The Charity Foundation, which supports foreign domestic helpers and their children, said it has provided support to an average of 250 victims each year in the past six years, and about half of the cases involved labor disputes related to pregnancy.
A survey conducted by RongYiChuang found that employers in Hong Kong lacked understanding of the rights and protection of foreign domestic helpers during pregnancy, and even held negative opinions. They urged all sectors of society to strengthen cooperation and formulate effective solutions to protect the rights of employers and foreign domestic helpers, and to let unborn children Be protected and respected.
In 2020, the Young Society conducted a survey and successfully interviewed 103 employers of foreign domestic helpers on the streets of various districts in Hong Kong to learn their opinions on the pregnancy of foreign domestic helpers and the correct information about the pregnancy of foreign domestic helpers.
(Picture provided by Rongyoushe)
In 2020, the Young Society conducted a survey and successfully interviewed 103 employers of foreign domestic helpers on the streets of various districts in Hong Kong to learn their opinions on the pregnancy of foreign domestic helpers and the correct information about the pregnancy of foreign domestic helpers.
The results found that 93% of the respondents said that the main reason for hiring foreign domestic helpers was to handle housework, 67% were to take care of children, and 32% of the elderly were looking after the elderly, reflecting that employers rely heavily on foreign domestic helpers to help with household chores.
99% of the interviewed employers use employment agencies to find and recruit foreign domestic helpers. All interviewed employers believe that if the foreign domestic helper becomes pregnant, the employment agency should provide assistance to the employer.
Only half of the surveyed employers know that foreign domestic helpers can take maternity leave
The survey results also showed that only 51% of the respondents knew that foreign domestic helpers could take maternity leave, reflecting that employers lacked understanding of the protection of foreign domestic helpers during pregnancy under the Labour and Sex Discrimination Ordinance.
81% of the respondents did not know that if the employer does not allow the foreign domestic helper to take maternity leave, the foreign domestic helper has the right to take legal action.
Another 84% of the respondents indicated that they could fire the domestic helper if they were unable to work due to pregnancy, reflecting that employers responded negatively to the statement of support for pregnant foreign domestic helpers and positive to the statement of support for employers.
Another 66% of the surveyed employers believe that non-profit-making organisations provide more support to foreign domestic helpers than employers, and there is a lack of relevant regulations to support employers' needs.
According to Radha Shah, senior manager of research and policy at RongYi, based on the survey results, it is recommended to provide employers with affordable and feasible market solutions to take care of employers’ family colleagues and ensure that the jobs of pregnant foreign domestic helpers are guaranteed.
She pointed out that employers reported that if the foreign domestic helper is pregnant, they rely on the employment agency for assistance, and suggested that the employment agency should provide correct information to help them provide proper support to the foreign domestic helper and the employer.
Lin Huiwen, Deputy Chief Executive Officer of Rongxiaoyuan, believes that the survey results are worrisome. "Although the pregnancy of foreign domestic helpers is protected by law, illegal dismissal still exists." Understanding and frank communication between foreign domestic helpers and strengthening cooperation with employment agencies to ensure that the children of foreign domestic helpers can be protected in the future.
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