Included Services:
Additional Notes:
Replacement Terms:
The charges outlined in this agreement will be documented on the invoice. The service fee paid by the customer will clearly specify the included service items as stated on the invoice.
INCLUDED SERVICES:
ADDITIONAL NOTES:
REPLACEMENT TERMS:
SHOULD THE CUSTOMER REQUIRE A REPLACEMENT HELPER WITHIN ONE YEAR, THEY SHALL PAY 70% OF THE CURRENT FEE FOR SERVICE PLAN A OR 90% OF THE CURRENT FEE FOR SERVICE PLAN B, AS APPLICABLE.
Included Services:
Additional Notes:
For foreign domestic helpers (approved for contract transfer in Hong Kong) who are currently employed and fulfilling a new contract with the employer, the employer shall be required to pay for a one-way airfare from the helper’s place of origin to Hong Kong or an equivalent amount, until the completion of the two-year contract. The employer must also provide the helper with a one-way airfare (or equivalent amount) and travel expenses for return to their place of origin. Failure to do so will entitle the helper to seek reimbursement for such expenses.
Foreign domestic helpers (approved for contract transfer in Hong Kong) must enter and exit Hong Kong at least once within one year before or after the execution of the new contract. The validity of the helper’s visa is contingent upon the passport's validity; if the passport has less than two years of validity remaining, the employer shall bear the cost of renewing the visa during the employment period.
Foreign domestic helpers (not approved for contract transfer in Hong Kong) must return to their place of origin or exit Hong Kong to obtain a new visa. Our company will arrange the procedures for the helper's return to Hong Kong.
The fees charged by our company do not include quarantine policy fees; a surcharge will apply for room reservations related to quarantine.
Replacement Terms:
If the customer requires a replacement helper within one year following the renewal of the helper’s contract, they shall pay the fees according to Service Plans A or B, calculated at an 85% discounted rate of the prevailing charges at that time.
INCLUDED SERVICES:
ADDITIONAL NOTES:
REPLACEMENT TERMS:
SHOULD THE CUSTOMER REQUIRE A REPLACEMENT HELPER WITHIN ONE YEAR, THEY SHALL REMIT 70% OF THE CURRENT FEES FOR SERVICE PLAN A OR 90% OF THE CURRENT FEES FOR SERVICE PLAN B, AS APPLICABLE.
Included Services:
Additional Notes:
Replacement Terms:
If the customer requires a replacement helper within one year following the renewal of the helper’s contract, they shall pay the fees according to Service Plans A or B, calculated at an 85% discounted rate of the prevailing charges at that time.
Included Services:
Additional Notes:
Replacement Terms:
The charges outlined in this agreement will be documented on the invoice. The service fee paid by the customer will clearly specify the included service items as stated on the invoice.
INCLUDED SERVICES:
ADDITIONAL NOTES:
REPLACEMENT TERMS:
SHOULD THE CUSTOMER REQUIRE A REPLACEMENT HELPER WITHIN ONE YEAR, THEY SHALL PAY 70% OF THE CURRENT FEE FOR SERVICE PLAN A OR 90% OF THE CURRENT FEE FOR SERVICE PLAN B, AS APPLICABLE.
Included Services:
Additional Notes:
For foreign domestic helpers (approved for contract transfer in Hong Kong) who are currently employed and fulfilling a new contract with the employer, the employer shall be required to pay for a one-way airfare from the helper’s place of origin to Hong Kong or an equivalent amount, until the completion of the two-year contract. The employer must also provide the helper with a one-way airfare (or equivalent amount) and travel expenses for return to their place of origin. Failure to do so will entitle the helper to seek reimbursement for such expenses.
Foreign domestic helpers (approved for contract transfer in Hong Kong) must enter and exit Hong Kong at least once within one year before or after the execution of the new contract. The validity of the helper’s visa is contingent upon the passport's validity; if the passport has less than two years of validity remaining, the employer shall bear the cost of renewing the visa during the employment period.
Foreign domestic helpers (not approved for contract transfer in Hong Kong) must return to their place of origin or exit Hong Kong to obtain a new visa. Our company will arrange the procedures for the helper's return to Hong Kong.
