“Can I Please Transfer, Ma’am?”
Migrant domestic workers (MDWs) are only allowed to change jobs with the permission of their employers. When employers refuse, workers can be trapped in difficult situations, often facing repatriation against their will.
One of the limited ways through which they can change jobs is through the Change of Employer (COE), a discretionary scheme by the Ministry of Manpower (MOM), where MDWs are allowed alternative employment without the employer’s consent. Usually, COE is allowed when employers have been found to have committed a regulatory breach, for example, contravening work pass regulations under the Employment of Foreign Manpower Act. For a finding of regulatory breach to be made, a complaint filed by an MDW must meet specific legal and evidentiary standards. While this process is undeniably challenging, it is often the only viable path for MDWs facing unfair treatment or intolerable conditions to leave their current employment situation and seek alternative employment.
All names in this story have been changed to protect the workers’ privacy.
Siti’s Story
Siti came to Singapore in 2024 hoping to provide for her family. But she soon found herself facing poor working conditions: she was underpaid, denied rest days, and forced to sleep in a small storeroom without ventilation. She also endured frequent verbal scolding and was blamed for things beyond her control. When she asked to transfer to a new employer, her request was flatly refused.
Instead, Siti was threatened with repatriation. Her employer even began preparing to buy her a ticket home. For Siti, this was devastating. Without her income, her family back home would struggle to survive.
HOME Steps In
Siti approached HOME for help. Our casework team carefully documented her situation and raised her case to MOM for review. Among the issues we highlighted were:
Siti slept in a very small and cramped storeroom, and would have to roll up the mattress if she wanted to leave the room if not she cannot open the door. According to Siti, the room was stuffy as there was no fan, aircon or window. She was only given a humidifier.
Initially, Siti had no rest days. After working for two months, she was given two rest days a month. However, she was not compensated for working on her rest days.
She was required to pay for her own toiletries and upkeep, despite employers being responsible for these.
The cramped storeroom that Siti was made to sleep in
HOME worked closely with Siti to build her case — documenting her salary shortfalls and advocating directly with MOM on these issues. When disputes arose over her unpaid wages, HOME presented the evidence clearly and ensured her claims were taken seriously, resulting in the recovery of her owed salary. We also intervened when her employer attempted to repatriate her prematurely, advising that the ticket purchase be withheld until her outstanding employment issues were properly resolved.
Beyond casework, HOME’s team also provided emotional support during her stay at our shelter. Having lost her income, and uncertain about her future, Siti often shared her worries about her family back home. Through counselling sessions with our team of volunteer counsellors, she found the space to process her experiences, regain confidence, and look forward to rebuilding her life.
After around 7 weeks of perseverance, MOM finally granted her the chance to seek new employment despite her previous employer’s objections. For Siti, this meant a fresh chance: to remain in Singapore, continue supporting her family, and regain stability.
The email we wrote to MOM on Siti’s behalf
Many Stories Like Siti’s
Siti’s story is not unique. HOME has supported many other workers, like Rayanti, who also endured difficult conditions and was refused when she asked for a transfer. In Rayanti’s case, HOME highlighted several issues, including inadequate food, overwork and poor living conditions:
She was made to sleep on a mattress in the living area, initially near the sofa. Subsequently, she moved her mattress to below the dining table as she felt that she had more privacy amidst the dining table chairs.
She was very overworked, working from 5am to 11pm with no break in-between. She was also not allowed to have her meals until she finished her chores. When she tried to take a break, she would be scolded by her employers.
Despite starting her day at 5am, she was only given a slice of bread and coffee at 10AM for breakfast, followed by a late lunch of plain rice with vegetables, and dinners consisting only of her employer’s leftovers. If there are no leftovers, she will make instant noodles. Her employer made comments such as " why you eat so much", "wah, you eat so nice ah ?add vegetables?", making her feel bad. Over the 9 months of her employment, Rayanti’s weight dropped from 57kg to 50kg.
Leftovers that Rayanti was allowed to eat
HOME liaised closely with MOM – arranging for Rayanti to share her experiences directly, and repeatedly following up on her eligibility to continue working in Singapore. MOM granted her a COE, allowing her to continue working in Singapore despite her previous employer’s objections.
Every Worker Deserves Dignity
While HOME was able to assist Siti and Rayanti by giving casework support to ensure that they were able to seek new employment, there are many other MDWs who are trapped in abusive or exploitative situations with little redress because employers are unwilling to grant them permission to change jobs. While the COE scheme provides an opportunity for MDWs to break out of abusive situations, it remains entirely discretionary, and there are no clear criteria as to its issuance.
HOME recommends:
All migrant workers, including MDWs, be allowed to switch employers freely by giving clearly-defined notice periods. This will ensure that MDWs have the freedom to leave untenable employment situations, and seek better living and working conditions.
In the short-term, MDWs must be given the opportunity to change employers at the end of their work permit terms, similar to work permit holders in other sectors.