Skip to main content
About Us

Oral Answer by Minister of State for Manpower Ms Gan Siow Huang to PQ on Support for Foreign Domestic Workers

Foreign manpower

NOTICE PAPER NO. 301 OF 2021 FOR THE SITTING ON 8 MARCH 2021

QUESTION NO. 809 FOR ORAL ANSWER

 

MP: Mr Gerald Giam Yean Song

To ask the Minister for Manpower (a) what education is currently provided to the employers of migrant domestic workers about duties of care and behaviour that may constitute abuse; (b) what recourse do domestic workers and bystanders have should they experience or witness abuse; and (c) what is being done to actively reduce abuse and review such frameworks for improvement.

 

Answer:

 

  1. The Ministry of Manpower (MOM) adopts a three-pronged approach to protect foreign domestic workers (FDWs) against abuses. 
    • First, we educate employers on their responsibilities of care towards their FDWs through the Employers’ Orientation Programme (EOP), such as the provision of adequate food and rest, and acceptable accommodation for their FDWs. Employers are also reminded that the acts of mistreatment and abuse, including threats and physical punishment, are not tolerated and there are heavy penalties for offenders. Similarly, during the Settling-In Programme (SIP), all newly-arrived FDWs are educated on their rights and channels to seek help should they encounter any well-being issues. For example, FDWs can call the Police if they are abused, or the hotlines set up by MOM or the Centre for Domestic Employees (CDE) if they have employment difficulties or other well-being issues.
    • Second, we work with CDE to conduct interviews with first-time FDWs in their native language, within the first few months of their employment. It is a form of check-in with the workers to ensure that they have settled well in their jobs. It helps us detect problems and cases of abuse early. In addition, since 2017, doctors are asked in the 6-monthly medical examination form to report to the Police or MOM immediately if they spot signs of abuse during the mandatory 6-monthly medical examination.
    • Third, as a strong deterrent, the Penal Code was enhanced in 2020 to double the punishment against individuals who abuse vulnerable victims, including FDWs.
  2. While most employers make an effort to build good relationships with their FDWs, some treat them unreasonably. To strengthen support for FDWs and reduce the incidence of abuse, MOM is reviewing measures in three areas:
    • First, making greater use of existing touch points with FDWs:
      • Employment agents should have an interest to ensure that the FDWs they place settle in well, especially those working in Singapore for the first time.
      • One-on-one interviews after newly arrived FDWs start work with employers, and mandatory off days would also give abused FDWs better opportunities to seek help.
    • Second, in terms of the reporting by doctors, we will work with the medical fraternity to better identify signs of abuse or distress.
    • Third, our partner organisations like CDE and FAST can also expand their outreach and engagement, to strengthen the network of support to FDWs.
    • MOM will provide an update on the review in due course.
  3. As echoed by members of this House and Singaporeans, abuse of FDWs must not be tolerated. We will work together with the stakeholders to strengthen support for FDWs and build a culture of respect for them, in our homes and in the community.