The fees charged by our company do not include quarantine policy fees; a surcharge will apply for room reservations related to quarantine.
Replacement Terms:
If the customer requires a replacement helper within one year following the renewal of the helper’s contract, they shall pay the fees according to Service Plans A or B, calculated at an 85% discounted rate of the prevailing charges at that time.
INCLUDED SERVICES:
ADDITIONAL NOTES:
REPLACEMENT TERMS:
SHOULD THE CUSTOMER REQUIRE A REPLACEMENT HELPER WITHIN ONE YEAR, THEY SHALL REMIT 70% OF THE CURRENT FEES FOR SERVICE PLAN A OR 90% OF THE CURRENT FEES FOR SERVICE PLAN B, AS APPLICABLE.
Included Services:
Additional Notes:
Replacement Terms:
If the customer requires a replacement helper within one year following the renewal of the helper’s contract, they shall pay the fees according to Service Plans A or B, calculated at an 85% discounted rate of the prevailing charges at that time.
Copy of the Employer's Identity Card:
A photocopy of the applicant's identity card is required.
Proof of Income:
The applicant must provide evidence of income, demonstrating a monthly salary of HKD 15,000 or regular savings of HKD 350,000 for each domestic helper.
Financial Support Documentation (if applicable):
If the applicant (employer) is elderly or disabled and unable to provide sufficient income proof, financial support may be provided by a direct relative. This includes:
Address Proof:
The applicant must submit proof of address, which may include a water bill, electricity bill, gas bill, or rates bill from the last three months. Note:
Household Member Information:
Information regarding the applicant's household members must include:
Current Domestic Helper Information:
The applicant must provide details about the current domestic helper, including:
Accommodation Information:
The applicant must provide current floor area information, number of rooms, and specific arrangements for the domestic helper's accommodation.
Additional Documents for Government Housing:
If residing in government housing, the applicant must provide a lease agreement and must have the right to reside; otherwise, they shall not qualify as an employer.
Commitment Letter for Elderly Employers:
The Indonesian Consulate has indicated that there have been instances where elderly employers have been unable to fulfill contract obligations due to unforeseen circumstances. Consequently, effective June 4, 2024, the consulate requires employers aged 70 and above to submit a commitment letter from their relatives or other guardians to ensure the protection of Indonesian domestic helpers in the event of contract termination under special circumstances.
Reiteration on Government Housing Documentation:
As previously stated, applicants residing in government housing must provide a lease agreement and must possess the right to reside; otherwise, they shall not be eligible to act as an employer.
| The monthly salary for a foreign domestic helper (HK$5100 x 24 months) | HK$122,400.00 | |
| Application Service Fee (approximately HKD 16,000 initially) | HK$16,000.00 | |
| Two-Year Domestic Helper Insurance (Including Medical and Labor Insurance) | HK$2,000.00 | |
| Round-trip airfare for foreign domestic helper (from home country to Hong Kong) | HK$5,000.00 | |
| Transportation allowance for foreign domestic helper (calculated for travel between two locations) | HK$200.00 | |
| Total Expenses for the First Year | HK$145,600.00 | |
| 每月平均支出 (首年合約計算) | HK$6,066.66 |
According to the contract, the responsibilities of the foreign domestic helper encompass the care of children and the elderly, as well as assisting the employer with various household chores, including but not limited to cleaning, cooking, transporting children to school, and accompanying the elderly to medical appointments. The current minimum wage for foreign domestic helpers is HKD 5,100 (2026), which represents only one-quarter of the wage for local domestic helpers. If the relationship between the employer and the helper is effectively managed, it can lead to a mutually beneficial arrangement, often described as a "win-win situation." Employers seek to engage obedient and diligent helpers to support household tasks, which aligns with the objectives of our agency.
Throughout the two-year contract period, our agency is committed to balancing the needs of both the employer and the helper. We emphasize open communication with both parties to prevent a "lose-lose situation," wherein both parties may experience adverse outcomes.
