What happens to employers when they change domestic workers frequently?

When it comes to hiring foreign domestic workers (FDWs), finding the right person for your family can be challenging and it can be tempting to try different domestic workers in the hope of finding just the right one. However, changing a foreign domestic service worker frequently can lead to negative consequences. Below, we examine what can happen if you change your domestic worker frequently, why it happens and what can be done to improve FWW retention rates.

A problem with the Ministry of Manpower

The Ministry of Manpower considers switching domestic workers more than three times a year a cause for concern. If you want to hire a fourth domestic worker within one year, you will be considered a Frequent change of employer He will either have to meet with the Ministry of Manpower or attend Employer Orientation Program Before you can hire another worker, which costs an average of S$32.25.

Possible cash loss

One domestic worker has already been hired expensive, so it is not surprising that many of them employ more than that. Not only will you pay the termination fee but you will also have to pay the repatriation fee (if you are sending her home), replacement or re-employment fee, maid agency fee and the new insurance policy. If your domestic worker is wreaking havoc in your home, the termination certainly outweighs the costs; However, if you are laying off a worker because of very high expectations or small properties, the costs may not be worth it. The table below shows the fees associated with the recruitment and placement of a foreign domestic worker. Based on these cost estimates, you can expect to pay up to S$4,200 in fees only if you go through three domestic workers per year.

One-time fee for hiring a FDW Average Cost (SGD)
Maid Agency Fee 1100
Work permit application 30
Work Permit 30
stability program 75
Employer guidance 32.25
Initial medical examination 80
vaccination (optional) 73.87
the total 1,421.12

loss of quality of life

In addition to the legal and monetary ramifications, the constant shifting of workers can result in a loss of quality of life. In some cases, training your new home maid can take up to a few months, which includes spending time away from work, participating in helping with her duties and helping her acclimatize to your home and Singapore. This means that if you go through three workers a year, you could end up spending nearly a year training your new employees, taking time away from doing the things you really want to do.

What if home service workers want to quit early?

If you find yourself losing several domestic workers each year, you either have incredibly bad luck or some of your actions may be frustrating to your employees. If all of your workers state the same reason they want to leave, it may be helpful to reevaluate your policies as an employer. This is especially important when you are faced with things like rest days, adequate housing, salary and safety precautions, because the Ministry of Manpower has specific guidelines for these categories. If you love a worker and want to leave for any of these reasons, you should try to renegotiate your original contract and find a compromise that keeps her staying.

Additionally, if you want to reduce the chances of your worker wanting to quit before their contract expires, you can do some research on current employment trends (salary, perks, rest days, etc.). If you can afford it, you can give her a competitive salary or several days off. Since domestic workers may discuss their life and work environments with each other, you can prevent jealous behavior or resentment by maintaining a line of communication to make sure you meet the end of the hiring deal. One thing to keep in mind, however, is that it may be worth looking at her employment history to see if she has a pattern of changing employers frequently – in this case, you should avoid hiring her.

Ways to avoid switching home workers frequently

If you pass by Recruitment AgencyUse only one with a high retention rate, as this means there is a good track record of resident domestic workers with their employers. You should also talk to the agency to find out how much information you can get about a potential worker and whether or not you can interview her. On the other hand, hiring a domestic worker directly can increase your chances of getting along with the worker—especially if you hire her through someone you already know and trust. Direct assignments also allow for interviews, which can help give you a better picture of the candidate.

Additionally, when you write your employment contract, you should make sure your worker agrees and understands what is in the contract. If you do not already understand some of the terms in the contract, this can lead to miscommunication and disputes later. Also, you must make sure that your contract is fair – both for her and according to your expectations. If you expect too much from her, it will be easier for you to get frustrated and end up wanting to find someone better.

last thoughts

Although you may be stubborn about finding the perfect helper, switching your domestic workers often sends a red flag to MOM, making future hiring decisions more difficult. It is also financially costly and ongoing training takes time apart from other activities that should take priority. However, it is understandable that in some cases, you may have a series of misfortunes with your workers, which makes re-employment of workers inevitable. In this case, where you have to buy a file maid insurance policy In any case, you can purchase one that covers termination and reassignment expenses, which can help reduce some of the costs associated with early departure.

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