The Macau Federation of Trade Unions (FAOM) has called on the government to set clear localization targets for managerial roles in finance and administration, citing survey results that highlight weak career prospects and heavy work pressures among clerical staff.
Recent statistics indicate that, as of June, there were still 900 non-local workers in clerical positions, including those in finance, in Macau, with over half occupying non-professional roles.
In light of this, the federation urged the government to prioritize local hiring, clarify exit arrangements for non-local workers, and conduct a thorough review of the city’s Labor Relations Law to improve the employment landscape.
The federation asserted that, to effectively implement the local employment priority policy, clear exit arrangements for non-local workers must be established.
Proposed measures include setting localization targets for managerial positions in sectors such as finance and administration, as well as increasing investment in vocational training to gradually raise the proportion of locals in professional and managerial roles.
According to the federation, enterprises and labor unions can work together to integrate employees into training systems, establish training hour requirements, link training outcomes to promotions, and create exchange platforms for conducting targeted training programs.
The development of Macau’s clerical sector faces significant challenges.
“The special administrative region government, enterprises, and labor unions must collaborate to comprehensively improve industry conditions, safeguard workers’ rights, and promote sustainable development,” stated Ng Chi Peng, chairman of the General Association of Macau Clerical Employees.
He also recommended that the government refine the remuneration system by enhancing regulatory enforcement and oversight of wage payments, and suggested leveraging research findings to establish a guiding framework.
The two groups collaborated to conduct a survey from January to early August, targeting clerical staff in Macau.
Out of the 1,510 valid questionnaires collected, only 27% of clerical staff expressed optimism about their career prospects, while approximately 45% reported neutral attitudes. This indicates the work pressures faced by clerical staff, along with concerns about promotion opportunities and anxieties regarding their professional positions.
According to the findings, nearly one-quarter of respondents felt their compensation was disproportionate to their workload, and about 19% expressed dissatisfaction with the benefits system.
Over 40% reported feeling pressured due to tight deadlines, heavy workloads, and limited promotion opportunities. Additionally, 43% experienced physical or mental health impacts from work stress, yet only 18% of employers provided psychological support, with nearly 60% lacking relevant measures.
In response, it was emphasized that the government must establish a long-term oversight mechanism and implement a “dynamic workload assessment system.”
This system should integrate mental health considerations into corporate social responsibility evaluation frameworks.
The survey also revealed that 83% of respondents had only partial knowledge or no understanding of the Labor Relations Law, and nearly 30% reported experiencing rights violations.
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