When foreign domestic helpers arrive in Hong Kong, they are entering an unfamiliar environment. From the employer's perspective, there is an expectation that the helper, having traveled from afar, will quickly adapt to the work environment. The primary needs of the helper include settling in with respect to clothing, food, accommodation, and transportation.
Most foreign domestic helpers originate from subtropical regions where warm weather prevails year-round. As such, they may not be accustomed to Hong Kong's climate and may not require thick clothing or warmer footwear. Consequently, some countries mandate that Hong Kong employers sign agreements to provide suitable warm clothing for their nationals. Additionally, upon arrival at the employer's residence, it is common for foreign domestic helpers to lack indoor slippers or casual outdoor shoes. Employers may choose to supply these items as necessary, although such provision is not a contractual obligation.
Per the contract, employers are required to provide adequate food for the domestic helper. The fundamental expectation is to ensure three regular meals daily, which may include options such as bread or noodles for breakfast, and rice, vegetables, and meat for lunch and dinner. It is noteworthy that Filipino helpers do not consume offal, while Bangladeshi and Indonesian helpers do not eat pork. Some helpers may request additional snacks or beverages, such as chips, peanuts, coffee, milk tea, or cola; however, employers are within their rights to decline such requests.
Helpers may purchase preferred foods, such as biscuits or traditional items, during their holidays. Employers should engage in communication with the helper to discourage the storage of food or beverages in their room, promoting the consumption of meals in the kitchen or dining area. On holidays, helpers are responsible for their own meal expenses.
The Immigration Department stipulates that during the contract period, employers must provide suitable accommodation that ensures reasonable privacy for the domestic helper. This includes a fixed bed, a curtain for privacy, and arrangements tailored to the actual home situation. Moreover, it is mandated that the domestic helper may only reside and stay overnight at the designated contract address. While domestic helpers may occasionally request permission to stay outside, employers can deny such requests in accordance with government regulations, which prohibit domestic helpers from residing outside their employer’s premises.
Additionally, if the domestic helper shares a room with a child, it is important to note that boys aged 10 years or older must have separate accommodations. Males aged 12 years or older cannot share a room with a female domestic helper, even if the male is a bedridden patient.
Under the terms of the contract, the employer is responsible for covering the travel expenses and airfare for the domestic helper from their home country to Hong Kong. Upon termination or completion of the contract, the employer is similarly obligated to ensure the safe return of the helper to their home country via a direct route. Employers must also attend to the transportation of the helper's personal belongings, ensuring that at least 20 kilograms of checked baggage is purchased, alongside a reasonable flight route to facilitate the helper’s safe return.
After the helper's arrival in Hong Kong, the employer is not required to cover the transportation costs incurred by the helper during their holidays.
Remarks: If the employer does not provide three meals a day, a food allowance of HK$1,236.00 per month must be paid to the domestic helper. If only part of the meals are not provided, the allowance may be calculated on a pro‑rata basis.
The employer and the foreign domestic helper shall enter into a two-year contract. Given that the visa application process typically requires a minimum of 2-3 months prior to the helper commencing work in Hong Kong, there exists a substantial gap between the date of contract signing and the actual start date. Consequently, the duration of the two-year contract shall be calculated from the date of the helper's arrival or the effective date of the work visa.
During the contract period, either the employer or the helper may terminate the contract by providing one month's written notice or by compensating the other party with one month's salary in lieu of notice.
Pursuant to the Employment Ordinance (Chapter 57 of the Laws of Hong Kong), irrespective of which party initiates the termination, the employer is obligated to cover the return airfare and transportation allowance for the helper to their home country. Within seven days of the termination date, the employer must complete Form 407 (Notice of Termination of Employment Contract) and submit it via mail or fax to the Immigration Department. A copy of this form must also be provided to the helper for their records.
Salary:
Payment for any outstanding salary owed.
Payment in Lieu of Notice or Notice Period:
One month's salary, if applicable.
Annual Leave:
Payment for accrued annual leave if the helper has been employed for three months or more.
Transportation Allowance:
Calculated at HK$100 per day for return travel.
Return Airfare:
This includes provisions for 20 kg of checked baggage.
Other Considerations:
Long service payment, severance pay, or compensation for any untaken leave.
