Why Choose us ?
Saving Money
「SoNetmaid」We focus on our controlling cost without affecting the quality of service, our employers can employ their helpers with Low Agency Fee.
After Service
Our DHs will be follow up in order to let them more quickly and easily adapt after arrival.
| Our Services : | |
| * Hiring Domestic Helpers (Oversea / Local) | |
| * Contract Renewal / Change | |
| * Directly Hiring | |
| * Domestic Helper (Insurance, Medical check up, Air ticket) |
Sevice Fees
| $9,980 up (Philippines) | $9,980 up (Indonesia) |
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* For Same Application Only
Note: We reserve the right for any alteration without prior notice!
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* Like us and share our facebook can enjoy $1,480 for Renew contract
Note: We reserve the right for any alteration without prior notice!
| $5,880 (Philippines)* | $7,280 (Indonesia)* |
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| Remark: * The above mentioned charges are not included in the oversea agency commission and other fees of the Helper, which shall be directly paid by the Helper according to relevant local governmental ordinances.
Note: We reserve the right for any alteration without prior notice! |
MEDICAL CHECK UP
| $ 550 |
| Hepatitis B |
| VDRL |
| Pregnancy Test |
| HIV Antibodies |
| Chest X- Ray |
DH Insurance
| Domestic Helper Insurance | |
| California Insurance Company Ltd | |
| Plan | ( A ) ( B ) ( C ) |
| 1 Year | ($600) ($800) ($1,000) |
| 2 Year | ($1,000) ($1,300) ($1,600) |
| Detail | Please Press here |
Purchasing Discount DH Air Ticket
Please contact us to find out more details！
| Note: We reserve the right for any alteration without prior notice! |
Go to the Agency in person vs. Through the Agency website or via whatsapp
| Go to the Agency in person choose helper | Through the Agency website or via whatsapp | ||
| Pros | 1. The agency realize the employer’s needs and provide the employers with professional analysis and advice.2.Employers can know more about the background of the Agency and get more secure. |
1. Save time
2. You can choose a helper with your whole family members at the same |
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| Cons | 1. It takes time to go to the Agency | 1. Employer may listen to different opinions on choosing a helper from friends, online platforms or forum but in the end, employer may choose a helper who is different from what they expect. |
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| Type of employer | For hiring a helper for the first time or if employers need professional advice from the Agency |
Has own opinion or has many years of experience in hiring helpers | |
Gentle Reminder: If the employers are first time employ a helper from us. We suggest employers come to our office for choose a helper
Gentle Reminder
| Q1. | If the maid has children, does she know how to take care of newborn baby or children? |
| A: | No. Because most of them are come from countryside, so they take care of the baby/ children are different from HK. Therefore you should find a maid who has work in oversea eg. Singapore, Taiwan or HK and have experience in taking care of baby or children. (The employer please notice that some of maids declare that they have experience but actually look after newborn baby or the child by the elderly woman either the female employer). |
| Q2. | If the maid is married whether can mature and reliable? |
| A: | Mature and reliable is depend on their personality, is not depend on their Martial status and age. |
| Q3. | Can employ a local maid who is terminated by her employer? |
| A: | Under the existing Immigration policy, FDHs whose contracts are terminated prematurely are required to return to their place of origin where they may submit a fresh application for entry to HK if they so wish. Permission to change employment in HK is given only in exceptional circumstances. These include, for example, cases where the employers are unable to continue with the contracts because of migration, death or financial reasons or there is evidence that the FDHs have been abused or exploited. |
( If employers have any enquiries, please contact our consultant.)
