Training

General well-being – As an employer, you are also responsible for your maid’s general well-being including food, accommodation, basic necessities and medical care. She should be treated fairly and reasonably when you assign household duties to her. A happy and well-treated worker will give you less trouble than one who is unhappy.

 

Wages – You can either pay your maid by cash or credit her wages into her bank account. To avoid any misunderstanding, this should be properly documented and if a bank account is used, you should let her keep the account book. If by mutual agreement you are to keep the account book, she must be given access to check that payments are credited regularly.

 

 

Bonuses – Where appropriate, this should be considered because it acts as a good motivator. This could be in the form of an annual bonus or an end of contract term gratuity. These incentives may result in a maid who would serve her contract diligently and effectively.

 

 

Medical care – As an employer, you are responsible for the medical benefits of your worker. Should she require medical treatment, including hospitalisation, you are required to bear the full cost of medical care.

 

 

Accommodation – Where possible, your worker should be given a separate room of her own. In the event this is unavailable in your home, you should respect the need of the maid for privacy and ensure that sufficient private space for sleep is provided. Some examples of improper accommodation include making the maid sleep in the corridor or living room or sharing a room with a male adult.

 

Rest – A well-rested worker is more productive and better adjusted. Hence, you should ensure that your worker has sufficient rest, especially during the night and sufficient off days, which is mutually agreed upon between you and your maid.