When hiring a Foreign Domestic Helper (FDH) in Hong Kong, employers must meet certain government requirements. What are these requirements? If employers wish to apply for an FDH themselves, how can they do it? Before making a decision, employers should consider if hiring a local helper might better suit their needs. This article provides simple answers to these three questions.

On September 27, 2024, the Hong Kong government announced a rise in the minimum wage for foreign domestic helpers. This wage adjustment reflects a modest increase from the previous rate and will take effect for all new contracts signed from September 28, 2024. However, the meal allowance remains unchanged with a specified minimum requirement. We will look into the details and compare it with wage levels in other Asian countries.

When hiring a foreign domestic helper in Hong Kong, employers not only need to pay for the medical expenses of helper, but may also be held responsible for the helper’s act. Therefore, it is crucial for employers to understand what kind of protections foreign domestic helper insurance covers to avoid unexpected costs. This Q&A addresses issues regarding vicarious liability, personal responsibility of helpers, arrangements during typhoon days, and issuing warning letters.

When a foreign domestic helper (FDH) completes their contract and returns to their home country, the employer should not only send them off with good wishes but also arrange their return, handle long service payments, and pay any outstanding holiday wages. Even if the contract is terminated due to performance issues or by mutual agreement for other reasons, the employer must address the same matters. Previously, we had an article discussed how to calculate termination notice pay and long service payments for FDHs; this time, we will share regulations on travel expenses, meal, and transportation allowances.

Certain situations, though rare, such as a foreign domestic helper's pregnancy or the overlap of rest days with statutory holidays, are important for employers to understand to avoid breaking the law. This article provides a Q&A on issues related to foreign domestic helpers' pregnancy, maternity leave, and holidays.

The "Standard Employment Contract" outlines specific terms, but many Hong Kong employers often struggle to match clauses to situations. As a result, social media forums for foreign domestic helpers frequently feature scenario-based questions. In Volume 2, we cover these common topics: minimum wage, food allowance, privacy, medical expenses, buying holidays, and borrowing money. Understanding these beforehand can be very helpful.

There was a Facebook discussion group for foreign domestic helpers, a prospective employer asked whether it would be acceptable if a helper stated a need to stay outside during their time off. At the same time, the helper's agency claimed that it was legal. Are these statements correct?

Online discussions in foreign domestic helper forums often center on the "Standard Employment Contract." As an employer, understanding this contract is crucial. It's important to know both your rights and obligations to prevent disputes or legal issues. Key topics include dealing with job-hopping helpers, arranging their return to their home country, proper procedures for contract termination, and understanding the eligibility and calculation of long service payment and severance pay. Familiarity with these aspects ensures a smooth and compliant employment relationship.

If you've been following the news, there have been occasional reports of fatal accidents involving falling from buildings while cleaning windows, with some involving foreign domestic workers. As an employer, you have a responsibility to ensure the safety of your employees. There are clear guidelines regarding foreign domestic helpers cleaning windows to safeguard their safety and rights, as detailed below.

When reading articles about foreign domestic helpers, the term "standard employment contract" is frequently mentioned. What exactly does the standard employment contract entail and what clauses should be noted? The following article will provide a brief overview.

If you browse various foreign domestic helper discussion forums or social media groups, you will find numerous complaints about the work performance and attitude of foreign domestic helpers. While there are many FDHs who perform well, grievances are usually shared only when unpleasant incidents occur. If a mistake occurs for the first time, it is advisable to communicate politely and give the FDH a chance to improve. However, can employers issue a Warning Letter to FDH and even terminate their employment immediately?

Hong Kong people love to travel, but in the past two years, due to the raging pandemic, most countries have implemented entry restrictions or even banned entry. Now the restrictions are all gone, it's time to start planning trips again! If you have a foreign domestic helper at home, some employers may invite them to travel. Does the foreign domestic helper insurance cover their travel? What else should be considered?

If an employer is planning to move abroad but has an existing contract with a foreign domestic helper (FDH) that has not yet concluded, how should the employer handle the situation? Should they terminate the contract, transfer it to a family member, find someone else to take over, or consider relocating with the FDH? Depending on the circumstances, employers need to consider the following arrangements.

If you have ever passed by the Wan Chai Immigration Tower, you would notice a large group of foreign domestic helpers(FDHs) waiting and lining up. The reason they are there is to apply for extension of their work visa. Instead of having a long queue, it's better to try the latest online visa application service, known as "Smart Renewal," allowing you to apply from the comfort of your home.

This article begins by discussing the scope of work for FDHs and shares the regulations that employers must comply with. Since FDHs need approval from the Immigration Department and the issuance of a work visa to work in Hong Kong, employers must also comply with the "Immigration Ordinance" and the conditions specified in the work visa. Employers must be aware of the content of these regulations, as failure to do so may result in charges for aiding or abetting FDHs in violating their visa conditions, leading to potential prosecution.

According to the Employment Ordinance, foreign domestic helpers(FDHs) are entitled to rest days, statutory holidays, and paid annual leave, among other benefits. Employers should discuss arrangements with their FDHs , such as whether rest days are fixed or flexible, as soon as possible after their arrival or even during the interview. Employers usually hire FDHs for tasks like housework, childcare, or elderly care. Sometimes, there may be a need for their services on the FDH’s rest day. Can employers request to compensate them with wages in lieu of the leave day, in addition to requesting leave changes? And, would such arrangements violate the Employment Ordinance or the employment contract?

Every year around September, the government announces adjustments to the minimum wages and food allowance for foreign domestic helpers (FDHs) in Hong Kong. This year's adjustments have been made public, with both items being increased for the second consecutive year. Let's take a closer look at the increases and the effective date.

Last year, there was a news reporting "Filipino Domestic Helper Falls Seriously Ill Right After Arrival! Employer Pays for ICU Treatment, Medical Costs Totaling...". The story highlights a Filipino domestic helper who, shortly after arriving in Singapore, felt unwell on her almost immediately. She eventually had to stay in the Intensive Care Unit (ICU) for 27 days, and medical examinations revealed she suffered from renal failure and pulmonary tuberculosis. Fortunately, her condition stabilized, and she was able to return home for further treatment via a medical charter flight. However, the total cost of her 27-day treatment and the medical flight amounted to nearly HK$930,000. Fortunately, her employer, generously covered these expenses and even provided emergency funds to the helper's family. Have you ever wondered what would happen if a similar situation occurred in Hong Kong?

When hiring foreign domestic helpers(FDHs) in Hong Kong, employers are required to adhere to a series of regulations set by the government in the "Standard Employment Contract." Failure to comply with these requirements can result in fines or even imprisonment for employers. Therefore, prospective employers should pay close attention. This article will share information about the minimum wage, meal allowance, and maternity leave arrangements for foreign domestic helpers.