Core Viewpoint - The article discusses the transition of the domestic service industry from a "gig economy" model to an "employee-based" model, highlighting the benefits and challenges of this shift for domestic workers and companies [1][4][10]. Group 1: Employee-Based Model - The employee-based model requires domestic service companies to sign labor contracts with workers, pay wages, and contribute to social insurance, aiming to provide stable employment for domestic workers [1][4]. - As of November 12, 2023, there are only 15 employee-based domestic service companies in Beijing, despite the existence of 111,000 related enterprises in the region, indicating a significant gap in adoption [4]. - The employee-based model is seen as a way to improve the working conditions and rights of domestic workers, contrasting with the "intermediary model" where workers are not protected by labor laws [3][4][10]. Group 2: Challenges in Implementation - High management costs and the lack of sufficient policy incentives are major barriers to the growth of employee-based domestic service companies [4][12]. - The current labor law framework complicates the application of employee-based models, particularly regarding overtime pay and rest periods for live-in workers [13]. - Many domestic workers prefer short-term high income over long-term benefits like social insurance, which affects their willingness to transition to the employee-based model [15]. Group 3: Industry Trends and Future Outlook - The domestic service industry is facing a shortage of workers, with estimates suggesting a gap of over 10 million, leading to continued reliance on the gig economy model in the short term [5]. - Recent policies aim to promote the employee-based model, with a goal for it to become a significant part of the industry by 2035 [10][17]. - Companies are exploring new paths, such as implementing employee-based models for a portion of their workforce while maintaining intermediary services to address quality issues in the industry [18][19].