Oral Answer by Ms Low Yen Ling Senior Parliamentary Secretary for Manpower to PQ on Screening Criteria for Foreign Domestic Workers

NOTICE PAPER NO. 2072 OF 2020 FOR SITTING ON 7 APRIL

QUESTION NO. 3539 FOR ORAL ANSWER

MP: Ms Rahayu Mahzam

To ask the Minister for Manpower in light of cases of children and the elderly being abused while under the care of foreign domestic workers (FDWs) (a) what are the current screening criteria for FDWs beyond the mandatory health screening; (b) whether the screening includes checking for past criminal records, bankruptcy status, mental health records and character assessments; (c) whether there is a need for additional measures to protect vulnerable members of the household from abuse by FDWs; and (d) whether the Ministry will consider mental health screening of FDWs before they are allowed to be employed. 

Answer

1. All  FDWs are required to undergo a medical examination and be certified by doctors to be medically fit for employment before the Ministry of Manpower (MOM) will issue their work permits. The examination includes screening for infectious diseases, such as tuberculosis, HIV, syphilis and malaria to ensure that the FDWs do not pose a risk to our public health. The health screening costs about $70 and is borne by the employer.
2. While it is possible to add more forms of screening, these will inadvertently increase the employers’ upfront cost of hiring an FDW. The effectiveness of such additional screening is also uncertain. For instance, any evidence of the FDW’s past criminal or bankruptcy records depends largely on information gained from the FDW’s home country. In addition, while employers can send their FDW to the Institute of Mental Health or private specialist clinics for an assessment if they have specific concerns about the state of mental health of their FDW, it cannot be assumed that the mental well-being of the FDW will remain the same as at the time of assessment. Mental health screening tools can be subjective, and are able to only provide a quick snapshot of one’s mental health at that point of time. There are also many factors that could influence or affect the FDW’s mental state as she tries to settle in and adjust to a new work environment.
3. Besides health screening, there are many measures already in place to help employers hire suitable FDWs. First, in selecting an FDW, employers have access to the helper’s biodata provided by employment agencies who also conduct interviews with the FDW. In addition, MOM provides employers with information on the FDW’s employment history, such as the number and period of employment she has had in Singapore. Moreover, there is a reference channel which employers can use to contact the FDW’s previous bosses to find out more about her past work experience.
4. Furthermore, MOM will not approve work permit applications if the FDW has been blacklisted by the Ministry due to previous offences. We will also send back FDWs who are assessed to be underage. At the Settling-in Programme (SIP), FDWs are also reminded of the penalties should they commit an offence. In particular, we highlight that under the Penal Code, there is an enhanced penalty of up to two times the maximum punishment against individuals who abuse vulnerable victims.
5. It is also important that employers play an active role in the prevention of potential abuse. For instance, when the FDW joins the household, employers can supervise her work closely, take note of her behaviour, and support her in her adjustment to the new environment and work duties.
6. On our part, MOM works closely with stakeholders to help FDWs better adjust and settle in. For instance, we educate FDWs during SIP on how to cope with stress and seek help when needed. Our non-governmental organisations (NGOs) also provide a range of social activities which are important avenues that help FDWs relieve their stress, share about their challenges, and join a network of support.