NATIONAL ECONOMICS UNIVERSITY

ASSIGNMENT
ECONOMIC GEOGRAPHY

TOPIC: “The Pros and Cons of Temporary Foreign Employment”

Student’s name: Hoàng Phương Thảo

Student’s ID: 11225870
Class: LSIC 64

Ha Noi, September 2023

 TABLE OF CONTENT
ABSTRACT........................................................................................................................3
MAIN CONTENT.............................................................................................................4
I. DEFINITION OF TEMPORARY FOREIGN WORKERS.......................4
II. BENEFIT OF TEMPORARY FOREIGN WORKERS..............................4
1. Economic opportunities.................................................................................4
2. Skill development and experience.................................................................5
III. DIFFICULTIES OF TEMPORARY FOREIGN WORKERS...................6
1. Right abuses..................................................................................................6
2. Job insecurity................................................................................................7
3. Language and Cultural Barriers...................................................................8
IV. SOLUTION FOR TEMPORARY FOREIGN WORKERS........................9
1. Policy Changes..............................................................................................9
2. Improved Safety Trainings..........................................................................10
3. Fair Recruitment Policies...........................................................................11
CONCLUSION................................................................................................................12
REFERNCE.....................................................................................................................13

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 ABSTRACT

Globalization has fundamentally transformed labor patterns around the world.

Economies are more interconnected than ever before through extensive trade networks
and multinational companies operating across borders. Accordingly, the movement of
workers internationally has increased dramatically. From migrant laborers to expatriate
knowledge workers, individuals are securing employment opportunities in foreign nations
at unprecedented scales. Being a temporary foreign worker can present both opportunities
and challenges. On one hand, it allows individuals to gain valuable international work
experience in another country and earn higher wages than they may be able to in their
home country. However, the temporary nature of such work also comes with difficulties.
One of the main benefits is the potential to earn a higher salary. Many developed
nations have higher minimum wages than developing countries, so temporary foreign
workers are able to save more money over a period of months or years working abroad.
The salaries they earn overseas can significantly improve their living standards back
home or support families in their home country. In addition to higher wages, temporary
work may broaden an individual's career prospects by exposing them to new skills, work
cultures and professional networks. Working internationally gives valuable experience
that can help advance careers long-term. It also provides the opportunity to improve
language abilities and cultural awareness by immersing oneself in another society.
However, being a temporary resident also introduces difficulties. The visa status of
such workers makes their right to remain in the host country conditional upon ongoing
employment, leaving them vulnerable to exploitation. Further, the temporary nature of
the work means difficulties in planning for long-term settlements or family life abroad.
Social isolation from friends and family back home can also negatively impact mental
wellbeing for some in what is intended to be only a temporary stay overseas.
In summary, temporary foreign work arrangements provide financial rewards but also
uncertainties due to the precarity of one's immigration status. Both benefits and
difficulties must be weighed carefully by anyone considering such opportunities abroad.

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 MAIN CONTENT
I. DEFINITION OF TEMPORARY FOREIGN WORKERS
Temporary foreign workers (also call contract workers or guest workers) are
individuals permitted to work in a country where they do not have a permanent right to
reside. They might face a threat of deportation, nonrenewal, or blacklisting from future
contracts if they engage in any activities of which their employer disapproves. They very
seldom have any pathway towards permanent residence in the societies where they work,
even after many years of service and they can be sent home when no longer needed,
allowing for a flexible workforce.

II. BENEFIT OF TEMPORARY FOREIGN WORKERS

1. Economic opportunities
Temporary foreign workers often seek employment in countries with stronger economies
and higher wages compared to their home countries. By working abroad, they can earn
income and improve their financial situation. They may also be able to send remittances
back to their families, which can contribute to economic development in their home
countries.
Some countries even have more favorable tax systems, including lower tax rates or tax
exemptions for foreign workers. This can result in higher take-home pay and potentially
lower overall tax burdens.
According to the US State Department, the number of workers admitted to the US in visa
programs requiring employer sponsorship has more than quadrupled in the 30 years since
1989, growing from 216,863 admissions in 1989 to 962,517 in 2019. This proves that
people in undeveloped and developing countries have better income when becoming
temporary workers.

