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Published on 10 Oct 2024 by Dean H.
Hiring a domestic helper in Singapore can significantly lighten the load of household responsibilities, providing much-needed support in areas such as childcare, elderly care, and general household tasks. However, despite best intentions, some employer-helper relationships do not work out, and terminations can happen. Understanding the common reasons why domestic helpers get terminated is essential for both employers and helpers, as it can help prevent misunderstandings and ensure smoother working relationships.
1. Poor performance and incompetence
One of the primary reasons for termination is when a domestic helper consistently performs below expectations or lacks the necessary skills to fulfill their duties. This could involve poor cleaning standards, improper handling of children or the elderly, or an inability to follow specific household instructions.
Examples of poor performance:
- Inconsistent cleaning routines or failure to meet household cleanliness standards.
- Difficulty following meal preparation instructions, leading to improper cooking.
- Mishandling of delicate household items or appliances, resulting in damages.
How to avoid it:
- Employers should set clear expectations from the start. Providing detailed instructions, offering guidance during the early stages, and giving your helper time to adjust can improve performance. Employers can also utilise Ministry of Helpers’ Household Scheduler tool to create a clear, personalised schedule for the helper.
- For first-time or less experienced helpers, employers may consider offering training or enrolling them in courses like those available through our StepUp online training partnership.
2. Communication breakdown
Poor communication between employers and helpers is a major reason for misunderstandings and eventual termination. This could include misinterpretations of instructions, language barriers, or a failure to communicate needs and concerns openly.
Examples of communication breakdown:
- Language barriers that lead to misunderstanding tasks or instructions.
- Helpers feeling uncomfortable bringing up issues like overwork or their rest day preferences.
- Employers not being clear about specific expectations regarding tasks, working hours, or household rules.
How to avoid it:
- Establish clear communication channels early on. Regular check-ins between employer and helper can help both parties stay on the same page.
- Employers should encourage their helpers to voice concerns and ensure that they feel comfortable asking for clarification on tasks.
- Use simple language and, where necessary, demonstrate tasks to help overcome language barriers. Many helpers respond well to hands-on guidance.
3. Mismanagement of finances
Some employers terminate helpers due to issues surrounding money, such as borrowing, stealing, or mismanagement of personal funds. While cases of theft are rare, it is a serious offense that often leads to immediate termination.
Examples of financial issues:
- The helper borrowing money from employers or other household members without permission.
- Engaging in gambling or other risky financial behaviors that disrupt their work performance.
- Mishandling cash given for groceries or household expenses.
How to avoid it:
- Employers should clearly communicate household financial policies upfront, including whether the helper is responsible for handling any household funds. Regularly checking receipts for purchases made by the helper can help keep track of expenses.
- If borrowing money is a concern, discuss the issue directly with the helper and suggest alternative solutions, such as payday advances.
- Make sure the helper’s salary is paid on time to avoid potential financial stress that may lead to borrowing or risky behaviors.
4. Violation of employment terms
Failure to follow the agreed-upon employment terms is another common reason for termination. This could range from violating the terms of the helper’s work permit to not adhering to house rules or employment conditions.
Examples of violations:
- Working for another household without the employer’s consent (which is illegal).
- Failing to follow specific house rules regarding curfews, dress codes, or use of mobile phones during work hours.
- Leaving the house without permission or during unauthorised times.
How to avoid it:
- Make sure the helper understands the terms of her work permit and house rules before employment begins. Providing a written list of house rules can help to clarify expectations.
- Discuss acceptable behavior upfront, including rules around mobile phone usage, curfews, and taking time off. Helpers should understand that violating these rules could lead to termination.
- As an employer, ensure you are also adhering to the employment terms, such as rest days, salary, and work conditions, to avoid creating a tense working environment.
5. Cultural differences
Cultural differences can sometimes lead to misunderstandings or frustration between employers and helpers. These may involve differing attitudes toward cleanliness, food preparation, child-rearing practices, or even religion.
Examples of cultural misunderstandings:
- Differences in cleaning standards or routines (e.g., what is considered clean in one culture may not align with another’s expectations).
- Helpers preparing meals based on their cultural practices, which may not suit the employer’s dietary preferences.