Foreign domestic helpers who have continuously worked for the employer for no less than five years shall be entitled to long service payment under the following conditions:
Should the employer, at least seven days prior to the expiration of the contract, provide a written request for the helper to renew the contract or rehire them under a new agreement, and the helper unreasonably refuses such request, the helper shall not be entitled to long service payment.
A foreign domestic helper may only receive either severance pay or long service payment. If the employer ceases to employ the helper due to personal reasons and the helper has reached retirement age, they shall be eligible for long service payment but shall not receive severance pay.
Foreign domestic helpers who are not renewed due to redundancy and have continuously worked for the same employer for no less than 24 months shall be entitled to severance payment under the following circumstances:
If the employer provides a written request for the helper to renew the contract or to be re-employed under a new agreement at least seven days prior to the termination date or the expiration of the contract, and the helper unreasonably refuses this request, the helper shall not be entitled to severance payment.
A foreign domestic helper may only receive either severance pay or long service payment. In the event of redundancy leading to dismissal, the helper is entitled to severance pay but shall not be eligible for long service payment.
Copy of the Employer's Identity Card:
A photocopy of the applicant's identity card is required.
Proof of Income:
The applicant must provide evidence of income, demonstrating a monthly salary of HKD 15,000 or regular savings of HKD 350,000 for each domestic helper.
Financial Support Documentation (if applicable):
If the applicant (employer) is elderly or disabled and unable to provide sufficient income proof, financial support may be provided by a direct relative. This includes:
Address Proof:
The applicant must submit proof of address, which may include a water bill, electricity bill, gas bill, or rates bill from the last three months. Note:
Household Member Information:
Information regarding the applicant's household members must include:
Current Domestic Helper Information:
The applicant must provide details about the current domestic helper, including:
Accommodation Information:
The applicant must provide current floor area information, number of rooms, and specific arrangements for the domestic helper's accommodation.
Additional Documents for Government Housing:
If residing in government housing, the applicant must provide a lease agreement and must have the right to reside; otherwise, they shall not qualify as an employer.
Commitment Letter for Elderly Employers:
The Indonesian Consulate has indicated that there have been instances where elderly employers have been unable to fulfill contract obligations due to unforeseen circumstances. Consequently, effective June 4, 2024, the consulate requires employers aged 70 and above to submit a commitment letter from their relatives or other guardians to ensure the protection of Indonesian domestic helpers in the event of contract termination under special circumstances.
Reiteration on Government Housing Documentation:
As previously stated, applicants residing in government housing must provide a lease agreement and must possess the right to reside; otherwise, they shall not be eligible to act as an employer.
| The monthly salary for a foreign domestic helper (HK$5100 x 24 months) | HK$122,400.00 | |
| Application Service Fee (approximately HKD 16,000 initially) | HK$16,000.00 | |
| Two-Year Domestic Helper Insurance (Including Medical and Labor Insurance) | HK$2,000.00 | |
| Round-trip airfare for foreign domestic helper (from home country to Hong Kong) | HK$5,000.00 | |
| Transportation allowance for foreign domestic helper (calculated for travel between two locations) | HK$200.00 | |
| Total Expenses for the First Year | HK$145,600.00 | |
| 每月平均支出 (首年合約計算) | HK$6,066.66 |
According to the contract, the responsibilities of the foreign domestic helper encompass the care of children and the elderly, as well as assisting the employer with various household chores, including but not limited to cleaning, cooking, transporting children to school, and accompanying the elderly to medical appointments. The current minimum wage for foreign domestic helpers is HKD 5,100 (2026), which represents only one-quarter of the wage for local domestic helpers. If the relationship between the employer and the helper is effectively managed, it can lead to a mutually beneficial arrangement, often described as a "win-win situation." Employers seek to engage obedient and diligent helpers to support household tasks, which aligns with the objectives of our agency.
Throughout the two-year contract period, our agency is committed to balancing the needs of both the employer and the helper. We emphasize open communication with both parties to prevent a "lose-lose situation," wherein both parties may experience adverse outcomes.
