Concerns related to migrant workers during the ongoing Covid-19 outbreak
26 March 2020
HOME would like to highlight some issues around the well-being of migrant workers arising from the current measures that are in place to limit the spread of the Covid-19 pandemic. We urge for greater clarity on these points to assuage some of these concerns.
Strict enforcement of mandatory rest day for migrant domestic workers (MDWs)
HOME recognises the intent of the advisory for MDW to stay at home on rest days to curb the spread of the virus. However we are aware that some employers are misusing this advisory to make MDWs work during their day off, without compensation. MDWs themselves have told us that this is especially difficult for those who do not have their own rooms or personal space. They will be pressured or feel obliged to work, since they have nowhere to go to. Being at home with their employer will feel like just another working day. We urge employers to offer alternate rest days arrangements for their workers. We also urge MOM to strictly enforce rest day policy to ensure the well-being of our MDWs is protected during this time, especially since it is not uncommon for MDWs to only have one or two rest days a month.
We would like employers to be empathetic to the ongoing situation, especially that Covid-19 virus has affected the home countries of many MDWs. Given the circumstances, MDWs may increasingly feel the need to remit money. They should also have access to mobile phone so that they can connect with their families and stay informed of the situation in their home countries.
Access to timely and reliable information
It is not easy for migrant workers to access information in a rapidly evolving situation, especially if they speak regional languages like Burmese, Thai etc. For instance, the advisory issued on 23 March 2020 allows only restricted entry/ return of work pass holders, including their dependents, limited to those providing essential services, such as in healthcare and transport. This is an update from earlier when all work pass holders and their dependents could enter Singapore after obtaining prior approval from MOM before commencing their journey. Employers and Employment Agencies need to communicate with their counterparts in the countries of origin, and to the workers themselves, to ensure that timely and reliable information reaches migrant workers in home countries before they commence their journey. Migrant workers should also be informed by employers of social distancing measures implemented by the authorities, and the consequences (e.g. work passes may be revoked) of non-compliance.
Similarly, MDWs may have concerns regarding their own well-being if they are living and working with a family served with a SHN notice. Information and guidelines should also be provided to MDWs living in their employers’ residence to ensure that they are informed of their rights and are practising good hygiene behaviour.
Access to timely medical care
As regards migrant workers in construction and marine, HOME observes that many are still denied medical care. Over the past few months, HOME still saw cases where employers not only refused to cover workers’ medical expenses, but also discouraged or even punished workers for seeing a doctor when unwell. In the current circumstances, deterring migrant workers from medical care also endangers the broader community. Similarly, MDWs should be encouraged to report to their agents and employers if they are feeling unwell and see a doctor. Medical expenses and accommodation costs should be borne by the employer or the agent and should not be shouldered by the MDW.
HOME urges MOM to take stern action against employers who violate their healthcare obligations to the workers. Given the public health situation, migrant workers’ access to healthcare is even more important. Migrant workers should also be paid their salary while on medical leave, or serving SHN, LOA or quarantined.
While workers may get MOM’s help to recover medical expenses, they should not be so discouraged from seeing a doctor in the first place. Proactive enforcement is key to ensuring that employers act responsibly towards both their workers and the community.
Punishment for breach of measures
Lastly, HOME notes with concern that 89 Work Passes were revoked, and the workers permanently banned from Singapore employment, for contravening measures against the coronavirus outbreak. The employers’ work pass privileges were suspended 1 to 3 years.
73 workers were punished for entering Singapore without MOM entry approval. HOME observes that employers are responsible for obtaining entry approval, which requires a CorpPass. Workers cannot do so. The workers are unlikely to have known of additional entry approval requirements. They should not be punished for their employers’ neglect.
HOME supports robust measures to protect everyone in Singapore, including migrant workers, from Covid-19. Permanently banning the workers, but temporarily punishing the employers, is imbalanced and unduly harsh to the workers. While there should be consequences for infringing measures for everyone’s protection, these should be proportionate and fair.
Since 24 March, the Singapore government is limiting entry for both current and new work pass holders to those in essential services. MOM encouraged employers to allow workers to transfer employment if they did not need them.
Just over the past few days, HOME saw several workers dismissed, or told they would be let go, and refused permission by their employers to seek alternate employment.
HOME urges MOM to consider liberalising migrant workers’ employment mobility, at least in the short term. This will allow workers who are terminated by their employers to seek new employment regardless of their previous employers’ permission. Recognizing workers’ autonomy in meeting business’ needs will more effectively mitigate the unprecedented current challenges faced by both workers and business due to restrictions in labor migration in current circumstances. Our migrant workers are resourceful and tenacious. Now that circumstances force us to recognize that they are not fungible, MOM policy should duly give effect to their autonomy to meet Singapore's labour needs.