Employment agencies warned by the Government

Employment agencies can only charge employees for services rendered and the amount should be agreed between both parties, the Labours Affairs Bureau (DSAL) warned yesterday.
The DSAL statement explained that the law does not authorize the recovery of any monies from non-resident workers.
“It only allows the agencies that provide accommodation to imported workers, to charge a monthly quantity not exceeding one-sixth of their salary and the agencies must pass receipt of the amount invoiced,” the Government department said.
It was also stressed that every employment agency should carry a valid administrative licence; otherwise the DSAL will issue a fine ranging from MOP 20,000 to 50,000, according to the law on licensing employment agencies.
In addition, the employment agency “can only hire workers who are holders of residence or temporary residence documents. A breach of this provision entails a charge with fines from MOP 10, 000 to 40,000, for each non-resident worker.
DSAL also responded to a report criticizing the law on imported labour efficiency published on March 5 in the Chinese-language Macau Daily News (Ou Mun Iat Po).
According to the statement, the local newspaper reported that employers could easily fall into a trap because of the new law. It also addressed the issue of recruitment of domestic non-residents, stating “It is clear that the employer wants the employee to go its home for a probation period, but he is taking the risk of being suspected of hiring illegal workers. Are you sure that the law has no problems? ”
In its statement the public department makes clear that the law on imported labour establishes that illegal labour concerns only those who do not carry the necessary authorization documents to do business on behalf of others [in other words, without the non-resident worker identification permit known as “blue card”] or those non-residents whose hiring has been authorized to a different entity.
“The new law will take effect on April 26, establishing that the contract of employment with the non-resident workers may be concluded before granting the employer’s work authorization or concession to non-residents to remain as an employee, but it is considered valid only after granting of both permits. In other words, it is considered a violation to create an employment relationship between any individual and a non-resident who does not have any authorization (even if experimental). Otherwise, labourer and employer alike will be punished.”