FAQ

Visa processing timelines are dependent on multiple factors. Agencies have little control over the processing timeline.
Local processing timeline for Indonesian domestic helpers: Around 6 to 8 weeks
Overseas processing timeline for Indonesian (non-first time) domestic helpers: Around 5 to 6 months (Subject to the helper`s fulfilment of the Indonesian procedure)
Processing timeline for Indonesian first-time domestic helpers to Hong Kong: Around 6 to 8 months (Subject to the helper`s fulfilment of the Indonesian procedure)

If you want to hire a domestic helper from the Philippines, the Filipino government requires that you use an agency if:
A. It is the domestic helpers first time coming to Hong Kong
B. If the domestic helper is currently outside of Hong Kong
C. If the domestic helper has been terminated or will break their contract (even if they are already in Hong Kong).
If you are hiring a domestic helper who is finishing their contract, you can choose to process the visa without an agency.
If the domestic worker is being released for one of the following reasons, you can also process the visa without an agency:
A. Their employer passed away
B. Their employer relocated outside of Hong Kong
C. Their employer entered a period of financial difficulty
D. There was any form of abuse or exploitation by their last employer

According to Hong Kong government regulations, if a domestic helper`s contract is terminated prematurely, they are allowed to stay in Hong Kong for 14 days after the termination of the contract or for the remainder of the permitted stay on the employment visa, whichever is earlier.
This rule applies to situations where the contract is terminated prematurely by either the employer or the worker, or both (so-called broken or terminated contracts).
Domestic helpers with broken or terminated contracts are not allowed to process locally because of the 2-week rule described above. Instead, they will need to return to their country of origin to process the new employment visa.
Under what circumstances can domestic helpers process a new contract in Hong Kong without returning home?
There are 3 cases in which local processing of a new employment contract is possible:
A. If the domestic helper is renewing the contract with the same employer.
B. If the domestic helper is leaving a finished 2-year contract.
C. If the domestic helper`s previous contract has been prematurely terminated due to ‘special case’ (due to employer passing, relocation out of Hong Kong, financial difficulties, or any form of abuse).

The OEC is an exit clearance for migrant domestic helpers leaving the Philippines to work abroad. This document is issued by the Department of Migrant Workers (DMW) and is proof that the Philippines government allows the helper to work overseas. Domestic helpers cannot leave the Philippines legally without the OEC.
Domestic helpers are required to get their OEC document in two situations:
A. When exiting the Philippines to begin a new employment in Hong Kong
B. When returning to Hong Kong after a holiday in the Philippines
Who is accountable for processing the OEC?
If the helper is processing their new contract from the Philippines, the employment agency that is taking care of the visa processing is expected to process the OEC on behalf of the helper.
If the helper is travelling back to the Philippines for vacation, the helper will need to obtain the OEC on their own in order to be able to exit the Philippines and return to Hong Kong at the end of their holiday.

A domestic helper leaving the Philippines to work must have the following documents in order to be allowed to leave the country:
A. A valid Overseas Employment Certificate (OEC)
B. A valid Medical Certificate for Land based Overseas Workers
A Medical Certificate for Landbased Overseas Workers can only be produced by one of the clinics accredited by the Philippine Department of Health. The certificate indicates whether the worker is “Fit” or “Unfit” to work abroad and includes the results of physical health, pregnancy, and psychological health checks.
The Medical Certificate for Landbased Overseas Workers is valid for 3 months from the date of examination. The test result sheet is shared with both the domestic helper and the employer.
The purpose of the medical examination, as stated in Clause 17 of the Hong Kong Standard Employment Contract for Domestic Helpers, is to determine whether the domestic helper is fit for employment.
The medical examination format is standardized, but the fees for the examination vary depending on the clinic. These fees typically range from 2,600PHP to 4,000PHP.
Clause 8 of the Standard Employment Contract for Domestic Helpers in Hong Kong states that the employer is responsible for covering or reimbursing any medical examination fees. Workers should provide the correct receipts or suitable documentation of payment. However, some agencies may reimburse workers for the initial round of mandatory tests set out by the Philippine government.

