Foreign migrant workers in Taiwan, particularly the live-in caregivers which are employed by an individual employer receive unclear job description, low wages, long and abnormal working hours and no freedom to change employers at will which make them vulnerable to maximum exploitation (Loveband, 2004; Chen, 2016; Wang et al., 2018). The inability to voice their concerns could be one of the reasons why these classic issues keep emerging over time.

Many outstanding researchers have been doing numerous studies related to employee voice (Milliken, et al., 2003; Rees et al., 2013; Morrison, 2014; Wilkinson et al., 2015; Jiang et al., 2017), however they mainly focused only on typical employees who work in a company or organization. Caregivers as well as other workers employed in the informal sector are often neglected and not considered as an employee even though they work and get paid which definitely fit its definition.

This qualitative approach has been chosen for this research because this approach is very useful in order to have an in-depth understanding of the stories (Cooper & Schindler, 2013; Bhattacharya, 2017) and the meaning (Merriam, 1998) behind the experiences of Indonesian live-in caregivers in Taiwan. As a result, the primary method used in this research to collect all the data was through in-depth semi-structured interviews with a total sample of 32 Indonesian caregivers aged between 23 to 42 years old were interviewed.

All interviews were translated and transcribed and analyzed which resulted in six essential aggregate dimensions: hostile working environment, restrictions in employment, problems with agency, individual characteristics, voice channels and results after voice out. All these dimensions were eventually intertwined in which the proposed conceptual framework of voice is laid based upon while at the same time tried to combine both OB and IR fields.

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