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 (MDWs). In 2024, 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.
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Her story reflects the barriers that MDWs face when reporting violence. Research shows that abuse against MDWs is not uncommon, yet only a small fraction of those who experience violence ever file a formal complaint. Many fear losing their jobs, homes, and legal status. Those who do come forward, like the worker in this case, often face scepticism and unfavourable judgment. This Filipino domestic worker's experience shows the inherent risks faced by MDWs, most of whom live and work in isolation within their employers’ homes.
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This case is not an isolated incident. Studies have revealed the troubling reality of labour abuse, excessive working hours, and even physical and sexual violence within Hong Kong’s domestic work sector.
Such accounts of violence, however, exist in parallel to a very different narrative for the city's MDW population: ​​​many MDWs remain with the same families for decades. They are supported and well remunerated and often retire having supported multiple generations of extended family members back home.
These two realities seem worlds apart.​
What explains the disparity in domestic work experiences?
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Until now, most research has focused on workers themselves. What’s been missing is the other side of the story: the employer’s perspective. Migrasia’s in-depth study aims to address this gap by examining how employers’ beliefs and attitudes shape household dynamics. Our research uncovers how widespread perceptions held by employers, about trust, responsibility, and the very role of domestic workers, 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 relatively well-off; as 45% live in households earning over HK$100,000 per month, significantly higher than the average economically active household income of HK$38,200.
61.1% are from
Hong Kong SAR,
6.9% are from India
6.2% are from the UK
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How does exploitation occur?
​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.
Which employers are more likely to report exploitation?
While exploitative employers are found across all demographics, there are distinct patterns:
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 attitudes relate to exploitation?
Our findings point to a contradiction in the employer mindset. On the one hand, there is appreciation.
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%) even 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 inclusion.
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 a restrictive household look like?
MDW has limited access to phone
(30.7%)
Restrictions on MDW's physical appearance
(30.1%)
Restricts MDW from practicing religion
(15.4%)
Uses household surveillance
(39.9%)
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Managing Conflict
How did employers deal with conflict?
Employers were surveyed on how they handled past household conflicts. Their responses revealed a clear behavioural split.
Responses to conflict fall along a spectrum: from communication and problem-solving to threats, punishment, and even violence. While many employers reported trying 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 ethical approaches to conflict management: seeking conversation, offering second chances, and viewing mistakes as opportunities for learning rather than grounds for punishment.
An insight into household conflict
We asked employers about their employment relationships, and they reported that conflict arose from unmet expectations, misunderstandings, gaps in skills, communication and work ethic, workplace incidents, and challenges in sharing personal space.
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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.
Financial Strain
Employers reporting exploitation had less income, and were more likely to face financial burdens and to be affected by hiring costs, agency fees and benefits.
Management Ability
Employers reporting exploitation were significantly less likely (15%) to feel confident in their ability to manage their migrant domestic worker.
Knowledge Gaps
Exploitative employers were less familiar with Hong Kong employment laws that protect their domestic workers' rights, especially in situations of illness, pregnancy, privacy, and leave entitlements.
​While these barriers do not excuse exploitative behaviour, they may help to map out the conditions in which it is most likely to thrive.
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