Beginning June 2023, the Hong Kong Immigration Department will require domestic helpers to declare criminal records when applying for work visas to Hong Kong.
The declaration can be made by filling out a new section in the mandatory Immigration form for domestic helpers Visa/Extension of Stay Application Form for Domestic Helper from Abroad (ID988A).
Domestic helpers applying for certain types of visas will need to declare criminal records:
A. For first-time helpers who are processing for a visa with an employer in Hong Kong
B. For helpers who have broken or terminated contracts and are doing overseas processing for change of employer in Hong Kong
Domestic helpers who are applying for the following type of visas will not need to declare criminal records:
A. Extension of stay
B. Contract renewal with the same employer
C. Local processing for change of employer in Hong Kong
The Hong Kong Immigration Department has not stated whether a visa will be rejected due to the existence of a criminal record. Instead, final approval of the visa is subject to the decision of the Hong Kong Immigration Department.

According to Hong Kong law, domestic helpers must only be employed under the Standard Employment Contract, a universal contract template used by all employers and domestic helpers. Therefore, as an employer, you should not create a contract personally because it will not be recognized as legitimate for this purpose.
Can I make changes to the Standard Employment Contract?
The Standard Employment Contract contains several provisions that employers and helpers must agree to and cannot be changed or removed even with the mutual consent of both parties.
Employers should be aware that domestic helpers have a special employment visa that only allows them to work for one employer/contract at a time. It is illegal for migrant domestic helpers to find part-time work outside of the home address written on the contract under any circumstances.
To update the contractual employment address, you can fill out the “Revised Schedule of Accommodation and Domestic Duties” (ID407G) form and submit it to the Foreign Domestic Helpers Section of the Immigration Department.

It is recommended that domestic helpers be paid monthly within 7 days of the end of the wage period. If you are providing a food allowance, it is recommended that this be paid at the start of the month.
It is strongly encouraged employers to pay domestic helpers by bank transfer as both the employer and the domestic helper will have a record of payments. However, many domestic helpers do not have a bank account and/or may prefer being paid in cash. If this is the case, both parties should sign a salary receipt every month and keep a copy of it. A sample salary receipt can be found in the Hong Kong Labour Department`s Practical Guide for Employment of Foreign Domestic Helpers.

No, it is illegal for domestic helpers to live out. Employers are required to provide domestic helpers with “suitable accommodation” within their home. If a domestic helper is caught living out, the consequences for both the employer and domestic helper can be very serious. As the employer, you could be fined up to HK$150,000, imprisoned, and lose your right to hire a domestic helper in the future. Domestic helpers are likely to be imprisoned, deported, and banned from working in Hong Kong ever again.

* 1 basic medical examination (approx. HKD 400-600)
* Consulate documentation fee (approx. HKD 280-360)
* Hong Kong Immigration visa fee (HKD 230)
* Mandatory insurance in the domestic worker`s home country (approx. HKD 1000)
* Flight from the domestic worker`s home country to Hong Kong (approx. HKD 1000) (depending on whether the worker needs to take additional domestic flights from the origin)
* General fees in the domestic helper`s home country
* Travel allowance (HKD 100)

Under Hong Kong law, those holding a foreign domestic helper visa can only be employed for one specified household at one specified address. Domestic helpers can only be employed to perform duties that fall under the categories of:
* Household chores
* Cooking
* Babysitting
* Child-minding
* Caring for elderly persons within the household
Any other work that is not incidental to and arising from these tasks for the specified household is not permitted.
It is not legal for a migrant domestic helper to take up additional part-time work in another household, even if they are given permission to do so by their legal employer. This rule also includes situations where both properties belong to the legal employer. Allowing for illegal part-time work carries the risk of heavy fines and imprisonment for both the domestic helper and the employer.

In addition to the salary payment, an employer of a domestic helper is also required to provide the helper with sufficient food. An employer can do this in one of two ways:
A. Pay a monthly food allowance, so that the helper can buy their own groceries. The Hong Kong government establishes a minimum permitted food allowance, which is currently set at HKD 1,236 per month.
B. Share your food and making sure to clearly communicate how the sharing will work.

There can be many reasons why someone may be in debt. Some domestic helpers are taken advantage of by their employment agencies and training centres, who charge them illegally high fees that they must work for months to repay.
Domestic helpers are often the only money maker in their family and are considered economic migrants. They send 50-60% of their monthly salaries on average to support a few family members. Taking out a loan may be the best option to support their family to cover emergency costs.

If you find out that your domestic helper has debt problems, you should never feel pressured to pay off their debt. Whether they have incurred debt due to unfair loan sharks or due to their own irresponsibility, they need professional help to break free of those debts and patterns. Enrich is a Hong Kong charity which provides financial education and financial counselling for domestic helpers. Encourage your helper to meet with Enrich and to take their financial education courses.