FAQ
| Q1. | Can an employer agree with the FDH to pay lesser amount of wages than the minimum allowable wage (MAW)? What is the prevailing MAW? |
| A: | No, an employer cannot agree with the helper to pay lesser amount of wages than the minimum allowable wage. Approval for the importation of FDH is based on facts submitted to the Director of Immigration, whereby the employer has agreed to pay not less than the minimum allowable wage. An employer who underpays wages as stated in the standard employment contract is liable, upon conviction, to a maximum fine of HK$350,000 and three years’ imprisonment. The employer would also be committing serious offences of making false representation to an Immigration Officer and conspiracy to defraud.The MAW is subject to regular review. For standard employment contracts, the applicable MAW is HK$4,870 per month. |
| Q2. | How long does the employment contract ? Can an employer terminate his helper’s contract before it expires? |
| A: | The period of employment contract is two years. There is no Trial or Probation period. An employer and his helper alike may terminate the contract prior to its expiry by giving not less than one month’s notice in writing or by paying one month’s wages to the other party. |
| Q3. | Can an employer ask the FDH to work for another person or take up non- domestic duties? |
| A: | No. It is an offence under the Immigration Ordinance if maid works for another person other than the employer named in his/her visa or perform non-domestic duties. Both parties found to have breached the Immigration Ordinance may face prosecution. |
| Q4. | Employer own two flats where he used to dwell alternately. Can an employer enter both addresses in the employment contract? |
| A: | No. It is specified in the Standard Employment Contract that an FDH shall work and reside in the employer’s residence at a specified address. The employer’s residence refers to a single household in one location and it is therefore not permissible to include a second address in the Contract. |
| Q5. | Can the FDH live away from his/her employer’s home? |
| A: | No. An FDH should work and reside in the employer’s residence in accordance with Clause 3 of the Standard Employment Contract . The employer is required to provide the FDH with free accommodation as per the standard specified in the “Schedule of Accommodation and Domestic Duties” of the employment contract. |
| Q6. | What kinds of leave are FDHs entitled to under the Employment of Ordinance? |
| A: | Under the Employment Ordinance, FDHs are entitled to the following leave: |
| Rest Day: | |
| FDHs are entitled to not less than one rest day in every period of seven days. | |
| Statutory Holiday: | |
| All FDHs, irrespective of their length of services, are entitled to the following 14 statutory holidays in a year: FDHs having been employed for not less than 3 months is entitled to pay on statutory holidays. Regardless of whether FDHs are entitled to holiday pay, an employer should grant their FDHs a statutory holiday, or arrange an alternative holiday or substituted holiday. An employer must not make any form of payment to the FDHs in lieu of granting a holiday. In other words, buy-out of a holiday is not allowed. | |
| Annual Leave: | |
| FDHs are entitled to annual leave with pay after having been employed under a continuous contract for every 12 months. FDHs have entitlement to paid annual leave increases progressively from seven days to a maximum of 14 days according to his length of service. |
| Q7. | Can an employer make payment to FDH in lieu of a statutory holiday? |
| A: | No. An employer must not make any form of payment to FDH in lieu of a statutory holiday. The employer must then arrange an alternative holiday within 60 days before or after the statutory holiday. |
| Q8. | Should employer pay for the medical expenses incurred by the FDH when he/she is ill or injured? |
| A: | Yes. When your helper is ill or injured, you shall provide free medical treatment to him/her whether or not it is attributable to his/her employment. Free medical treatment includes medical consultation, maintenance in hospital and emergency dental treatment. In this connection, employers are encouraged to consider taking out suitable medical insurance policy for their helpers to cover the said liabilities. |
| Q9. | Can an employer dismiss a pregnant FDH? |
| A: | An employer is prohibited from dismissing a pregnant FDH from the date on which she is confirmed pregnant by a medical certificate to the date on which she is due to return to work upon the expiry of her maternity leave (except the FDH is summarily dismissed due to her serious misconduct) |
| Q10. | Under what circumstances should an employer pay severance payment or long service payment to his helper if he terminates the helper’s contract? |
| A: | An employer should pay severance payment to his helper if the helper has been employed continuously for not less than 24 months and is dismissed (or his/her contract is not renewed) by reason of redundancy. An employer should pay long service payment to his helper if the helper has been employed continuously for not less than 5 years and is dismissed (or his/her contract is not renewed) by reason other than serious misconduct of the helper or redundancy.
However, an employer is not required to pay both long service payment and severance payment to the helper. |
| Q11. | Is employer responsible for paying the helper passage back to her place of origin upon termination or expiry of the contract? |
| A: | Yes. Upon termination or expiry of the contract, employer should provide free passage, usually an air ticket covering airport tax for you to return to your place of origin, and a daily food and travelling allowance of HK$100 per day. |
| Q12. | What kind of air-ticket should employer provide for the helper upon expiry or termination of contract? Should it be open-date or fixed-date? |
| A: | This is not specified in the employment contract. Both parties may agree on an open-date or fixed-date ticket. However, you may wish to provide an open-date ticket in case your helper is unable to use a fixed-date ticket due to unforeseen circumstances. |
| If employers have any enquiries, please contact our consultant or visit” Labour Dept Website “ |
( If employers have any enquiries, please contact our consultant.)