When foreign domestic helpers arrive in Hong Kong, they are entering an unfamiliar environment. From the employer's perspective, there is an expectation that the helper, having traveled from afar, will quickly adapt to the work environment. The primary needs of the helper include settling in with respect to clothing, food, accommodation, and transportation.
Most foreign domestic helpers originate from subtropical regions where warm weather prevails year-round. As such, they may not be accustomed to Hong Kong's climate and may not require thick clothing or warmer footwear. Consequently, some countries mandate that Hong Kong employers sign agreements to provide suitable warm clothing for their nationals. Additionally, upon arrival at the employer's residence, it is common for foreign domestic helpers to lack indoor slippers or casual outdoor shoes. Employers may choose to supply these items as necessary, although such provision is not a contractual obligation.
Per the contract, employers are required to provide adequate food for the domestic helper. The fundamental expectation is to ensure three regular meals daily, which may include options such as bread or noodles for breakfast, and rice, vegetables, and meat for lunch and dinner. It is noteworthy that Filipino helpers do not consume offal, while Bangladeshi and Indonesian helpers do not eat pork. Some helpers may request additional snacks or beverages, such as chips, peanuts, coffee, milk tea, or cola; however, employers are within their rights to decline such requests.
Helpers may purchase preferred foods, such as biscuits or traditional items, during their holidays. Employers should engage in communication with the helper to discourage the storage of food or beverages in their room, promoting the consumption of meals in the kitchen or dining area. On holidays, helpers are responsible for their own meal expenses.
The Immigration Department stipulates that during the contract period, employers must provide suitable accommodation that ensures reasonable privacy for the domestic helper. This includes a fixed bed, a curtain for privacy, and arrangements tailored to the actual home situation. Moreover, it is mandated that the domestic helper may only reside and stay overnight at the designated contract address. While domestic helpers may occasionally request permission to stay outside, employers can deny such requests in accordance with government regulations, which prohibit domestic helpers from residing outside their employer’s premises.
Additionally, if the domestic helper shares a room with a child, it is important to note that boys aged 10 years or older must have separate accommodations. Males aged 12 years or older cannot share a room with a female domestic helper, even if the male is a bedridden patient.
Under the terms of the contract, the employer is responsible for covering the travel expenses and airfare for the domestic helper from their home country to Hong Kong. Upon termination or completion of the contract, the employer is similarly obligated to ensure the safe return of the helper to their home country via a direct route. Employers must also attend to the transportation of the helper's personal belongings, ensuring that at least 20 kilograms of checked baggage is purchased, alongside a reasonable flight route to facilitate the helper’s safe return.
After the helper's arrival in Hong Kong, the employer is not required to cover the transportation costs incurred by the helper during their holidays.
Remarks: If the employer does not provide three meals a day, a food allowance of HK$1,236.00 per month must be paid to the domestic helper. If only part of the meals are not provided, the allowance may be calculated on a pro‑rata basis.
The employer and the foreign domestic helper shall enter into a two-year contract. Given that the visa application process typically requires a minimum of 2-3 months prior to the helper commencing work in Hong Kong, there exists a substantial gap between the date of contract signing and the actual start date. Consequently, the duration of the two-year contract shall be calculated from the date of the helper's arrival or the effective date of the work visa.
During the contract period, either the employer or the helper may terminate the contract by providing one month's written notice or by compensating the other party with one month's salary in lieu of notice.
Pursuant to the Employment Ordinance (Chapter 57 of the Laws of Hong Kong), irrespective of which party initiates the termination, the employer is obligated to cover the return airfare and transportation allowance for the helper to their home country. Within seven days of the termination date, the employer must complete Form 407 (Notice of Termination of Employment Contract) and submit it via mail or fax to the Immigration Department. A copy of this form must also be provided to the helper for their records.
Salary:
Payment for any outstanding salary owed.
Payment in Lieu of Notice or Notice Period:
One month's salary, if applicable.
Annual Leave:
Payment for accrued annual leave if the helper has been employed for three months or more.
Transportation Allowance:
Calculated at HK$100 per day for return travel.
Return Airfare:
This includes provisions for 20 kg of checked baggage.
