Employment Contract for Foreign Domestic Workers (FDW) in Singapore
Foreign domestic workers, commonly referred to as FDWs, have become an integral part of many Singaporean households. These workers provide essential services such as housekeeping, cooking, and caring for young children or elderly members of the family. The Ministry of Manpower (MOM) has implemented regulations to ensure that these workers are protected and treated fairly. One of the most important steps in hiring an FDW is executing an employment contract that complies with MOM guidelines.
What is an employment contract for FDWs, and why is it important?
An employment contract is a written agreement between the employer and the FDW that outlines the terms and conditions of employment. It is essential to ensure that both parties are aware of their rights and responsibilities, and that the FDW is protected from any exploitation.
In Singapore, employers are required by law to sign a written employment contract with their FDWs before they arrive in Singapore. The employment contract must follow the standard format provided by MOM and provide specific details about the employment arrangement, such as salary, work hours, rest days, and medical benefits, among others.
What are the key components of an employment contract for FDWs?
FDW employment contracts must follow the standard format provided by MOM. The key components of an employment contract for FDWs are as follows:
1. Personal details
The contract should include the employer’s and FDW’s personal details, such as their names, passport numbers, and addresses.
2. Job description
The employment contract should clearly state the job duties and responsibilities of the FDW. This includes specific tasks such as cleaning, cooking, laundry, and caring for children or elderly family members.
3. Salary and deductions
The contract should state the monthly salary of the FDW, the mode of payment, and any deductions that will be made from the salary.
4. Working hours and rest days
The contract should specify the work hours and the number of rest days that the FDW will receive each month. Currently, the minimum rest day entitlement is one day per week.
5. Accommodation
The contract should state the accommodation arrangements for the FDW, such as whether she will be provided with a separate room or will share a room with others.
6. Medical benefits
The contract should specify the medical benefits that the employer will provide to the FDW, such as medical insurance and reimbursement for medical expenses.
7. Termination and repatriation
The contract should outline the grounds for termination of employment and the procedures for repatriation of the FDW to her home country.
8. Dispute resolution
The contract should include a clause for dispute resolution, outlining the steps to follow if there is a conflict between the employer and the FDW.
In conclusion, it is crucial for employers to understand the importance of executing a written employment contract for their FDWs. The contract should be drafted in accordance with MOM guidelines and include all the necessary details about the employment arrangement. By doing so, both the employer and FDW can work together in a fair and respectful environment.