Most large organisations have high recruitment and employment standards for direct employees. The same may not be true for those indirectly associated with these organisations, including subcontracted workers and domestic workers sponsored by employees. Collaborating with legal and sector-specific experts, we create tools and provide tips on navigating issues involving this vulnerable category of workers.

Recruitment agents (RAs) also play a key role in labour migration of domestic workers (DWs), especially since the workers receive no protection under the labour law. From our survey and discussions with DWs and employers, we understand that there is significant scope for improvement in how RAs operate. However, this information is rarely conveyed in a constructive manner to the RAs, and the only feedback they receive is complaints. Adherence to regulations is out of fear of blacklist, and not with an interest to ensure a fair and ethical recruitment process.

Employers of domestic workers are also a key stakeholder. Employer advocacy and outreach initiatives enable a balanced approach, taking into account the views and experiences of employers and use the same medium to influence positive changes in the employment relationship. Other non-traditional stakeholders include businesses and embassies (as employers of migrant domestic workers).