Other Considerations:
Long service payment, severance pay, or compensation for any untaken leave.
Foreign domestic helpers who have continuously worked for the employer for no less than five years shall be entitled to long service payment under the following conditions:
Should the employer, at least seven days prior to the expiration of the contract, provide a written request for the helper to renew the contract or rehire them under a new agreement, and the helper unreasonably refuses such request, the helper shall not be entitled to long service payment.
A foreign domestic helper may only receive either severance pay or long service payment. If the employer ceases to employ the helper due to personal reasons and the helper has reached retirement age, they shall be eligible for long service payment but shall not receive severance pay.
Foreign domestic helpers who are not renewed due to redundancy and have continuously worked for the same employer for no less than 24 months shall be entitled to severance payment under the following circumstances:
If the employer provides a written request for the helper to renew the contract or to be re-employed under a new agreement at least seven days prior to the termination date or the expiration of the contract, and the helper unreasonably refuses this request, the helper shall not be entitled to severance payment.
A foreign domestic helper may only receive either severance pay or long service payment. In the event of redundancy leading to dismissal, the helper is entitled to severance pay but shall not be eligible for long service payment.
During the pandemic, the Hong Kong government implemented measures to alleviate the shortage of foreign domestic helpers, allowing some helpers to remain in Hong Kong after contract termination to switch employers. As a result, several employers raised wages to attract these helpers, leading to a significant increase in average salaries for foreign domestic workers. This trend prompted even content and satisfied workers to consider changing jobs, causing employers to increase the basic wage from HK$4,870.00 to HK$5,000 or more upon contract renewal.
Following the pandemic, on May 1, 2022, the government reverted to pre-pandemic policies, requiring foreign domestic helpers to return to their home country within 14 days after leaving their employment. This change has improved the situation regarding helpers switching jobs.
Post-pandemic, the reasons for foreign domestic helpers changing employers in Hong Kong primarily include:
Occasionally, helpers request higher wages, typically ranging from HK$5,000 to HK$5,500, depending on their work experience and recommendations from previous employers.
For new employers, terms like "overseas," "contract termination," or "contract completion" often come up. Here’s what they mean:
Overseas Helpers:
This term refers to foreign domestic helpers who arrive in Hong Kong after being hired by an employer for a two-year contract, approved by the Director of Immigration from the day of their arrival or stay in Hong Kong.
Contract Completion:
If a helper does not get re-employed within 42 days prior to the completion of their contract, they are referred to as a "contract completion" helper. This allows them to stay in Hong Kong to switch employers.
Contract Termination (or Interruption):
During the contract period, either party (the employer or the helper) can terminate the contract by providing one month's written notice or paying an equivalent of one month's salary in lieu of notice. This means that for any reason—whether the helper resigns or the employer dismisses—they can end the two-year contract in one month or less (as permitted under the Employment Ordinance, Chapter 57). Helpers in this situation are referred to as having their contract "terminated" or "interrupted."
In general, if a contract is terminated, the helper must return to their home country within 14 days. However, there are specific circumstances under which the Immigration Department may allow the helper to remain in Hong Kong to switch employers:
Economic Hardship: The employer faces financial difficulties and can no longer pay the helper's wages.
Employer Immigration: The employer is relocating outside of Hong Kong and can no longer employ the helper.
Care Recipient's Death: The individual under the employer's care (such as an elderly or chronically ill person) has passed away, eliminating the need for the helper to continue their employment.
Employer's Death: If the employer passes away, the contract cannot be fulfilled, leading to unilateral termination.
In these cases, the Immigration Department will contact the employer or their agent to verify the circumstances and related documentation. Only upon confirmation will the helper be allowed to switch employers.
The allowance for foreign domestic helpers in Hong Kong began in the 1970s. In 1973, the British colonial government permitted the importation of foreign domestic helpers to address the shortage of local full-time household workers. This decision coincided with a global oil crisis and economic difficulties in the Philippines. In 1974, the Philippine government eased restrictions on its citizens working overseas, paving the way for Filipino domestic helpers to come to Hong Kong.
