How to Write a Domestic Helper Job Description in Hong Kong

Why a Clear Job Description Matters

Employment agencies and online platforms report that the majority of early-termination cases — helpers leaving within 3 months — trace back to a mismatch between what the employer expected and what the helper understood the role to involve. A precise job description solves this before it starts.

Step 1: Define the Household

Start with the basics. Be factual and complete.

• Number of people in the household (adults, children by age, elderly family members)
• Property type and size — apartment or house, approximate floor area or number of rooms
• Location — district matters for commute if the helper has any outside commitments
• Whether there are pets and what type
• Languages spoken in the household (Cantonese, English, Mandarin, Tagalog, etc.)

Step 2: Specify Core Duties

The Standard Employment Contract (Form ID407) sets out general duties but leaves specifics to the employer. Be explicit about what the role actually involves. Typical categories:

• Cleaning — daily tidying, weekly deep clean, laundry frequency, ironing
• Cooking — family meals (cuisine type), grocery shopping, meal prep for children
• Childcare — school drop-off/pick-up, homework supervision, bathing, bedtime
• Elder care — accompaniment to medical appointments, personal hygiene assistance, mobility support
• Administrative — bill payment, managing deliveries, pet care

The Form ID407 Baseline

Form ID407 (the Standard Employment Contract) lists 'domestic duties' broadly. Your job description should specify which duties are primary and which are secondary. For example: 'Primary duties: childcare for 2 children aged 3 and 6. Secondary duties: general cleaning and cooking. Elder care is not required.'

Step 3: State the Care Requirements Clearly

If childcare or elder care is involved — say so prominently. Helpers with specialised care experience command a salary premium (HK$200–600 above MAW), and you want to attract the right candidates from the start.

• Childcare: State ages of children, care level required (newborn vs school-age), and any special needs
• Elder care: State level of mobility, any medical conditions (dementia, post-stroke), physical assistance required
• Newborn care: Specify experience with newborns if you are expecting or recently had a baby
• Pets: Name the pet type and what care is involved (walking, feeding, grooming)

Step 4: Working Hours and Rest Days

Domestic helpers in Hong Kong are live-in employees with no set maximum daily working hours under the Employment Ordinance. However, unrealistic working hour expectations deter quality candidates and lead to burnout. Be honest in your job description about the real daily schedule.

• Approximate daily schedule: e.g. 7am–9am (school prep), 9am–12pm (cleaning), 12pm–3pm (break), 3pm–8pm (childcare/cooking/dinner)
• Which day is the agreed rest day (typically Sunday)
• Any irregular hours — e.g. employer travels frequently, late dinners expected
• Live-in accommodation details — type of room, shared or private bathroom

Step 5: Language and Skill Requirements

Language is one of the most common mismatch points in domestic helper hiring in Hong Kong. Be clear and realistic.

• English: Required for expat families, expat children's schooling, or if the employer speaks limited Cantonese
• Cantonese: Preferred for families with elderly parents who speak Cantonese
• Mandarin: Relevant for mainland China families or children in Mandarin schooling programmes
• Cooking skills: Specify cuisine type if relevant (e.g. Western, Cantonese, Japanese, Halal)
• Driving: HK driving licence is a rare and premium skill — include if required

Step 6: State Salary and Benefits Clearly

Publishing the salary range is not required but strongly recommended. Helpers actively filter for realistic pay. Posting 'MAW only' (HK$5,100) will deter experienced candidates for specialist roles.

• Base salary range: e.g. HK$5,300–5,600 depending on experience
• Food arrangement: cash food allowance HK$1,236 or free meals provided
• Accommodation: describe room type, privacy level, shared/private bathroom
• Any additional benefits: annual flight home, phone allowance, performance bonus

Sample Job Description Template

What NOT to Include in a Job Description

• No salary or 'salary negotiable' without a floor — deters quality candidates
• Excessive vagueness — 'help around the house' without specifics
• Illegal requirements — e.g. 'must not be pregnant', 'Catholic only' (religious discrimination)
• Live-out accommodation (illegal unless grandfathered pre-2003)
• Duties outside the household — employers cannot instruct helpers to work for other households or businesses

Frequently Asked Questions: Job Descriptions for Domestic Helpers

Does the job description become part of the legal contract?

The Standard Employment Contract (ID407) is the binding legal document. A job description posted online or shared during recruitment is not automatically part of the contract. However, if the employer and helper have agreed to specific duties in writing before signing ID407, those may be referenced or attached to the contract as an agreed schedule of duties.

Can I change the duties after the helper starts?

Significant changes to the scope of duties should be agreed with the helper. Minor adjustments within the same broad category of domestic work are generally acceptable. Adding substantially different duties (e.g. introducing elder care when the job was child-focused) without agreement may constitute a breach of contract.

Should I include a nationality preference in the job description?

You may state a preference for a particular nationality (Filipino or Indonesian are the two main categories of FDH in Hong Kong), but this preference should be based on genuine household compatibility factors such as language or cultural fit, not arbitrary discrimination. SeekHelpers allows you to filter by nationality during your search.

What is the difference between a job description and the Standard Employment Contract?

A job description is the pre-hire document you use to attract and screen candidates — it sets expectations before the contract is signed. The Standard Employment Contract (Form ID407) is the legally binding document signed by both employer and helper that governs the employment relationship. The job description does not override the contract, but it can be attached as a written schedule of specific duties once both parties agree.

Should the job description be different for an overseas hire vs a transfer helper?

For an overseas hire, the job description serves as the primary screening tool as the helper has not yet worked in Hong Kong — language requirements and care duties should be described in extra detail. For a transfer helper already in Hong Kong, you can conduct a direct video or in-person interview quickly, so the job description serves as an initial filter before you interview. Both should include the same core information, but overseas hires benefit from more detailed upfront documentation to reduce surprises.