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 2. Skill development and experience
Working as a guest worker provides an opportunity to acquire new skills, knowledge,
and work experience. This can enhance their professional growth and increase their
future employability. Guest workers may gain specialized expertise in their respective
industries, which can be valuable for their career advancement.
A new British Council report highlights the benefits of international experience for
personal and professional development. The research shows that individuals who have
worked abroad have better communication and problem-solving skills, and are more
confident in their ability to adapt to new situations.

III. DIFFICULTIES OF TEMPORARY FOREIGN WORKERS

Temporary foreign workers face challenges other migrants and residents of their host
country do not experience. Additionally, creates challenges for both the host country and
the country the worker temporarily leaves.

1. Right abuses
Unfortunately, the rights granted to guest workers are not the same worldwide. While
in some countries, guest workers are guaranteed the same universal rights and security
given to their citizens, like minimum wages and safety regulations, in other instances,
temporary foreign workers are treated as inferior citizens and afforded considerably fewer
rights and privileges.
One place that receives considerable criticism for its treatment of guest workers is the
United Arab Emirates. Working hours range between 16-21 hours a day without rests or

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breaks, and workers are also required to work weekends. The average monthly salary
ranges between $150 and $200, bringing hourly wages to between 15 and 30 cents. In
addition, over a quarter of workers interviewed by Human Rights Watch reported having
to sleep under stairwells, in hallways, on living-room floors, or in common living
quarters, and some reported having to sleep on the bare floor.
Similar parallels of control and mistreatment can be seen within the UAE’s growing
construction sector. Migrant workers have been put to work at Saadiyat Island in Abu
Dhabi to construct a £17 billion cultural/heritage/tourism hub. It is reported that several
thousand workers in the official labor camp on Saadiyat Island in Abu Dhabi were
subject to segregation, a 10 pm curfew and monitoring by security guards, and could only
enter or leave on authorized buses.

2. Job insecurity
Temporary foreign workers typically have temporary or contract-based employment,
which can lead to job insecurity. They may face sudden termination or non-renewal of
contracts without proper notice or compensation, making it difficult for them to plan for
their future or establish stability. They tend to work in more hazardous jobs than native-
born workers, known as the three Ds — dirty, dangerous, and disgusting.
Many rich countries, such as the United States, and some emerging economies need
immigrants to replenish their aging workforce. Migrants from the poorest countries can
increase their income 15-fold and contribute significantly to the economies of their home
countries through remittances. However, immigration can be risky. Some immigrants
face dangers while traveling to the country where they hope for employment, including
fatalities at borders. Thousands of others are exposed to hazardous chemicals or
conditions at work, leading to injuries, illnesses, and even fatalities.
In the United States, immigrant workers have been found to be 15 percent more likely
to be fatally injured on the job compared to native-born workers, according to the Census
of Fatal Occupational Injuries. This highlights the increased risks faced by immigrant
workers in hazardous work environments. The power imbalance between employers and
immigrant workers, who have few rights, forces migrants to take risks that endanger their
health, according to occupational health researcher Marc Schenker of the University of
California, Davis. Many migrant workers also lack access to proper health care because
countries restrict the benefits they can receive, or workers are afraid to claim services that
do exist.

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 3. Language and Cultural Barriers
Immigrants who do not speak the host country's dominant language are at particular
risk for occupational injury, although research on this association has been mixed.
Without language skills, immigrants are relegated to more dangerous jobs. In addition,
workers with lower education levels and limited language skills tend to incur more
occupational injuries than do those with higher education. Although safety trainings are
essential to protect worker health, they may not be offered in workers’ native language,
owing to the wide range of linguistic variation among immigrant workers. Safety
trainings posted safety information and warning signs, and legal information do little to
protect workers if workers are unable to understand them. Trainings may be inadequate
for the level of risk involved in the work, may not be available in the workers’ primary
language, and may present complicated information. Furthermore, factors such as social

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position or other cultural issues may impact how workers receive trainings presented by
other workers, even if they speak the same language.
In a study investigating challenges to family doctors providing care to international
migrants in central Switzerland, the language barrier was considered the second most
challenging part after the patients psycho-social problems. Communication is central to
patient-doctor encounters: doctors need to be able to take an adequate history in order to
guide diagnoses; explanations of treatments, preventive aspects and further care need to
be understood by patients and care-givers. The more delicate, complex and emotional the
topic, the higher a language proficiency is required for adequate care.

