TALE OF TWO CITIES
The Diversity of Employer Perspectives and Household Dynamics in Hong Kong’s Domestic Work Sector
A recent court case in Hong Kong exposed the vulnerabilities of the city’s migrant domestic workers. Last year, a Filipino domestic worker filed a HK$11.06 million claim against her retired employer, a British doctor, alleging a series of sexual assaults that began with a forced medical examination. The District Court dismissed her case, ruling that her testimony was “bursting with inherent improbabilities” despite the employer’s own inconsistent account.
Her story reflects the barriers that MDWs face when reporting violence. Research shows that fewer than 4% of MDWs who experience physical violence ever file a complaint. Many fear losing their jobs, homes, and legal status. Those who do come forward, like the worker in this case, often face skepticism and unfavorable judgements.
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This case shows the inherent risks faced by migrant domestic workers, many of whom live and work in isolation within their employers’ homes.
This case is not an isolated incident. Studies have revealed a troubling reality of labor abuse, excessive working hours, and even physical and sexual violence within the Hong Kong’s domestic work sector.
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Nevertheless, this is only one side of the story.
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There exists a parallel narrative: many domestic workers stay with the same families for decades, and retire having supported their extended families back home. These two realities (household haven and exploitation) seem worlds apart.
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What explains the disparity in domestic work experiences?
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Until now, most research has focused on the workers themselves. What’s been missing is the other side of the story: the employer’s perspective. Migrasia’s in-depth study aims to fill this gap by examining how employers’ beliefs, attitudes, and rationales shape household dynamics. Our research uncovers how the widespread perceptions held by employers, about trust, responsibility, and the very role of a domestic worker, fundamentally influence treatment within the household.
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To understand the employer perspective, we must first understand who the employers are.
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Who is the Typical Employer?
Our data sketch a profile of a "typical" employer: most likely middle-aged, female (71.6%), and married, a Hong Kong SAR national (61.1%) with a high level of education. Financially, they are often well-off; a striking 45% live in households earning over 100,000 HKD per month.
42.2% have a
bachelor's degree,
37.6% have a postgraduate degree
This demographic profile shows that the employers in this study are largely established, educated, and financially stable members of society.
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So, why does exploitation still occur?
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Our study reveals a distinct split in how employers perceive and treat their domestic workers. Employer-employee relationships vary widely, from quasi-familial bonds to subjugating relationships.
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Our study uncovered a subset of employers who engaged in exploitative practices. These ranged from legal violations to psychological aggression and, in a few cases, violence.
Overall, 42.8% admitted to engaging in at least one of the following practices:
Which employers are more likely to report exploitation?
While exploitative employers are found across all demographics, there are distinct patterns:
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They are more likely to be male and Hong Kong citizens. And contrary to the notion that financial stress is the primary driver, exploitation was most frequently reported by middle-income households (HKD 60,000 - 99,999 per month) and those living in smaller apartments.
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What drives this behavior?
Our findings point to a contradiction in the employer mindset. On one hand, there is appreciation.
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Roughly nine out of ten employers reported being grateful for their MDW, stating they eased the household burden (87.3%) and enabled them to dedicate more time to their careers (83%). A majority (65%) consider their MDW to be "a part of the family."
However, this gratitude exists alongside deep-seated prejudice and exclusionary views. Some employers oppose equal access to public services for MDWs or resist wage increases, holding attitudes that reinforce division rather than empathy.
This scarcity mindset, shaped by long‑standing social hierarchies and cultural attitudes toward domestic work, helps explain how appreciation can exist alongside exploitation within the same household.
What does an exploitative household look like?
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Managing Conflict
What were the main sources of household conflict?
We asked employers about their employment relationships, and they told us that conflict arose due to unmet expectations, misunderstandings, gaps in skills, communication and work ethic, incidents and challenges in sharing personal space.
How did employers deal with conflict?
We asked employers how they have dealt with household conflicts in the past. Their strategies revealed a clear behavioural split.
Reactions to conflict fall along a spectrum: from communication and problem-solving to threats, punishment, and even violence. While many employers reported that they tried to resolve disputes through dialogue, a significant share admitted resorting to aggressive or punitive measures.
Correlational analysis suggested that gender and income are related to employment practices. Male employers and those from middle‑income households (HK$60,000–99,999) were more likely to resort to imposing restrictions or physical violence.
However, it is worth noting that most employers reported using more reflective strategies: seeking conversation, offering second chances, and viewing mistakes as opportunities for learning rather than grounds for punishment. These approaches were most common among “ethical employers”.
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Barriers and Challenges
What are the barriers to ethical employment?
We wanted to understand structural and personal challenges that can strain a household and make it difficult for employers to foster a safe working environment. We predicted that the challenges employers face compromise ethical employment.
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The data confirms that employers who engaged in exploitative practices were more likely to report being overwhelmed by specific barriers.
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Financial strain: Exploitative employers, particularly low and middle-income households, were more affected by hiring costs, reporting financial burdens from agency fees, wages, and mandatory benefits.
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Knowledge gaps: Exploitative employers were less familiar with the Hong Kong employment laws that protect their domestic workers' rights, especially concerning situations of illness, pregnancy, privacy, and leave entitlements.
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Management confidence: Exploitative employers were 15% less likely to feel confident in their ability to manage their domestic worker.
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These barriers do not excuse exploitative behaviour, but they may help map the conditions in which it is more likely to thrive.
Read the full
Research Report
To learn more about the household dynamics within Hong Kong's migrant domestic work sector, download the full report here.
