter-Mares Management Services
304 Orchard Road, #04-60 Lucky Plaza, Singapore 238863
Tel: (65) 6732-9112 Fax: (65) 6732-9113

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