(published on February 22, 2024)
Common Reasons For Quick Turnover Rate
Domestic workers in Hong Kong may quit their jobs quickly upon arrival for several reasons, which can generally be categorised into issues related to work conditions, personal circumstances, and conflicts with employers. Here are some of the top reasons based on insights from Sassy Mama and Hong Kong OFW:
- Limited Rest or Privacy: Workers often face long hours without clear start or end times, and their resting space may lack privacy, leading to physical and mental exhaustion.
- Feeling Overworked but Under-Appreciated: Taking care of newborns, the elderly, or multiple children can lead to early burnout, especially if the worker’s efforts are not acknowledged.
- Food Frustrations: Unclear rules about what and how much the worker can eat, or being provided with food they don’t prefer, can create discomfort and dissatisfaction.
- Poor Work Performance: Expectations for high-quality work may not be met due to a lack of skills or understanding of the employer’s specific requirements.
- Termination Due to Relocation: Employers who are not permanent residents may need to move, leaving their domestic workers without employment.
- Change in the Family’s Financial Situation: Economic difficulties faced by employers can lead to termination of employment for domestic workers.
- Death of the Employer: The passing away of an employer or the person the domestic worker was hired to care for can abruptly end the employment.
- Misunderstandings or Miscommunication: Conflicts arising from communication issues between the employer and the worker can lead to termination.
Employment agencies and experts suggest several ways to address these issues, including effective communication, setting clear expectations and boundaries, providing adequate rest and privacy, and acknowledging the worker’s efforts to create a more supportive and sustainable working environment. Addressing food preferences and allowances, ensuring skills and training match job requirements, and having contingency plans for unexpected changes are also crucial.
For domestic workers, understanding their rights, seeking support from agencies, and having open dialogues with employers can help navigate these challenges. Employers, on the other hand, can work towards creating a more respectful and empathetic employment relationship by considering the needs and well-being of their domestic workers.
Financial Loss Borne By Employers
The financial loss for employers when domestic helpers leave their jobs quickly can vary significantly depending on several factors, including the recruitment process, agency fees, visa and documentation fees, travel expenses, and any additional training provided. While I can provide a general outline of potential costs, specific amounts would depend on the country, agency agreements, and individual circumstances. Here’s a breakdown of potential costs involved:
- Agency Fees: These can vary widely but are often one of the largest expenses. They cover the costs of recruiting, vetting, and placing the domestic worker. In some cases, these fees are non-refundable or partially refundable depending on the timing of the departure.
- Visa and Documentation Fees: This includes the cost of obtaining a work visa, medical checks, and any other government-required documentation. These costs are often borne upfront and are not recoverable if the domestic worker leaves soon after arrival.
- Travel Expenses: Employers may be responsible for the worker’s travel expenses to the country of employment. If the domestic worker leaves the job quickly, this becomes a sunk cost for the employer.
- Training Costs: If the employer invests in additional training for the domestic worker (language courses, caregiving certifications, etc.), these costs may not be recoverable if the worker leaves prematurely.
- Salary and Benefits: Any wages and benefits (health insurance, food allowance, etc.) paid during the worker’s employment period, which might include a salary for a notice period if stipulated in the contract.
- Replacement Costs: This includes additional agency fees, visa and documentation, and travel expenses for recruiting a new domestic worker. There may also be indirect costs related to the time and effort spent on the recruitment process.
- Potential Legal or Administrative Costs: If there are disputes or legal issues to resolve following the departure, these could incur additional costs.
While it’s challenging to pinpoint an exact figure without specific details, employers can potentially face thousands of dollars in losses, especially if the departure occurs soon after the domestic worker’s arrival. For example, in Hong Kong, agency fees alone can range from a few thousand to over ten thousand Hong Kong Dollars, and this doesn’t include other potential costs mentioned above.
Employers looking to hire domestic helpers should carefully consider these potential costs and take steps to foster a positive employment relationship to mitigate the risk of early departures. Establishing clear communication, setting realistic expectations, and providing a supportive work environment can help reduce turnover and the associated financial losses.