If you are an employer with a new domestic helper about to join your household, there are some basic steps you can do to make sure that both you and your family are ready for the helper`s arrival.
Before the helper arrives, you should prepare practical arrangements such as:
* Purchase a suitable Employees’ Compensation Insurance before the helper`s first day of work - This covers employer liability under the law in the case that the domestic helper falls ill or incurs an injury while working. * Prepare the helper`s accommodation prior to their arrival. This includes sleeping arrangements, clothes and food storage, as well as any practical items you may plan to provide the helper with (e.g. SIM-card, Octopus card, etc.).
* To ensure that your domestic helper receives the training needed to be successful in their work, it is important to create a clear onboarding plan and structure. This plan should be mindful of the helper`s experience level and should avoid overwhelming them with too much information at once. If this is the helper`s first time working in Hong Kong, it is especially important to be patient and supportive. You can also prepare useful onboarding materials such as manuals, contact lists, and house rules to help the helper get started.
Before your domestic helper arrives, it is important to brief if any other domestic helpers in the household. This conversation should include setting clear expectations in terms of division of duties and roles. You can cover items such as:
* If you are ending a contract with your current domestic helper, it is important to create a handover plan that outlines the priorities for the helpers to cover during the handover period. You should be clear about the current helper`s responsibilities in carrying out the handover to the new helper.
* If you are employing more than one domestic helper, it is important to clarify the division of duties, chain of command, and practical living arrangements. This will help ensure that everyone is on the same page and that there are no misunderstandings or conflicts.

Once your domestic helper has arrived at your home, there are many practical items to take care of in order to make the transition as smooth as possible. It is important to make the helper feel welcome and provide them with useful practical information. At this stage, it is also important for you to set clear expectations and boundaries. Below we provide employers with a list of important onboarding steps.

* Introduce the helper to all the family members in the household
* Introduce your home to your domestic helper and show them around, including common and private areas. Make sure to point out where important items such as the first-aid kit and emergency contact list are placed. This will help the helper feel more comfortable and prepared in case of an emergency.
* Show the helper to their accommodation and make sure that they have everything they need. This includes bed sheets, towels, and personal hygiene items. If possible, you should also provide the helper with internet access so that they can stay in touch with their family back home.
* Review the practical arrangements that have been agreed upon, including the helper`s weekly rest day, monthly salary and food arrangement. Ensure that the helper is informed about their insurance plan.
* Explain your household policies and procedures, and if possible, provide a written list of the rules to avoid confusion. Use this opportunity to discuss your family`s culture, values and lifestyle.
Help the helper become familiar with the neighbourhood by pointing out nearby grocery shops, transportation options, children drop-off places, leisure places and more. Introduce digital tools such as Google Translate and Google Maps to help with daily tasks, but keep in mind that a newly arrived helper may need assistance in learning how to use these tools. * Be patient during the transition period as even experienced domestic helpers will need time to learn new skills and adjust to your family`s preferences and needs. Remember that you and your family will also need some time to adjust to this new situation.
* Assist the helper in planning for the future by helping them open a bank account and depositing their salary into it.

Open, regular and honest communication is essential to establish a healthy and long-lasting working relationship. However, communication can be challenging, particularly when language barriers and cultural differences are involved. Below are some practical steps for employers to ensure successful communication when providing instructions to domestic helpers.
* Take into account the helper`s abilities and preferences
* Be aware of cultural differences
* Verify information twice
* Provide clear expectations and instructions
* Document information in writing
* Demonstrate tasks when possible
* Be patient and understanding

Yes, it is mandatory for employers in Hong Kong to purchase insurance for their domestic helpers. According to Hong Kong law, employers must have employee compensation insurance for any domestic helpers they hire. This type of insurance is commonly referred to as ‘maid insurance’ or ‘helper insurance’, and most banks and insurance providers offer policy options.
According to the Labour Department, employers who fail to comply with the compulsory insurance requirement are subject to a maximum fine of $100,000 and imprisonment for two years. Therefore, it is crucial for employers to arrange for their domestic helper`s insurance plan before employment.
This insurance is essential because it covers the employer`s liability if the employee becomes ill or injured while working. The Employees’ Compensation Ordinance (Cap. 282) specifies that the minimum insurance coverage required is $100,000,000 per event. The most basic and cost-effective form of helper insurance should provide this minimum requirement.

