As an employer in Singapore, it’s crucial to adhere to the Ministry of Manpower’s (MOM) regulations concerning the employment of Migrant Domestic Workers (MDWs). Non-compliance can lead to debarment, restricting your ability to hire or renew MDWs.
Grounds for Debarment
MOM may debar employers for violations under the Employment of Foreign Manpower Act. Offenses include:
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Abuse: Any form of physical, verbal, or psychological mistreatment of an MDW.
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Exploitation or Ill-Treatment: Failing to pay salaries promptly, denying adequate food or rest, or imposing unreasonable working hours.
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Compromising Safety and Health: Assigning tasks that endanger the MDW’s well-being.
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Illegal Employment or Deployment: Engaging the MDW in unauthorized work or deploying her to locations not stated in the Work Permit.
Implications of Debarment
Debarred employers face significant restrictions:
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Prohibition on New Applications: Inability to apply for new Work Permits for MDWs.
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Renewal Restrictions: Inability to renew existing Work Permits for current MDWs.
The duration of debarment varies based on the severity of the offense.
Preventive Measures
To avoid debarment:
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Stay Informed: Regularly update yourself on MOM’s guidelines and ensure compliance.
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Maintain Open Communication: Foster a respectful and understanding relationship with your MDW.
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Engage Reputable Agencies: Collaborate with licensed maid agency in Singapore to ensure adherence to legal requirements.
By upholding these standards, you contribute to a fair and safe working environment for your MDW and protect your eligibility to employ domestic help. Your maid agency will be able to guide you to ensure you’re in safe hands.
Source: Ministry of Manpower – When an FDW employer can be debarred
