Why Do People Hire Filipino Housekeepers?

Have you heard friends and neighbours talk about how amazing their Filipino housekeeper is? Have they told you that you need to find a Filipino housekeeper?

Let’s look into why Filipino housekeepers are so popular in the UK:

Why do people choose to hire a Filipino Housekeeper?

People often choose to hire Filipino housekeepers for several reasons, including:

  1. Cultural Values
  2. English Proficiency
  3. Work Ethic
  4. Experience and Skills
  5. Trustworthiness
  6. Affordability
  7. Cultural Compatibility
  8. Recommendations and Referrals
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Let’s look into this in more detail…

Overall, the decision to hire a Filipino housekeeper is influenced by a combination of factors, including cultural values, language proficiency, work ethic, experience, trustworthiness, affordability, and recommendations. Each family may have different priorities and preferences when it comes to selecting domestic help, but Filipino housekeepers are often valued for their professionalism, dedication, and contributions to household management.

Am I Allowed To Hire A Filipino Housekeeper In The UK?

Yes, you are allowed to search for and hire a Filipino housekeeper, provided you follow all relevant laws and regulations related to employment and immigration in your country. In many countries, including the UK, hiring foreign workers is permitted under certain conditions, such as ensuring that the worker has the legal right to work in the country and complying with employment laws regarding wages, working hours, and other employment standards.

When hiring a Filipino housekeeper or any foreign worker, it’s essential to consider the following:

  1. Work Visa or Right to Work: Ensure that the housekeeper has the legal right to work in your country. This might involve obtaining a work visa or permit, depending on the immigration laws and regulations of your country.
  2. Employment Contract: Provide a written employment contract outlining the terms and conditions of employment, including job duties, wages, working hours, benefits, and termination procedures. This helps protect both the employer and the employee and ensures clarity regarding expectations and responsibilities.
  3. Employment Laws and Regulations: Familiarise yourself with the employment laws and regulations in your country, including minimum wage requirements, working hours, overtime pay, and employee rights. Ensure compliance with all applicable laws to avoid legal issues or penalties.
  4. Tax and Social Security Contributions: Determine your obligations as an employer regarding tax withholding and social security contributions for your housekeeper’s wages. In many countries, employers are required to deduct income tax and contribute to social security or pension schemes on behalf of their employees.
  5. Health Insurance and Benefits: Consider providing health insurance or other benefits to your housekeeper, depending on the regulations and norms in your country. Offering benefits can help attract and retain qualified employees and demonstrate your commitment to their well-being.
  6. Recruitment and Selection: Conduct a fair and transparent recruitment process when hiring a housekeeper, regardless of their nationality. Evaluate candidates based on their qualifications, skills, experience, and suitability for the job, and avoid discrimination based on factors such as race, nationality, or ethnicity. Your recruitment agency can certainly help you with this!
  7. Cultural Sensitivity: Respect and appreciate the cultural background and diversity of your housekeeper, and strive to create an inclusive and supportive work environment where everyone feels valued and respected.

By following these guidelines and ensuring compliance with relevant laws and regulations, you can ethically and legally hire a Filipino housekeeper or any foreign worker to assist with household tasks and contribute to your family’s well-being.

But Is Hiring A Filipino Housekeeper Not Discriminatory?

When discussing hiring preferences based on nationality, it’s essential to understand the distinction between unlawful discrimination and permissible factors in the hiring process. Discrimination occurs when someone is treated unfairly or less favourably because of certain characteristics such as race, nationality, gender, age, religion, or disability, among others. In many jurisdictions, including the UK, discrimination based on these protected characteristics is illegal and prohibited by law.

However, there are situations where employers may consider nationality as a permissible factor in the hiring process, such as when specific skills, cultural understanding, or language proficiency are required for the job. In these cases, employers must ensure that their hiring practices comply with relevant laws and regulations and do not unlawfully discriminate against individuals based solely on their nationality.

When hiring a housekeeper, for example, an employer may prefer someone who speaks a particular language or has cultural knowledge relevant to the household’s needs. As long as the job requirements are related to the position’s duties and are applied consistently and fairly to all candidates, considering nationality in the hiring process may not necessarily constitute unlawful discrimination.

However, it’s crucial for employers to exercise caution and avoid making hiring decisions based on stereotypes or prejudices associated with nationality. Additionally, employers should be aware of their legal obligations regarding equal opportunity and fair treatment in employment, and they should always strive to create an inclusive and non-discriminatory workplace environment.

It’s crucial for employers to exercise caution and avoid making hiring decisions based on stereotypes or prejudices associated with nationality. Additionally, employers should be aware of their legal obligations regarding equal opportunity and fair treatment in employment, and they should always strive to create an inclusive and non-discriminatory workplace environment.

Ultimately, whether hiring preferences based on nationality constitute discrimination depends on the specific circumstances, the rationale behind the preferences, and whether they align with legal requirements and principles of fairness and equality. Employers should seek legal guidance or consult with human resources professionals to ensure their hiring practices comply with applicable laws and promote diversity, equity, and inclusion in the workplace.

If you would like to ask any questions or speak to us about hiring a housekeeper please get in touch:

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