At the heart of Pinkcollar's operations lies a deep awareness of the human element that defines our industry. We not only recognise that the act of an employer introducing a worker into their home crosses boundaries of borders, culture, religion, and socioeconomic differences, but we also acknowledge that the domestic work field itself lacks the typical best practices and professionalism that we are accustomed to in formal workplaces.

Pinkcollar’s Post-Placement service functions as a Human Resource solution to address the gaps and nuances that we observe in this industry. Our dedicated Post-Placement team is committed to providing continuous assistance to both employers and domestic workers throughout the entire 2-year contract beyond the standard 3-month industry limit, under our Full Placement Service.

Our team is equipped to offer guidance on managing domestic helpers, providing resources and practical tips on a variety of issues that may arise throughout the 2-year contract. Drawing on formal backgrounds in psychology and counselling, our team is also dedicated to aiding in counselling and mediation, with the overarching goal of fostering trust and understanding between employers and workers for successful placements.

Our team follows a guided case management framework with the aim to facilitate both employers and workers with fairness, empathy and professionalism

1. Issue identification: When a concern is addressed by any party, we first reach out to understand the issue(s) at hand. This could be anything from simple food arrangement queries, task management guidelines, to more complex matters such as a worker’s sudden drop in performance or challenges in communication between worker and employer.
2. Practical tips & resources: A majority of the time, our team is able to provide feedback/guidance to employers and workers to carry out specific actions that may assist them in resolving their issues by themselves. For example, a nervous worker who is not eating well due to differences in food preferences can be guided to have an honest conversation with her employer on her food preference.
3. Facilitation on both sides: If required, our team can mediate discussions on specific issues, ensuring that both perspectives are heard and considered to find productive and mutually-beneficial solutions.
4. Corrective measures: Where applicable, our team can advise on corrective measures to be taken, which may include formal warning letters and specific plans of action or performance improvement.
5. Case-by-case approach: Acknowledging the distinctive nature of each potential issue and the complex, personal dynamics inherent in diverse human relationships, our solutions may not adhere to a predefined order or structure. Instead, we customise them based on your specific household needs and the issue at hand.

For more information on how we work, read our manifesto.