1. Communicate and Manage Expectations
Good communication beforehand is essential to avoid misunderstandings. When the helper first arrives, employers should clearly outline their work expectations, including work schedules, house rules (e.g., restricted areas), job scope, and childcare responsibilities (e.g., picking up and dropping off children at school).
Even if the helper has good experience, be prepared for a transition period of three to four months for them to adapt to the new job and learn new skills. If there are discrepancies between the helper's performance and expectations, maintain patience and tolerance, using a "praise first, then teach" approach. This way, the helper is more likely to be receptive and not feel reprimanded.
2. Ensure the Rights of Helpers and Show Respect
In addition to salary, accommodation, holidays, and insurance, you should respect the domestic helper working for you. For example, ensure that they have sufficient food, as some helpers may hesitate to inform employers if they are hungry. If you do not intend to share your food with the helper, you should provide a meal allowance at the beginning of each month.
It’s worth noting that while employers may think dining together enhances the helper’s sense of belonging, many helpers prefer to let employers eat first after cooking and may not want to dine together. They may need personal space or wish to video call family and friends during meals. Employers can show understanding by offering food to the helper, making them feel respected rather than eating leftovers.
Regarding accommodation, some employers may choose to have helpers sleep in unsuitable places, which is not advisable. Although space is limited in Hong Kong, employers should provide a room for the helper to live in, as everyone needs personal space. If this is not feasible, ensure the helper has enough space to rest and be alone, avoiding situations where they sleep in cabinets or similar spaces.
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3. Clear Rewards and Penalties
While maintaining a harmonious relationship is important, it is not advisable to compromise on everything. The principle of "clear rewards and penalties" applies. Rewards do not always have to be material; verbal encouragement, such as praising good performance, is also effective. Employers may give small gifts on special occasions, such as the helper’s birthday, to strengthen the relationship.
Regarding penalties, if a helper makes a mistake, such as returning late without prior notice, reacting with anger is often counterproductive and can further damage the employment relationship. Employers should first give the helper a chance to explain and establish ground rules for future offenses, such as potential salary deductions. If the helper repeatedly violates rules, employers may need to seek assistance from a helper center.
4. Practice Understanding and Communication to Reduce Conflicts
When a family spends a long time with a domestic helper, misunderstandings and friction are bound to arise. Employers can check on the helper's work situation from time to time, such as the challenges faced or interactions with family members, while also showing understanding and respect for the helper's feelings. What’s more, employers should express their level of satisfaction and expectations regarding the helper more often to reduce misunderstandings and conflicts.
Building and maintaining a good employment relationship is a complex matter, as every helper and employer has different personalities, values, and lifestyles. That said, the four ways mentioned above can hopefully help you better understand how to interact with foreign domestic helpers.
As mentioned earlier, purchasing insurance for the helper before they start work is the first step in establishing a good relationship. If you are satisfied with their performance, consider buying a comprehensive "Domestic Helper Insurance Plan" or additional "Critical Illness Coverage" as a gesture of appreciation.