- Religious practices such as prayer time, fasting, or observance of holidays causing friction if not understood by the employer.
How to avoid it:
- Take time to understand your helper’s cultural background, and encourage open conversations about both your and her preferences and practices.
- Be patient and offer gentle guidance if there are differences in cleaning or cooking standards. With time, the helper can adapt to the household’s way of doing things.
- Recognise and respect your helper’s religious or cultural practices, and where possible, accommodate them.
6. Lack of trust
Trust is the cornerstone of any employer-helper relationship. Once trust is broken, it’s challenging to maintain a positive working relationship, often leading to termination.
Examples of trust issues:
- Helpers leaving the home without notifying the employer.
- Frequent dishonesty or failure to complete tasks as agreed.
- Not following important instructions, such as those related to the care of children or the elderly.
How to avoid it:
- Building trust takes time. Employers can build trust by being clear, respectful, and fair in their interactions with the helper.
- Encourage honesty and create an open atmosphere where the helper feels safe to share if they’ve made a mistake or need help with a task.
7. Personal compatibility issues
In some cases, termination occurs simply because there is no personal compatibility between the employer and helper. Different personalities, working styles, or expectations can create friction over time.
Examples of incompatibility:
- The helper and employer having conflicting personalities that lead to frequent disagreements or tension.
- Differences in expectations regarding how tasks are completed or communication styles.
How to avoid it:
- It’s important to discuss expectations early on to ensure both parties are aligned. However, if incompatibility issues persist despite efforts to resolve them, it may be best for both parties to part ways amicably.
While there are many reasons why a domestic helper may be terminated in Singapore, many of these issues can be avoided through clear communication, mutual respect, and an understanding of each other's expectations.
At Ministry of Helpers, we are committed to helping employers and helpers build successful working relationships by offering tools and resources that promote transparency and trust.
Whether you're a first-time employer or have experience managing helpers, our platform provides expert advice, scheduling tools, and training resources to help you maintain a positive working relationship with your domestic helper.
Looking for more guidance on managing your helper? Visit Ministry of Helpers blog today for tips, tools, and resources!
Hiring a domestic helper in Singapore can significantly lighten the load of household responsibilities, providing much-needed support in areas such as childcare, elderly care, and general household tasks. However, despite best intentions, some employer-helper relationships do not work out, and terminations can happen. Understanding the common reasons why domestic helpers get terminated is essential for both employers and helpers, as it can help prevent misunderstandings and ensure smoother working relationships.
1. Poor performance and incompetence
One of the primary reasons for termination is when a domestic helper consistently performs below expectations or lacks the necessary skills to fulfill their duties. This could involve poor cleaning standards, improper handling of children or the elderly, or an inability to follow specific household instructions.
Examples of poor performance:
- Inconsistent cleaning routines or failure to meet household cleanliness standards.
- Difficulty following meal preparation instructions, leading to improper cooking.
- Mishandling of delicate household items or appliances, resulting in damages.
How to avoid it:
- Employers should set clear expectations from the start. Providing detailed instructions, offering guidance during the early stages, and giving your helper time to adjust can improve performance. Employers can also utilise Ministry of Helpers’ Household Scheduler tool to create a clear, personalised schedule for the helper.
- For first-time or less experienced helpers, employers may consider offering training or enrolling them in courses like those available through our StepUp online training partnership.
2. Communication breakdown
Poor communication between employers and helpers is a major reason for misunderstandings and eventual termination. This could include misinterpretations of instructions, language barriers, or a failure to communicate needs and concerns openly.
Examples of communication breakdown:
- Language barriers that lead to misunderstanding tasks or instructions.
- Helpers feeling uncomfortable bringing up issues like overwork or their rest day preferences.
- Employers not being clear about specific expectations regarding tasks, working hours, or household rules.
How to avoid it:
- Establish clear communication channels early on. Regular check-ins between employer and helper can help both parties stay on the same page.
- Employers should encourage their helpers to voice concerns and ensure that they feel comfortable asking for clarification on tasks.
- Use simple language and, where necessary, demonstrate tasks to help overcome language barriers. Many helpers respond well to hands-on guidance.