Domestic helpers are entitled to paid annual leave that increases by one day per year of service. A domestic helper`s annual leave entitlement begins at 7 days in the first year of employment and increases to a maximum of 14 days.
Some domestic helpers may have accumulated several annual leave days. Domestic helpers may receive cash in lieu of annual leave only under the following two circumstances:
* If the domestic helper is entitled to more than 10 days of annual leave, they may choose to accept payment as part of their leave entitlement. Ten days must be taken as annual leave days while they may receive cash for the remaining difference.
* Upon termination of the contract, if the domestic helper has worked for the employer for more than three months and the reason for termination is not summary dismissal, all accumulated untaken annual leave can be settled in cash.

Employment agencies have responsibilities that are required of them by both the governments of Hong Kong and the worker`s home country, in addition to their recruitment and visa processing services.
Employment agencies are required to notify the relevant consulate in cases where there are immediate changes that affect a domestic helper`s employment situation or ability to work. This is a requirement of the Philippine and Indonesian consulates.
Employers and helpers should notify the employment agency in cases that a domestic helper is:
* Experiencing severe illness
* Pregnant
* Deceased
* Missing
* Traveling abroad
* Involved in any legal cases
* Contract terminated
When an employer or domestic helper notifies the employment agency, the agency informs the relevant consulate, which then involves the relevant government bodies and provides assistance to the helper and employer as needed.
As an employer, notifying the employment agency is also a way to protect yourself from potential claims or inclusion in Consulate Employer Watchlists. It is best practice to keep relevant documentation in these situations, including medical reports, receipts, police reports, termination forms, correspondence and more.
As a domestic helper, notifying the employment agency is essential for accessing the support you need and are entitled to. Your employment agency is required to support both helpers and their employers with any issues that arise throughout the contract. Additionally, your consulate can provide services that may be helpful to you and ensure that everything is properly documented.

Yes. According to the Standard Employment Contract, employers must provide free medical treatment and emergency dental treatment for domestic helpers, regardless of whether the injuries or sickness are work-related.
Employers are not required to provide free treatment during the time a domestic helper leaves Hong Kong for personal reasons. Free medical treatment includes medical consultations, maintenance in hospital and emergency dental treatment. This is why it`s strongly recommended that employers take out an insurance policy with full medical and hospitalization coverage.

No, it is not acceptable for employers to set a curfew requiring the helper to be back home at a specific time. Hong Kong law mandates that domestic helpers receive a full 24-hour period free from work. Imposing restrictions on the rest day by requiring the helper to be in a specific place at any time during that 24-hour period (such as by setting a curfew) would be considered unlawful.

Domestic helpers should bring along the following documents when traveling back home for holidays.
1. Original HKID
2. Original Passport (with the valid visa)
3. Original employment contract
4. OEC
When domestic helpers from the Philippines return home for holidays, they require an Overseas Employment Certificate (OEC), also known as an “Exit Permit,” to re-enter Hong Kong. They require a valid permit for each re-entry from the Philippines, including home leave.

For each employment contract, employers are responsible for covering the travel expenses for one round trip from domestic helper`s place of origin to Hong Kong. This includes:
* A one way flight from domestic helper`s place of origin to Hong Kong when the domestic helper is starting the contract.
* Another one-way flight from Hong Kong to the domestic helper`s place of origin is required upon contract termination or expiry.
* Any domestic travel by the most direct route from and to the domestic helper`s place of origin.
* A food and travel allowance of HK$100 per day (refer to employment contract clause 7b).
Travel expenses usually come out to approximately HK$2,000-HK$5,000 depending on the place of origin.
Travel expenses outside of what is listed above, such as for holiday visits back home, are not the responsibility of employers. However, it could be considered as a gift or bonus.

According to the Employment Ordinance, if a domestic helper becomes ill, the employer is required to provide the helper with the necessary sick leave as well as paid sickness allowance (if enough paid sick leave days have been accrued by the domestic helper).
Domestic helper entitles to paid sick leave if:
* they have a medical certificate issued by a registered medical practitioner in Hong Kong approving at least 4 consecutive days of sick leave, and;
* they have sufficient paid sick days accrued.
The employer should pay the sickness allowance (e.g., sick leave pay) at a rate of no less than 80% of the domestic helper`s regular daily wage. The payment should be made no later than the regular payday. It is important for both the employer and the domestic helper to keep written and signed records of paid sickness days accumulated and paid sickness days taken, as well as relevant medical certificates and receipts of any sickness allowance payments. The domestic helper accrues two paid sick leave days per month in the first 12 months of employment and four days per month thereafter. The maximum number of paid sick days that can be accrued by a domestic helper is 120 days.