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Written Answer by Mrs Josephine Teo Minister for Manpower to PQ on Amendment of Employment of Foreign Manpower Act

Foreign manpower

NOTICE PAPER NO. 1712 OF 2019 FOR THE SITTING ON 5 AUGUST 2019
QUESTION NO. 1283 FOR WRITTEN ANSWER

MP: Ms Anthea Ong

To ask the Minister for Manpower whether the Employment of Foreign Manpower Act will be amended to ensure that there are clearer standards on the well-being of foreign domestic workers, namely (i) stipulated mandatory rest times (ii) setting out minimum amounts and quantity of food to be provided by employers and (iii) setting out minimum standards for foreign domestic workers' accommodation including that for shelter, amenities, ventilation, safety and privacy.

Answer

  1. The Ministry of Manpower (MOM) stipulates provisions under the Employment of Foreign Manpower Act (EFMA) that safeguard the well-being and employment conditions of foreign domestic workers (FDWs). It requires employers to provide adequate food and rest, as well as proper accommodation with sufficient space and privacy for their FDWs.
     
  2. Employers of FDWs receive clear guidelines on what constitute adequate food and acceptable accommodation, and these parameters are reflected on the MOM website. For instance, employers must provide FDWs with three meals a day and examples of what the daily food intake could be for breakfast, lunch and dinner are detailed on the MOM website. Employers are also responsible for providing proper lodging that accords adequate shelter, basic amenities, sufficient ventilation, space and privacy that safeguard their FDWs’ safety and modesty. FDWs and employers are informed of these guidelines at the Settling-In Programme and Employer Orientation Programme respectively.

  3. As each household would have its own unique and varied needs for domestic work, it is not practical to stipulate fixed hours of rest and work for FDWs. For instance, a household with very young children or frail seniors may require greater attention from the FDW at different times of the day, while a household with teens and older adults may not. We encourage employers and FDWs to maintain open communication and work out arrangements that are agreeable to both parties.