Industry groups call for tighter oversight of foreign domestic helper market

[Photo: Lynzy Valles]

Growing concerns over the quality and accountability of foreign domestic helpers have prompted renewed calls from legislators and industry representatives to amend Macau’s existing employment laws, as public dissatisfaction mounts over what some describe as a mismatch between worker performance and contractual promises.

During a recent segment on the TDM Forum, multiple listeners voiced frustration over what they perceive as inadequate legal protection for employers under the current foreign domestic helper policy.

Some suggested that the government should revisit the legislation to better balance the rights and responsibilities of both employers and workers.

One employer who spoke to TDM argued that when a domestic helper is dismissed during the probationary period or shortly after hiring due to substandard performance, it should not be mandatory for the employer to cover return transportation costs.

Currently, Macau law requires employers to pay such costs, a provision that some say places an undue burden on households that have acted in good faith.

Other citizens echoed similar sentiments, pointing to inconsistent service quality among foreign domestic helpers.

Several said they had encountered helpers whose actual skills and work ethic fell short of what was represented during the hiring process, and called for stronger regulatory oversight to ensure greater accountability in the recruitment and placement system.

Legislator Ella Lei acknowledged the frequency of such complaints, noting that she has received numerous reports from residents who felt disadvantaged after hiring helpers who did not meet expectations.

Under current rules, she explained, employers remain liable for return airfare even in cases of early termination, which she said undermines employer confidence in the system.

Lei pointed out that the Law for the Employment of Non-Resident Workers, which has been in effect since 2009, has not undergone any major revisions.

She recommended that the government consider amendments that would clarify termination liabilities, define more clearly what constitutes a breach of contract, and strengthen penalty mechanisms for rule violations.

She also stressed the importance of tightening the verification of helpers’ professional qualifications before they are allowed to work in Macau, as a way to protect both sides and maintain stability in the domestic labor market.

Separately, Ao Ieong Kuong Kao, president of the Macau Overseas Worker Employment Agency Association, highlighted operational challenges that have emerged over years of enforcement under the current legal framework.

He observed that some foreign domestic helpers deliberately seek early termination of their contracts, often referred to locally as “provoking dismissal,” in order to transfer to other households or switch to jobs in retail, cleaning, or other sectors once their contracts end.

According to Ao Ieong, the relatively low time and cost barriers for helpers to change employers or job types have contributed to instability in the domestic helper market.

He urged authorities to conduct a comprehensive review of the system and implement improvements aimed at encouraging longer-term placements and reducing turnover, which would benefit both employers and the broader labor ecosystem.