Following the Ministry of Manpower’s (MOM) new measures announced last month to strengthen support for Migrant Domestic Workers (MDWs) in Singapore, a total of 11 rights group have come forward to offer other enhanced measures to improve the well-being of MDWs, especially those who live-in as they are inherently vulnerable to exploitation and abuse, prone to isolation and may not have enough means to seek for help.
In a joint statement, the rights groups said that while they are encouraged by MOM’s recent measures, but they stressed that a “robust set of laws and strict enforcement” need to be in place to make sure MDWs have safe living and working environments.
Some of the new measures announced by MOM last month include to enhance medical examination on MDWs to spot abuse, agencies implement post-placement checks, interview MDWs twice in their first year of work, and implement at least one rest day a month.
To this, the rights groups laid out other improved measures to ensure the well-being of MDWs are well protected.
The first is to increase frequency of mandatory rest days, from at least one a month, which MOM implemented, to one every week.
“For live-in MDWs, rest days provide physical and mental respite from their work. For those in abusive situation, rest days are an avenue to seek help.
“We have observed that without mandatory rest days, MDW’s may agree to forgo most or all of their rest days during contract negotiations, due to the power imbalance that exists between employers and employment agencies on the one hand, and MDWs on the other,” the statement read.
As such, the rights groups have suggested to “see the law eventually ensuring a mandatory weekly rest day for MDWs”.
“After all, the Employment of Foreign Manpower Act requires MDWs to be given one rest day per week – we should normalise and enforce this entitlement, rather than making the payment of rest day compensation, the default practice,” it added.
Secondly, the rights group recommended to provide alternative care arrangements that are affordable and accessible so it will be easier for MDWs to enjoy their rest days. This is because families can then opt to utilise these alternative care arrangements, particularly eldercare, and give MDWs a chance to access their rest days.
Thirdly, the groups want the Government to define the duration of a rest day by law as 24 consecutive hours.
Without a proper definition, MDWs have to work to work during their rest days without compensation.
“Defining a rest days as 24 consecutive hours will entrench the notion that any work done during a rest day has to be compensated, and will provide clarity on when the MDW’s right to a mandatory rest day has been breached,” they explained.
The next recommendation is to enforce mandatory rest day by allowing MDWs to change employers if they don’t comply with the rules.
“MDWs who are not given the mandatory rest day should be allowed to change employers, and those who are assisting MOM with investigations on potential rest day breaches should be placed on the Temporary Job Scheme, which will allow them to seek alternative employment.
“There should be strict and consistent enforcement of any breach of mandatory rest days, to underscore the importance of this right,” the rights groups said.
In the joint statement, they also suggested for MDWs to be given access to mobile phones during meal times, rest times and after work hours. This is so they can seek help to report on employment breaches and abusive conditions.
Apart from that, the groups also want the six-monthly medical examination (6ME) for MDWs to check for signs of abuse be done thoroughly.
“Interviews with MDWs who are potential victims of abuse should be done in a safe and caring manner.
“Report to the authorities should be made after explaining to the MDW the investigative process (for which doctors should receive training), and after informing the MDW. Doctors can refer such MDWs to NGOs who can provide advice and counselling services,” the statement read.
The groups also went on to suggest for all interviews with MDWs to be done in a safe environment, away from their employers where they can speak freely.
They also added that MDWs who so not have employment agencies should be interviewed more frequently as they lack support that agencies provide.
“Checks by employment agencies should also be done throughout the course of their employment, as cases of severe abuse are often borne out of escalating behaviour, and employment agencies should be provided the support and resources to do so,” it noted.
Lastly, the rights groups recommended for MDWs to have the right to switch employers freely, with clearly defined notice periods that both employers and employees must abide by.
Currently, MDWs are required to obtain consent from their employers if they wish to switch employers. MDWs’ lack of labour mobility, and fear of being repatriated, may make them reluctant to report abusive situations, particularly if they still have outstanding recruitment fees.
The suggestions are made by 11 rights group which include Humanitarian Organization for Migration Economics (HOME), Association of Women for Action and Research (AWARE), Sayur Story, Maid for More, Migrant Writers of Singapore, SG Mental Health Matters, Welcome in my Backyard (WIMBY), A Good Space, Migrant Workers Singapore, Singapore Climate Rally (SGCR) and Transient Workers Count Too (TWC2).
