SINGAPORE:

In a troubling situation, a domestic helper has taken to social media to share her plight regarding unpaid wages, raising questions about her employer's responsibilities. On November 1, she posted in the Facebook group ‘MDW in Singapore,’ seeking advice on whom to turn to when her employer refuses to pay her.

Her post read: "If the helper doesn’t want to work and the employer doesn’t want to give the salary, whom to ask for help—Police, CDE, Home?? Please, I need advice." This statement led to confusion among online users, as it sounded like she was unwilling to fulfill her duties, potentially complicating her circumstances.

Responses varied widely. Some commenters questioned her stance, with one noting, “But helpers are paid to work… If you don’t want to work, what pay are you asking for?” Another suggested that the underlying issue could be a matter of personal disagreement between her and her employer, advising that it might be better for the employer to consider transferring her to another family.

However, many users pointed her towards proper channels for assistance, highlighting the importance of the Ministry of Manpower (MOM). This governmental body oversees employment laws and can address complaints about unpaid wages. Additionally, the Centre for Domestic Employees (CDE), an organization that supports foreign domestic workers in Singapore, was also recommended as a resource.

In Singapore, employers are required by MOM to pay their foreign domestic workers every month, ensuring that payment is made no later than seven days after the salary period ends. Importantly, wages must not fall below the amount declared to MOM.

In cases where a domestic helper refuses to work, the Fair Employment Agency suggests that employers issue a formal warning letter. This letter should document the issue at hand, propose potential solutions, set a timeline for improvements, and outline the consequences if no progress is made. Both the employer and the helper are then expected to sign the document, which serves as a record of acknowledgment.

If things do not improve after this formal step, the employer has several options: they can transfer the helper to another job or terminate the employment contract altogether. Both parties have the right to end the contract as long as they adhere to the notice period outlined in their agreement. In situations where giving notice is not feasible, the party terminating the contract must provide salary in lieu unless they agree otherwise.

This incident shines a light on the often-challenging dynamics between domestic helpers and employers in Singapore. With ongoing discussions about rights and responsibilities, it raises broader questions about the treatment of foreign domestic workers, prompting advocates to call for better protections and clearer communication within households employing these workers.

Stay tuned: How can we ensure fair treatment for domestic workers here and around the world?