Review Stay-In Rule for Migrant Domestic Workers

This letter was submitted to the press on 4 January 2022 but was not published.

A recent article documented how some migrant domestic workers (MDWs) are living apart from their employers, despite regulations mandating that MDWs must live at their employers’ residence.

It is time to consider changing the regulations to allow MDWs to live apart from their employers. As evidenced by the article, there is a growing demand for such arrangements, which can be beneficial for both employers and MDWs. 

Live-in MDWs are prone to overwork, as it is difficult to regulate their working hours. Overwork remains one of the top complaints by MDWs encountered by HOME, as MDWs are not covered under the Employment Act which regulates working hours and overtime pay. Live-out options will allow MDWs to have fixed working hours, and get sufficient rest.  

Living in the employer’s house may also make MDWs more prone to isolation, thus making them more vulnerable to exploitation and abuse. Recent cases of severe abuse that have been reported (such as the cases of Sri Rahayu, Piang Ngaih Don, and Sulis Setyowati) involved elements of isolation such as denial of rest days, prohibition of the use of mobile phones, and limited or no interaction with people beyond the employer’s household. Having live-out options will allow MDWs to seek timely help if they find themselves in abusive situations. 

As the article points out, live-out options give privacy to both MDWs and employers alike. In space-scarce Singapore where apartments usually do not have dedicated rooms for domestic workers, MDWs who are living in their own accommodation may have more living space, and are able to live more comfortably. HOME often encounters MDWs who are made to live in cramped spaces, such as the storeroom, kitchen, or living room. Access to adequate living space is also key for the mental well-being of MDWs.

Allowing MDWs to live out will give employers and MDWs a chance to choose a living and working environment that best suits them. Employers and MDWs can agree on a salary that will cover the MDW’s accommodation, transport and food needs, as well as the working hours that the MDWs are to abide by. Such arrangements will give employers and MDWs space from each other, and may make for a healthier working relationship between them. 

Jaya Anil Kumar
Research and Advocacy Manager
Humanitarian Organisation for Migration Economics (HOME)