[ Domestic worker falls ill ] Is the employer responsible for the medical expenses? How to calculate sick leave? What if the helper is diagnosed with a critical illness?

according to Standard Employment Contract, The terms of the agreement stipulate that if a domestic helper becomes ill or injured during her employment period (excluding cases where the domestic helper leaves Hong Kong voluntarily or for personal reasons, such as returning home for a holiday), the employer must provide free medical care to the domestic helper, regardless of whether the illness or injury is caused by work. This includes paying for consultations, hospitalizations, and dental emergencies.

On the other hand, domestic helpers need to receive treatment from any registered doctor provided by their employer. Therefore, it is best for both parties to reach a consensus as early as possible, specifying which doctor should be consulted in case the domestic helper is ill or injured.

Starting January 1, 2026, the emergency room fee has increased significantly from $180 to $400 (exempt for critical and emergency patients), while non-emergency radiological diagnostic and pathological examination services have changed from being free to costing $50 to $500. Basic services, such as X-rays, remain free.

Government outpatient fees overview

Labor insurance does not cover medical expenses.

Since employers are required to pay for their domestic helpers' medical expenses, purchasing domestic helper insurance not only protects the helper but also protects the employers themselves. Some employers may feel that purchasing only labor insurance for their domestic helpers is sufficient, but labor insurance is just a mandatory requirement under Hong Kong law and does not include medical insurance. Consumer councils believe that the protection provided by labor insurance is insufficient. It is recommended that employers purchase comprehensive domestic helper insurance.

Domestic helper insurance main coverage

Most domestic helper insurance policies already cover the costs specified by the employer in the "standard employment contract".In case the domestic helper gets sick, you don't have to bear the expensive medical and surgical costs:

• Outpatient fees and medical expenses for the female worker at the hospital or clinic
• Surgical costs and hospitalization fees during hospitalization
• Cost of a dental emergency

*The above information is for reference only as of April 17, 2026. All information is subject to the announcements of the relevant insurance companies.

According to Hong Kong law, Foreign domestic helpers can accumulate 2 days of paid sick leave for each full month of employment within the first 12 months of employment; thereafter, they can accumulate 4 days of paid sick leave for each full month of employment, with a maximum of 120 days of paid sick leave.

As long as the domestic helper can provide a proper doctor's certificate, the employer can...It is necessary to allow domestic helpers to take paid sick leave. During sick leave, a domestic helper's wages are equal to four-fifths of their average daily wage, and must be paid no later than the normal payday.

Can a domestic helper be dismissed due to illness?

Can't. According to Hong Kong law, it is illegal for an employer to dismiss a domestic helper on the grounds of illness. Once convicted, the employer may be fined up to $100,000. The domestic helper may also seek compensation from the employer for wrongful dismissal.

Medical repatriation: Guarantee for foreign domestic helpers to return home for medical treatment when seriously ill

According to the standard employment contract, if a domestic helper becomes seriously ill and is unable to work and needs to be sent back to her hometown for treatment, the employer must bear her airfare and transportation costs. Most domestic helper insurance policies cover the cost of sending a domestic helper back to her country of origin when she is seriously ill.

Under Hong Kong law, domestic helpers who have served their employers for 40 weeks or more under their contract are entitled to 14 weeks of paid maternity leave; those who have served less than 40 weeks are entitled to unpaid maternity leave. Employers cannot dismiss a domestic helper due to pregnancy, but if the helper intentionally concealed her pregnancy at the time of employment, the employer is not obligated to pay maternity leave wages. For any questions regarding a domestic helper's pregnancy, you can seek assistance from Path Finders and related organizations.

How to handle a pregnant domestic helper

1. Domestic helpers must notify their employers of their pregnancy and obtain confirmation from a doctor, providing a medical certificate with the expected due date (EDC). Without a valid reason, employers cannot dismiss domestic helpers on the grounds of pregnancy.

2. Employers can communicate with the pregnant domestic helper and understand her thoughts. For example, whether it is necessary to return to the place of origin to give birth and postpartum plans, etc.

3. Adjust the work content of pregnant domestic helpers according to their physical condition, and avoid assigning them dangerous or physically demanding jobs, such as climbing or lifting heavy objects.

4. Arrange maternity leave for domestic helpers, which usually begins 2 to 4 weeks before their due date.

5. Some comprehensive domestic helper insurance plans cover the additional expenses incurred by employers when hiring overseas domestic helpers during their maternity leave. If necessary, employers can review the terms and conditions of the purchased insurance plan to make a claim.

Methods for handling miscarriages of domestic helpers

If a domestic helper suffers a miscarriage during pregnancy, the employer should treat it as sick leave and grant the helper sick leave based on a doctor's certificate. During the relevant sick leave period, the employer may not terminate the employment contract. If the foreign domestic helper is employed by "Continuous Contracts" and has accumulated enough paid sick leave, Employers must provide foreign domestic helpers with a sick leave allowance equivalent to 4/5 of their average daily wage.

Employers are not required to pay for expenses related to the domestic helper's pregnancy.

Foreign domestic helpers are entitled to access Hong Kong's public medical services during their employment contract period, enjoying the same prenatal and postnatal checkups as residents, and can also give birth in public hospitals; if the domestic helper presents a valid doctor's certificate, the employer should treat it as sick leave, but Employers are not required to pay any expenses related to the domestic helper's pregnancy or childbirth. For example, examination fees or baby supplies.

Regarding miscarriages of domestic helpers, unless there is a doctor's certificate or other proof that the miscarriage was caused by work-related reasons, the employer is not required to bear the related expenses. Most comprehensive domestic helper insurance policies do not cover all complications related to the domestic helper's pregnancy, miscarriage, abortion, and childbirth. Employers need to carefully review the policy terms and conditions.

Some Filipino and Indonesian domestic helpers usually only take over-the-counter medicine or wait for their bodies to recover on their own, and rarely seek medical treatment on their own, because seeking medical treatment in hospitals in their hometowns is very expensive.

However, in Hong Kong, if a domestic helper is sick and refuses to seek medical treatment, the employer can explain the situation in Hong Kong to the helper. If they are afraid of taking medicine, the employer and the helper can go to a clinic or hospital together so that the doctor can explain the illness and the necessity of taking the medication. The employer should also patiently communicate with the helper to make them understand that taking medicine will help them recover sooner, rather than simply blaming them.