As the new presidential regime in Nigeria commenced towards the end of May 2023, Nigerians were dished a rather sudden yet inevitable change in the transportation and logistics terrain which, based on economics in turn, has hugely significant effects on other aspects of our economy- cost of goods, cost of living, standard of living and the likes…
A major effect is that on employment. In our very interesting, developing economy, employment cuts across very visibly and tangibly formal sectors and the not very perfectly competitive informal sectors that comprises of the semi-skilled blue collared workforce and with specificity, the domestic employee /help category of work.
To zero it down to size some more, looking at the behavioural tendencies of employees that come and go (or is it go and come) in many households in Nigeria, one can expect an influx of new personalities seeking household domestic jobs just to shock absorb the biting effects of the fuel subsidy removal resulting in fuel increments and (for one) a rise in transportation costs.
So, what should be the posture of an employer and even agents?!
Hmm… going by the reasons for employing domestic workers- particularly the live-in category, it is important to ensure that those needs are still largely met/satisfied not eroded by the microeconomic factors like price increase in this case resulting in the need to make alternate decisions about employment resulting in macroeconomic outcomes for within Nigeria’s economy.
It can be argued that the employer of the domestic helper or employee requires utmost support in the affairs of their household or whatever relevant context applicable within the International Labour Organization or relevant governing bodies definition and by implication, the Agent that serves as intermediary between the employer and employee should have thar in view as part of all the consuming focus of service to be rendered.
Therefore, in view of the impact from the price hike, preference for the live-in form of domestic help employment will be arguably higher so as to shock absorb cost of transport rise in the face of rising prices of goods yet little or no increase in income.
As aforementioned, such drastic times would imply drastic, desperate influx of individuals who may not be entirely fit mentally, and behaviourally for the live-in side of paid domestic work.
Ideally staff must be given a most conducive environment to thrive and serve optimally yet the willingness, readiness and ability to work under certain non-formal yet structured environment is needed even within the domestic/ household helper category.
Based on the likelihood of a rapidly unchecked influx of females and males invariably preferring to live-in staff. As they make themselves readily available in their throngs, employers should be ready to do thorough checks assessing behavioural history, mindsets, mental health tendencies and the likes. Employers should ensure they have a strategy of assessing for quality balancing a strategy of just cost considerations in selecting staff.
Agents should do proper checks and possibly trainings if there’s a huge gap existent due to the changing employment decision from live-out domestic employment to live-in domestic employment.
Ps: There is more to strategically consider within the context of employing domestic workers. It is very important therefore that no matter what, well-thought through decisions on safety should be prioritised.
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