Covid-19 And Impact Of Circuit Breaker Measures On Domestic Workers

15 May 2020

We have seen that Covid-19 has disproportionately affected low-wage migrant workers in Singapore. The pandemic has highlighted the dismal living conditions faced by migrant workers living in dormitories, and the structural issues that they face as regards their well-being and working conditions. However, we must not forget our migrant domestic workers (MDWs), whose plight is invisible in the private sphere of their employers’ households. 

Since the onset of the circuit-breaker regulations on 7 April 2020, HOME has seen a 25% increase in the number of calls to our helpline. We set out below some of the issues that MDWs have been facing at this time. Many of these issues have existed before the onset of the Covid-19 pandemic and the implementation of the circuit-breakers measures; they have been exacerbated in recent weeks as MDWs are facing increased isolation. 

Well-being issues: overwork, verbal abuse and inadequate rest

Some MDWs are facing increased work hours as employers are home at almost all hours of the day, leading to an increase in household and caregiving duties. MDWs are not covered under the Employment Act. Thus, they are not entitled to fixed working hours, or overtime pay. Under the Employment of Foreign Manpower Act, MDWs are to be given ‘adequate’ rest, a term which is not defined. As a result, their rest hours, which are subject to the generosity of individual employers, have become even more precarious than they already are.  

MDWs have also reported that they face increased workplace stress as they are isolated with their employers for longer periods of time. Complaints of verbal abuse have been on the rise, as disputes between employers and MDWs become more frequent due to increased proximity between employers and MDWs. 

MOM has issued advisories that MDWs must stay at home during their rest days. As a result, there are MDWs who have been asked to work during their rest days as they are spending it at home. MDWs who do not have their own space within their employers' houses (for example, those who have shared sleeping areas with other members of the household) are especially susceptible to this, as they do not have a comfortable space to rest and therefore end up working on their rest days.

Restrictions in mobility 

We have seen cases of some employers not allowing their MDWs to leave the house. Even though MDWs are subject to the same circuit breaker measures as their employers, they are prevented by their employers from leaving the house for essential errands like buying food, remitting money and for exercise. MDWs understand the need for the circuit breaker regulations and the importance of complying with them, and have a genuine need to leave the house to run essential errands. There have been MDWs whose employers informed them that they will be reported to the authorities if they leave the house at all. This causes great stress to them, particularly to MDWs who are unable to send money home. Many of them are sole breadwinners for their families, who are themselves facing financial hardship due to the Covid-19 pandemic. 

Additionally, MDWs typically work long hours (especially now), and being able to step out of the house and get some exercise and fresh air, is important for their mental well-being.

MOM should issue a clarification for employers that MDWs should be allowed to leave their house to complete essential errands, and for exercise, while observing safe distancing measures. MDWs should be allowed to carry on any activity that is permitted by the law, and their movements should not be unduly restricted by their employers.  

Restrictions in phone use and increased surveillance by employers

Many MDWs are unable to use their mobile phones during work hours. As work hours have now increased for some MDWs, they have less access to their phones. At this time of increased isolation, it's important for them to have access to their mobile phones to be able to speak to their loved ones back home for assurance and comfort, or to their friends, whom they are unable to meet, and to keep up-to-date with accurate developments about the Covid-19 situation. 

MDWs who have limited access to avenues of communication are unable to report instances of abuse that may manifest as a result of increased isolation. The inability to report abusive conditions is an issue relevant to all victims of domestic violence, and live-in MDWs have been recognised by the law as a vulnerable group who are more susceptible to abuse and exploitation. As employers are now able to monitor the movements of their MDWs closely, some may not be able to leave their employers’ houses to seek help. This may lead to some MDWs having to tolerate abusive or exploitative conditions, and be susceptible to forceful repatriation by their employers before a report of such conditions can be made. MDWs may also be fearful of running away from their employers’ houses for fear of breaching circuit breaker measures. 

Salary issues

The Covid-19 situation has had an adverse financial effect on many. As regards MDWs, some have faced delayed payment of salaries, been asked to take a pay cut as employers are facing financial difficulties (with no reduction in work), and some have been asked to go on no pay leave with no assurance that their full salaries will be paid to them at a later date. As more MDWs are being asked to work on their rest days, there are some who are unsure if they will be compensated.    

MOM should inform employers that MDWs should be paid their full salaries in a timely manner, and strictly follow enforcement measures on employers who do not do so. It is also timely for MOM to mandate electronic payment of salaries for MDWs, as it has done for migrant workers living in dormitories, for better tracking of salary payment. A levy waiver for the next three months for all employers of MDWs will also help employers afford their MDWs, and for them to be paid their full wages on time.

Termination by employers 

We have encountered MDWs who have been terminated by employers and are unable to go home due to travel restrictions imposed by countries in the region. After they have been asked to leave from their employer's houses, their circumstances remain uncertain as many countries in the region have implemented border control measures which have led to flights being cancelled. Others have communicated that even if they are repatriated to their home countries, they are unable to return to their hometowns due to internal lockdowns and limits on domestic travel.

To add to their uncertainty, some have told us that they are unsure whether their employers have terminated their work permits and are afraid that they might be overstaying if they are not repatriated. 

Space is also of concern as dedicated shelters for MDWs and agencies' lodging facilities are at full capacity due to slow turnover rates and those who have been asked to leave are left vulnerable to community infection. Some MDWs have had to find their own accommodation, and maintain their own upkeep as they wait to be repatriated. 

Difficulty in transferring to other employers

Based on anecdotal evidence, some MDWs whose employment have come to an end, and who are looking to transfer to other employers have been facing difficulties in getting their applications approved by MOM. HOME has heard accounts from MDWs whose applications for a new work permit have been rejected, despite multiple appeals. Employment agencies have told HOME that applications by Singaporeans and permanent residents, as well as prospective employers who are eligible for levy concession (i.e. live with a child below 16 years old, elderly person who is at least 67 years old or person with disabilities) are prioritised. 

If true, this leaves many MDWs who are applying to other households, at a disadvantage. Their current employers, who would be keen to hire other MDWs, terminate their work permits with a view of repatriating them after their unsuccessful applications. Some of these workers face uncertainty about their circumstances in light of the fact that they are unable to return home due to travel restrictions, have employers who are unwilling to continue paying for their upkeep, and have to remain in Singapore for an indeterminate period of time with no prospect of income. 

MOM should facilitate the approval for work permit applications for all MDWs who are looking to transfer employers. As MOM has stated that they are restricting the entry of MDWs from abroad, approving transfer applications speedily would benefit both MDWs and employers alike - MDWs stand to gain employment, and as domestic responsibilities increase during this period of home-based learning and work-from-home arrangements, more households are in need of MDWs.