Filipino domestic helpers have consistently been one of the predominant groups in this sector. The reasons for their popularity include their high educational qualifications—most possess college diplomas—and their proficiency in English. Additionally, many Filipino helpers who have worked for years in Hong Kong or Taiwan are able to speak Cantonese or Mandarin. The Philippine government allows its citizens to work abroad starting at the age of 23, and young, energetic workers are particularly favored by Hong Kong employers. Many employers prefer Filipino helpers to care for newborns and young children, as it allows them to communicate effectively about family matters while they are at work.
By the 1990s, both the Indonesian and Thai governments followed the Philippines' lead in amending their labor laws, resulting in a more diverse nationality among foreign domestic helpers in Hong Kong. Initially, Indonesian helpers, who were typically aged 18 to 20, had lower educational qualifications compared to their Filipino counterparts. However, they demonstrated remarkable language learning abilities, often on par with those of Filipino helpers.
Indonesian training schools prepare helpers in various languages within a short span of 6 to 8 months. Many of these workers subsequently find employment in the Middle East, Singapore, Japan, and Taiwan. Those who come to Hong Kong often prefer to care for the elderly, although some are also willing to look after children and newborns. This arrangement allows for better communication, as they can manage both child care and elder care simultaneously.
Thai domestic helpers make up less than 3,000 individuals in the Hong Kong labor market. The primary reason for this low number is Thailand's economic growth and the rapid development of its tourism industry, which have created ample job opportunities domestically. As a result, young Thais are increasingly reluctant to leave their hometowns for work abroad.
Currently, the limited number of Thai domestic helpers in Hong Kong consists mainly of a few individuals who have remained since the 1980s. Their presence is a reflection of changing economic conditions and labor market dynamics in Thailand, which has shifted priorities for young workers.
The introduction of Bangladeshi, Sri Lankan, and Cambodian domestic helpers in Hong Kong was prompted by the increasing global demand for foreign domestic workers. As countries like the Philippines and Indonesia saw their workers being recruited for various roles abroad, the Hong Kong government allowed the entry of helpers from other nationalities, including Bangladesh and Cambodia.
These workers primarily focus on caring for the elderly and bedridden individuals, with fewer taking on roles related to child care or newborns. Their language training mainly emphasizes Cantonese, although some are also able to speak English. This linguistic ability helps them communicate effectively in their caregiving roles within Hong Kong households.
During the pandemic, the Hong Kong government implemented measures to alleviate the shortage of foreign domestic helpers, allowing some helpers to remain in Hong Kong after contract termination to switch employers. As a result, several employers raised wages to attract these helpers, leading to a significant increase in average salaries for foreign domestic workers. This trend prompted even content and satisfied workers to consider changing jobs, causing employers to increase the basic wage from HK$4,870.00 to HK$5,000 or more upon contract renewal.
Following the pandemic, on May 1, 2022, the government reverted to pre-pandemic policies, requiring foreign domestic helpers to return to their home country within 14 days after leaving their employment. This change has improved the situation regarding helpers switching jobs.
Post-pandemic, the reasons for foreign domestic helpers changing employers in Hong Kong primarily include:
Occasionally, helpers request higher wages, typically ranging from HK$5,000 to HK$5,500, depending on their work experience and recommendations from previous employers.
For new employers, terms like "overseas," "contract termination," or "contract completion" often come up. Here’s what they mean:
Overseas Helpers:
This term refers to foreign domestic helpers who arrive in Hong Kong after being hired by an employer for a two-year contract, approved by the Director of Immigration from the day of their arrival or stay in Hong Kong.
Contract Completion:
If a helper does not get re-employed within 42 days prior to the completion of their contract, they are referred to as a "contract completion" helper. This allows them to stay in Hong Kong to switch employers.
Contract Termination (or Interruption):
During the contract period, either party (the employer or the helper) can terminate the contract by providing one month's written notice or paying an equivalent of one month's salary in lieu of notice. This means that for any reason—whether the helper resigns or the employer dismisses—they can end the two-year contract in one month or less (as permitted under the Employment Ordinance, Chapter 57). Helpers in this situation are referred to as having their contract "terminated" or "interrupted."
