Where will Smart Employers conduct interviews with Smart Helpers normally?

In general, Employers are advised to conduct interviews with Helpers in their home in order to give them an idea of the actual working environment. If an Employer wants to conduct an interview in a different location, the Smart Living - Regional Service Centres can provide free interview venues.

Can you list some interview questions for Smart Employers' reference?

If a Smart Helper is hired verbally, must his/her Smart Employer abide by this agreement?

A contract of employment is an agreement between a Smart Employer and a Smart Helper that sets out the employment terms and conditions. The agreement can be made either verbally or in writing. Both parties are required to abide by the verbal agreement pertaining to the employment relationship between them, provided that it does not violate any provisions of the Employment Ordinance (Chapter 57 of the Laws of Hong Kong).

Are Smart Employers required to take out employees' compensation insurance policies for Smart Helpers?

The Employees' Compensation Ordinance requires that all employers hold valid employees' compensation insurance policies. Thus, Employers must also take out insurance policies to cover their liability for any work-related injury or fatality for the Helpers.

Are Smart Employers required to make arrangements for Smart Helpers to join the Mandatory Provident Fund (MPF) Scheme?

According to the Mandatory Provident Fund Schemes Ordinance, Smart Helpers are not required to join the MPF Scheme.

Can Smart Employers require Smart Helpers to serve a probation period? Are Employers required to pay wages to their Helpers during probation?

Employers may require new Helpers to serve a probation period, provided that this has been discussed expressly and the Helper’s consent has been obtained. Employers are required to pay wages to their Helpers according to the actual number of hours worked, including during the probation period.

What is the hourly rate for a trained Smart Helper?

Smart Living - Regional Service Centres do not set a fixed hourly rate for Smart Helpers. The rate depends on market situation, location and scope of duty, etc. and should be set and agreed between the Employer and the Helper. In general, extra pay may be needed to attract suitable applicants under the following circumstances:

	Complicated job nature or jobs requiring special skills
	Work required after 6:00 pm
	Work in remote areas

How should wages be calculated and paid to Smart Helpers?

In general, wages are calculated on an hourly basis for part-time jobs and paid to the Helpers at the end of each working day. For full-time jobs, wages are calculated on a monthly basis and paid to the Helpers once a month.

Is it necessary for Smart Employers to provide their Smart Helpers with cleaning kits/tools?

In general, for domestic jobs, Smart Helpers’ wages do not include paying for any job-required kits or tools, unless otherwise agreed by both parties beforehand.

Should Smart Employers let Smart Helpers work alone at home?

Employers should consider whether sufficient trust and mutual understanding have been built up with their Helpers, and always ensure that their valuables are stored properly before leaving their Helpers alone in their home. Otherwise, Employers are advised to stay home while their Helpers are working in order to avoid any unnecessary misunderstanding or dispute arising from the work undertaken or the loss of any belongings.

If the Smart Employer suspect the Smart Helper had broken or stolen his property, how should the Employer deal with?

Employer should ask the Helper for the actual situation. Employer may seek assistance from relevant Smart Living – Regional Service Centre if the dispute has not been settled. Please contact Labour Relations Division of Labour Department if necessary. Please refer to the website for offices and addresses of Labour Department or call Labour Department 24-hour Hotline: 2717 1771 for enquiry. If the case involves a criminal offense, Employer should report to the police.

If the Smart Helper has damaged or lost the Employer’s property, can the Smart Employer deduct the wages for compensation?

According to the Employment Ordinance, Employers can deduct wages from employees for damage to or loss of the employers’ goods, equipment, or property by the employees’ neglect or default. The sum to be deducted shall be equivalent to the value of the damage or loss but not exceeding $300. The total of such deductions shall not exceed one quarter of the wages payable to the employees in that wage period.