Review the Minimum Wage for Foreign Domestic Helpers &Comparison with Singapore's System
Every year, the Hong Kong Government reviews the minimum wage for foreign domestic helpers, and this often leads to public discussion. While some groups have called for a higher minimum wage, many employers believe improving the current system is just as important. They hope for better regulations, improved employment agency services, and measures to reduce frequent job-hopping. Singapore is often seen as having one of the better-managed foreign domestic helper systems in Asia, so what can Hong Kong learn from it?
Why is Singapore's System Considered Better Managed?
Compared with Hong Kong, Singapore not only protects the rights of foreign domestic helpers, but also has measures to protect employers. This helps make the responsibilities of both parties much clearer.
1. First-Time Employers Must Attend Training
In Hong Kong, first-time employers are not required to attend any training. In Singapore, anyone hiring a foreign domestic helper for the first time must complete the Employer Orientation Programme (EOP).
The course teaches employers about:
Their legal responsibilities
Cultural differences
Common employment disputes
What a foreign domestic helper can and cannot do
How to manage a foreign domestic helper legally
The aim is to reduce misunderstandings and problems caused by a lack of knowledge about the law.
2. Security Bond Increases Employer Responsibility
Another unique feature in Singapore is the Security Bond. For most foreign domestic helpers (except Malaysian helpers), there is a security bond worth around HK$30,000.
Employers do not pay this amount directly to the government. Instead, they buy an insurance policy, which provides the security bond by paying a much smaller insurance premium. If an employer fails to meet legal responsibilities, such as not arranging for the helper to leave Singapore when required or breaking work permit rules, the government may claim the security bond.
The bond may also be affected if the foreign domestic helper breaks certain rules, such as becoming pregnant without permission under the work permit conditions, working illegally, or going missing during the contract period.
Although this system places more responsibility on employers, it also encourages employers and employment agencies to carefully choose suitable foreign domestic helpers. This helps reduce poor matches and hiring mistakes, while making the whole system more organized.
3. Strict Penalty System for Employment Agencies
Singapore's Ministry of Manpower (MOM) closely monitors employment agencies.
If an agency breaks the rules, such as providing false information, arranging illegal employment, or making improper salary deductions, it receives demerit points.
As more points are accumulated, the agency may face penalties such as:
Paying a higher security deposit
Losing access to the online work permit system
Having its license suspended or cancelled
The Ministry of Manpower also publishes agency performance and disciplinary records, allowing employers to check an agency before using its services. This encourages agencies to carefully match employers and foreign domestic helpers, helping reduce job-hopping and poor agency practices.
Simply put, Singapore's system places pressure on both employment agencies and employers, making the whole market more responsible.
4. Better Work Permit Management
Many Hong Kong employers are concerned about foreign domestic helpers changing employers too often.
In Singapore, every foreign domestic helper is managed through a central work permit system. Whether changing employers, renewing a contract or leaving a job, approval must be obtained from the Ministry of Manpower. This creates a complete employment record and allows the government to monitor unusual job-changing patterns more easily.
5. More Comprehensive Employer Assessment
In Hong Kong, employers mainly need to meet income requirements and provide suitable accommodation.
In Singapore, besides checking financial ability, the government also considers whether the employer genuinely needs a foreign domestic helper and whether they are able to fulfil their responsibilities as an employer.
Together with compulsory training, this aims to reduce employment disputes from the beginning.
Salary Comparison: Hong Kong vs Singapore
Salary is one of the biggest concerns for both employers and foreign domestic helpers, but Hong Kong and Singapore use very different systems.
Hong Kong has a Minimum Allowable Wage set by the government. Employers cannot pay below this amount, and it is reviewed every year based on economic conditions.
Singapore does not have a minimum wage for foreign domestic helpers. Salaries are based on market demand and are negotiated between the employer and the foreign domestic helper.
Current market salaries are approximately:
Indonesian foreign domestic helper: HK$3,500 to HK$3,800 per month
Filipino foreign domestic helper: HK$3,800 to HK$4,700 per month
Experienced helpers with newborn care, elderly care or professional caregiving skills: HK$5,300 to HK$7,000 or more per month
However, employers in Singapore also have additional costs.
They must pay a monthly Foreign Worker Levy, which is usually around HK$1,700. Families caring for young children, elderly people or persons with disabilities may qualify for a reduced levy of around HK$340 per month.
Employers must also pay for insurance, recruitment fees and other legal costs, so the overall cost of hiring a foreign domestic helper may not be lower than in Hong Kong.
What Do Hong Kong and Singapore Have in Common?
Although the systems are different, they share several important rules.
Both places require employers to buy insurance for foreign domestic helpers. In Hong Kong, employers usually purchase foreign domestic helper insurance that covers work injuries, medical expenses, third-party liability and other employer risks. In Singapore, employers are required to buy medical insurance and personal accident insurance to ensure that foreign domestic helpers receive basic protection if they become ill or are injured, while also reducing employers' financial risk.
Both Hong Kong and Singapore also require foreign domestic helpers to live with their employers.
Their work must be limited to household duties, such as housework, childcare, elderly care and caring for family members. They are not allowed to take part-time jobs or work for other employers.
Conclusion
The discussion about increasing the salary of foreign domestic helpers reflects a wider issue of confidence in the employment system.
If employers feel that hiring a foreign domestic helper is a risky decision that may cost them both money and time, increasing salaries alone will not solve the real problem. The key challenge is finding a better balance between protecting the rights of foreign domestic helpers and protecting the legitimate interests of employers.
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The information provided in this article is for general reference only and should not be considered as any form of advice. Our company assumes no responsibility for its use