IV. SOLUTION FOR TEMPORARY FOREIGN WORKERS

1. Policy Changes
The ILO has taken the lead in protecting immigrant worker health, and its mission of
social justice focuses on creating fair labor practices in host countries to promote worker
protection. The ILO calls for policies that recognize the contributions that migrant

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laborers make to host countries and policies that promote “decent work opportunities”
and social protections. Migrant workers contribute to the economies of both their country
of origin and the host country by accepting and shouldering great personal risk. Through
collaboration between origin and host countries, the ILO seeks to create agreements that
promote the safety of workers. Proposed standards include policies to protect against
forced labor or trafficking, ensuring that wages are regularly and directly paid to the
worker, protecting social security benefits, promoting written employment contracts, and
ensuring a mechanism for workers to register violations of fair practices.
One method to promote fair labor practices is the Migrant Welfare Fund, operated by
the government of the country of origin. A well-developed example of the migrant
welfare fund is the Overseas Workers Welfare Administration, operated by a special
government agency in the Department of Labor and Employment in the Philippines.
Through modest membership fees paid by the migrant or the recruiting agency, the fund
protects the rights of workers emigrating from the Philippines by providing predeparture
orientation, loans to defray costs of migration, life and personal accident insurance, and
immediate repatriation of workers who become ill while abroad.
Expanding the role of nongovernmental organizations (NGOs) to improve worker
rights is another method used around the world with success. For example, in the Pearl
River Delta of China, NGOs offer regular trainings to migrant workers regarding legal
status, capacity building, and financial resources.

2. Improved Safety Trainings

Despite the increased risks of occupational injury and fatality among immigrant
workers, attention to policies and unique partnerships may improve these conditions and
the health of workers. Improvement in health and safety trainings is an important first
step. Owing to language barriers, variations in literacy levels, and unequal access to
formal education, presenting safety information in English or through the use of flyers or
worksheets is not adequate in multicultural work settings. Safety trainings should
incorporate methods such as pictograms, illustrations, and hands-on exercises that
transcend cultural, educational, and linguistic differences.
Work-based trainings are only one way to improve the health and safety of workers.
Trainings and public health messaging can be expanded beyond the workplace and into
the social media arena or through partnerships with local community centers. The
National Institutes for Occupational Safety and Health created a unique partnership with
the Mexican government to improve health and safety trainings for Mexican-origin

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immigrant workers. Using the 50 consulates across the United States, the agency is able
to provide culturally appropriate occupational trainings designed in conjunction with
Mexican nationals in a setting where immigrants feel comfortable and secure.
The US Department of Labor's Occupational Safety and Health branch recently
implemented its Site-Specific Targeting program to target occupations with high injury
rates. This program includes a letter to identified agencies to warn about the high injury
rates and inspections for compliance with workplace safety and health regulations.
Although the results of these interventions are mixed, similar approaches using risk-based
audits to target resources toward potential occupational safety risks show positive results.
Federal attention targeting industries known to employ immigrant workers in high-risk
jobs may help reduce occupational injuries and fatalities. Innovative strategies designed
to improve workplace safety on a national level include the use of social media and
government partners, which could be expanded to reach the immigrant workforce.

3. Fair Recruitment Policies

The vulnerability of international migrants begins in the country of origin with
predatory recruitment practices. Workers traveling to a foreign country are often required
to pay high recruitment fees to the agency or person assisting them in migration. It can be
difficult for the migrant to determine whether the recruiting agency is a legitimate
organization or one that preys on the vulnerability of the migrant. When recruiting fees
are exorbitant, the debt of the worker puts him/her at risk for servitude and trafficking for
an inability to pay the fee. In response to violations of worker rights, the ILO launched
the Fair Recruitment Initiative in 2014, which was designed to strengthen laws and
policies around international labor recruitment, to promote fair business practices, and to
empower workers with channels to combat corruption.
Recognizing the boost to their economy from remittances sent by emigrants, the
government of Bangladesh created official offices to monitor the recruitment of its
citizens. The Bureau of Manpower Employment and Training issues licenses to recruiting
agencies and provides immigration clearance after reviewing employment contracts. In
Latin America, citizens from select countries can take advantage of visa-free employment
in a participating country under the Free Movement and Residence Agreement. While
government regulations cannot protect against all nefarious recruitment practices,
national attention to the process is a step in the right direction to ensure worker safety.