In general, if a contract is terminated, the helper must return to their home country within 14 days. However, there are specific circumstances under which the Immigration Department may allow the helper to remain in Hong Kong to switch employers:
Economic Hardship: The employer faces financial difficulties and can no longer pay the helper's wages.
Employer Immigration: The employer is relocating outside of Hong Kong and can no longer employ the helper.
Care Recipient's Death: The individual under the employer's care (such as an elderly or chronically ill person) has passed away, eliminating the need for the helper to continue their employment.
Employer's Death: If the employer passes away, the contract cannot be fulfilled, leading to unilateral termination.
In these cases, the Immigration Department will contact the employer or their agent to verify the circumstances and related documentation. Only upon confirmation will the helper be allowed to switch employers.
The allowance for foreign domestic helpers in Hong Kong began in the 1970s. In 1973, the British colonial government permitted the importation of foreign domestic helpers to address the shortage of local full-time household workers. This decision coincided with a global oil crisis and economic difficulties in the Philippines. In 1974, the Philippine government eased restrictions on its citizens working overseas, paving the way for Filipino domestic helpers to come to Hong Kong.
Filipino domestic helpers have consistently been one of the predominant groups in this sector. The reasons for their popularity include their high educational qualifications—most possess college diplomas—and their proficiency in English. Additionally, many Filipino helpers who have worked for years in Hong Kong or Taiwan are able to speak Cantonese or Mandarin. The Philippine government allows its citizens to work abroad starting at the age of 23, and young, energetic workers are particularly favored by Hong Kong employers. Many employers prefer Filipino helpers to care for newborns and young children, as it allows them to communicate effectively about family matters while they are at work.
By the 1990s, both the Indonesian and Thai governments followed the Philippines' lead in amending their labor laws, resulting in a more diverse nationality among foreign domestic helpers in Hong Kong. Initially, Indonesian helpers, who were typically aged 18 to 20, had lower educational qualifications compared to their Filipino counterparts. However, they demonstrated remarkable language learning abilities, often on par with those of Filipino helpers.
Indonesian training schools prepare helpers in various languages within a short span of 6 to 8 months. Many of these workers subsequently find employment in the Middle East, Singapore, Japan, and Taiwan. Those who come to Hong Kong often prefer to care for the elderly, although some are also willing to look after children and newborns. This arrangement allows for better communication, as they can manage both child care and elder care simultaneously.
Thai domestic helpers make up less than 3,000 individuals in the Hong Kong labor market. The primary reason for this low number is Thailand's economic growth and the rapid development of its tourism industry, which have created ample job opportunities domestically. As a result, young Thais are increasingly reluctant to leave their hometowns for work abroad.
Currently, the limited number of Thai domestic helpers in Hong Kong consists mainly of a few individuals who have remained since the 1980s. Their presence is a reflection of changing economic conditions and labor market dynamics in Thailand, which has shifted priorities for young workers.
The introduction of Bangladeshi, Sri Lankan, and Cambodian domestic helpers in Hong Kong was prompted by the increasing global demand for foreign domestic workers. As countries like the Philippines and Indonesia saw their workers being recruited for various roles abroad, the Hong Kong government allowed the entry of helpers from other nationalities, including Bangladesh and Cambodia.
These workers primarily focus on caring for the elderly and bedridden individuals, with fewer taking on roles related to child care or newborns. Their language training mainly emphasizes Cantonese, although some are also able to speak English. This linguistic ability helps them communicate effectively in their caregiving roles within Hong Kong households.
Achieving satisfactory work performance from foreign domestic helpers involves understanding several key factors that can influence their effectiveness in the home environment. Here are some essential points to consider:
By fostering a supportive and respectful environment, employers can enhance the effectiveness of their foreign domestic helpers, leading to a more harmonious household.
Achieving satisfactory work performance from foreign domestic helpers involves understanding several key factors that can influence their effectiveness in the home environment. Here are some essential points to consider:
By fostering a supportive and respectful environment, employers can enhance the effectiveness of their foreign domestic helpers, leading to a more harmonious household.