3. Mismanagement of finances
Some employers terminate helpers due to issues surrounding money, such as borrowing, stealing, or mismanagement of personal funds. While cases of theft are rare, it is a serious offense that often leads to immediate termination.
Examples of financial issues:
- The helper borrowing money from employers or other household members without permission.
- Engaging in gambling or other risky financial behaviors that disrupt their work performance.
- Mishandling cash given for groceries or household expenses.
How to avoid it:
- Employers should clearly communicate household financial policies upfront, including whether the helper is responsible for handling any household funds. Regularly checking receipts for purchases made by the helper can help keep track of expenses.
- If borrowing money is a concern, discuss the issue directly with the helper and suggest alternative solutions, such as payday advances.
- Make sure the helper’s salary is paid on time to avoid potential financial stress that may lead to borrowing or risky behaviors.
4. Violation of employment terms
Failure to follow the agreed-upon employment terms is another common reason for termination. This could range from violating the terms of the helper’s work permit to not adhering to house rules or employment conditions.
Examples of violations:
- Working for another household without the employer’s consent (which is illegal).
- Failing to follow specific house rules regarding curfews, dress codes, or use of mobile phones during work hours.
- Leaving the house without permission or during unauthorised times.
How to avoid it:
- Make sure the helper understands the terms of her work permit and house rules before employment begins. Providing a written list of house rules can help to clarify expectations.
- Discuss acceptable behavior upfront, including rules around mobile phone usage, curfews, and taking time off. Helpers should understand that violating these rules could lead to termination.
- As an employer, ensure you are also adhering to the employment terms, such as rest days, salary, and work conditions, to avoid creating a tense working environment.
5. Cultural differences
Cultural differences can sometimes lead to misunderstandings or frustration between employers and helpers. These may involve differing attitudes toward cleanliness, food preparation, child-rearing practices, or even religion.
Examples of cultural misunderstandings:
- Differences in cleaning standards or routines (e.g., what is considered clean in one culture may not align with another’s expectations).
- Helpers preparing meals based on their cultural practices, which may not suit the employer’s dietary preferences.
- Religious practices such as prayer time, fasting, or observance of holidays causing friction if not understood by the employer.
How to avoid it:
- Take time to understand your helper’s cultural background, and encourage open conversations about both your and her preferences and practices.
- Be patient and offer gentle guidance if there are differences in cleaning or cooking standards. With time, the helper can adapt to the household’s way of doing things.
- Recognise and respect your helper’s religious or cultural practices, and where possible, accommodate them.
6. Lack of trust
Trust is the cornerstone of any employer-helper relationship. Once trust is broken, it’s challenging to maintain a positive working relationship, often leading to termination.
Examples of trust issues:
- Helpers leaving the home without notifying the employer.
- Frequent dishonesty or failure to complete tasks as agreed.
- Not following important instructions, such as those related to the care of children or the elderly.
How to avoid it:
- Building trust takes time. Employers can build trust by being clear, respectful, and fair in their interactions with the helper.
- Encourage honesty and create an open atmosphere where the helper feels safe to share if they’ve made a mistake or need help with a task.
7. Personal compatibility issues
In some cases, termination occurs simply because there is no personal compatibility between the employer and helper. Different personalities, working styles, or expectations can create friction over time.
Examples of incompatibility:
- The helper and employer having conflicting personalities that lead to frequent disagreements or tension.
- Differences in expectations regarding how tasks are completed or communication styles.
How to avoid it:
- It’s important to discuss expectations early on to ensure both parties are aligned. However, if incompatibility issues persist despite efforts to resolve them, it may be best for both parties to part ways amicably.
While there are many reasons why a domestic helper may be terminated in Singapore, many of these issues can be avoided through clear communication, mutual respect, and an understanding of each other's expectations.
At Ministry of Helpers, we are committed to helping employers and helpers build successful working relationships by offering tools and resources that promote transparency and trust.
Whether you're a first-time employer or have experience managing helpers, our platform provides expert advice, scheduling tools, and training resources to help you maintain a positive working relationship with your domestic helper.
Looking for more guidance on managing your helper? Visit Ministry of Helpers blog today for tips, tools, and resources!