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 CONCLUSION

In conclusion, temporary foreign work can be a double-edged sword, bringing both

rewards and challenges. The financial benefits of higher wages have significant potential
to improve one's living standards and lift families out of poverty. It also enables valuable
skills development and career advancement through international experience. However,
the temporary nature of such work arrangements leaves these individuals in a precarious
position, vulnerable to exploitation due to a lack of long-term rights and protections in
their host countries.
While temporary foreign employment fills important labor needs globally, it is
important that both governments and employers recognize their duty of care towards
these expatriate workers and ensure acceptable living and working conditions. Policies
should aim to balance economic interests with humane treatment and protections against
abuse. Workers also need access to support systems and advocacy to address any
workplace issues that arise during their stay overseas.
For individuals considering taking on such temporary foreign job opportunities, it is
prudent to plan diligently and have realistic expectations about both the positives as well
as limitations within the context of non-permanent resident status. Manging challenges
like social isolation, cultural adjustment and uncertainty over future migration status
requires resilience. With informed decision making based on a clear-eyed understanding
of all aspects of this type of international employment, temporary foreign workers can
optimize their experience to derive maximum career and financial benefit from their time
abroad, while minimizing risk of exploitation inherent in short-term contingent work
arrangements. Overall, this type of global labor mobility brings both rewards and
responsibilities for all stakeholders involved.

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 REFERNCE

1. Guest workers. (n.d.). Hello Vaia. https://www.hellovaia.com/explanations/human-

geography/population-geography/guest-workers/
2. Admin, A. (2019). UAE migrant and domestic workers abuse. Americans for
Democracy & Human Rights in Bahrain. https://www.adhrb.org/2019/05/uae-
migrant-and-domestic-workers-abuse/
3. Bonetti, B. (2022, August 2). How Do Language And Cultural Barriers Make It
Difficult For Immigrants? MC Law Group | Philadelphia Immigration Lawyers.
https://mc-lawgroup.com/how-do-language-and-cultural-barriers-make-it-difficult-
for-immigrants/
4. International Rights Group: Migrant workers abused in UAE homes — AP Migration.
(n.d.). AP Migration. https://apmigration.ilo.org/news/home-international-rights-
group-migrant-workers-abused-in-uae-homes
5. Moyce, S., & Schenker, M. B. (2018). Migrant workers and their occupational health
and safety. Annual Review of Public Health, 39(1), 351–
365. https://doi.org/10.1146/annurev-publhealth-040617-013714
6. Underwood, E. (2018). Unhealthy work: Why migrants are especially vulnerable to
injury and death on the job. Knowable Magazine. https://doi.org/10.1146/knowable-
071818-075501
7. Jaeger, F. N., Pellaud, N., Laville, B., & Klauser, P. (2019). The migration-related
language barrier and professional interpreter use in primary health care in
Switzerland. BMC Health Services Research, 19(1). https://doi.org/10.1186/s12913-
019-4164-4
8. Norlander, P. (2021). Do guest worker programs give firms too much power? IZA
World of Labor. https://doi.org/10.15185/izawol.484
9. Miller, J. (2022). Advantages and disadvantages of temporary
employment. Mackinnon & Partners. https://mackinnonandpartners.com/advantages-
and-disadvantages-of-temporary-employment/
10. A world of experience | British Council. (n.d.).
https://www.britishcouncil.org/research-insight/world-
experience#:~:text=Experiencing%20the%20world%20and%20improving
%20yourself&text=The%20research%20found%20that%20international,with
%20those%20from%20other%20countries.

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