Fair interview questions for a domestic helper

Use the interview to find out whether the household and the role fit each other. Start by describing the actual work, home routine and arrangements. Then ask every candidate the same core questions, so you can compare answers fairly.

For a foreign domestic helper (FDH), the role must match the Standard Employment Contract and its Schedule of Accommodation and Domestic Duties. Immigration says an FDH performs domestic duties for the employer's household at the contractual address. ↗ An interview cannot change those conditions later.

Describe the role before asking about experience

State who lives in the household, the address, the main domestic duties, the usual daily timetable and any regular care needs. Explain the working language, the available equipment and who gives day-to-day instructions.

Ask candidates how they have handled comparable tasks. For example:

• “This household has two school-age children. What routine have you used for school mornings?”
• “The main work includes cooking, laundry and cleaning. Which tasks have you done regularly, and how did you organise them?”
• “An older family member lives with us and needs help with daily routines. What experience do you have with non-medical household support?”
• “What questions would you ask before taking responsibility for this routine?”

Do not use the conversation to add non-domestic work, work for another household or duties at an address that is not in the contract. Immigration explains the limits on an FDH's deployment. ↗

Discuss the daily arrangements clearly

Ask about the practical arrangements that affect the work. You can discuss communication, meal arrangements, household rules, rest-day scheduling, safety procedures and how the candidate prefers to receive feedback.

The employer's legal and contractual obligations still apply. The Labour Department says FDHs are entitled to rest days, statutory holidays and paid annual leave. ↗ It also says employers should provide sufficient sleep and rest time, respect privacy and make suitable adjustments when planning work schedules and meal arrangements.

Try questions such as:

• “We use Cantonese and English at home. What is the clearest way for us to give you a new instruction?”
• “Our usual rest day is Sunday. Is there anything we should discuss about the arrangements?”
• “We provide food in the household. Are there food practices we should discuss so that we can plan meals respectfully?”
• “If a task feels unsafe or unclear, how would you raise it with us?”

These are discussion prompts, not a substitute for recording the agreed contractual arrangements.

Keep questions connected to the job

The Equal Opportunities Commission recommends asking only questions that relate directly to the essential requirements of the job. ↗ If you need to assess whether someone can work a stated timetable, describe that timetable and ask whether the candidate can meet it. Do not make assumptions from marital status, children or domestic obligations.

Avoid questions about marriage plans, pregnancy, children, medical history, disability, race or other private characteristics when they are not directly necessary for the role. The EOC says Hong Kong's anti-discrimination ordinances protect FDHs during employment on grounds including sex, marital status, pregnancy, family status, disability and race. Read the EOC's FDH guide for its scope and limits. ↗

If you are unsure whether a proposed question or selection practice is appropriate, ask the EOC for guidance before using it. This article is general information, not legal advice.

Finish with a shared record of the role

After each interview, write down the candidate's answers against the same role-based criteria. Record what you have explained about the household and what still needs agreement. Do not treat a friendly conversation as a promise that either side will complete a two-year contract.

If you decide to proceed, check that the final job description matches the contract schedule. Then prepare for the arrival or start date with a first-week household onboarding checklist.