Precautions For Quick Turnover
Employers in Hong Kong or elsewhere employing domestic workers can take several precautions to foster a positive work environment and reduce the likelihood of quick turnover. Here are some strategies:
- Clear Communication: From the outset, communicate clearly about job responsibilities, work hours, rest days, and any house rules. Regularly check in with the domestic worker to address any concerns or misunderstandings.
- Proper Induction and Training: Provide a comprehensive orientation for the domestic worker about their tasks and your expectations. If possible, offer training opportunities for skill development, which can also increase job satisfaction.
- Fair Treatment and Respect: Treat domestic workers with respect and fairness, acknowledging their rights and contributions to the household. Ensure their living conditions are decent and respect their need for privacy and downtime.
- Legal Compliance: Adhere to all legal requirements regarding employment contracts, wages, working hours, and benefits. This includes providing the necessary insurance and ensuring their work environment is safe and healthy.
- Cultural Sensitivity: Be mindful of cultural differences. Showing respect for the domestic worker’s culture and traditions can help them feel more comfortable and valued in your household.
- Constructive Feedback and Appreciation: Provide regular, constructive feedback on their work and acknowledge their efforts and achievements. Recognition can significantly boost morale and loyalty.
- Conflict Resolution Mechanisms: Establish a clear, fair process for dealing with any disputes or grievances. Encourage open dialogue and address issues promptly to prevent escalation.
- Support System: Help the domestic worker build a support system, whether it’s connecting them with community groups, other domestic workers, or resources for their well-being.
- Emergency Preparedness: Ensure that both you and your domestic worker are prepared for emergencies, including having a clear understanding of what to do and who to contact in such situations.
- Contract and Employment Stability: Offer job security by adhering to contract terms and being considerate about renewals. Avoid termination without just cause and provide support during transitions, whether due to relocation or changes in family circumstances.
By implementing these precautions, employers can create a more stable, productive, and positive working relationship with their domestic workers, which benefits all parties involved.
You might also be interested in:
- Visa Renewal For Filipino Maids
- How To Hire A Domestic Helper Online?
- Direct Hire vs Hire Through A Maid Agency
- Should I hire a break contract domestic helper?
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About HelperChoice
HelperChoice is a reputable maid agency that holds a valid license approved by the Labour Department Hong Kong. The agency offers an online platform for direct hiring of domestic helpers and facilitates visa processing service specifically for Filipino maids. With a vast network, HelperChoice has successfully served over 75,000 employers in Hong Kong and Singapore, providing employers access to a pool of more than 20,000 domestic worker profiles. The agency maintains collaborative partnerships with local NGOs, including Enrich Hong Kong, Help For Domestic Workers, and PathFinders, organizing workshops and webinars to support the welling being and the employment rights of foreign migrant domestic workers in Hong Kong.
Contract And Visa Renewal For Filipino Maids
Employers are required to renew the employment contract and visa for foreign domestic helpers every two years at the Immigration Department and the respective Consulate. If you need assistance with processing the contract and visa for a Filipino maid, you can reach out to the HelperChoice team via Whatsapp. Normally, the visa renewal takes around two weeks to complete. Most visa processing packages include a mandatory two-year insurance coverage for domestic workers. For more info, please contact us via Whatsapp.
See also: Visa Processing Service For Filipino Domestic Workers
How To Hire A Domestic Helper On HelperChoice Platform?
HelperChoice offers a convenient online platform for foreign domestic helpers matching services. Employers can register an account and post job ads for free. Employers can also filter and review domestic helper profiles based on criteria like year of working experience, age, nationality, cooking skills, employment contract status (finished contract, break contract, terminated contract or overseas contract), current living region, any reference letter from the previous employer. Once you decide to hire a domestic worker, you may contact HelperChoice team to process helper’s employment contract and visa application for you at the Immigration Department of Hong Kong. If you apply for an overseas domestic worker’s visa, it will take around 3 months time to complete the process at the Immigration Department. If your domestic worker is already in Hong Kong and has finished employment contract, the visa processing time will be shortened to 6 weeks.